HRM3705
Assignment 3 Semester 1 2025
Unique #:
Due Date: 25 April 2025
Detailed solutions, explanations, workings
and references.
+27 81 278 3372
, INTRODUCTION
In today’s competitive business environment, effective remuneration strategies
are essential to attracting, motivating, and retaining top talent. This assignment
explores how organisations operating in South Africa, such as CheckSmart
Retail, LumaTech, and ZuluTech, can address remuneration challenges through
strategic HR practices and job evaluation systems. The need for consistency in
pay structures, internal equity, legal compliance, and alignment with
organisational goals is increasingly vital, especially during periods of growth,
restructuring, or merger. The assignment begins by evaluating the application of
the point-factor job evaluation method to harmonise job levels across newly
merged retail stores. It then examines how legislative frameworks such as the
Basic Conditions of Employment Act and the Employment Equity Act influence
remuneration policies and ensure fairness. Further, the development of a robust
remuneration strategy tailored to LumaTech’s innovation-driven culture is
discussed, followed by a critical analysis of ZuluTech’s equity challenges. The
assignment integrates best practice principles and practical solutions to promote
fairness and strategic alignment.
QUESTION 1
To address the inconsistencies in pay between the “Customer Service
Supervisor” and the “Floor Team Leader,” CheckSmart Retail could implement a
point-factor job evaluation system. This method systematically determines the
relative value of jobs by assigning points to various job components, known as
compensable factors. It allows the organisation to objectively compare roles,
regardless of titles, based on their actual content and contribution to the business.
1. Using the Point-Factor Method
The point-factor system evaluates jobs by breaking them down into key
compensable factors such as skills, responsibilities, effort, and working
conditions. Each factor is weighted according to its importance and assigned a
numerical score. The total score determines the job’s relative worth and
appropriate pay grade. For CheckSmart, this approach would reveal whether the
Varsity Cube 2025 +27 81 278 3372
Assignment 3 Semester 1 2025
Unique #:
Due Date: 25 April 2025
Detailed solutions, explanations, workings
and references.
+27 81 278 3372
, INTRODUCTION
In today’s competitive business environment, effective remuneration strategies
are essential to attracting, motivating, and retaining top talent. This assignment
explores how organisations operating in South Africa, such as CheckSmart
Retail, LumaTech, and ZuluTech, can address remuneration challenges through
strategic HR practices and job evaluation systems. The need for consistency in
pay structures, internal equity, legal compliance, and alignment with
organisational goals is increasingly vital, especially during periods of growth,
restructuring, or merger. The assignment begins by evaluating the application of
the point-factor job evaluation method to harmonise job levels across newly
merged retail stores. It then examines how legislative frameworks such as the
Basic Conditions of Employment Act and the Employment Equity Act influence
remuneration policies and ensure fairness. Further, the development of a robust
remuneration strategy tailored to LumaTech’s innovation-driven culture is
discussed, followed by a critical analysis of ZuluTech’s equity challenges. The
assignment integrates best practice principles and practical solutions to promote
fairness and strategic alignment.
QUESTION 1
To address the inconsistencies in pay between the “Customer Service
Supervisor” and the “Floor Team Leader,” CheckSmart Retail could implement a
point-factor job evaluation system. This method systematically determines the
relative value of jobs by assigning points to various job components, known as
compensable factors. It allows the organisation to objectively compare roles,
regardless of titles, based on their actual content and contribution to the business.
1. Using the Point-Factor Method
The point-factor system evaluates jobs by breaking them down into key
compensable factors such as skills, responsibilities, effort, and working
conditions. Each factor is weighted according to its importance and assigned a
numerical score. The total score determines the job’s relative worth and
appropriate pay grade. For CheckSmart, this approach would reveal whether the
Varsity Cube 2025 +27 81 278 3372
