HRM2605 EXAM PACK
2025
QUESTIONS AND
ANSWERS
FOR ASSISTANCE CONTACT
EMAIL:
, lOMoARcPSD|49301315
UNIVERSITY EXAMINATIONS
October/November 2020
HRM2605
Human Resource Management for Line Managers
75 Marks
Duration: 3 Hours
EXAMINERS:
FIRST EXAMINER: Dr M du Plessis
SECOND EXAMINER: Ms M Sukdeo
MODERATOR: Dr M Bezuidenhout
This paper consists of seven (7) pages.
Instructions:
(1) Submit your answers as a single document in PDF format. It is preferable for you to type your
answers (Font: Arial 12) and then convert your document to PDF format for submission.
However, if this is not possible, you may also write your answers down and scan them to a PDF
file. Please write legibly.
(2) Start with a cover page, stating the module code and your student number.
(3) This should be followed by your answers to the questions. Note that all three questions are
compulsory. There are no elective questions.
(4) There is no need for a table of contents, introduction, conclusion or list of references (as was
required in your assignments). Simply answer the questions asked.
(5) Make sure that each question and sub-question is clearly numbered.
(6) While you are not required to cite your sources, this does not mean that you can simply copy
information from any source. You need to answer the questions in your own words. Plagiarism
will not be tolerated and may result in disciplinary action if detected.
(7) Please ensure that you submitted a declaration of honesty on myUnisa.
(8) Please ensure that your PDF document is NOT encrypted to a “secured” mode and that it is
NOT password protected as these files cannot be marked. Virus infected files will also not be
marked. The maximum file size is 20Mb.
(9) Submit your answers in one PDF document by using the Login and download my Exam
Question Paper for Oct/Nov 2020 link or the Assessment Info tool on myUnisa. Detailed
instructions are provided in Tutorial Letter HRM2605/102/2/2020 (available in the “Examination”
folder under the Additional Resources tool on the myUnisa module site).
[TURN OVER]
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CONFIDENTIAL
Page 2 of 7 HRM2605
October/November 2020
ANSWER ALL THREE (3) OF THE FOLLOWING QUESTIONS.
QUESTION 1
Read the following scenario and then answer the questions that follow.
Darwin opened an upmarket boutique hotel in Cape Town. Never in his wildest dreams did he foresee
that the hotel would be so successful and so popular among business executives and tourists. Due
to its success, the hotel is expanding rapidly, and Darwin is aware that he needs to take immediate
action to strategically position its human resources.
Currently the hotel employs 1 500 employees ranging from cleaners to hotel managers and
executives, but it requires at least 500 more employees to meet the high customer demand and
enable to expansion of the hotel. Darwin’s main concern is that the International Hotel and Tourism
School does not supply enough graduates to cater for his employee demands and therefore he would
not be able to appoint enough workers.
One evening, as Darwin is wandering around the restaurant, he spots one of his regular customers –
you. You are a human resource consultant at a large talent management firm in Johannesburg.
Darwin decides to discuss his current staffing problems with you. He points out that there is a shortage
of qualified staff to fill the vacant positions in his hotel and asks you to assist him with his staffing
problem.
1.1 Assist Darwin with his staffing problem by explaining which HR functions (or processes) need to
be put in place to address the problem. In your answer you must identify at least five (5) HR
functions [5 marks] and explain how these functions (or processes) could address Darwin’s
staffing problem [5 marks]. (10)
1.2 During your consultation with Darwin he asks whether the implementation of an effective
performance management system is the answer to his staffing problem. Answer Darwin’s question
by explaining the objectives of a performance appraisal to him [6 marks]. In your answer you
should demonstrate why the implementation of a performance management system is the answer
to his staffing problem, or not [1 mark]. (7)
1.3 Darwin is further of the opinion that the implementation of an efficient and effective compensation
system is the solution to his problem. Answer Darwin’s question [1 mark] by explaining how a well-
developed compensation system could be used to attract and retain qualified employees [4
marks]. (5)
1.4 Differentiate between a person-based and performance-based pay system [2 marks] and give an
example of each [½ mark each]. (3)
[25]
[TURN OVER]
, lOMoARcPSD|49301315
CONFIDENTIAL
Page 3 of 7 HRM2605
October/November 2020
QUESTION 2
2.1 Read the following scenario and then answer the questions that follow.
In 2015, Phindile was promoted to marketing manager because she had been working for the
organisation for more than 10 years and was the most experienced employee. However, after five (5)
years in the position Phindile’s performance declined. She is constantly late for work, she is irritable
and anxious most of the time, she cannot make important managerial decisions nor concentrate on
her work. Unfortunately, her sales team is experiencing the negative impact of Phindile’s declining
performance, as the sales team were unable to achieve their sales target of R6,5 million for the year.
