HRM3705 ASSIGNMENT 3 SEM 1 2025
DISCLAIMER: THIS IS NOT AN OFFICIAL GUIDE FROM UNISA. THE REPORT IS
NOT PREPARED NOR APPROVED BY UNISA, RATHER REPRESENTS A
POSSIBLE SOLUTION TO THE TASK CONSISTENT WITH THEORY OF HRM3705.
THIS REPORT IS INTENDED TO ASSIST STUDENTS IN GETTING STARTED WITH
THEIR ASSIGNMENT, AND IN NO CASE THIS DOCUMENT SHOULD BE USED
FOR CHEATING. WE BELIEVE THIS WILL BE A GOOD STARTING POINT AS IT
WAS PREPARED BY OUR TEAM OF PROFESSIONAL PRIVATE TUTORS WHO
ARE EXPERTS IN THE FIELD, AND IT WAS PREPARED USING VARIOUS
SOURCES. ANY SIMILARITY WITH ANY EXISTING THEORY OR DISCUSSION BY
OTHER AUTHORS IS EXCUSED. THE AUTHORS HOWEVER DO NOT CLAIM
MONOPOLY TO KNOWLEDGE HENCE MODIFICATION OF THE ANSWERS
CONTAINED IN THIS FRAMEWORK MAY NOT BE PROHIBITED AS IT
CONTRIBUTES TO EXPANSION OF KNOWLEDGE. FOR ANY FURTHER
GUIDELINE ABOUT THE INFORMATION CONTAINED HERE AND THE MODULE
IN GENERAL, CONTACT PASSMATE TUTORIALS.
WE ASSIST WITH OTHER MODULES INCLUDING:
ECSs, FACs, MACs, MNGs, INTs, TRLs, HMEMS, PRMs, PROs, MNBs, DSC, QMI,
MNMs, MNO, MNPs, FIN, PUBs, MNMs, RESEARCH among others.
WE OFFER CLASSES, ASSIGNMENT GUIDELINES, EXAMINATION
PREPARATION, RESEARCH AND RESEARCH PROPOSALS, DISSERTATION
EDITING etc.
OTHER THAN UNISA, WE ALSO ASSIST STUDENTS AT VARIOUS INSTITUTIONS
INCLUDING MANCOSA, REGENT, REGEYNESES, BOSTON, STADIO, OLG, UJ,
UP etc
For any enquiries the following numbers can be used for calling, sms, whatsapp and
telegram
CONTACT PASSMATE TUTORIALS @061 262 1185/068 053 8213/0717 513 144 or
email
,HRM3705 ASSIGNMENT 3 SEM 1 2025
Table of Contents
Question 1 [12 marks] ................................................................................................ 3
Question 2 [11 marks] ................................................................................................ 7
Question 3 [12 marks] .............................................................................................. 10
Question 4 [15 marks] .............................................................................................. 15
References ............................................................................................................... 23
, HRM3705 ASSIGNMENT 3 SEM 1 2025
Question 1 [12 marks]
CheckSmart Retail is a national retail chain operating across South Africa. It
recently merged with another retail group and now needs to standardise job
levels across all 150 stores. Two similar roles, “Customer Service Supervisor”
in the original stores and “Floor Team Leader” in the new ones, have different
pay grades despite similar responsibilities.
Explain how CheckSmart could use a point-factor job evaluation system [2
marks] to address inconsistencies in pay between these roles. In your answer,
describe the key steps in the evaluation process [3 marks], what compensable
factors may apply in retail [2 marks], and how this system promotes internal
consistency [2 marks]. Use examples where appropriate [3 marks].
Using a Point-Factor Job Evaluation System
CheckSmart can utilise a point-factor job evaluation system to standardise pay grades
across its merged entities. A point-factor job evaluation system can address the
inconsistencies in pay between the "Customer Service Supervisor" and "Floor Team
Leader" roles by systematically determining the relative worth of these jobs to the
organisation. The point-factor method is considered a comprehensive job evaluation
method where jobs are broken down into compensable factors, and points are
assigned to each factor based on the degree to which that factor is present in the job.
This method assigns numerical points to key job elements (known as compensable
factors), enabling objective comparison across different roles. By evaluating
“Customer Service Supervisor” and “Floor Team Leader” based on the same criteria,
discrepancies in pay can be addressed, ensuring roles of equal worth receive equal
pay (Milkovich, Newman & Gerhart, 2017).
Key Steps in the Evaluation Process
1. Job Analysis
CheckSmart needs to Collect comprehensive information on job duties,
responsibilities, skills, and working conditions.
