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MODULE NAME: MODULE CODE:

HUMAN RESOURCE MANAGEMENT 2A HRMG6211d/e/f/w
HUMAN RESOURCE MANAGEMENT 2A HRMG6221/d/w
HUMAN RESOURCE MANAGEMENT 2A HRMN6211/d

ASSESSMENT TYPE: POE (PAPER )

TOTAL MARK ALLOCATION: 100 MARKS

TOTAL HOURS: A minimum of 15 HOURS is suggested to complete this assessment

By submitting this assignment, you acknowledge that you have read and understood all the rules
as per the terms in the registration contract, in particular the assignment and assessment rules in
The IIE Assessment Strategy and Policy (IIE009), the intellectual integrity and plagiarism rules in
the Intellectual Integrity Policy (IIE023), as well as any rules and regulations published in the
student portal.

INSTRUCTIONS:

1. No material may be copied from original sources, even if referenced correctly, unless it is a
direct quote indicated with quotation marks. No more than 10% of the assignment may
consist of direct quotes.
2. Any PoE with a similarity index of more than 25% will be scrutinised for plagiarism. Please
ensure that you submit your assignment through SafeAssign. Please make sure you attach
a similarity report to your POE if you are required to submit a hard copy of your PoE.
3. Make a copy of your assignment before handing it in.
4. Assignments must be typed unless otherwise specified.
5. Begin each section on a new page.
6. Follow all instructions on the PoE cover sheet.
7. This is an individual assignment.

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Referencing Rubric

Providing evidence based on valid and referenced academic sources Markers are required to provide feedback to students by indicating
is a fundamental educational principle and the cornerstone of high- (circling/underlining) the information that best describes the
quality academic work. Hence, The IIE considers it essential to student’s work.
develop the referencing skills of our students in our commitment to
achieve high academic standards. Part of achieving these high Minor technical referencing errors: 5% deduction from the
standards is referencing in a way that is consistent, technically overall percentage – the student’s work contains five or more
correct and congruent. This is not plagiarism, which is handled errors listed in the minor errors column in the table below.
differently.
Major technical referencing errors: 10% deduction from the
Poor quality formatting in your referencing will result in a penalty of overall percentage – the student’s work contains five or more
a maximum of ten percent being deducted from the percentage errors listed in the major errors column in the table below.
awarded, according to the following guidelines. Please note,
however, that evidence of plagiarism in the form of copied or If both minor and major errors are indicated, then 10% only (and
uncited work (not referenced), absent reference lists, or not 5% or 15%) is deducted from the overall percentage. The
exceptionally poor referencing, may result in action being taken in examples provided below are not exhaustive but are provided to
accordance with The IIE’s Intellectual Integrity Policy (0023). illustrate the error

Required: Minor errors in technical correctness of Major errors in technical correctness of referencing
Technically correct referencing referencing style style
style Deduct 5% from percentage awarded Deduct 10% from percentage awarded
Consistency Minor inconsistencies. Major inconsistencies.
• The referencing style is generally • Poor and inconsistent referencing style used in-
• The same referencing format consistent, but there are one or two text and/or in the bibliography/ reference list.
has been used for all in-text changes in the format of in-text • Multiple formats for the same type of referencing
references and in the referencing and/or in the bibliography. have been used.
bibliography/reference list. • For example, page numbers for direct • For example, the format for direct quotes (in-text)
quotes (in-text) have been provided for and/or book chapters (bibliography/ reference
one source, but not in another instance. list) is different across multiple instances.
Two book chapters (bibliography) have
been referenced in the bibliography in
two different formats.
Technical correctness Generally, technically correct with some Technically incorrect.
minor errors. • The referencing format is incorrect.
Referencing format is technically • The correct referencing format has been • Concepts and ideas are typically referenced, but a
correct throughout the consistently used, but there are one or reference is missing from small sections of the
submission. two errors. work.
• Concepts and ideas are typically • Position of the references: references are only
Position of the reference: a referenced, but a reference is missing given at the beginning or end of large sections of
reference is directly associated from one small section of the work. work.
with every concept or idea. • Position of the references: references • For example, incorrect author information is
are only given at the beginning or end of provided, no year of publication is provided,
For example, quotation marks, every paragraph. quotation marks and/or page numbers for direct
page numbers, years, etc. are • For example, the student has incorrectly quotes missing, page numbers are provided for
applied correctly, sources in presented direct quotes (in-text) and/or paraphrased material, the incorrect punctuation is
the bibliography/reference list book chapters (bibliography/reference used (in-text); the bibliography/reference list is
are correctly presented. list). not in alphabetical order, the incorrect format for
a book chapter/journal article is used, information
is missing e.g. no place of publication had been
provided (bibliography); repeated sources on the
reference list.
Congruence between in-text Generally, congruence between the in- A lack of congruence between the in-text
referencing and bibliography/ text referencing and the bibliography/ referencing and the bibliography.
reference list reference list with one or two errors. • No relationship/several incongruencies between
• There is largely a match between the the in-text referencing and the
• All sources are accurately sources presented in-text and the bibliography/reference list.
reflected and are all accurately bibliography. • For example, sources are included in-text, but not
included in the bibliography/ • For example, a source appears in the in the bibliography and vice versa, a link, rather
reference list. text, but not in the bibliography/ than the actual reference is provided in the
reference list or vice versa. bibliography.
In summary: the recording of In summary, at least 80% of the sources In summary, at least 60% of the sources are
references is accurate and are correctly reflected and included in a incorrectly reflected and/or not included in
complete. reference list. reference list.

