CHRM8 ASSIGNMENT 1 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 HMEMS80.
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 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 ASSIGNMENT 1 2025
Question 1 (25 Marks)
In line with the case study, discuss the stages of Strategic Human Resources
(HR) Planning. Outline ways in which HR professionals can align their strategies
to cultivate a skilled and stable workforce, drawing on the insights from
progressive companies highlighted in the case study, detail the specific actions
and considerations required at each stage of the strategic HR planning process
to effectively address these challenges and build a strong leadership pipeline,
employee engagement, and ESG-driven impact.
The case study highlights various challenges faced by companies in managing their
workforce and employer brand and showcases how progressive companies are
addressing these issues (Bussin & Swart-Opperman, 2021). While the stages of
Strategic Human Resources (HR) Planning are not explicitly detailed in the sources,
we can discuss these stages in the context of the challenges and solutions presented
in the case study to understand how HR professionals can cultivate a skilled and stable
workforce.
Common Stages of Strategic HR Planning (Not Explicitly in Sources):
Generally, Strategic HR Planning involves several key stages (this information is not
directly from the provided sources but is common HR knowledge):
1. Environmental Scanning: Analyzing the external and internal environments
to identify opportunities and threats that may affect HR.
2. HR Needs Assessment: Forecasting the current and future HR demands and
comparing them with the current HR supply.
3. HR Strategy Formulation: Developing HR strategies and plans to address the
identified gaps and align HR activities with the overall business strategy.
4. HR Strategy Implementation: Putting the formulated strategies and plans into
action.
5. Evaluation and Control: Monitoring and evaluating the effectiveness of the
implemented HR strategies and making necessary adjustments.
Now, let's discuss how HR professionals can align their strategies within these stages,
drawing on the insights from the progressive companies in the case study, to cultivate
, CHRM8 ASSIGNMENT 1 2025
a skilled and stable workforce and address the highlighted challenges in building a
strong leadership pipeline, employee engagement, and ESG-driven impact.
1. Environmental Scanning:
• Focus: HR professionals need to be aware of the external talent market,
technological advancements, evolving employee expectations (especially the
18- to 30-year-old generation), and the importance of ESG factors. Internally,
they need to understand current skill gaps, turnover rates (including reasons
for turnover, such as gender inequality), engagement levels, and leadership
pipeline strength (Brouwers & Paltu, 2020).
• Insights from the Case Study: The case study emphasizes the high demand
for specialized talent, difficulties in leadership pipeline development, high
employee turnover, low manager engagement, challenges in attracting young
talent and those with scarce skills like cybersecurity and IT, and the growing
importance of ESG (Murphy, 2020). Celeste Sirin's observations highlight the
commitment and innovation companies are putting into building their employer
brands in response to these challenges.
• Specific Actions and Considerations: HR professionals should conduct
regular analyses of the labor market, monitor competitor practices in employer
branding and talent management, gather employee feedback through surveys
and feedback channels, and assess the organization's current capabilities and
future needs in areas like leadership, technical skills, and ESG (Sharma, 2023).
They should also be mindful of demographic trends and the expectations of
different employee groups.
2. HR Needs Assessment:
• Focus: Based on the environmental scan, HR needs to identify specific gaps
between the current workforce capabilities and the future requirements driven
by business strategy, technological shifts, and the need for a strong leadership
pipeline, high employee engagement, and ESG integration (Naidoo, 2022).
• Insights from the Case Study: The case study points to specific needs such
as developing future leaders, retaining talent in production roles and women
employees, improving manager engagement, attracting talent with scarce
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 HMEMS80.
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 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 ASSIGNMENT 1 2025
Question 1 (25 Marks)
In line with the case study, discuss the stages of Strategic Human Resources
(HR) Planning. Outline ways in which HR professionals can align their strategies
to cultivate a skilled and stable workforce, drawing on the insights from
progressive companies highlighted in the case study, detail the specific actions
and considerations required at each stage of the strategic HR planning process
to effectively address these challenges and build a strong leadership pipeline,
employee engagement, and ESG-driven impact.
The case study highlights various challenges faced by companies in managing their
workforce and employer brand and showcases how progressive companies are
addressing these issues (Bussin & Swart-Opperman, 2021). While the stages of
Strategic Human Resources (HR) Planning are not explicitly detailed in the sources,
we can discuss these stages in the context of the challenges and solutions presented
in the case study to understand how HR professionals can cultivate a skilled and stable
workforce.
Common Stages of Strategic HR Planning (Not Explicitly in Sources):
Generally, Strategic HR Planning involves several key stages (this information is not
directly from the provided sources but is common HR knowledge):
1. Environmental Scanning: Analyzing the external and internal environments
to identify opportunities and threats that may affect HR.
2. HR Needs Assessment: Forecasting the current and future HR demands and
comparing them with the current HR supply.
3. HR Strategy Formulation: Developing HR strategies and plans to address the
identified gaps and align HR activities with the overall business strategy.
4. HR Strategy Implementation: Putting the formulated strategies and plans into
action.
5. Evaluation and Control: Monitoring and evaluating the effectiveness of the
implemented HR strategies and making necessary adjustments.
Now, let's discuss how HR professionals can align their strategies within these stages,
drawing on the insights from the progressive companies in the case study, to cultivate
, CHRM8 ASSIGNMENT 1 2025
a skilled and stable workforce and address the highlighted challenges in building a
strong leadership pipeline, employee engagement, and ESG-driven impact.
1. Environmental Scanning:
• Focus: HR professionals need to be aware of the external talent market,
technological advancements, evolving employee expectations (especially the
18- to 30-year-old generation), and the importance of ESG factors. Internally,
they need to understand current skill gaps, turnover rates (including reasons
for turnover, such as gender inequality), engagement levels, and leadership
pipeline strength (Brouwers & Paltu, 2020).
• Insights from the Case Study: The case study emphasizes the high demand
for specialized talent, difficulties in leadership pipeline development, high
employee turnover, low manager engagement, challenges in attracting young
talent and those with scarce skills like cybersecurity and IT, and the growing
importance of ESG (Murphy, 2020). Celeste Sirin's observations highlight the
commitment and innovation companies are putting into building their employer
brands in response to these challenges.
• Specific Actions and Considerations: HR professionals should conduct
regular analyses of the labor market, monitor competitor practices in employer
branding and talent management, gather employee feedback through surveys
and feedback channels, and assess the organization's current capabilities and
future needs in areas like leadership, technical skills, and ESG (Sharma, 2023).
They should also be mindful of demographic trends and the expectations of
different employee groups.
2. HR Needs Assessment:
• Focus: Based on the environmental scan, HR needs to identify specific gaps
between the current workforce capabilities and the future requirements driven
by business strategy, technological shifts, and the need for a strong leadership
pipeline, high employee engagement, and ESG integration (Naidoo, 2022).
• Insights from the Case Study: The case study points to specific needs such
as developing future leaders, retaining talent in production roles and women
employees, improving manager engagement, attracting talent with scarce
