, Table of Contents
1.1. How would you recommend that Rudiger begin to develop an HRP program? What are
the steps he needs to take? ..................................................................................................................... 3
1.2. Why are job descriptions critical to the effective management of an organisation? ............ 3
1.3. What role(s) does job analysis play in an HRP and talent management program and
needs to be considered in the process? ................................................................................................. 4
1.4. How will job descriptions be developed for the positions of board member and
international student intern? ..................................................................................................................... 4
2.1. Refer to the organisation in question 1. Assume Rudiger makes a statement “The
continual maintenance of the HRIS is very important”. Do you agree? Critically discuss the
director’s statement.................................................................................................................................... 4
3.1. The financial director of the company you work for asked your opinion on the use of
social networking sites (SNSs) for HR-related matters. While traveling home on the Gautrain
you think about recruiting top talent using SNSs. Write a brief e-mail to the director explaining
how SNSs can be used and what the limitations are for recruiting top talent by means of SNSs. 5
4.1. The implementation of an HRIS is not always successful. Briefly discuss five reasons
why HRIS implementation can fail. .......................................................................................................... 7
5.1. Self-service portals and shared service centres are structural approaches to HR
administration service delivery. Provide a brief explanation of each one. ......................................... 8
5.2. Imagine you work for a medium-sized organisation that sells insurance products. The
name of the company is Growth Experts. You are a broker that travels to see clients and sell
policies and products to them. ................................................................................................................. 9
References ................................................................................................................................................ 10
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through EFT, credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying this summary from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller dariuscotley. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy this summary for R180,00. You're not tied to anything after your purchase.