,HRM2605 Assignment 3 (COMPLETE ANSWERS)
Semester 1 2025 - DUE 6 May 2025; 100% TRUSTED
Complete, trusted solutions and explanations.
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 closely integrated processes that help an organisation
ensure it has the right number of employees with the necessary skills,
knowledge, and experience to meet its goals. Here's how they work
together:
1. Forecasting Workforce Needs (SHRP): SHRP involves
analyzing current and future business goals to predict the number
and types of employees needed. This includes identifying skill
gaps, retirement trends, and future project demands.
2. Aligning HR with Business Strategy: SHRP ensures that HR
activities, including recruitment, support long-term business
objectives by identifying the competencies required for future
success.
3. Identifying Talent Gaps: Through SHRP, organisations can
assess existing staff capabilities and identify where shortages or
surpluses of skills exist. This informs targeted recruitment efforts.
4. Developing Job Descriptions: Based on SHRP, clear and strategic
job descriptions are created, outlining the specific qualifications
and experiences required. These guide the recruitment and
selection process.
5. Targeted Recruitment Campaigns: Recruitment strategies are
then designed to attract candidates who match the organisation’s
future needs, as identified in the SHRP process.
, 6. Effective Selection Processes: Selection techniques such as
structured interviews, skills testing, and assessment centres are
used to ensure candidates possess the necessary attributes, aligning
with both current and projected needs.
7. Succession Planning and Internal Talent Development: SHRP
may also highlight opportunities to fill roles internally through
training and development, reducing the need for external
recruitment.
8. Adaptability and Workforce Flexibility: Combining SHRP with
recruitment allows organisations to proactively respond to changes
in the market or technology, maintaining a competitive edge.
9. Retention Focus: Understanding long-term staffing needs through
SHRP also helps refine recruitment to attract candidates likely to
stay and grow within the company.
10. Cost Efficiency: Aligning recruitment and selection with
SHRP avoids overstaffing or understaffing, reducing costs
associated with turnover, retraining, and poor performance.
Question 2
Read the following scenario and then answer the questions that follow:
Xander is the HR manager of a large distribution company in South Africa.
Together with his team of HR officers, he is conducting a systematic
investigation into the tasks, duties and responsibilities associated with all
the jobs in the company. Their analysis focuses on factors such as the level
of decision-making by employees, the skills employees need to do perform
each role effectively, the degree of autonomy of each job and the mental
effort demanded by the work.
2.1 Identify the process in which Xander and his team are involved. (1)
Xander and his team are involved in the process of job analysis.
Job analysis is a systematic process used to identify and determine the
Semester 1 2025 - DUE 6 May 2025; 100% TRUSTED
Complete, trusted solutions and explanations.
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 closely integrated processes that help an organisation
ensure it has the right number of employees with the necessary skills,
knowledge, and experience to meet its goals. Here's how they work
together:
1. Forecasting Workforce Needs (SHRP): SHRP involves
analyzing current and future business goals to predict the number
and types of employees needed. This includes identifying skill
gaps, retirement trends, and future project demands.
2. Aligning HR with Business Strategy: SHRP ensures that HR
activities, including recruitment, support long-term business
objectives by identifying the competencies required for future
success.
3. Identifying Talent Gaps: Through SHRP, organisations can
assess existing staff capabilities and identify where shortages or
surpluses of skills exist. This informs targeted recruitment efforts.
4. Developing Job Descriptions: Based on SHRP, clear and strategic
job descriptions are created, outlining the specific qualifications
and experiences required. These guide the recruitment and
selection process.
5. Targeted Recruitment Campaigns: Recruitment strategies are
then designed to attract candidates who match the organisation’s
future needs, as identified in the SHRP process.
, 6. Effective Selection Processes: Selection techniques such as
structured interviews, skills testing, and assessment centres are
used to ensure candidates possess the necessary attributes, aligning
with both current and projected needs.
7. Succession Planning and Internal Talent Development: SHRP
may also highlight opportunities to fill roles internally through
training and development, reducing the need for external
recruitment.
8. Adaptability and Workforce Flexibility: Combining SHRP with
recruitment allows organisations to proactively respond to changes
in the market or technology, maintaining a competitive edge.
9. Retention Focus: Understanding long-term staffing needs through
SHRP also helps refine recruitment to attract candidates likely to
stay and grow within the company.
10. Cost Efficiency: Aligning recruitment and selection with
SHRP avoids overstaffing or understaffing, reducing costs
associated with turnover, retraining, and poor performance.
Question 2
Read the following scenario and then answer the questions that follow:
Xander is the HR manager of a large distribution company in South Africa.
Together with his team of HR officers, he is conducting a systematic
investigation into the tasks, duties and responsibilities associated with all
the jobs in the company. Their analysis focuses on factors such as the level
of decision-making by employees, the skills employees need to do perform
each role effectively, the degree of autonomy of each job and the mental
effort demanded by the work.
2.1 Identify the process in which Xander and his team are involved. (1)
Xander and his team are involved in the process of job analysis.
Job analysis is a systematic process used to identify and determine the
