IOP4863 ASSIGNMENT 1 SEMESTER 1 Due Date: 19th June 2022
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Course
IOP4863 - Personnel And Career Psychology
Institution
University Of South Africa
IOP4863
ASSIGNMENT 1
SEMESTER 1
Due Date: 19th
June 2022
QUESTION 1
1.1 Propose a more systematic approach that will enable IOP Information
Technologies to face the human resource challenges that confront it. Also, consider
in your answer the South African National HR Standards for Strategi...
iop4863 assignment 1 semester 1 due date 19th june 2022
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University of South Africa
IOP4863 - Personnel And Career Psychology
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IOP4863
ASSIGNMENT 1
SEMESTER 1
Due Date: 19th
June 2022
, QUESTION 1
1.1 Propose a more systematic approach that will enable IOP Information
Technologies to face the human resource challenges that confront it. Also, consider
in your answer the South African National HR Standards for Strategic HRM, Talent
Management and Workforce Planning.
A systematic approach will be useful to IOP Information Technologies in facing the
human resource challenges that confront it. First of which, requires a workforce
planning system that is aligned with the organisation's strategic business plan. A
workforce planning system consists of talent inventory, where current resources
(abilities, skills and potential) are assessed and current use of employees is
analysed (Cascio & Aguinis, 2018). IOP Information Technologies need to look at
the number of employees that are willing to learn and how these employees have
taken a back seat, it can be seen that the resources in the organisation have not
been paid attention. Therefore, the human resource department of the organisation
does not know any of the different abilities and skills of different employees. The
talent inventory allows for the organisation to see where talent is so that it not
wasted. The next component of workforce planning is workforce forecast. The role of
which is to foresee future HR requirements, looking at the number of people
required, the skills and whether to use internal or external labour supply (Cascio &
Aguinis, 2018). In this organisation, it is important to predict when people are needed
and what skills are required, and if the skills can be found in the organisation, it
should consider using its internal labour supply. Action plans are the third
component, that are used to broaden the pool of qualified individuals by recruitment,
selection, training, promotions etc. IOP Information Technologies need effective
action plans that will motivate and encourage employees to look forward to training
and development. This is because an important change that the organisation has to
conduct is to invest in their own talent, meaning that employees should be given the
opportunity to learn. This is especially important because it gives previously
disadvantaged individuals the opportunity to learn and master skills, they were
unable to previously. All of which has positive socio-economic implications, as
organisations take responsibility of growing the nation and reducing whatever skills
shortage that may exist within a society (Cascio & Aguinis, 2018). Lastly control and
evaluation is used to provide a closed-loop feedback process to the rest of the
system and to monitor how well the goals and objectives of HR were achieved. This
can also be used for IOP Information Technologies and will give them an opportunity
to be reminded consistently about what is important to the organisation, which is its
people. Note how strategic and tactical business plans serve as the base for HR
strategy. This is because the organisation's objectives and goals need to resonate
within the HR strategy, due to the fact that the HR strategy is the way these
objectives are turned into actions. The HR strategy interacts with the talent inventory
foresees the workforce supply and demand to meet the workforce requirements.
When labour markets are “loose” it means that the labour supply exceeds the
demand, and results in high unemployment (Cascio & Aguinis, 2018). Under such
conditions, turnover decreases. On the other hand, when the labour markets are
tight, the demand is greater than the supply, and unemployment is at a low. Under
such conditions, jobs are plentiful and so workers tend to apply to a variety of jobs
more and thus employee mobility increases. When an organisation plans, it helps to
reduce uncertainty, in which the organisation is able to anticipate any changes that
may affect the organisation. This is especially true in a changing work environment.
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