Exam (elaborations)
HRM3705 EXAM PACK 2023
- Institution
- University Of South Africa (Unisa)
QUESTIONS AND ANSWERS
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HRM3705EXAM
PACK 2023
QUESTIONS WITH ANSWERS
Email: musyokah11@gmail.com
, CONTENTS
Page
1 INTRODUCTION ............................................................................................................... 3
2 GUIDELINES FOR ANSWERING ASSIGNMENT 02 ....................................................... 3
3 MARKING SCHEDULE .................................................................................................. 10
4 CONCLUDING REMARKS ............................................................................................. 12
, HRM3705/2022
Dear Student
1 INTRODUCTION
We hope you are making good progress in mastering the study material. Bearing in mind that the
volume of work is substantial, we strongly advise that you work through the study material and all
the assignments carefully and thoroughly.
You should have received the following tutorial letters for HRM3705:
TUTORIAL LETTER CONTENT OF TUTORIAL LETTER
Information regarding your lecturers, prescribed book, study
HRM3705/101/3/2022
material, examination preparation and assignments
HRM3705/202/3/2022
Feedback on Assignment 02
(This tutorial letter)
2 GUIDELINES FOR ANSWERING ASSIGNMENT 02
We trust that you found Assignment 02 interesting and stimulating. The questions of this
assignment were specifically designed to help you gain a better understanding of the study
material.
The purpose of this assignment was to test your understanding and integration of the theory and
to determine whether you can link and apply the theory to a practical situation.
LEARNING OUTCOMES (Topics 1 and 2)
On completion of this assignment, you should be able to:
• Critically analyse the shift in remuneration from a general to a strategic approach
• Evaluate the alignment between remuneration and the overall strategic plan of the
organisation
• Evaluate the influence of various contextual influences on an organisation’s remuneration
strategy
• Make suggestions on how to implement a total rewards approach to the remuneration
strategy
, • Evaluate the various building blocks (processes) involved in the design of a remuneration
system
• Apply the process involved in the design of a remuneration system to a case study
• Integrate and apply what was learnt in the module.
Students made the following common mistakes in answering the assignment questions:
• They copied information directly from the study guide and/or prescribed book without
acknowledging the source(s).
• They could not or did not link and apply the theory (the information in sources such as the
study guide and prescribed book) to the practical situation in the case study.
• They did not consult additional resources.
• They could not integrate the information in the prescribed book and therefore focused on a
small part of the answer only instead of on the "bigger picture".
Students who consulted additional sources earned additional marks. All the sources should be
used in the prescribed manner (i.e., you must acknowledge that you used them in your work).
Marks were awarded to students who could apply the theory to practice.
Questions 1 and 2 were based on a case study titled “Managing non-monetary
remuneration”.
QUESTION 1
As you have learned in the prescribed book, remuneration consists of two main categories.
Discuss financial rewards [10 marks] and support your answer with appropriate examples
from the scenario [15 marks]. (25)
Study guide Lesson 1, section 1.3, “What is remuneration?”
Prescribed book Chapter 1, section 1.4 “Remuneration components”
Note:
• A maximum of 10 marks were awarded for theory.
• A maximum of 15 marks were awarded for the practical application of the
theory.
• Student’s practical applications MAY differ. Marks were awarded for
application that is relevant to both the case study and theory.
Financial rewards
Financial rewards refer to monetary forms of pay and are based on the value of a job as well as
individual contributions and performance. (The value and worth of Andrew Nelson are more than
the other employees` value, due to him being the supervisor of the respiratory therapy
department. In the case study it is indicated that Nelson is on a Grade E position, signifying that
remuneration is based on the value of the job). Financial rewards include all cash payments, such
as basic salary, pay-for-performance, and employee benefits which the employer pays on behalf
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