Phindile’s direct supervisor tried to assist Phindile by giving her a few days off and creating a positive
work environment, but nothing seems to be helping her.
2.1.1 Discuss the promotion criteria that was used in 2015 to promote Phindile to marketing manager.
(2)
2.1.2 Summarise the health condition that Phindile is experiencing. (2)
2.1.3 Explain in detail what Phindile’s direct supervisor must do to determine why she is not
performing at an acceptable standard [4 marks]. In your answer you should expand on the
possible reason or cause for Phindile’s declining performance [2 marks]. (6)
2.1.4 Explain what Phindile’s supervisor can do to assist her with the health condition identified in
question 2.1.3. (5)
Question 2.1 = 15 marks
2.2 Read the following scenario and then answer the questions that follow.
Charl, a BCom HRM graduate, with five years’ work experience in HRM, recently applied for an HR
administrator position at Petsmore, a large retail company in South Africa. He had seen the
advertisement in the local newspaper and, because he met all the requirements for the job, he sent all
the required documents to apply for the position.
Charl was called in for the selection process and was told that this process involved several steps. He
needed to pass each step to continue to the next one, to ensure that the selection process was fair.
He was also told that the reason he was called in, was because he had passed the first phase – his
CV was chosen from the pool of applicants, since he met all the requirements of the job.
They then asked him to fill in some of his personal information, which he was told was step 2. Step 3
then included a series of tests: medical tests and psychometric tests. In the medical test, they tested
his HIV status and they tested his urine for drugs. Charl felt very uncomfortable with this, but was sure
that he would get the job, as he was passing all the levels. The psychometric test was straightforward,
as it contained general knowledge questions and Charl was sure that he had made it.
[TURN OVER]
2025
QUESTIONS AND
ANSWERS
FOR ASSISTANCE CONTACT
EMAIL:
, lOMoARcPSD|49301315
UNIVERSITY EXAMINATIONS
October/November 2020
HRM2605
Human Resource Management for Line Managers
75 Marks
Duration: 3 Hours
EXAMINERS:
FIRST EXAMINER: Dr M du Plessis
SECOND EXAMINER: Ms M Sukdeo
MODERATOR: Dr M Bezuidenhout
This paper consists of seven (7) pages.
Instructions:
(1) Submit your answers as a single document in PDF format. It is preferable for you to type your
answers (Font: Arial 12) and then convert your document to PDF format for submission.
However, if this is not possible, you may also write your answers down and scan them to a PDF
file. Please write legibly.
(2) Start with a cover page, stating the module code and your student number.
(3) This should be followed by your answers to the questions. Note that all three questions are
compulsory. There are no elective questions.
(4) There is no need for a table of contents, introduction, conclusion or list of references (as was
required in your assignments). Simply answer the questions asked.
(5) Make sure that each question and sub-question is clearly numbered.
(6) While you are not required to cite your sources, this does not mean that you can simply copy
information from any source. You need to answer the questions in your own words. Plagiarism
will not be tolerated and may result in disciplinary action if detected.
(7) Please ensure that you submitted a declaration of honesty on myUnisa.
(8) Please ensure that your PDF document is NOT encrypted to a “secured” mode and that it is
NOT password protected as these files cannot be marked. Virus infected files will also not be
marked. The maximum file size is 20Mb.
(9) Submit your answers in one PDF document by using the Login and download my Exam
Question Paper for Oct/Nov 2020 link or the Assessment Info tool on myUnisa. Detailed
instructions are provided in Tutorial Letter HRM2605/102/2/2020 (available in the “Examination”
folder under the Additional Resources tool on the myUnisa module site).
[TURN OVER]
, lOMoARcPSD|49301315
CONFIDENTIAL
Page 2 of 7 HRM2605
October/November 2020
ANSWER ALL THREE (3) OF THE FOLLOWING QUESTIONS.