Overall Feedback about the consistency, technical correctness and congruence between in-text referencing and bibliography:
........................................................................................................................................................................................................................................................................................

........................................................................................................................................................................................................................................................................................

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Preparing your POE:

The aim of this module is to provide you with the applied knowledge of Human Resource
Management and to further develop your human resource management skills in an authentic
workplace context.

As a Human Resource Management student, you must choose a South African company that is
not publicly listed on the South African stock exchange. By applying your knowledge from
Learning Units 1–8 and consulting various sources such as your textbook, as well as other
academically sound books, journal articles and internet sources, compile Part A (LU’s 1-5) and
Part B (LU’s 6-8) through completing Tasks 1 – 8.

As an introduction to your Part A (Tasks 1-5), give a brief description of your nominated South
African company in terms of its key human resource functions.

Instructions:

• In TASKS 1-4 current HR issues and challenges will be focused on.

• TASK 5 will deal with a function of HR.
• Further functions of HR will be dealt with in TASKS 6-7.
• TASK 8 deals with another current HR issue and challenges.

In each of the Tasks you must identify, research, and apply the sub-Tasks of the respective TASK
to your nominated South African company.

Before you start addressing and answering the sub-Tasks of TASKS 1-8, you need to ensure that
your nominated South African company will be able to provide you with the needed data and
information to answer every sub-Task.

Should you ONLY use your textbook to provide answers to the respective sub-Tasks of TASKS 1-8,
you will lose marks as per the rubric for TASKS 1-8.

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Marking of the Tasks:

• Part A (TASKS 1 – 5) – The rubric at the end of the POE will be applied.
• Part B (TASKS 6 – 8) – The rubric at the end of the POE will be applied.

Instructions

TASK 1 — The Foundation and Challenges of Human Resource Management (HRM) (Marks: 20)
Purpose:

To improve your ability to acquire knowledge and learn about the foundations and challenges of
Human Resource Management in South Africa by performing textbook (yours and others) and
Internet research.

Outcomes:

At the end of this specific task, you should be able to:

• Distinguish between the traditional and strategic approaches to human resource

management.
• Critically examine the key challenges facing HR managers today.

Task:

You are expected to conduct research on any ONE of the following HR challenges facing your
nominated South African company and provide a solution from a HR perspective. In your task, you
must include the following:

1. Transforming from traditional HRM to strategic HRM.

2. Advising on why and how to downsize, delayer and recruit.
3. Advising on improving the quality of work life of their employees.

• Identifying and advising on their 21st HR challenges.

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TASK2 — Human Resources and Technology (Marks: 20)

Purpose:

To develop your understanding of the integration of Human Resource Management with

technology and advise on an HRIS that meets the required standards.

Outcomes:

At the end of this specific task, you should be able to:

• Be aware of the benefits, applicable to a South African company, of a human resource

information system (HRIS).
• Be aware of the skills requirements of a South African HR professional in HRIS work.
• Be aware of the technology and employee challenges in a future South African workplace.
• Be able to select, implement, maintain, and evaluate an effective HRIS.

