HRM3704 Assignment 6 (ANSWERS) Semester 2 2024 - DISTINCTION GUARANTEED

Well-structured HRM3704 Assignment 6 (ANSWERS) Semester 2 2024 - DISTINCTION GUARANTEED. (DETAILED ANSWERS - DISTINCTION GUARANTEED!)..... Question 1 [17] Read the following case study and then answer questions 1.1 and 1.2 KOYO KOYO is one of the world’s largest international computer manufacturers. It is based in one of the countries in Europe, with subsidiaries worldwide. Five years ago, one of their subsidiaries in the Middle West needed three experts in computer engineering, programming, and networking to come to their branch and take those positions. The subsidiary in the Middle West decided to bring someone from the country of the KOYO headquarters, but who was already working in the host country to take a computer engineer position, for the programmer position they brought in someone who was in the same region as the host country, the Middle West. For the position of a networking specialist, they brought in a person from the host country only for six months. Source: Primary lecturer,2024 1.1 Explain how KOYO as an international organisation managed international transfers of employees. Support your response by providing at least two advantages that KOYO would get from each international transfer. (13) 1.2 Critically analyse the underlying academic debates in international human resource management (IHRM) in terms of comparative and international HRM and refer to the case study. (4) Question 2 [31] Read the following case study and then answer questions 2.1 to 2.3 Soul Sounds Shaun Kelly is a well-known music mogul whose music label, Soul Sounds, has produced well-known international music stars like Loyo, Hiya, Samrat, Libra, LovelyC, and Owen J. Shaun Kelly’s success is attributed to his studies in commerce, including a BCom (Entrepreneurship and HR) and an MBA (finance and digital business). He also has a BMus degree where he specialised in music technology and jazz piano. His studies of commerce degrees have made him run a solid business with proper functional units like HR, finance, marketing, and so forth. The order in his business has contributed to his success. He believes in talent and talks to the HR manager all the time to ensure that there is no corruption in recruitment and selection and that truly talented people are given the opportunity to take posts in his company. He has a staff complement of 220 people. He sends his employees to ethics workshops yearly. Tebza is an HR manager with a diploma in HR from a reputable higher-learning institution and seems to do his job well. Soul Sounds had planned to shortlist applicants for three posts, music event organiser, music talent manager, and music instrument maintenance officer in the next week. All interviews were scheduled for a week after the shortlisting week. However, a few days before the shortlisting, Tebza received a call from someone who wanted to meet with him, this person would not say what the conversation would be about but promised Tebza that coming to this meeting would benefit him handsomely, and Tebza was tempted and they met at a remote restaurant. When Tebza arrived at a restaurant, he exchanged greetings with the person who had called him, but even before the conversation could start Ben, a man who was meeting Tebza threw two big A4 size envelopes in the hands of Tebza and told Tebza to open them. To Tebza’s surprise, there was money in those envelopes. Ben said ‘take it and make sure my cousin, Zwelibi, who has applied for the position of music talent manager, is shortlisted and gets the job. He has a degree in HR, but it has been difficult for him to HRM3704: Assignment 06 Semester 02 (2024) 7 find a job. I am doing what any relative would do’. The man immediately walked away, Tebza feared for his life and that of his family and therefore decided that he would take the money and hire Zwelibi, but after one month he resigned from Soul Sounds and never told Shaun what his reasons were. Source: Primary lecturer,2024 2.1 Explain the ethical decision-making frameworks of utilitarianism, Kantian deontology, and justice, and apply them to the case study. Three marks will be allocated for the theoretical explanation of each concept and three marks will be allocated for the application of each concept. [18] 2.2 Explain African moral theory in terms of its various characteristics and apply it to the case study. [7] 2.3 Explain the values encapsulated in the human resources professional code of conduct that Tebza has violated and provide examples of his wrong actions. (6) Question 3 [2] Read the following case study and then answer questions 3.1 Gugu, a 27-year-old woman, is about to email her CV to a company that has advertised a job she wants to do. In this company, she happens to know that the people who are likely to interview her are people with whom she went to college. She wants to be seen as someone who has achieved a lot and as a result, she decides to add one more qualification she has not received as yet but she writes it as a completed qualification. However, before sending her CV, Nomonde enters Gugu’s office for a small office talk. Even before greeting Gugu, she starts by saying “Have you heard what happened to that director general who recently joined a government department, his story is all over the newspapers this morning, he got fired for adding a qualification he had not obtained in his CV. The ministry fired him because according to the records of the University where he studied, he did register for that qualification but did not complete it.” Even before Gugu could respond, Nomonde was out of her office. Gugu is shaken by the news and she decides to call Nomonde and talk to her about her decision to add a qualification that she has not completed in her CV. Nomonde categorically tells her not to do it because should the company she wants to work for find out, Gugu will lose that job. Gugu quickly removed the qualification from her CV and then sent her CV. Source: Primary lecturer,2024 3.1 Defend Gugu’s final decision based on relevant ethics quick tests [2]