, HRM2605 Assignment 2 Semester 1 2026 - DUE 9 April 2026
QUESTION 1
1.1 Difference between Traditional HRM and Strategic HRM (4 marks)
Traditional Human Resource Management (HRM) is reactive in nature
and focuses on administrative tasks such as recruitment, payroll, and
handling employee issues as they arise. It does not actively align HR
practices with the broader goals of the organisation. In contrast,
Strategic HRM is proactive and forward-looking, ensuring that HR
policies and practices are aligned with the organisation’s long-term
objectives and contribute to overall business performance.
In the scenario, Faizel represents a traditional HRM approach because
he deals with HR issues only when they occur, such as burnout and
absenteeism. However, the CEO’s request for Faizel and line managers
to align HR practices with strategic goals reflects a shift towards
strategic HRM, where HR becomes a partner in achieving organisational
success.
QUESTION 1
1.1 Difference between Traditional HRM and Strategic HRM (4 marks)
Traditional Human Resource Management (HRM) is reactive in nature
and focuses on administrative tasks such as recruitment, payroll, and
handling employee issues as they arise. It does not actively align HR
practices with the broader goals of the organisation. In contrast,
Strategic HRM is proactive and forward-looking, ensuring that HR
policies and practices are aligned with the organisation’s long-term
objectives and contribute to overall business performance.
In the scenario, Faizel represents a traditional HRM approach because
he deals with HR issues only when they occur, such as burnout and
absenteeism. However, the CEO’s request for Faizel and line managers
to align HR practices with strategic goals reflects a shift towards
strategic HRM, where HR becomes a partner in achieving organisational
success.