Task:

You are expected to conduct research on any ONE of the following technology challenges facing
your nominated South African company and provide a solution from a HR perspective. In your
task, you must include the following:

1. Identify the benefits of a human resource information system (HRIS).

2. The need for their HR staff to have the skills to effectively do HRIS work.
3. Creating technology awareness and future employee challenges in the company.
4. How to select, implement, maintain, and evaluate an effective HRIS.

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TASK 3 — Managing Diversity and Regulatory Challenges (Marks: 20)

Purpose:

To develop your competence in diversity management, as well as in the application of the

Employment Equity Act and Code of Good Practice on Sexual Harassment.

Outcomes:

At the end of this specific task, you should be able to:

• Compile an effective and legally defensible diversity management strategy for a South
African company.
• Be aware of and be able to advise on the requirements and impact of diversity government
legislation.
• Be aware of and be able to advise on sexual harassment and its ramifications.
• Be able to draw up an effective and legally defensible sexual harassment prevention policy.

Task:

You are expected to conduct research on any ONE of the following diversity and regulatory
challenges facing your nominated South African company and provide a solution from a HR
perspective. In your task, you must include the following:

1. An effective and legally defensible diversity management strategy.

2. The requirements and impact of diversity government legislation.
3. Why sexual harassment and the ramifications of sexual harassment should be considered.
4. An effective and legally defensible sexual harassment prevention policy.

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TASK 4 — Strategic HR Planning and Research (Marks: 20)

Purpose:
To improve your ability to develop a strategic HR plan (SHRP) that is aligned with a company's
vision, purpose, goals, and objectives and contributes to them.

Outcomes:

• Being able to distinguish and explain the difference between human resource planning
(HRP) and strategic HR planning.
• Being able to advise on linking strategic planning to human resources.
• Being able to compile and implement a strategic human resource plan for a South African
company.
• Being able to identify appropriate research techniques to address HR problems in a South
African company.

Task:

You are expected to conduct research on any ONE of the following strategic planning and research
challenges facing your nominated South African company and provide a solution from an HR perspective.

In your task, you must include the following:

1. The difference between HRP and SHRP.

2. Linking strategic planning and human resources within your nominated company.
3. A strategic human resource plan (SHRP) by applying the steps in the SHRP process for your
nominated company.
4. How to address a current HR problem within your nominated company by using an
appropriate research technique.

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TASK 5 — Job Design and Job Analysis (Marks: 20)

Purpose:

To develop your competence in conducting a job design, doing a job analysis, and compiling a
resultant job description and job specification.

Outcomes:

At the end of this specific task, you should be able to:

1. Provide a job design for a position in a South African company.

2. Create and implement a job analysis programme for a position in a South African company.
3. Compile a job description for a position in a South African company that meets the revised
labour and employment equity legislation in South Africa.
4. Compile a job specification for a position in a South African company that meets the revised
labour and employment equity legislation in South Africa.
5. Review and discuss recent job design research.

Task:

You are expected to conduct research on any ONE of the following HR requirements facing your
nominated South African company and provide a solution from an HR perspective.

1. Advise on a job design for an HR position in your nominated South African company.
2. Advise on a job analysis programme for the same HR position in your nominated South
African company.
3. Advise on a job description for the same HR position in your nominated South African
company that meets the revised labour and employment equity legislation in South Africa.
4. Advise on a job specification for the same HR position in your nominated South African
company that meets the revised labour and employment equity legislation in South Africa.
5. Create an awareness on the need for newer research on job design.

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TASK 6 — Recruitment and Selection (Marks: 20)

Purpose:

To develop your competence in developing and implementing recruitment and selection plans.

Outcomes:

At the end of this specific task, you should be able to:

• Provide a recruitment process tailor-made for any position in a South African company that
meets revised labour and employment equity legislation in South Africa, as well as
providing for the different sets of ideas, behaviours, attitudes, expectations, and motivators
of a generation Z employee in the workplace.
• Provide a selection process tailor-made for any position in a South African company that
meets revised labour and employment equity legislation in South Africa.

Task:

You are expected to conduct research on BOTH of the following HR requirements facing your
nominated South African company and provide a solution from a HR perspective.

