HRM2605 ASSIGNMENT 2 2026
DUE 9 APRIL 2026
QUESTION 1
1.1 Explain the difference between traditional HRM and strategic HRM.
Use the scenario to illustrate your answer.
It focused on handling day-to-day employee issues as they arise, such as
processing payroll, handling grievances, and ensuring compliance. It is not
closely linked to the organisation's overall strategy. In the scenario, Faizel's
approach is traditional. He reacts to problems as they occur "handled HR
issues as they arise" and has not planned for the future, leaving the
company unprepared for rapid growth (Warnich et al., 2022: 10-11;
HRM2605 Study Guide, Workbook 01: 22-23).
Strategic HRM, on the other hand, is a proactive approach that aligns all
HR activities like planning, recruitment, and training) with the organisation's
long-term strategic goals to ensure it has the right people with the right
skills to achieve those goals (Warnich et al., 2022: 10-11; HRM2605 Study
Guide, Workbook 01: 22-23). Faizel's company needs this approach.
Instead of just reacting to staff burnout and absenteeism, he should be
planning to ensure the company has the necessary skilled employees to
meet the increased demand for their products.
, 1.2 Identify and discuss two advantages of adopting a strategic HRM
approach in this organisation. (4)
Creates a Competitive Advantage: SHRP helps the organisation to be
able to pursue its strategic objectives successfully. So linking HR plans
to the company's growth strategy, the organisation can proactively recruit
and train the right talent to handle the increased demand for health
products, giving it a competitive edge (Warnich et al., 2022: 127-128;
HRM2605 Study Guide, Workbook 02: 38).
Achieves Immediate and Long-Range Goals: Using HR policies and
procedures with the company's strategic plans, the organisation can
better ensure that staffing needs are met not just for the current crisis,
but for future growth and expansion. This alignment helps achieve both
short-term (solving the burnout crisis) and long-term
(sustained growth) goals (Warnich et al., 2022: 127-128; HRM2605
Study Guide, Workbook 02: 38).
1.3 Suggest one proactive action that Faizel and the line managers
could take together to improve employee engagement.
DUE 9 APRIL 2026
QUESTION 1
1.1 Explain the difference between traditional HRM and strategic HRM.
Use the scenario to illustrate your answer.
It focused on handling day-to-day employee issues as they arise, such as
processing payroll, handling grievances, and ensuring compliance. It is not
closely linked to the organisation's overall strategy. In the scenario, Faizel's
approach is traditional. He reacts to problems as they occur "handled HR
issues as they arise" and has not planned for the future, leaving the
company unprepared for rapid growth (Warnich et al., 2022: 10-11;
HRM2605 Study Guide, Workbook 01: 22-23).
Strategic HRM, on the other hand, is a proactive approach that aligns all
HR activities like planning, recruitment, and training) with the organisation's
long-term strategic goals to ensure it has the right people with the right
skills to achieve those goals (Warnich et al., 2022: 10-11; HRM2605 Study
Guide, Workbook 01: 22-23). Faizel's company needs this approach.
Instead of just reacting to staff burnout and absenteeism, he should be
planning to ensure the company has the necessary skilled employees to
meet the increased demand for their products.
, 1.2 Identify and discuss two advantages of adopting a strategic HRM
approach in this organisation. (4)
Creates a Competitive Advantage: SHRP helps the organisation to be
able to pursue its strategic objectives successfully. So linking HR plans
to the company's growth strategy, the organisation can proactively recruit
and train the right talent to handle the increased demand for health
products, giving it a competitive edge (Warnich et al., 2022: 127-128;
HRM2605 Study Guide, Workbook 02: 38).
Achieves Immediate and Long-Range Goals: Using HR policies and
procedures with the company's strategic plans, the organisation can
better ensure that staffing needs are met not just for the current crisis,
but for future growth and expansion. This alignment helps achieve both
short-term (solving the burnout crisis) and long-term
(sustained growth) goals (Warnich et al., 2022: 127-128; HRM2605
Study Guide, Workbook 02: 38).
1.3 Suggest one proactive action that Faizel and the line managers
could take together to improve employee engagement.
