Table of Contents
Description Page
Plagiarism Form 2
QUESTION 1
1.1 Introduction 3
1.2 Problems Identified within IOP Information Technologies 3
1.3 Solutions for Problems Identified within IOP Information
Technologies 4
1.4 Conclusion 5
QUESTION 2
2.1 Introduction to Performance Management 6
2.2 Fundamental Requirements of Successful
Performance Management Systems 6
2.3. Barriers to Implementing Effective
Performance Management Systems 7
2.4 Influence that both Corporate Culture and
National Culture have on Performance Management 8
2.5 Conclusion 9
QUESTION 3
3.1 What is known as a job analysis process 10
3.2 The eight (8) different choices that confront a job
analyst when collecting work-related information 10
QUESTION 4
4. Self-Evaluation 12
5. Reference List 15
1|Page
,QUESTION 1
1.1 Introduction
IOP Information Technologies has a number of human recourses challenges that they
are facing in their company. They will have to change their business approach and
strategy to regain the trust of their employees and improve the overall morale of the
employees, before the company loses their best workers.
1.2 Problems Identified within IOP Information Technologies
The there are multiple problems that was identified by the human resource specialist
that the company appointed. These problems are as follow:
• The combination of different employees in the company are not compliant
towards employment equity laws. They have mostly white male employees.
• Of the mostly white male employees, 30% will retire in the coming 24 months.
This creates a problem of a increased amount of open positions in the
company.
• Previous disadvantage groups despondent. This could mostly be because of
the current combination of the workforce.
• No internal promotion – external hiring only as the company states that the
internal employees are “not good enough.”
• The HRM strategies are not in line with the official documentation of the
company that states, “our people are our key priority.”
• Employee morale are low. All the above factors can be the reason for the low
morale in the company, as the employees are not feeling valued.
3|Page
, 1.3 Solutions for Problems Identified within IOP Information
Technologies
To resolve the issues named above, various actions needs to be taken.
The Board of South African People Practises (SABPP) has set out 13 standards for
Human Resource Management to align themselves with. The first standard is Strategic
Management, which SABPP (2014) defined as “a systematic approach to developing
and implementing HRM strategies, policies and plans aligned to the strategy of the
organisation that enable the organisation to achieve its objectives.” The first thing the
company needs to do is to develop new HRM strategies, policies and a plan that
supports the strategy of their organisation. The new HR policies etc needs to clearly
reflect that “our people are our key priority” as indicated in the company’s official
documents.
It has been pointed out that the company would rather appoint external people than
promoting their own people into available positions. IOP claims the reason for this is
because their employees are “not good enough for promotion.”
To resolve this problem, IOP Information Technologies should take is to incorporate
Talent Management into their company. This is the 2nd HR Standard according to
SABPP, and they define it in simple terms as “the identification and development of
the organisation’s bench-strength.” Talent management needs to be incorporated with
the company’s performance management systems, reward and recognition, as well as
employee wellness (SABPP, 2014). The company can make use of a performance
management system to seek out talented employees and build on their talent. By the
use of the performance management system, they can also identify struggling
employees and assist them with training to become more competent in the workplace
(Casio & Aguinis, 2018).
After identifying the talented employees, as well as assisting the struggling employees,
they can become available for internal promotion and recruitment when a position is
available. It is much more favourable for the company to recruit internally than
externally. A few advantages are: the employee is already familiar with the companies
processes and procedures, the employer already has a lot of information on the
employee, it is usually cheaper to promote an internal employee to a higher position
4|Page
Description Page
Plagiarism Form 2
QUESTION 1
1.1 Introduction 3
1.2 Problems Identified within IOP Information Technologies 3
1.3 Solutions for Problems Identified within IOP Information
Technologies 4
1.4 Conclusion 5
QUESTION 2
2.1 Introduction to Performance Management 6
2.2 Fundamental Requirements of Successful
Performance Management Systems 6
2.3. Barriers to Implementing Effective
Performance Management Systems 7
2.4 Influence that both Corporate Culture and
National Culture have on Performance Management 8
2.5 Conclusion 9
QUESTION 3
3.1 What is known as a job analysis process 10
3.2 The eight (8) different choices that confront a job
analyst when collecting work-related information 10
QUESTION 4
4. Self-Evaluation 12
5. Reference List 15
1|Page
,QUESTION 1
1.1 Introduction
IOP Information Technologies has a number of human recourses challenges that they
are facing in their company. They will have to change their business approach and
strategy to regain the trust of their employees and improve the overall morale of the
employees, before the company loses their best workers.
1.2 Problems Identified within IOP Information Technologies
The there are multiple problems that was identified by the human resource specialist
that the company appointed. These problems are as follow:
• The combination of different employees in the company are not compliant
towards employment equity laws. They have mostly white male employees.
• Of the mostly white male employees, 30% will retire in the coming 24 months.
This creates a problem of a increased amount of open positions in the
company.
• Previous disadvantage groups despondent. This could mostly be because of
the current combination of the workforce.
• No internal promotion – external hiring only as the company states that the
internal employees are “not good enough.”
• The HRM strategies are not in line with the official documentation of the
company that states, “our people are our key priority.”
• Employee morale are low. All the above factors can be the reason for the low
morale in the company, as the employees are not feeling valued.
3|Page
, 1.3 Solutions for Problems Identified within IOP Information
Technologies
To resolve the issues named above, various actions needs to be taken.
The Board of South African People Practises (SABPP) has set out 13 standards for
Human Resource Management to align themselves with. The first standard is Strategic
Management, which SABPP (2014) defined as “a systematic approach to developing
and implementing HRM strategies, policies and plans aligned to the strategy of the
organisation that enable the organisation to achieve its objectives.” The first thing the
company needs to do is to develop new HRM strategies, policies and a plan that
supports the strategy of their organisation. The new HR policies etc needs to clearly
reflect that “our people are our key priority” as indicated in the company’s official
documents.
It has been pointed out that the company would rather appoint external people than
promoting their own people into available positions. IOP claims the reason for this is
because their employees are “not good enough for promotion.”
To resolve this problem, IOP Information Technologies should take is to incorporate
Talent Management into their company. This is the 2nd HR Standard according to
SABPP, and they define it in simple terms as “the identification and development of
the organisation’s bench-strength.” Talent management needs to be incorporated with
the company’s performance management systems, reward and recognition, as well as
employee wellness (SABPP, 2014). The company can make use of a performance
management system to seek out talented employees and build on their talent. By the
use of the performance management system, they can also identify struggling
employees and assist them with training to become more competent in the workplace
(Casio & Aguinis, 2018).
After identifying the talented employees, as well as assisting the struggling employees,
they can become available for internal promotion and recruitment when a position is
available. It is much more favourable for the company to recruit internally than
externally. A few advantages are: the employee is already familiar with the companies
processes and procedures, the employer already has a lot of information on the
employee, it is usually cheaper to promote an internal employee to a higher position
4|Page