• A recruitment process tailor-made for a position of your choice in your nominated South
African company that meets revised labour and employment equity legislation in South
Africa, as well as providing for the different sets of ideas, behaviours, attitudes,
expectations, and motivators of a generation Z employee in the workplace.
• A selection process tailor-made for the same position in your nominated company that
meets revised labour and employment equity legislation in South Africa.

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TASK 7 — Employee Onboarding, Motivation and Retention (Marks: 20)

Purpose:

To develop your competence in designing and evaluating an employee onboarding and

orientation programme that is based on relevant motivational theories related to HR
management.

Outcomes:

At the end of this specific task, you should be able to:

• Create an effective model for orientation for a South African company.

• Compile a valid and practical onboarding process and orientation programme for a South
African company.
• Introduce a psychological contract meeting the expectations and requirements of both the
employer and the employees of a South African company.

Task:

You are expected to conduct research on any ONE of the following HR requirements facing your
nominated South African company and provide a solution from a HR perspective.

1. An effective model for orientation for your nominated South African company.
2. A valid and practical onboarding process and orientation programme for your nominated
South African company.
3. A psychological contract meeting the expectations and requirements of both the employer
and the employees of your nominated South African company.

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TASK 8 — Internal Staffing and Career Management (Marks: 20)

Purpose:

To develop your competence in developing and implementing internal staffing and career
management plans.

Outcomes:

At the end of this specific task, you should be able to:

• Analyse and comment on South African companies’ approaches to internal staffing.

• Analyse and comment on HR’s role in career management within a South African company.
• Analyse and comment on dual career couples within a South African company and a
programme to address such situations.

Task:

You are expected to conduct research on any ONE of the following internal staffing and career
management challenges facing your nominated South African company and provide a solution
from a HR perspective.

1. Analyse and comment on your nominated company’s approaches to internal staffing.

2. Analyse and comment on HR’s role in career management within your nominated
company.
3. Analyse and comment on dual career couples one which members will be an employee
within your nominated company and a programme to address such situations.

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General marking rubric assessment criteria for Part A and Part B

At this stage, each Task (TASKS 1-8) will be assessed based on three criteria:

• Knowledge =10 marks. Knowledge refers to the facts presented by the student.
• Insight = 5 marks. Insight refers to the in-depth understanding of the content displayed by the student when writing the essay
• Application = 5 marks. Application refers to how the student applies the contents using practical examples.

Category Scoring criteria

Knowledge • Inaccuracies mar the • The controlling • The controlling • The controlling • The controlling
piece to the extent statement may be statement may be statement may be statement focuses
that the student does missing or does not missing or does not missing or does not the response.
not have command focus the response. focus the response. focus the response. • Supporting
of the topic. • Supporting evidence is • Supporting evidence • Supporting evidence is
frequently flawed could be better evidence is well‐ accurate and well
and/or undeveloped. developed. No more developed. No developed.
• Two or more parts of a than two errors in more than one • All parts of the
question are not content are present. error in content is question are
addressed and/or ideas • One part of a question present. addressed and
are unconnected. is not addressed and/or • All parts of the ideas are tied
• The student shows ideas are unconnected. question are together smoothly.
little command of the • The student has an addressed and • The student has a
topic. acceptable command most ideas are tied strong command of
of the topic. together smoothly. the topic
• The student is in
command of the
topic.
Score (0-1) (2-3) (4-6) (7-8) (9-10)

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Category Scoring criteria

Insight • Essay is generally • The essay is largely • Shows evidence of • Essay shows a • Sophisticated
descriptive and descriptive with analysis using ideas resourceful and analysis using ideas
uncritical. Some some discussion and principles imaginative analysis and principles
using ideas and introduced in the using ideas and beyond those
inaccuracy in the
principles module. principles beyond introduced in the
material. introduced in the those introduced in module.
module. the module.
Score (0-1) (2) (3) (4) (5)

Application • Essay fully • Essay provides six • Essay provides five • Essay provides four • Essay provides two
supported by more examples that are examples, but examples, repeating examples but some
than seven relevant to the topic mostly repeating what was discussed not applicable to
examples that are but repeating more more or less what in lectures/tutor the topic.
up to date and or less what is was discussed in sessions.
relevant to the provided in the lectures/tutor
topic. textbook. sessions.
Score (0-1) (2) (3) (4) (5)

END OF PART 1-8 (LU’s 1-8)

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