, PLEASE USE THIS DOCUMENT AS A GUIDE ONLY
QUESTION 1
1. Read the scenario and then answer the questions that follow.
1.1. Explain the difference between traditional HRM and strategic HRM. Use the scenario to
illustrate your answer.
Traditional HRM typically takes a reactive approach to managing human resources. It focuses on
addressing HR issues as they arise and is mostly concerned with operational tasks like managing
employee records and day-to-day administration. In Faizel's case, this approach is evident as she has
been handling HR issues as they occur, without strategic foresight. On the other hand, Strategic
HRM (SHRM) is proactive and aligns HR practices with the company's long-term strategic
objectives. It involves HR professionals working closely with senior management to ensure that the
workforce contributes directly to the organization's goals. In the scenario, the CEO's request for
Faizel to collaborate with line managers to align HR practices with the company’s strategy illustrates
the shift towards SHRM (Surette Wӓrnich et al., 2020).
1.2. Identify and discuss two advantages of adopting a strategic HRM approach in this
organisation.
Adopting a strategic HRM approach offers several advantages. Firstly, it helps the organization gain
a competitive advantage by ensuring that HR practices are aligned with business goals, leading to
improved performance and positioning in the market (Surette Wӓrnich et al., 2020). Secondly,
SHRM ensures the achievement of strategic goals by designing HR policies and programs that
directly support the company's long-term objectives. This alignment ensures that the organization’s
human resources are fully utilized in achieving both immediate and future goals (HRM2605, Study
Guide).
1.3. Suggest one proactive action that Faizel and the line managers could take together to
improve employee engagement.
Faizel and the line managers could take proactive action by conducting regular employee
engagement surveys. These surveys would help identify potential issues affecting employee
satisfaction and engagement before they escalate. By gathering feedback on aspects such as
management practices and work environment, they can address concerns early on, fostering a
positive workplace culture and reducing burnout and absenteeism (Surette Wӓrnich et al., 2020).
1.4. Identify and briefly explain the type of HR research Mandla is conducting.
Mandla is conducting applied research, which is focused on solving practical issues within the
organization. In this case, he is collecting data to evaluate the effectiveness of the leadership training
program by assessing its impact on productivity, absenteeism, and turnover. This type of research is
aimed at generating results that can be directly applied to improve business operations (HRM2605,
Study Guide).
QUESTION 1
1. Read the scenario and then answer the questions that follow.
1.1. Explain the difference between traditional HRM and strategic HRM. Use the scenario to
illustrate your answer.
Traditional HRM typically takes a reactive approach to managing human resources. It focuses on
addressing HR issues as they arise and is mostly concerned with operational tasks like managing
employee records and day-to-day administration. In Faizel's case, this approach is evident as she has
been handling HR issues as they occur, without strategic foresight. On the other hand, Strategic
HRM (SHRM) is proactive and aligns HR practices with the company's long-term strategic
objectives. It involves HR professionals working closely with senior management to ensure that the
workforce contributes directly to the organization's goals. In the scenario, the CEO's request for
Faizel to collaborate with line managers to align HR practices with the company’s strategy illustrates
the shift towards SHRM (Surette Wӓrnich et al., 2020).
1.2. Identify and discuss two advantages of adopting a strategic HRM approach in this
organisation.
Adopting a strategic HRM approach offers several advantages. Firstly, it helps the organization gain
a competitive advantage by ensuring that HR practices are aligned with business goals, leading to
improved performance and positioning in the market (Surette Wӓrnich et al., 2020). Secondly,
SHRM ensures the achievement of strategic goals by designing HR policies and programs that
directly support the company's long-term objectives. This alignment ensures that the organization’s
human resources are fully utilized in achieving both immediate and future goals (HRM2605, Study
Guide).
1.3. Suggest one proactive action that Faizel and the line managers could take together to
improve employee engagement.
Faizel and the line managers could take proactive action by conducting regular employee
engagement surveys. These surveys would help identify potential issues affecting employee
satisfaction and engagement before they escalate. By gathering feedback on aspects such as
management practices and work environment, they can address concerns early on, fostering a
positive workplace culture and reducing burnout and absenteeism (Surette Wӓrnich et al., 2020).
1.4. Identify and briefly explain the type of HR research Mandla is conducting.
Mandla is conducting applied research, which is focused on solving practical issues within the
organization. In this case, he is collecting data to evaluate the effectiveness of the leadership training
program by assessing its impact on productivity, absenteeism, and turnover. This type of research is
aimed at generating results that can be directly applied to improve business operations (HRM2605,
Study Guide).
