HRD4801 Assignment 1 2025
2 2025 818853
Unique Number:
Due date: 29 July 2025
QUESTION 1
The King IV Report on Corporate Governance has significant implications for the Human
Resource Department (HRD) of Bakang Holdings. As the report places strong emphasis on
ethical leadership, stakeholder inclusivity, sustainability, and good governance outcomes,
HRD will play a central role in promoting these values through people management,
strategic alignment, and internal culture development.
1. Ethical Leadership and Corporate Citizenship
The King IV Report promotes ethical and effective leadership (Principle 1). HRD is
responsible for recruiting, developing, and evaluating leaders who demonstrate integrity,
accountability, fairness, and transparency. HRD must therefore align leadership
development programmes and performance appraisals with these values to ensure the
organisation fosters an ethical culture (Principle 2). This implies integrating ethical conduct
into job descriptions, KPIs, and leadership training, as ethical leadership is critical for
building a responsible corporate citizen (Principle 3).
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen as a
replacement for individual research, critical analysis, or professional consultation. Students are encouraged to perform
their own research and seek advice from their instructors or academic advisors for specific assignment guidelines.
Personal Responsibility: While every effort has been made to ensure the accuracy and reliability of the information in
these study notes, the seller does not guarantee the completeness or correctness of all content. The buyer is
responsible for verifying the accuracy of the information and exercising their own judgment when applying it to their
assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's policies
regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and sources of
inspiration. Any direct reproduction of the content without proper citation and acknowledgment may be considered
academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences arising from
the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or any other negative
consequences resulting from the application or misuse of the information provided.
, For additional support +27 81 278 3372
QUESTION 1
The King IV Report on Corporate Governance has significant implications for the
Human Resource Department (HRD) of Bakang Holdings. As the report places
strong emphasis on ethical leadership, stakeholder inclusivity, sustainability, and
good governance outcomes, HRD will play a central role in promoting these values
through people management, strategic alignment, and internal culture development.
1. Ethical Leadership and Corporate Citizenship
The King IV Report promotes ethical and effective leadership (Principle 1). HRD is
responsible for recruiting, developing, and evaluating leaders who demonstrate
integrity, accountability, fairness, and transparency. HRD must therefore align
leadership development programmes and performance appraisals with these values
to ensure the organisation fosters an ethical culture (Principle 2). This implies
integrating ethical conduct into job descriptions, KPIs, and leadership training, as
ethical leadership is critical for building a responsible corporate citizen (Principle 3).
2. Stakeholder Inclusivity and Employee Engagement
Principle 16 of King IV stresses the importance of stakeholder inclusivity. Employees
are primary internal stakeholders, and HRD must ensure their voices are heard
through effective communication, participation in decision-making, and mechanisms
such as employee surveys or forums. This approach builds trust and fosters a
culture of transparency and inclusivity. Additionally, HRD policies must reflect the
diverse needs of the workforce, including gender equity, transformation, and fair
treatment.
3. Strategy Alignment and Performance Management
HRD must contribute to aligning human capital strategies with the organisation’s
broader governance strategy (Principle 4). This includes supporting the execution of
sustainable development goals and integrating them into workforce planning,
succession planning, and talent management. HRD must also ensure that
performance management systems support long-term organisational objectives and
ethical behaviour.
4. Governance of Remuneration
2 2025 818853
Unique Number:
Due date: 29 July 2025
QUESTION 1
The King IV Report on Corporate Governance has significant implications for the Human
Resource Department (HRD) of Bakang Holdings. As the report places strong emphasis on
ethical leadership, stakeholder inclusivity, sustainability, and good governance outcomes,
HRD will play a central role in promoting these values through people management,
strategic alignment, and internal culture development.
1. Ethical Leadership and Corporate Citizenship
The King IV Report promotes ethical and effective leadership (Principle 1). HRD is
responsible for recruiting, developing, and evaluating leaders who demonstrate integrity,
accountability, fairness, and transparency. HRD must therefore align leadership
development programmes and performance appraisals with these values to ensure the
organisation fosters an ethical culture (Principle 2). This implies integrating ethical conduct
into job descriptions, KPIs, and leadership training, as ethical leadership is critical for
building a responsible corporate citizen (Principle 3).
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen as a
replacement for individual research, critical analysis, or professional consultation. Students are encouraged to perform
their own research and seek advice from their instructors or academic advisors for specific assignment guidelines.
Personal Responsibility: While every effort has been made to ensure the accuracy and reliability of the information in
these study notes, the seller does not guarantee the completeness or correctness of all content. The buyer is
responsible for verifying the accuracy of the information and exercising their own judgment when applying it to their
assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's policies
regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and sources of
inspiration. Any direct reproduction of the content without proper citation and acknowledgment may be considered
academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences arising from
the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or any other negative
consequences resulting from the application or misuse of the information provided.
, For additional support +27 81 278 3372
QUESTION 1
The King IV Report on Corporate Governance has significant implications for the
Human Resource Department (HRD) of Bakang Holdings. As the report places
strong emphasis on ethical leadership, stakeholder inclusivity, sustainability, and
good governance outcomes, HRD will play a central role in promoting these values
through people management, strategic alignment, and internal culture development.
1. Ethical Leadership and Corporate Citizenship
The King IV Report promotes ethical and effective leadership (Principle 1). HRD is
responsible for recruiting, developing, and evaluating leaders who demonstrate
integrity, accountability, fairness, and transparency. HRD must therefore align
leadership development programmes and performance appraisals with these values
to ensure the organisation fosters an ethical culture (Principle 2). This implies
integrating ethical conduct into job descriptions, KPIs, and leadership training, as
ethical leadership is critical for building a responsible corporate citizen (Principle 3).
2. Stakeholder Inclusivity and Employee Engagement
Principle 16 of King IV stresses the importance of stakeholder inclusivity. Employees
are primary internal stakeholders, and HRD must ensure their voices are heard
through effective communication, participation in decision-making, and mechanisms
such as employee surveys or forums. This approach builds trust and fosters a
culture of transparency and inclusivity. Additionally, HRD policies must reflect the
diverse needs of the workforce, including gender equity, transformation, and fair
treatment.
3. Strategy Alignment and Performance Management
HRD must contribute to aligning human capital strategies with the organisation’s
broader governance strategy (Principle 4). This includes supporting the execution of
sustainable development goals and integrating them into workforce planning,
succession planning, and talent management. HRD must also ensure that
performance management systems support long-term organisational objectives and
ethical behaviour.
4. Governance of Remuneration
