CHRM8 EXAMINATION 2025
DISCLAIMER: THIS IS NOT AN OFFICIAL GUIDE FROM UNISA. THE REPORT IS
NOT PREPARED NOR APPROVED BY UNISA, RATHER REPRESENTS A
POSSIBLE SOLUTION TO THE TASK CONSISTENT WITH THEORY OF CHRM8.
THIS REPORT IS INTENDED TO ASSIST STUDENTS IN GETTING STARTED WITH
THEIR ASSIGNMENT, AND IN NO CASE THIS DOCUMENT SHOULD BE USED
FOR CHEATING. WE BELIEVE THIS WILL BE A GOOD STARTING POINT AS IT
WAS PREPARED BY OUR TEAM OF PROFESSIONAL PRIVATE TUTORS WHO
ARE EXPERTS IN THE FIELD, AND IT WAS PREPARED USING VARIOUS
SOURCES. ANY SIMILARITY WITH ANY EXISTING THEORY OR DISCUSSION BY
OTHER AUTHORS IS EXCUSED. THE AUTHORS HOWEVER DO NOT CLAIM
MONOPOLY TO KNOWLEDGE HENCE MODIFICATION OF THE ANSWERS
CONTAINED IN THIS FRAMEWORK MAY NOT BE PROHIBITED AS IT
CONTRIBUTES TO EXPANSION OF KNOWLEDGE. FOR ANY FURTHER
GUIDELINE ABOUT THE INFORMATION CONTAINED HERE AND THE MODULE
IN GENERAL, CONTACT PASSMATE TUTORIALS.
WE ASSIST WITH OTHER MODULES INCLUDING:
ECSs, FACs, MACs, MNGs, INTs, TRLs, HMEMS, PRMs, PROs, MNBs, DSC, QMI,
MNMs, MNO, MNPs, FIN, PUBs, MNMs, RESEARCH among others.
WE OFFER CLASSES, ASSIGNMENT GUIDELINES, EXAMINATION
PREPARATION, RESEARCH AND RESEARCH PROPOSALS, DISSERTATION
EDITING etc.
OTHER THAN UNISA, WE ALSO ASSIST STUDENTS AT VARIOUS INSTITUTIONS
INCLUDING MANCOSA, REGENT, REGEYNESES, BOSTON, STADIO, OLG, UJ,
UP etc
For any enquiries the following numbers can be used for calling, sms, whatsapp and
telegram
CONTACT PASSMATE TUTORIALS @061 262 1185/068 053 8213/0717 513 144 or email
,CHRM8 EXAMINATION 2025
QUESTION 1 (20 Marks)
Analyse any five people-centric strategies or best practices that have contributed to
Netflix’s remarkable success. Additionally, recommend these approaches to modern
organisations, explaining how they could gain from implementing them. Support your
answer with examples from the case study.
People-Centric Human Resource Management (HRM) Strategies for Organizational
Success
In today’s highly competitive business environment, human capital has emerged as
the most vital asset for driving innovation, productivity, and sustainable competitive
advantage. While some organizations such as Netflix may not openly disclose their
HRM strategies, general best practices in people-centric management can be applied
universally across modern enterprises. This discussion explores five key people-
centric HRM strategies that have been proven to contribute significantly to
organizational success. These include Strategic Human Resource Management
(SHRM), Competency-Based HRM, Employee Engagement and Well-being,
Leveraging Technology in HR, and Creating a Learning Organization. Each strategy is
critically analysed with practical recommendations and insights supported by relevant
scholarly and industry sources.
Strategic Human Resource Management (SHRM) and Alignment
Strategic Human Resource Management refers to the alignment of HR policies and
practices with the overarching goals of the organization. It ensures that human
resources are not managed in isolation but are integrated into the organization’s
strategic direction (Armstrong and Taylor 2023). This involves aligning workforce
planning, recruitment, training, and performance management with strategic business
objectives. When HR is involved in strategic decision-making, it shifts from an
administrative function to a key driver of business outcomes.0717513144
Organizations can benefit significantly from SHRM by embedding HR leaders into the
strategic planning process. This ensures that workforce capabilities are considered in
long-term planning and execution. Research shows that companies practicing SHRM
often report higher levels of innovation, employee satisfaction, and financial
performance (Nel et al. 2022). For example, rapid-growth companies that align their
, CHRM8 EXAMINATION 2025
HR function with strategic goals have achieved business success by proactively
addressing talent needs through targeted recruitment and training interventions.
