HRM2605: Assessment 06
QUESTION 1
1.1 First, discuss the role of effective performance feedback in improving employee
satisfaction and performance (3 marks). Secondly, evaluate Mr Monaledi’s approach
to providing feedback to Sarah (1 mark) and suggest three alternative strategies for
improvement (3 x 2 marks = 6 marks). The proposed strategies must apply to the
given scenario.
Effective performance feedback plays a crucial role in improving employee satisfaction and
performance. It provides employees with clear and constructive information about their work,
helping them understand their strengths and areas for improvement. This clarity can boost
employee confidence, motivation, and engagement. When feedback is delivered regularly
and constructively, it fosters a supportive environment where employees feel valued and
recognized for their contributions, leading to increased job satisfaction and productivity. Also,
effective feedback can guide employees towards achieving their professional goals, thereby
enhancing their career development and alignment with organizational objectives.
Evaluation of Mr. Monaledi’s Approach to Providing Feedback to Sarah
Mr. Monaledi’s approach to providing feedback to Sarah has been primarily focused on her
performance issues. While regular meetings to set realistic goals and provide feedback are
commendable, the emphasis on performance shortcomings without addressing underlying
concerns or providing balanced feedback can exacerbate stress and anxiety. This one-sided
approach may not effectively support Sarah’s development or well-being, leading to further
dissatisfaction and decreased performance.
Alternative Strategies for Improvement
Balanced Feedback Approach
Using a balanced feedback approach, ensuring that positive feedback is given along with
constructive criticism. Highlight Sarah’s strengths and achievements before discussing
areas for improvement.
During feedback sessions, Mr. Monaledi could acknowledge Sarah’s dedication and skills,
and then provide specific examples of where improvement is needed. This balanced
approach can help Sarah feel appreciated and motivated to improve.
Collaborative Goal Setting
Engage Sarah in collaborative goal-setting to make her feel involved and committed to her
targets. This involves discussing and agreeing on realistic and achievable goals together.
Application to Scenario: Instead of solely setting aggressive targets, Mr. Monaledi could
work with Sarah to set achievable goals, taking into account her workload and stress levels.
This can help Sarah feel more in control and reduce her anxiety about meeting targets.
Developmental Support and Resources
, Provide Sarah with developmental support and resources such as training, mentorship, or
access to wellness programs. This shows a commitment to her professional growth and well-
being.
Application to Scenario: Mr. Monaledi, in collaboration with HR, could identify relevant
training programs or assign a mentor to Sarah to help her develop the necessary skills to
meet her targets. Additionally, advocating for or introducing wellness programs can address
her work-life balance issues and stress-related symptoms.
1.2 Assess the challenges faced by the HR department in recruiting and retaining
specialised talent in high-turnover industries such as Global Tech Solutions. Identify
(5 marks) and explain (5 marks) five (5) innovative HR strategies that Global Tech
Solutions could implement to attract and retain highly talented individuals.
High Turnover Rates
Industries like tech often experience high turnover rates due to intense competition and
better opportunities elsewhere, leading to constant recruitment needs.
There's a limited pool of specialized talent with the requisite skills, making it difficult to find
and retain qualified candidates.
Competitive Salaries and Benefits: Companies must offer attractive compensation packages
to lure top talent, which can be financially straining.
Keeping up with the latest technology trends and ensuring employees have updated skills
is challenging.
Finding candidates who not only have the right skills but also fit into the company's culture
and values can be tough, especially in a dynamic, fast-paced environment.
Innovative HR Strategies
Employer Branding
Establish a strong employer brand that highlights Global Tech Solutions as a desirable place
to work. This involves promoting a positive company culture, success stories, employee
testimonials, and career growth opportunities.
Invest in marketing campaigns showcasing the company’s achievements, innovative
projects, and employee benefits. Regularly update the careers page with engaging content
that reflects the company’s dynamic environment.
Employee Referral Programs
Encourage current employees to refer qualified candidates by offering incentives and
bonuses for successful hires. This leverages existing employees' networks and helps in
finding culturally fitting candidates.
Application: Create a structured referral program with clear guidelines and attractive
rewards. Highlight successful referrals in company communications to motivate others.
