, PLEASE USE THIS DOCUMENT AS A GUIDE TO ANSWER YOUR ASSIGNMENT
QUESTION 1
Key HR Issues at MKN Fashion and Their Implications
MKN Fashion is experiencing several human resource challenges that are negatively affecting
organisational performance. One major issue is the lack of effective human resource planning. The
company recruits employees only when vacancies arise, which reflects a reactive rather than
proactive approach to workforce management. This can result in staff shortages, increased
workloads for existing employees, and difficulties in meeting operational demands. Effective HR
planning helps organisations anticipate future workforce needs and ensure that the right employees
are available when required (Dessler, 2020).
A second issue is employee overload and turnover. Employees have complained about being
overworked and having to perform multiple duties, including sales, merchandising, and stock
control. These pressures have contributed to the loss of skilled employees to competitor
organisations. High employee turnover increases recruitment, selection, and training costs while
also reducing organisational knowledge and productivity (Noe et al., 2023).
Another important issue is the organisation’s inconsistent recruitment and selection practices.
Interview procedures are not standardised, and hiring decisions are often based solely on interview
performance. Furthermore, some interview questions have been criticised for being too personal and
unrelated to job requirements. Such practices can result in poor hiring decisions, perceptions of
unfairness, and the appointment of unsuitable candidates. According to Gatewood, Feild and
Barrick (2019), valid and reliable selection methods improve the quality of hiring decisions and
reduce the risk of employee failure.
The company also faces challenges related to outdated HR systems and technology. The HR
department relies heavily on manual administrative processes, which may reduce efficiency in
recruitment, workforce planning, and record management. As organisations grow, advanced Human
Resource Information Systems (HRIS) become increasingly important for supporting strategic
decision-making and improving operational efficiency (Stone, Cox and Gavin, 2020).
If these HR issues are not addressed, MKN Fashion may experience declining employee morale,
increased turnover, higher recruitment and training costs, reduced productivity, and difficulties in
achieving future organisational growth. Implementing effective HR planning, standardised selection
procedures, and improved HR technology can help the organisation attract, retain, and manage
talent more effectively.
QUESTION 2
2.1 (12 MARKS)
Distinction Between Strategic HR Planning and Operational HR Planning
Aspect Strategic HR Planning Operational HR Planning
QUESTION 1
Key HR Issues at MKN Fashion and Their Implications
MKN Fashion is experiencing several human resource challenges that are negatively affecting
organisational performance. One major issue is the lack of effective human resource planning. The
company recruits employees only when vacancies arise, which reflects a reactive rather than
proactive approach to workforce management. This can result in staff shortages, increased
workloads for existing employees, and difficulties in meeting operational demands. Effective HR
planning helps organisations anticipate future workforce needs and ensure that the right employees
are available when required (Dessler, 2020).
A second issue is employee overload and turnover. Employees have complained about being
overworked and having to perform multiple duties, including sales, merchandising, and stock
control. These pressures have contributed to the loss of skilled employees to competitor
organisations. High employee turnover increases recruitment, selection, and training costs while
also reducing organisational knowledge and productivity (Noe et al., 2023).
Another important issue is the organisation’s inconsistent recruitment and selection practices.
Interview procedures are not standardised, and hiring decisions are often based solely on interview
performance. Furthermore, some interview questions have been criticised for being too personal and
unrelated to job requirements. Such practices can result in poor hiring decisions, perceptions of
unfairness, and the appointment of unsuitable candidates. According to Gatewood, Feild and
Barrick (2019), valid and reliable selection methods improve the quality of hiring decisions and
reduce the risk of employee failure.
The company also faces challenges related to outdated HR systems and technology. The HR
department relies heavily on manual administrative processes, which may reduce efficiency in
recruitment, workforce planning, and record management. As organisations grow, advanced Human
Resource Information Systems (HRIS) become increasingly important for supporting strategic
decision-making and improving operational efficiency (Stone, Cox and Gavin, 2020).
If these HR issues are not addressed, MKN Fashion may experience declining employee morale,
increased turnover, higher recruitment and training costs, reduced productivity, and difficulties in
achieving future organisational growth. Implementing effective HR planning, standardised selection
procedures, and improved HR technology can help the organisation attract, retain, and manage
talent more effectively.
QUESTION 2
2.1 (12 MARKS)
Distinction Between Strategic HR Planning and Operational HR Planning
Aspect Strategic HR Planning Operational HR Planning
