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IOP3702 EXAM PACK 2025 {DETAILED QUESTIONS AND ANSWERS }
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- University Of South Africa
IOP3702 EXAM PACK 2025 {DETAILED QUESTIONS AND ANSWERS }
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,UNIVERSITY EXAMINATIONSIOP3702
Personnel Psychology: Organisational Entry
50 Marks
Duration: 5 Hours
EXAMINERS:
First: Mr MB Leary
Second: Prof H von der Ohe
External: Dr A Buckett
This examination question paper consists of 2 pages.
Your answer should reflect a practical application - use examples where possible. Total 50 marks.
Instructions:
(1) Submit your answers as a single document in PDF format. It is preferable for you to type your answers (Font:
Arial 12) and then convert your document to PDF format for submission. However, if this is not possible, you
may also write your answers down and scan them to a PDF file. Please write legibly.
(2) Start with a cover page stating the module code (IOP3702) and your student number.
(3) This should be followed by your answers to the question.
(4) There is no need for a table of contents, introduction, conclusion or list of references (as was required in your
assignments). Simply answer the questions asked.
(5) While you are not required to cite your official study material as source, this does not mean that you can simply
copy information from any source. If you use outside sources please site them briefly. You will not be evaluated
on the correctness of the citation method. You need to answer the questions in your own words. Plagiarism
will not be tolerated and may result in disciplinary action if detected.
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(8) Submit your answers in one PDF document by using the Assessment Info tool on myUnisa. Detailed
instructions have been provided on myUnisa (see additional resources).
(9) Should you encounter technical problems during the examination, contact Bugmaster at
and copy in . Make sure you include your
student number in the subject line.
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2
IOP3702
Sept/Oct/NOV 2021
QUESTION 1
The current COVID-19 pandemic has played havoc with
organisational human resources planning. Some senior staff and
mentors have opted to retire earlier than planned, to avoid
exposing themselves to the virus. Furthermore, many key staff
members in large organisations have either been incapacitated
due to
“long COVID” or in the worst-case scenario, died.
As a human resource practitioner working for a large organisation
you are required to undertake human resource planning and in
particular predict the skills that the organization will require in
order for the employer to achieve their goals and objectives. This
includes the skills and competences needed to achieve strategy
and the goals of the organisation.
Discuss the human resource planning process in detail with
appropriate examples. Answer to include examples as they relate
to real situations.
TOTAL: [50]
,Human Resource Planning (HRP) Process
Human Resource Planning (HRP) is a systematic process of
forecasting an organization’s future human resource needs and
ensuring that the right number of people with the right skills are
available to meet organizational goals. The process involves analyzing
and predicting the skills and competencies required to achieve the
organization’s strategic objectives.
The COVID-19 pandemic has disrupted HR planning across many
organizations, requiring HR professionals to adapt and respond to new
challenges like workforce shortages, the shift to remote work, and the
long-term effects of the virus. Below, I will explain the HRP process
in detail, providing examples that relate to real-life situations,
including challenges posed by the pandemic.
1. Analyzing Organizational Objectives and Strategy
The first step in HRP is aligning human resource needs with the
organization’s overall goals and strategy. HR needs to understand the
business objectives, market trends, and future demands to determine
what kinds of skills and roles will be required.
Example:
• If an organization aims to expand into a new market or introduce
a new product line, HR must assess whether the existing
workforce has the required skills in marketing, sales, and product
development. If there is a gap, HR will need to focus on
recruitment, training, and development for those roles.
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