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HRM3703 ASSIGNMENT 4 SEM 2 2024
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HRM3703 ASSIGNMENT 4 SEM 2 2024
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passmatetutorials@gmail.com HRM3703 ASSIGN 5 SEM 2 20240612521185/0717513144/0680538213
DISCLAIMER: THIS IS NOT AN OFFICIAL GUIDE FROM UNISA. THE REPORT IS
NOT PREPARED NOR APPROVED BY UNISA, RATHER REPRESENTS A
POSSIBLE SOLUTION TO THE TASK CONSISTENT WITH THEORY OF HRM3703.
THIS ASSIGNMENT IS INTENDED TO ASSIST STUDENTS IN GETTING STARTED
WITH THEIR ASSIGNMENT, AND IN NO CASE THIS DOCUMENT SHOULD BE
USED FOR CHEATING. WE BELIEVE THIS WILL BE A GOOD STARTING POINT
AS IT WAS PREPARED BY OUR TEAM OF PROFESSIONAL PRIVATE TUTORS
WHO ARE EXPERTS IN THE FIELD, AND IT WAS PREPARED USING VARIOUS
SOURCES. ANY SIMILARITY WITH ANY EXISTING THEORY OR DISCUSSION BY
OTHER AUTHORS IS EXCUSED. THE AUTHORS HOWEVER DO NOT CLAIM
MONOPOLY TO KNOWLEDGE HENCE MODIFICATION OF THE ANSWERS
CONTAINED IN THIS FRAMEWORK MAY NOT BE PROHIBITED AS IT
CONTRIBUTES TO EXPANSION OF KNOWLEDGE. FOR ANY FURTHER
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, passmatetutorials@gmail.com HRM3703 ASSIGN 5 SEM 2 2024
0612521185/0717513144/0680538213
QUESTION 1
Technical, organisational, and strategic misalignments are common causes of the
many problems that arise during the installation of a training and development module
for an HR information system (HRIS). Problems like these might crop up during
installation or as a consequence of hasty decisions, and they can undermine the
system's ability to boost employees' abilities and fit in with the overall objectives of the
company.
Missing Knowledge and Inadequate Preparation
Not having enough people with the right kind of knowledge to run the HRIS training
and development module is a big problem for many companies. Without completely
grasping the intricacies involved, many organisations blindly embrace such systems
just because their competitors have. Therefore, decision-makers could overlook the
intangible advantages of a strong training and development system and have inflated
expectations of the ROI. Users may underuse the system if they do not receive
adequate training and assistance in using it.
Organisations may not check if the new system is compatible with their current
infrastructure due to poor planning, which makes these concerns worse. Users may
experience inefficiency and dissatisfaction as a result of systems that are not cohesive
and do not communicate well. Organisations may have to rush to make changes after
the system has been pushed out due to incompatibility, which can cause delays in
implementation and additional expenses.
Conflict with Company Objectives
The HRIS training module is not in sync with the company's larger HR, business, and
training and development goals, which is another major problem. Meaningful results
may not be achieved if the system is not tailored to meet the organization's unique
training requirements. The intangible advantages of increased employee engagement
and performance may go unnoticed if the module is overly concerned with cost-saving
measures and ignores the importance of overall staff development. Training programs
may not be as effective as they may be due to this misalignment, which makes it harder
for knowledge to be transferred.
Participation and Support from Workers
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