Strategic HRM also supports change management and organizational development.
It helps prepare the workforce for future challenges by forecasting skill shortages,
supporting succession planning, and fostering a culture of agility. As a result,
organizations achieve improved quality, increased customer satisfaction, and
enhanced operational effectiveness. In conclusion, integrating HR strategy into overall
business planning allows modern organizations to maintain a competitive edge and
respond effectively to dynamic market conditions.
Competency-Based HRM
Competency-based HRM involves defining the specific competencies knowledge,
skills, and behavioral attributes that contribute to superior performance in a given role
or context. This model allows HR practitioners to structure recruitment, training,
appraisal, and reward systems around measurable capabilities (Robbins et al. 2022).
Competency models serve as a foundation for aligning individual performance with
organizational needs.
Modern organizations are advised to adopt a competency-based framework across all
HR processes. This entails identifying core and role-specific competencies,
developing assessment tools, and creating learning interventions to close competency
gaps. By doing so, organizations ensure consistency, objectivity, and transparency in
HR practices.
The benefits of this approach are multifold. Competency-based HRM helps identify top
performers, improves role clarity, and supports talent development. It also encourages
employees to take ownership of their professional growth by providing clear
expectations and performance indicators. Organizations that successfully implement
this strategy experience enhanced productivity, greater employee retention, and
alignment with organizational culture and values.
Furthermore, competency models enable data-driven decision-making and talent
analytics. They assist in workforce planning by identifying existing skill levels and
anticipating future competency requirements. Ultimately, competency-based HRM
strengthens organizational agility and adaptability in a knowledge-based economy.
Employee Engagement and Well-being
DISCLAIMER: THIS IS NOT AN OFFICIAL GUIDE FROM UNISA. THE REPORT IS
NOT PREPARED NOR APPROVED BY UNISA, RATHER REPRESENTS A
POSSIBLE SOLUTION TO THE TASK CONSISTENT WITH THEORY OF CHRM8.
THIS REPORT IS INTENDED TO ASSIST STUDENTS IN GETTING STARTED WITH
THEIR ASSIGNMENT, AND IN NO CASE THIS DOCUMENT SHOULD BE USED
FOR CHEATING. WE BELIEVE THIS WILL BE A GOOD STARTING POINT AS IT
WAS PREPARED BY OUR TEAM OF PROFESSIONAL PRIVATE TUTORS WHO
ARE EXPERTS IN THE FIELD, AND IT WAS PREPARED USING VARIOUS
SOURCES. ANY SIMILARITY WITH ANY EXISTING THEORY OR DISCUSSION BY
OTHER AUTHORS IS EXCUSED. THE AUTHORS HOWEVER DO NOT CLAIM
MONOPOLY TO KNOWLEDGE HENCE MODIFICATION OF THE ANSWERS
CONTAINED IN THIS FRAMEWORK MAY NOT BE PROHIBITED AS IT
CONTRIBUTES TO EXPANSION OF KNOWLEDGE. FOR ANY FURTHER
GUIDELINE ABOUT THE INFORMATION CONTAINED HERE AND THE MODULE
IN GENERAL, CONTACT PASSMATE TUTORIALS.
WE ASSIST WITH OTHER MODULES INCLUDING:
ECSs, FACs, MACs, MNGs, INTs, TRLs, HMEMS, PRMs, PROs, MNBs, DSC, QMI,
MNMs, MNO, MNPs, FIN, PUBs, MNMs, RESEARCH among others.
WE OFFER CLASSES, ASSIGNMENT GUIDELINES, EXAMINATION
PREPARATION, RESEARCH AND RESEARCH PROPOSALS, DISSERTATION
EDITING etc.
