HRM2603 ASSIGNMENT 2 2026
DUE 1 SEPTEMBER 2026
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.
Strategic human resource planning (SHRP) and recruitment and selection work together
like two sides of the same coin. They ensure an organisation has the right people with
the right skills at the right time.
Strategic human resource planning is the process where management makes sure it
has the correct number and types of people in the correct positions, at the correct times,
who can effectively complete tasks that help the organisation achieve its goals (Moosa
& Meyer, 2020, Chapter 1). The main aim is to get the right number of people with the
right skills, experience and abilities in the right jobs at the right time and at the right cost.
Recruitment and selection turns the strategic plan into action. The strategic HR plan
sets out the steps the organisation will take to ensure it has the right number of
employees with the right skills needed to achieve its goals (Moosa & Meyer, 2020,
Chapter 5).
, Identifying Staffing Needs: The organisation first identifies its staffing requirements
to meet its goals and objectives in the short, medium and long term.
Job Analysis: This is the systematic process of determining the skills, duties and
knowledge required for performing jobs in an organisation (Study Guide, Unit 1).
This process creates two important documents:
Job descriptions - which define the nature of the job content, environment and
conditions
Job specifications - which state the minimum acceptable characteristics a job holder
must possess
Establishing Hiring Criteria: Based on the competencies required, the organisation
sets clear criteria for hiring.
Assessing the Workforce: The organisation looks at its current employees and the
labour market to see if there will be a shortage or surplus of skills due to expansion,
retirement, promotions or terminations.
Choosing Recruitment Methods: The organisation identifies internal and external
recruitment methods and uses them within the context of the organisation's goals
(Moosa & Meyer, 2020, Chapter 5).
When SHRP and recruitment and selection are properly aligned, organisations can
effectively translate their mission and objectives into a human resource plan. This
ensures the timely supply of an adequately qualified workforce (Study Guide, Unit 3).
This alignment is vital for ensuring recruitment and selection meet business needs
and that the organisation can achieve its strategic goals.
, QUESTION 2
2.1 Identify the HR process that Naledi and her team are conducting.
Naledi and her team are conducting job analysis.
Job analysis is the systematic process of determining the skills, duties and knowledge
required for performing jobs in an organisation (Study Guide, Unit 1). The team is
interviewing employees and supervisors, observing work being performed, and
reviewing tasks, responsibilities, working conditions, reporting relationships, and the
knowledge, skills and abilities required for each position.
2.2 Identify and explain the two most common outcomes of this process. (4
marks)
Job analysis produces two outcomes: a job description and a job specification (Study
Guide, Unit 1; Moosa & Meyer, 2020, Chapter 1).
1. Job Description
A job description defines the nature of the job content, the environment and the
conditions under which the employment is carried out. It describes the duties and
responsibilities of the jobholder. In this scenario, the job description would include tasks
such as supervising five sales assistants, preparing weekly sales reports, and ensuring
excellent customer service.
DUE 1 SEPTEMBER 2026
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.
Strategic human resource planning (SHRP) and recruitment and selection work together
like two sides of the same coin. They ensure an organisation has the right people with
the right skills at the right time.
Strategic human resource planning is the process where management makes sure it
has the correct number and types of people in the correct positions, at the correct times,
who can effectively complete tasks that help the organisation achieve its goals (Moosa
& Meyer, 2020, Chapter 1). The main aim is to get the right number of people with the
right skills, experience and abilities in the right jobs at the right time and at the right cost.
Recruitment and selection turns the strategic plan into action. The strategic HR plan
sets out the steps the organisation will take to ensure it has the right number of
employees with the right skills needed to achieve its goals (Moosa & Meyer, 2020,
Chapter 5).
, Identifying Staffing Needs: The organisation first identifies its staffing requirements
to meet its goals and objectives in the short, medium and long term.
Job Analysis: This is the systematic process of determining the skills, duties and
knowledge required for performing jobs in an organisation (Study Guide, Unit 1).
This process creates two important documents:
Job descriptions - which define the nature of the job content, environment and
conditions
Job specifications - which state the minimum acceptable characteristics a job holder
must possess
Establishing Hiring Criteria: Based on the competencies required, the organisation
sets clear criteria for hiring.
Assessing the Workforce: The organisation looks at its current employees and the
labour market to see if there will be a shortage or surplus of skills due to expansion,
retirement, promotions or terminations.
Choosing Recruitment Methods: The organisation identifies internal and external
recruitment methods and uses them within the context of the organisation's goals
(Moosa & Meyer, 2020, Chapter 5).
When SHRP and recruitment and selection are properly aligned, organisations can
effectively translate their mission and objectives into a human resource plan. This
ensures the timely supply of an adequately qualified workforce (Study Guide, Unit 3).
This alignment is vital for ensuring recruitment and selection meet business needs
and that the organisation can achieve its strategic goals.
, QUESTION 2
2.1 Identify the HR process that Naledi and her team are conducting.
Naledi and her team are conducting job analysis.
Job analysis is the systematic process of determining the skills, duties and knowledge
required for performing jobs in an organisation (Study Guide, Unit 1). The team is
interviewing employees and supervisors, observing work being performed, and
reviewing tasks, responsibilities, working conditions, reporting relationships, and the
knowledge, skills and abilities required for each position.
2.2 Identify and explain the two most common outcomes of this process. (4
marks)
Job analysis produces two outcomes: a job description and a job specification (Study
Guide, Unit 1; Moosa & Meyer, 2020, Chapter 1).
1. Job Description
A job description defines the nature of the job content, the environment and the
conditions under which the employment is carried out. It describes the duties and
responsibilities of the jobholder. In this scenario, the job description would include tasks
such as supervising five sales assistants, preparing weekly sales reports, and ensuring
excellent customer service.