QUESTION 1
Read the following scenario and then answer the questions that follow.
Darwin opened an upmarket boutique hotel in Cape Town. Never in his wildest dreams did he foresee
that the hotel would be so successful and so popular among business executives and tourists. Due
to its success, the hotel is expanding rapidly, and Darwin is aware that he needs to take immediate
action to strategically position its human resources.
Currently the hotel employs 1 500 employees ranging from cleaners to hotel managers and
executives, but it requires at least 500 more employees to meet the high customer demand and
enable to expansion of the hotel. Darwin’s main concern is that the International Hotel and Tourism
School does not supply enough graduates to cater for his employee demands and therefore he would
not be able to appoint enough workers.
One evening, as Darwin is wandering around the restaurant, he spots one of his regular customers –
you. You are a human resource consultant at a large talent management firm in Johannesburg.
Darwin decides to discuss his current staffing problems with you. He points out that there is a shortage
of qualified staff to fill the vacant positions in his hotel and asks you to assist him with his staffing
problem.
1.1 Assist Darwin with his staffing problem by explaining which HR functions (or processes) need to
be put in place to address the problem. In your answer you must identify at least five (5) HR
functions [5 marks] and explain how these functions (or processes) could address Darwin’s
staffing problem [5 marks]. (10)
1.2 During your consultation with Darwin he asks whether the implementation of an effective
performance management system is the answer to his staffing problem. Answer Darwin’s question
by explaining the objectives of a performance appraisal to him [6 marks]. In your answer you
should demonstrate why the implementation of a performance management system is the answer
to his staffing problem, or not [1 mark]. (7)
1.3 Darwin is further of the opinion that the implementation of an efficient and effective compensation
system is the solution to his problem. Answer Darwin’s question [1 mark] by explaining how a well-
developed compensation system could be used to attract and retain qualified employees [4
marks]. (5)
1.4 Differentiate between a person-based and performance-based pay system [2 marks] and give an
example of each [½ mark each]. (3)
[25]
[TURN OVER]
, lOMoARcPSD|49301315
CONFIDENTIAL
Page 3 of 7 HRM2605
October/November 2020
QUESTION 2
2.1 Read the following scenario and then answer the questions that follow.
In 2015, Phindile was promoted to marketing manager because she had been working for the
organisation for more than 10 years and was the most experienced employee. However, after five (5)
years in the position Phindile’s performance declined. She is constantly late for work, she is irritable
and anxious most of the time, she cannot make important managerial decisions nor concentrate on
her work. Unfortunately, her sales team is experiencing the negative impact of Phindile’s declining
performance, as the sales team were unable to achieve their sales target of R6,5 million for the year.
Phindile’s direct supervisor tried to assist Phindile by giving her a few days off and creating a positive
work environment, but nothing seems to be helping her.
2.1.1 Discuss the promotion criteria that was used in 2015 to promote Phindile to marketing manager.
(2)
2.1.2 Summarise the health condition that Phindile is experiencing. (2)
2.1.3 Explain in detail what Phindile’s direct supervisor must do to determine why she is not
performing at an acceptable standard [4 marks]. In your answer you should expand on the
possible reason or cause for Phindile’s declining performance [2 marks]. (6)
2.1.4 Explain what Phindile’s supervisor can do to assist her with the health condition identified in
question 2.1.3. (5)
Question 2.1 = 15 marks
2.2 Read the following scenario and then answer the questions that follow.
Charl, a BCom HRM graduate, with five years’ work experience in HRM, recently applied for an HR
administrator position at Petsmore, a large retail company in South Africa. He had seen the
advertisement in the local newspaper and, because he met all the requirements for the job, he sent all
the required documents to apply for the position.
Charl was called in for the selection process and was told that this process involved several steps. He
needed to pass each step to continue to the next one, to ensure that the selection process was fair.
He was also told that the reason he was called in, was because he had passed the first phase – his
CV was chosen from the pool of applicants, since he met all the requirements of the job.
They then asked him to fill in some of his personal information, which he was told was step 2. Step 3
then included a series of tests: medical tests and psychometric tests. In the medical test, they tested
his HIV status and they tested his urine for drugs. Charl felt very uncomfortable with this, but was sure
that he would get the job, as he was passing all the levels. The psychometric test was straightforward,
as it contained general knowledge questions and Charl was sure that he had made it.
[TURN OVER]
