HRM4802
Assignment 4 2026
Unique number:
Due date: 21 October 2026
1. Empathise and Define
This stage focuses on understanding the people affected, the causes of each
challenge and the effect on organisational functioning. It deliberately separates
diagnosis from solution design so that the later HR interventions respond to real
workforce needs rather than assumptions.
1.1 Challenge 1: AI-enabled digital transformation and workforce skills
transition
1.1.1 Nature and strategic significance
Banks are expanding the use of AI, analytics and automation in customer service,
, Introduction
The South African banking industry is being reshaped by digital banking, artificial
intelligence, automation, data analytics, changing customer behaviour and stricter
expectations around trust and risk. These changes create opportunities for faster
service and better decisions, but they also change job content and increase demand
for digital, analytical and leadership skills. BANKSETA identifies technology and
digitalisation, compliance and risk management, management development and
changing banking services as major sector skills priorities to 2030 (BANKSETA,
2025). HR therefore has to move beyond mainly administrative work and become a
strategic function that links people capability directly to business change.
At the same time, employees expect more flexibility, meaningful development, fair
treatment and support for well-being. The HRM4802 module presents strategic
HRM, digital HR, HR information systems, leadership, flexible work, diversity, HR
metrics, innovation and risk management as connected parts of the new world of
work (University of South Africa, 2025). This assignment applies the prescribed
design thinking approach to two linked challenges in banking: AI-enabled digital
transformation with a rapid workforce skills transition, and hybrid work with growing
pressure on well-being, engagement and inclusion. The analysis first defines the
problems before proposing solutions, building a future-fit HR prototype, and testing
the model against realistic risks and measurable outcomes.
1. Empathise and Define
This stage focuses on understanding the people affected, the causes of each
challenge and the effect on organisational functioning. It deliberately separates
diagnosis from solution design so that the later HR interventions respond to real
workforce needs rather than assumptions.
1.1 Challenge 1: AI-enabled digital transformation and workforce skills
transition
1.1.1 Nature and strategic significance
Assignment 4 2026
Unique number:
Due date: 21 October 2026
1. Empathise and Define
This stage focuses on understanding the people affected, the causes of each
challenge and the effect on organisational functioning. It deliberately separates
diagnosis from solution design so that the later HR interventions respond to real
workforce needs rather than assumptions.
1.1 Challenge 1: AI-enabled digital transformation and workforce skills
transition
1.1.1 Nature and strategic significance
Banks are expanding the use of AI, analytics and automation in customer service,
, Introduction
The South African banking industry is being reshaped by digital banking, artificial
intelligence, automation, data analytics, changing customer behaviour and stricter
expectations around trust and risk. These changes create opportunities for faster
service and better decisions, but they also change job content and increase demand
for digital, analytical and leadership skills. BANKSETA identifies technology and
digitalisation, compliance and risk management, management development and
changing banking services as major sector skills priorities to 2030 (BANKSETA,
2025). HR therefore has to move beyond mainly administrative work and become a
strategic function that links people capability directly to business change.
At the same time, employees expect more flexibility, meaningful development, fair
treatment and support for well-being. The HRM4802 module presents strategic
HRM, digital HR, HR information systems, leadership, flexible work, diversity, HR
metrics, innovation and risk management as connected parts of the new world of
work (University of South Africa, 2025). This assignment applies the prescribed
design thinking approach to two linked challenges in banking: AI-enabled digital
transformation with a rapid workforce skills transition, and hybrid work with growing
pressure on well-being, engagement and inclusion. The analysis first defines the
problems before proposing solutions, building a future-fit HR prototype, and testing
the model against realistic risks and measurable outcomes.
1. Empathise and Define
This stage focuses on understanding the people affected, the causes of each
challenge and the effect on organisational functioning. It deliberately separates
diagnosis from solution design so that the later HR interventions respond to real
workforce needs rather than assumptions.
1.1 Challenge 1: AI-enabled digital transformation and workforce skills
transition
1.1.1 Nature and strategic significance
