HRM2605 - Human Resource Management for Line Managers (HRM2605)
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HRM2605 Nov exam paper with solutions
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HRM2605 - Human Resource Management for Line Managers (HRM2605)
Instelling
University Of South Africa (Unisa)
These are Exam questions and solutions as well as those that were found in assignments, study guides and practice questions. When you work through these together with explanations in your study guide, you will gain an excellent understanding of concepts, theories and scenarios which will allow you ...
The grounds for dismissal are misconduct. The employer needs to have taken the following into
consideration:
The matter must be investigated
The employee must be given prior notice of the charge brought against him as well as the
results of the investigation.
The employee must be given the chance to state his case in response.
The employee must be entitled to assistance and representation by a trade union official or
fellow worker.
The employee must be notified in writing of the employer’s decision.
The employer must provide the employee with reasons why dismissal was seen as the
appropriate sanction.
1.2 (10 marks)
The employee will have 30 days to dispute the unfair dismissal
The dispute will be taken to CCMA
Conciliation will occur
The council will make a ruling
If there is a failure to resolve the dispute, it will be referred for arbitration
Arbitration will occur and the relevant party will be awarded compensation or the dismissal
will stand, depending on the findings
1.3 (2 marks)
Thabo can take a fellow employee or a trade union representative
The employer can have the HR department to represent the company
Job family – this is a category in which the job falls into e.g. compensation managers
Occupation – jobs that are combined across the organisation based on their skills, efforts
and responsibilities e.g. compensation specialist
Job – a group of positions that are similar enough in their job elements, tasks and duties to
be covered by the same job analysis e.g. payroll manager.
Position – a combination of all duties required of the person performing the job. Each
person in an organisation hold a position e.g. compensation policy administrator
Duty – several distinct tasks that are performed by an individual to complete a work activity
for which they are responsible e.g. payroll processing
Task – an identifiable unit of work activity that is produced through the application of
methods, procedures and techniques e.g. preparing payroll forms
Element – the smallest practical unit into which any work can be subdivided e.g. signed
payroll cheques
2.2 (5 marks)
The old labour act was amended so much it no longer formed an intelligible piece of
legislation
The system of collective bargaining did not function adequately
There was no structural support for worker participation in decision making
The dispute resolution was ineffective
The needs for small businesses were not adequately addressed
The old act did not comply with labour provisions in the interim constitution
QUESTION 3 (20 MARKS)
3.1 (4 marks) (include examples)
Acquainting new employees with job procedures
Establishing relationships with co-workers, including subordinates and supervisors
Creating a sense of belonging among employees by showing them how their jobs fits into
the overall organisation
Acquainting new employees with the goals of the organisation
Indicating to the employees the preferred means by which these goals should be attained
Identifying the basic responsibilities of the job
Indicating the required behaviour patterns for effective job performance
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