Continuous Learning and Development
QUESTION 1
1.1 First, discuss the role of effective performance feedback in improving employee
satisfaction and performance (3 marks). Secondly, evaluate Mr Monaledi’s approach
to providing feedback to Sarah (1 mark) and suggest three alternative strategies for
improvement (3 x 2 marks = 6 marks). The proposed strategies must apply to the
given scenario.
Effective performance feedback plays a crucial role in improving employee satisfaction and
performance. It provides employees with clear and constructive information about their work,
helping them understand their strengths and areas for improvement. This clarity can boost
employee confidence, motivation, and engagement. When feedback is delivered regularly
and constructively, it fosters a supportive environment where employees feel valued and
recognized for their contributions, leading to increased job satisfaction and productivity. Also,
effective feedback can guide employees towards achieving their professional goals, thereby
enhancing their career development and alignment with organizational objectives.
Evaluation of Mr. Monaledi’s Approach to Providing Feedback to Sarah
Mr. Monaledi’s approach to providing feedback to Sarah has been primarily focused on her
performance issues. While regular meetings to set realistic goals and provide feedback are
commendable, the emphasis on performance shortcomings without addressing underlying
concerns or providing balanced feedback can exacerbate stress and anxiety. This one-sided
approach may not effectively support Sarah’s development or well-being, leading to further
dissatisfaction and decreased performance.
Alternative Strategies for Improvement
Balanced Feedback Approach
Using a balanced feedback approach, ensuring that positive feedback is given along with
constructive criticism. Highlight Sarah’s strengths and achievements before discussing
areas for improvement.
During feedback sessions, Mr. Monaledi could acknowledge Sarah’s dedication and skills,
and then provide specific examples of where improvement is needed. This balanced
approach can help Sarah feel appreciated and motivated to improve.
Collaborative Goal Setting
Engage Sarah in collaborative goal-setting to make her feel involved and committed to her
targets. This involves discussing and agreeing on realistic and achievable goals together.
Application to Scenario: Instead of solely setting aggressive targets, Mr. Monaledi could
work with Sarah to set achievable goals, taking into account her workload and stress levels.
This can help Sarah feel more in control and reduce her anxiety about meeting targets.
Developmental Support and Resources
, Provide Sarah with developmental support and resources such as training, mentorship, or
access to wellness programs. This shows a commitment to her professional growth and well-
being.
Application to Scenario: Mr. Monaledi, in collaboration with HR, could identify relevant
training programs or assign a mentor to Sarah to help her develop the necessary skills to
meet her targets. Additionally, advocating for or introducing wellness programs can address
her work-life balance issues and stress-related symptoms.
1.2 Assess the challenges faced by the HR department in recruiting and retaining
specialised talent in high-turnover industries such as Global Tech Solutions. Identify
(5 marks) and explain (5 marks) five (5) innovative HR strategies that Global Tech
Solutions could implement to attract and retain highly talented individuals.
High Turnover Rates
Industries like tech often experience high turnover rates due to intense competition and
better opportunities elsewhere, leading to constant recruitment needs.
There's a limited pool of specialized talent with the requisite skills, making it difficult to find
and retain qualified candidates.
Competitive Salaries and Benefits: Companies must offer attractive compensation packages
to lure top talent, which can be financially straining.
Keeping up with the latest technology trends and ensuring employees have updated skills
is challenging.
Finding candidates who not only have the right skills but also fit into the company's culture
and values can be tough, especially in a dynamic, fast-paced environment.
Innovative HR Strategies
Employer Branding
Establish a strong employer brand that highlights Global Tech Solutions as a desirable place
to work. This involves promoting a positive company culture, success stories, employee
testimonials, and career growth opportunities.
Invest in marketing campaigns showcasing the company’s achievements, innovative
projects, and employee benefits. Regularly update the careers page with engaging content
that reflects the company’s dynamic environment.
Employee Referral Programs
Encourage current employees to refer qualified candidates by offering incentives and
bonuses for successful hires. This leverages existing employees' networks and helps in
finding culturally fitting candidates.
Application: Create a structured referral program with clear guidelines and attractive
rewards. Highlight successful referrals in company communications to motivate others.
Continuous Learning and Development
