HRM2605 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 HRM2605.
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
,HRM2605 ASSIGNMENT 3 SEM 1 2025
Question 1
Explain how strategic human resource planning (SHRP) and recruitment and
selection are used together to ensure that an organisation has sufficient staff
with the required skills, knowledge and experience to do the work. (5)
Strategic human resource planning (SHRP) and recruitment and selection are integral
and complementary processes used together to ensure an organisation is staffed with
a sufficient number of employees possessing the necessary skills, knowledge, and
experience to perform their jobs effectively and achieve organisational goals
SHRP determines the need
Strategic HR planning translates organisational goals and plans into HR objectives
(Martocchio, 2011). A key function of SHRP is to determine the organisation's future
human resource requirements, including the types, numbers, skills, and desired
qualities of employees needed and when they will be required (Bendix, 2019). This
process often involves forecasting both the demand for labour and the internal/external
supply (Milkovich, Newman & Gerhart, 2010). Job analysis, which identifies the tasks,
duties, responsibilities, and required knowledge, skills, and abilities (KSAs) for jobs, is
crucial for informing SHRP and forecasting needed skills (Gómez-Mejia, Balkin &
Cardy, 2010).
SHRP identifies the gap
According to WorldatWork (2007) by comparing the forecast demand with the
projected supply of human resources (including evaluating current skill levels through
tools like skills audits (Martocchio, 2011), SHRP identifies potential employee
, HRM2605 ASSIGNMENT 3 SEM 1 2025
surpluses or deficits and skills gaps (Milkovich et al., 2010). This gap analysis forms
the basis for developing HR plans and programmes.
Recruitment is the action initiated by SHRP findings
When SHRP identifies a need for additional staff or staff with specific skills that cannot
be met internally, recruitment becomes a necessary action programme to address the
imbalance (Bendix, 2019). Recruitment is the process of searching for and acquiring
a pool of available and qualified candidates to fill vacant positions that were identified
through the planning process (Martocchio, 2011). It involves attracting sufficient
numbers of candidates who satisfy the requirements of the job (Gómez-Mejia et al.,
2010).
Selection chooses the best fit from the recruited pool
Following recruitment, which provides a pool of applicants, selection is the process of
choosing the most suitable candidate to employ from that pool (Milkovich et al., 2010).
The selection process aims to ensure that the person chosen possesses the talents,
skills, knowledge, and experience required for the job, as determined by the initial
planning and job analysis stages (Bendix, 2019). Selection decisions should be based
on the inherent requirements of a job (Grobler, Wärnich, Carrell, Elbert & Hatfield,
2013).
Complementary processes for goal achievement
SHRP provides the strategic direction and quantification of needs, while recruitment
and selection are the operational activities that execute the staffing part of the SHRP
(Bendix, 2019). They are distinctly different but complementary processes; an
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 HRM2605.
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
,HRM2605 ASSIGNMENT 3 SEM 1 2025
Question 1
Explain how strategic human resource planning (SHRP) and recruitment and
selection are used together to ensure that an organisation has sufficient staff
with the required skills, knowledge and experience to do the work. (5)
Strategic human resource planning (SHRP) and recruitment and selection are integral
and complementary processes used together to ensure an organisation is staffed with
a sufficient number of employees possessing the necessary skills, knowledge, and
experience to perform their jobs effectively and achieve organisational goals
SHRP determines the need
Strategic HR planning translates organisational goals and plans into HR objectives
(Martocchio, 2011). A key function of SHRP is to determine the organisation's future
human resource requirements, including the types, numbers, skills, and desired
qualities of employees needed and when they will be required (Bendix, 2019). This
process often involves forecasting both the demand for labour and the internal/external
supply (Milkovich, Newman & Gerhart, 2010). Job analysis, which identifies the tasks,
duties, responsibilities, and required knowledge, skills, and abilities (KSAs) for jobs, is
crucial for informing SHRP and forecasting needed skills (Gómez-Mejia, Balkin &
Cardy, 2010).
SHRP identifies the gap
According to WorldatWork (2007) by comparing the forecast demand with the
projected supply of human resources (including evaluating current skill levels through
tools like skills audits (Martocchio, 2011), SHRP identifies potential employee
, HRM2605 ASSIGNMENT 3 SEM 1 2025
surpluses or deficits and skills gaps (Milkovich et al., 2010). This gap analysis forms
the basis for developing HR plans and programmes.
Recruitment is the action initiated by SHRP findings
When SHRP identifies a need for additional staff or staff with specific skills that cannot
be met internally, recruitment becomes a necessary action programme to address the
imbalance (Bendix, 2019). Recruitment is the process of searching for and acquiring
a pool of available and qualified candidates to fill vacant positions that were identified
through the planning process (Martocchio, 2011). It involves attracting sufficient
numbers of candidates who satisfy the requirements of the job (Gómez-Mejia et al.,
2010).
Selection chooses the best fit from the recruited pool
Following recruitment, which provides a pool of applicants, selection is the process of
choosing the most suitable candidate to employ from that pool (Milkovich et al., 2010).
The selection process aims to ensure that the person chosen possesses the talents,
skills, knowledge, and experience required for the job, as determined by the initial
planning and job analysis stages (Bendix, 2019). Selection decisions should be based
on the inherent requirements of a job (Grobler, Wärnich, Carrell, Elbert & Hatfield,
2013).
Complementary processes for goal achievement
SHRP provides the strategic direction and quantification of needs, while recruitment
and selection are the operational activities that execute the staffing part of the SHRP
(Bendix, 2019). They are distinctly different but complementary processes; an
