HRM2605 - Human Resource Management For Line Managers (HRM2605)
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HRM2605-Human Resource Management For Line Managers EXAM PACK 2022.
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HRM2605 - Human Resource Management For Line Managers (HRM2605)
Instelling
University Of South Africa
HRM2605-Human Resource Management For Line Managers EXAM PACK 2022. ANSWER ALL THREE (3) OF THE FOLLOWING QUESTIONS.
QUESTION 1
Read the following scenario and then answer the questions that follow. Remember: your answers should
relate to the information provided in the scenario.
Coping with de...
hrm2605 human resource management for line managers exam pack 2022
hrm2605 human resource management for line managers
hrm2605 human resource management for li
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University of South Africa
HRM2605 - Human Resource Management For Line Managers (HRM2605)
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HRM2605 EXAM PACK 2022
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HRM2605
EXAM PACK
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UNIVERSITY EXAMINATIONS
September/November 2021
HRM2605
Human Resource Management for Line Managers
75 marks
Duration: 3 hours
EXAMINERS:
FIRST EXAMINER: Dr M du Plessis
SECOND EXAMINER: Ms M Sukdeo
MODERATOR: Dr M Bezuidenhout
This paper consists of seven (7) pages.
Instructions:
(1) Students must upload their answer scripts in a single PDF file (answer scripts must not be
password protected or uploaded as “read only” files).
(2) NO e-mailed scripts will be accepted.
(3) Students are advised to preview submissions (answer scripts) to ensure legibility and that the
correct answer script file has been uploaded.
(4) During the examination session, students are permitted to resubmit their answer scripts should
their initial submission be unsatisfactory.
(5) Incorrect file format and uncollated answer scripts will not be considered.
(6) Incorrect answer scripts and/or submissions made on unofficial examination platforms will not
be marked and no opportunity will be granted for resubmission.
(7) A mark awarded for an incomplete submission will be the student’s final mark. No opportunity
for resubmission will be granted.
(8) A mark awarded for illegible scanned submission will be the student’s final mark. No opportunity
for resubmission will be granted.
(9) Submissions will only be accepted from registered student accounts.
(10) Students suspected of dishonest conduct during the examinations will be subjected to
disciplinary processes. Unisa has a zero tolerance for plagiarism and/or any other forms of
academic dishonesty.
(11) Students are provided one hour to submit their answer scripts after the official examination
time. Submissions made after the official examination time will be rejected by the examination
regulations and will not be marked.
(12) Students experiencing network or load shedding challenges are advised to apply for an aegrotat
and submit supporting evidence within three days of the examination session.
(13) Students experiencing technical challenges during the examination session should send an
email to cemsexams@unisa.ac.za. Only communication received from your myLife account
will be considered.
(14) Please ensure that you submitted a declaration of honesty.
(15) Submit your answer file on the official myExams platform. Detailed instructions are provided in
the student guide: Take-Home or Portfolio Exam (File Upload) on myExams
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CONFIDENTIAL
Page 2 of 7 HRM2605
September/November 2021
ANSWER ALL THREE (3) OF THE FOLLOWING QUESTIONS.
QUESTION 1
Read the following scenario and then answer the questions that follow. Remember: your answers should
relate to the information provided in the scenario.
Coping with demands at work
Naledi Lekota is a working mother that hardly has time to relax after hours. She works extremely hard
and has been working at the Val-De-Grace Hospital for more than 10 years. Naledi has been the
matron at the hospital for almost seven years. The operations manager, David Dlamini, whom she
reports to, suddenly passed away and the hospital is urgently looking for a replacement for him. Naledi
has all the right qualifications and experience as she has over the years during his absence been
acting as the operations manager – a job she has done very well. Despite this, the hospital authorities
are not even considering her for the position. The directors of the hospital believe that it is a “man’s
job”, and they are not prepared to consider her as a possible candidate. Previously, managerial
vacancies were also filled by external candidates, because management felt that “the new blood”
introduced in this way contributed to innovation and creativity.
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. She recently noticed that because of the numerous vacancies
at the hospital, her nursing staff are working very hard to cope with the ever-increasing demands from
patients. There has also recently been a worldwide pandemic that has now spread to South Africa.
Several people have been hospitalised and placed in isolation wards to stop the spread of the virus
and for intensive monitoring. This has worsened the staffing situation as the employees now have to
work additional shifts to cope with the increasing number of patients. These employees reported
feeling exhausted and as though their efforts and performance are not recognised. Some staff
members even said that they would leave as soon as they found another job that offered better
working conditions.
1.1 HR professionals should recognise that employees generally progress through different career
stages. Identify [½ mark] and briefly discuss [½ mark] the career stage in which Naledi finds
herself. Substantiate your discussion with an example from the case study [1 mark]. (2)
1.2 Identify [2 marks] and briefly discuss [2 marks] two problems that Naledi faces in terms of her
career. (4)
1.3 The Board of Directors assumed that the operations manager position is more suitable for male
employees. Evaluate the legality of this assumption or opinion by referring to the requirements set
out in the Employment Equity Act, no 55 of 1998. (2)
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