HRM2605 EXAM PACK 2022

HRM2605 EXAM PACK 2022. Amir Naidoo has recently been appointed as the HR manager at Technology for Africa, a company that specialises in the design of global positioning systems (GPSs). The company has a client base throughout the southern part of Africa and the company has been expanding rapidly during the past few years. Unfortunately, due to inexperience, management has made several mistakes in terms of their staffing needs and future requirements, which has led to a reputation of poor service delivery. Amir was asked to advise the directors of the company on the way forward. Technology for Africa has recently formed an alliance with a tour operating company that organises tours for international clients visiting Africa. With this alliance, there is a possibility that the company could experience growth and increase its revenue. Should this alliance realise, they will have to appoint additional staff to ensure that they provide the best possible service to its clients. As Amir starts settling into the company, he starts asking for more information and he discovers that no one can provide him with the new strategic plan for the company. This is concerning for Amir, and he approaches the managing director, Nadja Helgard, for guidance. Nadja informs him that they do have a five-year plan, but that it is not communicated to the employees. Amir also talks to several line managers and employees in different divisions and realises that most of the employees are unhappy at the company. He suspects that the salaries and wages that the company pays are not market related. Several youngsters complained that they did not get any feedback on their work. They also complained that there were not enough training opportunities and only few people got the opportunity to progress in their careers. Several employees resigned because they felt the organisation is not the right fit for them. Besides these concerns, Amir also noticed that there is a general perception that the supervisors are not fair and consistent in the application of rules and disciplinary procedures. 2.1 What action should Amir take to ensure that the company’s staffing needs and future employee requirements are addressed? In your answer, you should identify the HR process [1 mark] and briefly apply it to the scenario [4 marks]. (5) 2.2 What HR function should Amir use to determine if the salaries that the organisation pays are comparable to those of other organisations in the same industry [1 mark]? In your answer, you should identify the most suitable technique used for this function [1 mark] and briefly discuss it [3 marks]. (5) 2.3 Identify at least five (5) HRM problems that Amir is presented with in the scenario. (5) S - The study-notes marketplace Downloaded by: miketervis | Distribution of this document is illegal S - The study-notes marketplace CONFIDENTIAL Page 5 of 7 HRM2605 September/November 2021 [TURN OVER] 2.4 Explain which HR functions must be put in place to reduce or eliminate the problems identified in question 2.3. In your answer, you should first identify the HR functions [5 marks] and then explain how it will address the problem [5 marks]. Use the table below to structure your answer. Problem identified in question 2.3 HR function How will the HR function address the problem identified in question 2.3? 1. 2. 3. 4. 5. (10) [25] S - The study-notes marketplace Downloaded by: miketervis | Distribution of this document is illegal S - The study-notes marketplace CONFIDENTIAL Page 6 of 7 HRM2605 September/November 2021 QUESTION 3 3.1 Read the following scenario and then answer the questions that follow. Golden Insurance (Pty) Ltd is a large life-insurance organisation in South Africa. The organisation has many divisions, but one department that has been receiving a lot of criticism in the media is its inbound call centre. Customers have been complaining that the call centre agents are rude and disrespectful and that their calls are directed to various departments before they reach the correct one. Simon, the call centre supervisor, has approached you for assistance in developing and presenting a training programme for the call centre agents. He believes both existing and new call centre agents should be taught how to answer incoming telephone calls professionally, listen to what the customer requires and then assist the customer in an efficient and professional manner. Apply the systems approach to training and development (T&D) to the scenario by answering the following questions: 3.1.1 Explain how the first phase of the systems approach to T&D should be applied to address the problems at Golden Insurance (Pty) Ltd [3 marks]. On which level does Golden Insurance’s immediate training needs lie? [1 mark]. Substantiate your answer with an example from the scenario [1 mark]. (5) 3.1.2 Which T&D technique should be used to present the training programme to the call centre agents? [1 mark] Substantiate your answer with a reason [1 mark]. (2) 3.1.3 After you have presented the training programme, it is important to determine the extent to which the trainees have changed as a result of participating in the training programme. Explain the evaluation strategy that should be followed to determine if the training programme was effective. (3) 3.1.4 How may call centre agents’ jobs be redesigned so that they are more satisfied and challenged by their work [4 marks]? Can a call centre agent’s job be enriched or enlarged so that the employee remains satisfied and productive or does it resemble an assembly line [1 mark]? (5) Question 3.1 = 15 marks 3.2 Read the following scenario and then answer the question that follows. On a Friday afternoon, a difference of opinion breaks out between employees A and X about a soccer game to take place on the following Saturday. The argument takes place on a bus provided by the employer to take the employees home. The difference of opinion soon becomes heated, and employee X assaults employee A. Employee A is X’s subordinate. The bus, which belongs to the employer, is full of other employees who witnesses the events and some of them report the matter to the Head: HRM the following Monday. Employee X has been known S - The study-notes marketplace Downloaded by: miketervis | Distribution of this document is illegal S - The study-notes marketplace CONFIDENTIAL Page 7 of 7 HRM2605 September/November 2021 to verbally abuse other employees (and previously received a written warning for these eight months before this incident on the bus). He has been with the same employer for ten years. Employee A has only been in the service of the company for four years, but he has a clean disciplinary record. The Head: HRM is considering dismissing employee X only. Because the Head: HRM is an experienced manager, she does not need any guidance in procedural fairness – she knows that the employee must be given due notice, and that he must be given an opportunity to state a case in response to the charges brought against him. She does, however, have some difficulty in respect of substantive fairness (the reason for the dismissal). She approaches you for advice and assistance in applying the provisions of the Code of Good Conduct: Dismissal. Advise the Head: HRM on the substantive fairness of the dismissal of employee X. (5) 3.3 Trade unions’ common strategies for ending the bargaining impasse include power tactics, such as calling a strike, waging a corporate campaign, setting up a picket line or imposing a boycott. If trade unions wish to engage in a protected strike, certain procedural requirements must be met before this strike is protected in terms of the Labour Relations Act (LRA) 66 of 1995. Briefly discuss these procedural requirements as stipulated by the LRA. (5) [25] Total = [75] © UNISA 2021 S - The study-notes marketplace Downloaded by: miketervis | Distribution of this document is illegal S - The study-notes marketplace HRM2605 November 2021 Exam S - The study-notes marketplace Downloaded by: miketervis | Distribution of this document is illegal S - The study-notes marketplace Question 1 1.1 Naledi is in the maintenance stage. People generally achieve their highest advancement during the maintenance stage, devoting a considerable amount of their energies to developing and guiding others with less experience. For example, in the given case, Naledi has always tried to make the work environment a better place for the nursing staff. Their wellbeing has been a big priority for her. 1.2 Naledi is facing the problem of opportunities for career development and growth 1.3 According to the Employment Equity Act 55 of 1998 in South Africa, it is illegal to recruit people based on their gender. In view of the Employment Equity Act no 55 of 1998 an employer may not disqualify and applicant because of gender. The Employment Equity Act 55 of 1998 (EEA) aims to achieve equity in the workplace by promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination and the implementation of affirmative action measures to redress the disadvantages in employment experienced by designated groups, in order to ensure their equitable representation in all occupational categories and levels in the work force. We offer online tutoring, help with assignments and essay writing for all Majors with a guaranteed pass. For assistance Contact Tutor Lucas: