1.1. How might the recommendations made by the consulting firm affect the psychological
contract between the insurance company and its employees? .......................................................... 3
1.2. As an HR professional, advise Thobekile how she should respond to the recommendations
made by the consulting firm...................................................................................................................... 4
2.1. The article summarises various HR functions that are utilised within the Coca-Cola
Company. Use the article to summarise the information provided in your own words. You are
required to first identify at least five (5) HR functions mentioned in the article [5 marks], and then
briefly explain (or describe) each function in your own words [5 marks]. Conclude your summary
with an example or explanation of how these functions are applied (or used) by the Coca-Cola
company [5 marks]. .................................................................................................................................... 5
2.2. According to Chepkonga (2021) – the author of the article – the HR manager at the Coca-
Cola Company engages with the executives and line managers to plan for the recruitment of
new employees to fill vacant positions within the organisation. This engagement forms part of
Coca-Cola’s HR planning and forecasting process. You have, however, learned that the line
manager plays a significant role in an organisation’s SHRP process. Use the knowledge that
you have gained from engaging with the content of this module to advise the author of the role
and responsibilities of the line manager in SHRP. ................................................................................ 7
3. Explain what the employer can do to assist these employees in managing this health
condition. The initiatives that you identify must relate to the case study. .......................................... 8
4.1. Significant HR-challenge that organisations face in the 21st century world of work ............... 9
4.2. The implications of this challenge for employees, management and the organisation as a
whole ............................................................................................................................................................ 9
4.3. Suggestions from an HR and line management perspective on how to mitigate this
challenge ................................................................................................................................................... 10
5. References ........................................................................................................................................ 10
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