[TYPE THE COMPANY NAME]
HRM3703 Assignment 2
(COMPLETE ANSWERS) Semester
1 2026 - DUE 1 April 2026
NO PLAGIARISM
[Pick the date]
[Type the abstract of the document here. The abstract is typically a short summary of the contents of
the document. Type the abstract of the document here. The abstract is typically a short summary of
the contents of the document.]
, Exam (elaborations)
HRM3703 Assignment 2 (COMPLETE
ANSWERS) Semester 1 2026 - DUE 1 April
2026
HRM3703 Assignment 2 (COMPLETE ANSWERS) Semester 1 2026 - DUE 1
April 2026; 100% TRUSTED Complete, trusted solutions and explanations.
Question 1 Read the case study at the end of chapter 4 in your prescribed
book (6th edition). Now answer the questions below. 1.1 Imagine that you
are an employee at Larson Properties and you are part of the HR team.
Planning has commenced for the implementation of a new HRIS. Your task is
to help your team to operationalise this plan. Write a brief plan where you
specifically address both logical and physical design of the ATS for Larson
Properties. (7 marks) 1.2 One of your team members obtained their BCom
HRM degree in 2025 at Unisa and joined Larson Properties in January 2026.
Explain to this inexperienced team member which one is more important,
logical design or physical design. (2 marks) [9]
QUESTION 1
1.1 Plan for Logical and Physical Design of the ATS (7
marks)
As part of the HR team at Larson Properties, implementing a new Human Resource Information
System (HRIS), specifically an Applicant Tracking System (ATS), requires careful planning of
both the logical and physical design.
Logical Design
The logical design focuses on what the system must do and how information flows within the
organisation.
Identify key HR processes such as job posting, application submission, screening,
shortlisting, interviewing, and hiring.
Define the data requirements, including applicant details (CVs, qualifications,
experience, contact information).
Establish user requirements for HR staff, managers, and applicants (e.g., easy
application submission, tracking candidate progress).
Design workflows showing how applicants move through different recruitment stages.
HRM3703 Assignment 2
(COMPLETE ANSWERS) Semester
1 2026 - DUE 1 April 2026
NO PLAGIARISM
[Pick the date]
[Type the abstract of the document here. The abstract is typically a short summary of the contents of
the document. Type the abstract of the document here. The abstract is typically a short summary of
the contents of the document.]
, Exam (elaborations)
HRM3703 Assignment 2 (COMPLETE
ANSWERS) Semester 1 2026 - DUE 1 April
2026
HRM3703 Assignment 2 (COMPLETE ANSWERS) Semester 1 2026 - DUE 1
April 2026; 100% TRUSTED Complete, trusted solutions and explanations.
Question 1 Read the case study at the end of chapter 4 in your prescribed
book (6th edition). Now answer the questions below. 1.1 Imagine that you
are an employee at Larson Properties and you are part of the HR team.
Planning has commenced for the implementation of a new HRIS. Your task is
to help your team to operationalise this plan. Write a brief plan where you
specifically address both logical and physical design of the ATS for Larson
Properties. (7 marks) 1.2 One of your team members obtained their BCom
HRM degree in 2025 at Unisa and joined Larson Properties in January 2026.
Explain to this inexperienced team member which one is more important,
logical design or physical design. (2 marks) [9]
QUESTION 1
1.1 Plan for Logical and Physical Design of the ATS (7
marks)
As part of the HR team at Larson Properties, implementing a new Human Resource Information
System (HRIS), specifically an Applicant Tracking System (ATS), requires careful planning of
both the logical and physical design.
Logical Design
The logical design focuses on what the system must do and how information flows within the
organisation.
Identify key HR processes such as job posting, application submission, screening,
shortlisting, interviewing, and hiring.
Define the data requirements, including applicant details (CVs, qualifications,
experience, contact information).
Establish user requirements for HR staff, managers, and applicants (e.g., easy
application submission, tracking candidate progress).
Design workflows showing how applicants move through different recruitment stages.