2. Identify Compensable Factors
CheckSmart needs to determine the key aspects of work that the organisation values
and for which it is willing to pay. These are the compensable factors, and in a retail
DISCLAIMER: THIS IS NOT AN OFFICIAL GUIDE FROM UNISA. THE REPORT IS
NOT PREPARED NOR APPROVED BY UNISA, RATHER REPRESENTS A
POSSIBLE SOLUTION TO THE TASK CONSISTENT WITH THEORY OF HRM3705.
THIS REPORT IS INTENDED TO ASSIST STUDENTS IN GETTING STARTED WITH
THEIR ASSIGNMENT, AND IN NO CASE THIS DOCUMENT SHOULD BE USED
FOR CHEATING. WE BELIEVE THIS WILL BE A GOOD STARTING POINT AS IT
WAS PREPARED BY OUR TEAM OF PROFESSIONAL PRIVATE TUTORS WHO
ARE EXPERTS IN THE FIELD, AND IT WAS PREPARED USING VARIOUS
SOURCES. ANY SIMILARITY WITH ANY EXISTING THEORY OR DISCUSSION BY
OTHER AUTHORS IS EXCUSED. THE AUTHORS HOWEVER DO NOT CLAIM
MONOPOLY TO KNOWLEDGE HENCE MODIFICATION OF THE ANSWERS
CONTAINED IN THIS FRAMEWORK MAY NOT BE PROHIBITED AS IT
CONTRIBUTES TO EXPANSION OF KNOWLEDGE. FOR ANY FURTHER
GUIDELINE ABOUT THE INFORMATION CONTAINED HERE AND THE MODULE
IN GENERAL, CONTACT PASSMATE TUTORIALS.
WE ASSIST WITH OTHER MODULES INCLUDING:
ECSs, FACs, MACs, MNGs, INTs, TRLs, HMEMS, PRMs, PROs, MNBs, DSC, QMI,
MNMs, MNO, MNPs, FIN, PUBs, MNMs, RESEARCH among others.
WE OFFER CLASSES, ASSIGNMENT GUIDELINES, EXAMINATION
PREPARATION, RESEARCH AND RESEARCH PROPOSALS, DISSERTATION
EDITING etc.
OTHER THAN UNISA, WE ALSO ASSIST STUDENTS AT VARIOUS INSTITUTIONS
INCLUDING MANCOSA, REGENT, REGEYNESES, BOSTON, STADIO, OLG, UJ,
UP etc
For any enquiries the following numbers can be used for calling, sms, whatsapp and
telegram
CONTACT PASSMATE TUTORIALS @061 262 1185/068 053 8213/0717 513 144 or
,HRM3705 ASSIGNMENT 3 SEM 1 2025
Table of Contents
Question 1 [12 marks] ................................................................................................ 3
Question 2 [11 marks] ................................................................................................ 7
Question 3 [12 marks] .............................................................................................. 10
Question 4 [15 marks] .............................................................................................. 15
References ............................................................................................................... 23
, HRM3705 ASSIGNMENT 3 SEM 1 2025
Question 1 [12 marks]
CheckSmart Retail is a national retail chain operating across South Africa. It
recently merged with another retail group and now needs to standardise job
levels across all 150 stores. Two similar roles, “Customer Service Supervisor”
in the original stores and “Floor Team Leader” in the new ones, have different
pay grades despite similar responsibilities.
Explain how CheckSmart could use a point-factor job evaluation system [2
marks] to address inconsistencies in pay between these roles. In your answer,
describe the key steps in the evaluation process [3 marks], what compensable
factors may apply in retail [2 marks], and how this system promotes internal
consistency [2 marks]. Use examples where appropriate [3 marks].
Using a Point-Factor Job Evaluation System
CheckSmart can utilise a point-factor job evaluation system to standardise pay grades
across its merged entities. A point-factor job evaluation system can address the
inconsistencies in pay between the "Customer Service Supervisor" and "Floor Team
Leader" roles by systematically determining the relative worth of these jobs to the
organisation. The point-factor method is considered a comprehensive job evaluation
method where jobs are broken down into compensable factors, and points are
assigned to each factor based on the degree to which that factor is present in the job.
This method assigns numerical points to key job elements (known as compensable
factors), enabling objective comparison across different roles. By evaluating
“Customer Service Supervisor” and “Floor Team Leader” based on the same criteria,
discrepancies in pay can be addressed, ensuring roles of equal worth receive equal
pay (Milkovich, Newman & Gerhart, 2017).
Key Steps in the Evaluation Process
1. Job Analysis
CheckSmart needs to Collect comprehensive information on job duties,
responsibilities, skills, and working conditions.
2. Identify Compensable Factors
CheckSmart needs to determine the key aspects of work that the organisation values
and for which it is willing to pay. These are the compensable factors, and in a retail
