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HRM2605 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 - DUE 25 October 2024; 100% TRUSTED Complete, trusted solutions and explanations. Ensure your success with us...
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  • Course
  • HRM2605
  • Institution
  • University Of South Africa
  • Book
  • Human Resource Management in South Africa

HRM2605 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 - DUE 25 October 2024; 100% TRUSTED Complete, trusted solutions and explanations. Ensure your success with us...

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HRM2605
Assignment 6
(COMPLETE
ANSWERS)
Semester 2
2024 - DUE 25
October 2024
[Type the document subtitle]

, Exam (elaborations)
HRM2605 Assignment 6 (COMPLETE ANSWERS)
Semester 2 2024 - DUE 25 October 2024
 Course
 Human Resource Management for Line Managers (HRM2605)
 Institution
 University Of South Africa (Unisa)
 Book
 Human Resource Management in South Africa

HRM2605 Assignment 6 (COMPLETE ANSWERS) Semester 2 2024 - DUE
25 October 2024; 100% TRUSTED Complete, trusted solutions and
explanations. Ensure your success with us...



QUESTION 1 [25 marks] Read the following scenario and then answer the
questions that follow. Godfrey Makobane is the plant manager of a light
assembly plant in Cape Town. Approximately a year ago, Melvin Alers, the
plant manager from a similar facility in Gauteng, visited the Cape Town plant.
During the visit, the two managers compared various metrics, including
absenteeism and turnover rates. Melvin's plant reported an average
absenteeism and turnover rate of 5% each. In contrast, Godfrey discovered
that his Cape Town plant had much higher rates: 10% absenteeism and 12%
turnover. Concerned about these discrepancies, Godfrey met with his HR
manager, Ms Amusa, and his two supervisors to address the issue. During the
meeting, Nomvuyo Bekwa, one of the supervisors, suggested that there might
be a connection between job satisfaction and the high rates of absenteeism
and turnover at the Cape Town plant. A consultant was hired to investigate
further, and a job satisfaction survey was administered to the Cape Town
employees. The results of the survey were summarised as follows: Job
Satisfaction category Percentage (%) of satisfied employees (Happy)
Percentage (%) of dissatisfied employees (unhappy) The job itself 40% 60%
Relationships with co-workers 49% 51% Immediate supervisor 45% 55%
Career development/promotions 37% 63% Compensation and benefits 20%
80% The work environment 35% 65% Godfrey was surprised by the low levels
of job satisfaction reflected in the survey results, which were far below what
he had anticipated for the plant's first assessment of employee satisfaction.
1.1 As the consultant who administered the job satisfaction survey, interpret

, the findings in the table and provide Godfrey with detailed feedback. In your
response: 1.1.1 Discuss each job satisfaction category, explaining possible
reasons for the dissatisfaction indicated in the survey results. (6) HRM2605:
Assessment 06 Semester 02 (2024) 8 © UNISA 2024 1.1.2 Conclude your
feedback by summarising the four categories with the highest levels of
dissatisfaction among employees. (4) 1.2 From a line manager’s perspective,
suggest possible solutions to improve employees’ job satisfaction and morale
and reduce employee turnover and absenteeism. In your answer, identify [5
marks] and discuss [5 marks] five HR functions or processes that must be
implemented or enhanced to address the identified issues and improve job
satisfaction. (10) 1.3 What are the potential consequences for the Cape Town
branch if Godfrey does not address the challenges and fails to improve
employees’ job satisfaction? (5) QUESTION 2 [15 marks] I asked ChatGPT to
generate a response to the following question: You are a line manager in a
medium to large organisation. What is your main role and responsibility in the
following HR functions: 2.1 Workforce planning 2.2 Recruitment and selection
2.3 Orientation and onboarding 2.4 Performance management 2.5 Training
and development Below is the response obtained from ChatGPT (ChatGPT,
2024): As a line manager in a medium to large organisation, your main role
and responsibility in the following HR functions are: 2.1 Workforce Planning •
Forecasting Needs: Anticipate future staffing requirements based on business
goals and operational demands. 2.2 Recruitment and Selection • Interviewing
Candidates: Participate in the selection process by assessing candidates'
suitability for the team and organisational culture. 2.3 Orientation and
Onboarding • Facilitating Integration: Ensure new employees are welcomed,
trained, and properly integrated into the team. HRM2605: Assessment 06
Semester 02 (2024) 9 © UNISA 2024 2.4 Performance Management • Setting
and Monitoring Goals: Establish clear performance objectives and provide
regular feedback to ensure employees meet expectations. 2.5 Training and
Development • Identifying Development Needs: Assess employees’ skill gaps
and recommend relevant training to support their growth. This focuses on the
key responsibilities in each function as a line manager. Source: Copied
verbatim from ChatGPT (2024) for educational purposes. Critically analyse
the response (above) generated by ChatGPT concerning the main role and
responsibility of a line manager in the HR functions identified. Evaluate the
accuracy of each point (or bullet) by comparing it to the information in the
prescribed material. Indicate whether each point is correct or incorrect [1 mark
per function] and support your evaluation with appropriate references from the
prescribed material [2 marks per evaluation]. Organise your response logically
by listing each point from the ChatGPT response and providing your analysis
and reference for each. Note that responses without references will receive a

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