Question 1: HR Challenges and Line Managers (5 marks)
1.1: In activity 1.4, you identified the challenge that has the greatest impact on line managers as the
rapid technological change. This is because technological advancements continually change job
roles, requiring line managers to adapt to new work processes and train their teams accordingly. The
prescribed material highlights that technology is a major driver of organizational change, and line
managers must ensure their teams are equipped with the necessary skills to remain competitive.
This challenge affects line managers significantly as they are responsible for implementing these
changes and ensuring their teams can adapt.
1.2: Line managers can collaborate with HR to reduce the impact of technological change by actively
participating in strategic human resource planning (SHRP). By working together, line managers and
HR can identify emerging skill gaps and develop training programs to upskill employees. Additionally,
HR can assist in recruiting tech-savvy talent to ease the transition. Line managers should also engage
in ongoing communication with HR to provide feedback on how technological changes are affecting
their teams, enabling HR to make necessary adjustments to training and development initiatives.
Question 2: HR Responsibility Across Managers (10 marks)
I argue in favor of the statement that HR responsibility does not reside only in the HR department.
Numerous academic sources support this viewpoint:
1. According to Armstrong's "Human Resource Management Practice" (2017), HR functions
should be devolved to line managers, making them responsible for areas like performance
management and employee development.
2. In "Strategic Human Resource Management" by Truss et al. (2017), the authors emphasize
the need for line managers to be involved in HR activities, as they are closer to employees
and can influence their performance directly.
3. "Human Resource Management" by Noe et al. (2020) states that HR should adopt a shared
responsibility approach, where line managers play a significant role in areas such as
recruitment and performance evaluation.
Question 3: SHRP, Recruitment, and Selection (5 marks)
Forecasting Needs: SHRP helps in forecasting future workforce requirements based on
organizational goals. This forecast guides recruitment efforts by specifying the skills and
competencies needed.
Talent Acquisition: Recruitment is the process of attracting and identifying potential
candidates who align with the organization's strategic objectives. SHRP informs recruiters
about the types of candidates required to meet future demands.
Selection Criteria: SHRP aids in defining the criteria for candidate selection. This includes not
only technical skills but also cultural fit and alignment with the organization's long-term
vision.
Evaluating Fit: SHRP ensures that the recruitment and selection processes evaluate
candidates not just for immediate needs but also for their potential to contribute to the
organization's long-term success.
1.1: In activity 1.4, you identified the challenge that has the greatest impact on line managers as the
rapid technological change. This is because technological advancements continually change job
roles, requiring line managers to adapt to new work processes and train their teams accordingly. The
prescribed material highlights that technology is a major driver of organizational change, and line
managers must ensure their teams are equipped with the necessary skills to remain competitive.
This challenge affects line managers significantly as they are responsible for implementing these
changes and ensuring their teams can adapt.
1.2: Line managers can collaborate with HR to reduce the impact of technological change by actively
participating in strategic human resource planning (SHRP). By working together, line managers and
HR can identify emerging skill gaps and develop training programs to upskill employees. Additionally,
HR can assist in recruiting tech-savvy talent to ease the transition. Line managers should also engage
in ongoing communication with HR to provide feedback on how technological changes are affecting
their teams, enabling HR to make necessary adjustments to training and development initiatives.
Question 2: HR Responsibility Across Managers (10 marks)
I argue in favor of the statement that HR responsibility does not reside only in the HR department.
Numerous academic sources support this viewpoint:
1. According to Armstrong's "Human Resource Management Practice" (2017), HR functions
should be devolved to line managers, making them responsible for areas like performance
management and employee development.
2. In "Strategic Human Resource Management" by Truss et al. (2017), the authors emphasize
the need for line managers to be involved in HR activities, as they are closer to employees
and can influence their performance directly.
3. "Human Resource Management" by Noe et al. (2020) states that HR should adopt a shared
responsibility approach, where line managers play a significant role in areas such as
recruitment and performance evaluation.
Question 3: SHRP, Recruitment, and Selection (5 marks)
Forecasting Needs: SHRP helps in forecasting future workforce requirements based on
organizational goals. This forecast guides recruitment efforts by specifying the skills and
competencies needed.
Talent Acquisition: Recruitment is the process of attracting and identifying potential
candidates who align with the organization's strategic objectives. SHRP informs recruiters
about the types of candidates required to meet future demands.
Selection Criteria: SHRP aids in defining the criteria for candidate selection. This includes not
only technical skills but also cultural fit and alignment with the organization's long-term
vision.
Evaluating Fit: SHRP ensures that the recruitment and selection processes evaluate
candidates not just for immediate needs but also for their potential to contribute to the
organization's long-term success.