OTHER THAN UNISA, WE ALSO ASSIST STUDENTS AT VARIOUS INSTITUTIONS
INCLUDING MANCOSA, REGENT, REGEYNESES, BOSTON, STADIO, OLG, UJ,
UP etc
For any enquiries the following numbers can be used for calling, sms, whatsapp and
telegram
CONTACT PASSMATE TUTORIALS @061 262 1185/068 053 8213/0717 513 144 or email
,CHRM8 EXAMINATION 2025
QUESTION 1 (20 Marks)
Analyse any five people-centric strategies or best practices that have contributed to
Netflix’s remarkable success. Additionally, recommend these approaches to modern
organisations, explaining how they could gain from implementing them. Support your
answer with examples from the case study.
People-Centric Human Resource Management (HRM) Strategies for Organizational
Success
In today’s highly competitive business environment, human capital has emerged as
the most vital asset for driving innovation, productivity, and sustainable competitive
advantage. While some organizations such as Netflix may not openly disclose their
HRM strategies, general best practices in people-centric management can be applied
universally across modern enterprises. This discussion explores five key people-
centric HRM strategies that have been proven to contribute significantly to
organizational success. These include Strategic Human Resource Management
(SHRM), Competency-Based HRM, Employee Engagement and Well-being,
Leveraging Technology in HR, and Creating a Learning Organization. Each strategy is
critically analysed with practical recommendations and insights supported by relevant
scholarly and industry sources.
Strategic Human Resource Management (SHRM) and Alignment
Strategic Human Resource Management refers to the alignment of HR policies and
practices with the overarching goals of the organization. It ensures that human
resources are not managed in isolation but are integrated into the organization’s
strategic direction (Armstrong and Taylor 2023). This involves aligning workforce
planning, recruitment, training, and performance management with strategic business
objectives. When HR is involved in strategic decision-making, it shifts from an
administrative function to a key driver of business outcomes.0717513144
Organizations can benefit significantly from SHRM by embedding HR leaders into the
strategic planning process. This ensures that workforce capabilities are considered in
long-term planning and execution. Research shows that companies practicing SHRM
often report higher levels of innovation, employee satisfaction, and financial
performance (Nel et al. 2022). For example, rapid-growth companies that align their
, CHRM8 EXAMINATION 2025
HR function with strategic goals have achieved business success by proactively
addressing talent needs through targeted recruitment and training interventions.
Strategic HRM also supports change management and organizational development.
It helps prepare the workforce for future challenges by forecasting skill shortages,
supporting succession planning, and fostering a culture of agility. As a result,
organizations achieve improved quality, increased customer satisfaction, and
enhanced operational effectiveness. In conclusion, integrating HR strategy into overall
business planning allows modern organizations to maintain a competitive edge and
respond effectively to dynamic market conditions.
Competency-Based HRM
Competency-based HRM involves defining the specific competencies knowledge,
skills, and behavioral attributes that contribute to superior performance in a given role
or context. This model allows HR practitioners to structure recruitment, training,
appraisal, and reward systems around measurable capabilities (Robbins et al. 2022).
Competency models serve as a foundation for aligning individual performance with
organizational needs.
Modern organizations are advised to adopt a competency-based framework across all
HR processes. This entails identifying core and role-specific competencies,
developing assessment tools, and creating learning interventions to close competency
gaps. By doing so, organizations ensure consistency, objectivity, and transparency in
HR practices.
The benefits of this approach are multifold. Competency-based HRM helps identify top
performers, improves role clarity, and supports talent development. It also encourages
employees to take ownership of their professional growth by providing clear
expectations and performance indicators. Organizations that successfully implement
this strategy experience enhanced productivity, greater employee retention, and
alignment with organizational culture and values.
Furthermore, competency models enable data-driven decision-making and talent
analytics. They assist in workforce planning by identifying existing skill levels and
anticipating future competency requirements. Ultimately, competency-based HRM
strengthens organizational agility and adaptability in a knowledge-based economy.
Employee Engagement and Well-being
