HRM3703
Assignment 6 Semester 2 2024
Unique #:
Due Date: 1 November 2024
Detailed solutions, explanations, workings
and references.
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, INTRODUCTION
This assignment focuses on the analysis and evaluation of HR practices,
particularly regarding employee social media policies and the implementation of a
Human Resource Information System (HRIS). The first part examines the social
media policy developed for Company X, highlighting key areas for improvement
to ensure the policy is comprehensive and enforceable. Additionally, it offers
suggestions for how Company X can encourage adherence to the policy among
employees. The second part explores the HRIS used at Sujaniambe Wholesalers
and its role in managing employee records, safeguarding personal information,
and supporting organizational efficiency. It addresses concerns around privacy
breaches and provides recommendations for how Sujaniambe Wholesalers can
enhance their HRIS implementation. Lastly, the analysis discusses the application
of HR metrics and workforce analytics in companies such as Bensubani Solar
and Sujaniambe Wholesalers, emphasizing the strategic importance of these
tools in managing employee performance, training, and talent retention.
QUESTION 1
1.1.
(a)
1. Clarification on Confidentiality and Intellectual Property Protection:
The current policy does not clearly address the protection of Company X’s
confidential information and intellectual property. A well-rounded social media
policy should explicitly instruct employees not to disclose confidential business
information, trade secrets, or proprietary information on social media platforms.
This includes sensitive company data, unreleased product information, or
business strategies that could harm the company’s competitive position if made
public.
Suggested Improvement: The policy should include a clause stating: "Employees
are prohibited from sharing any confidential, proprietary, or sensitive information
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, about Company X, its clients, or its business practices on social media.
Disclosure of such information may result in disciplinary action, up to and
including termination of employment."
2. Clarification on Personal vs. Professional Use of Social Media:
The policy mentions that employees should clarify that their views are personal
and not those of the company. However, it does not offer guidance on
distinguishing between personal and professional social media use. Employees
may not always be aware of the potential overlap between personal accounts and
professional responsibilities, especially when they are closely associated with
Company X. The policy should better define the distinction between personal and
professional use and set clear boundaries for how employees can use their
personal social media accounts in relation to the company.
Suggested Improvement: A section could be added stating: "While employees
may use personal social media accounts for private expression, they must ensure
that their personal opinions do not conflict with their professional roles or damage
Company X’s reputation. Employees must avoid any appearance of acting on
behalf of the company without proper authorization."
3. Comprehensive Disciplinary Measures:
The current policy lacks specific information on the consequences of violating the
social media policy. Employees may not understand the potential repercussions
of failing to adhere to the guidelines. A well-defined disciplinary procedure will
help ensure compliance and avoid ambiguity regarding potential consequences.
Suggested Improvement: Include a section outlining possible disciplinary actions,
such as: "Failure to comply with this social media policy may result in disciplinary
action, including verbal or written warnings, suspension, or termination of
employment, depending on the severity of the violation. Company X reserves the
right to take legal action if any breach of this policy results in financial or
reputational harm."
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