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HRM 3706

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Exam of 39 pages for the course HRM 3706 at HRM 3706 (HRM 3706)

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  • April 2, 2024
  • 39
  • 2023/2024
  • Exam (elaborations)
  • Questions & answers

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  • HRM 3706
  • HRM 3706

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HRM 3706 PACK AGE EXAM Exam Papers Bundle HRM 3706 EXAM PACK AGE EXAM January/February 2022 HRM3706 Performance Management 75 Marks Duration: 3 Hours EXAMINERS: FIRST EXAMINER: Ms. EM Chigo SECOND EXAMINER: Mr. RD Naude MODERATOR: Ms. JDK Steyn This paper consists of eight (8) pages. Instructions : (1) Answer files should be submitted in English ONLY. NO other languages will be marked . If you submit your answer file in any other language than English, it will not be marked, and you will receive a zero mark for the examination. (2) 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 s can them to a PDF file. Please write legibly. (3) Please ensure that all the pages are scanned in the correct format and that the pages are displayed correctly. If not, the answer file will not be marked. (4) Start with a cover page stating the module code (HRM3706) and your student number . (5) This should be followed by your answers to the questions. Note that all three questions are compulsory . There are no elective questions. (6) There is no need for a table of contents, introduction, conclusion or list of refere nces. Simply answer all the questions. (7) Incorrect answer scripts and/or submissions made on unofficial examinations platforms (including the invigilator cell phone application) will not be marked and no opportunity will be granted for resubmission. (8) Mark awarded for incomplete submission will be the student’s final mark. No opportunity for resubmission will be granted. (9) Mark awarded for illegible scanned submission will be the student’s final mark. No opportunity for resubmission will be granted. (10) Submissions will only be accepted from registered student accounts. (11) Students who have not utilised invigilation or proctoring tools will be subjected to disciplinary processes (only include if applicable). (12) 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. [TURN OVER] ANSWER ALL THREE (3) QUESTIONS. 5 Confidential QUESTION 1 Read the following scenario and answer the sub -questions that follow. COVID -19 EFFECT AT BATAU FUNERAL INSURERS Due to Covid -19 and the subsequent lockdown, economies in many countries were shaken. Nkele, a saleslady at Batau Funeral Insurers (BFI), is finding it difficult to reach her monthly target of 10 new clients per month. She received a low performance rating in 2020 and 2021 respectively. The performance management policy at BFI expressly indicates that each employee who exceeds their sales target will get 2% of the excess sales. Now with the underperformance rating, Nkele is missing out on the incentives she has been receiving in the past three years. She tried by all means to indicate to her manager that she is working very hard. Recently, she even identified new villages that BFI does not know about; however, with the bad economy, people simply do not have the financial muscle to take out insurance policies. As evidence that she was indeed working very hard, Nkele presented to her manager several application forms from potential clients who completed them, but unfortunately did not honour their promise by paying their first premium. She also presented her videos while on duty in one of the community halls in the nearby village where she was selling BFI insurance products, while persuading prospective clients to buy. But unfortunately, due to lockdown rules, only a small group was allowed to gather. What makes the whole situation painful to Nkele is that she has been winning the “Salesperson of the Year” award in 2019, 2018 and 2017 respectively, but the manager is not considering that at all. All the manager is interested in is Nkele’s current performance. She is very upset, since she feels that it is not her fault that she is failing to reach her targets. She also feels so drained and has no energy to work as she has been up and down the HR department with her grievance, but nothing is done. She is now planning to leave this organisation with immediate effect. She, however, consults you as a third -year Performance M anagement student at UNISA to advise her if quitting her job is a good idea. Your advice is that she must first get some intervention from the CCMA and see if her matter will not be resolved in her favour. Nkele agrees and immediately lodges a case of unfair labour practice at the CCMA. 1.1 Analyse the scenario and discuss the following aspects. Make sure that you refer to the scenario in all your answers. 1.1.1 The stage of performance management process that manifests in the scenario. (4) 1.1.2 The approach used to measure Nkele’s performance and its appropriateness to Nkele’s situation. (8) 1.1.3 The outcomes of a poorly implemented performance management system that manifest in the scenario. (6) [TURN OVER] 1.1.4 The type of the incentive rewarded to outstanding performers at BFI. (4) 1.1.5 Justify the role of the monitoring and evaluation of the performance management system at BFI. (3) [25] QUESTION 2 Read the following scenario and then answer sub-questions that follow. ILLEGAL AND UNETHICAL PERFORMANCE MANAGEMENT AT DIFOFANE AIRLINES: A DANGEROURS GAME Mxolisi is a pilot at Difofane Airlines, arrives at work and to his surprise; he finds a letter of dismissal with immediate effect on his desk. He is shocked by this letter and he is wondering how the organisation can dismiss him without any disciplinary process or without any notice after two years of employment. He sits down to read a letter to find the exact reasons for his dismissal. From the contents of the letter, the main reason of this dismissal is based on the supposed poor peer performance rating. The letter states that, after reviewing Mxolisi’s performan ce, the information received from the peers regarding his performance was disappointing. According to the airline, this means that Mxolisi is not a good team player, which is crucial to the airline, especially to pilots. The letter also states that Mxolisi sometimes does not listen or respond to the crew. The airline got a tip off from one of his colleagues that he had been blacklisted by the pilots’ union for having worked for another airline during a strike, and he received negative reviews based on that, but not on his performance at Difofane Airlines. The airline’s reason for the immediate dismissal is that Mxolisi’s incapacity is regarded as a very serious issue for the airline since it puts the public at large in danger. The airline further states that even though they use the 360 - degree feedback system to gather employee performance information they rely more on the peer review because they work together on a daily basis, and they know each other’s job very well and are in the right position to review each other’s performance. This shocks Mxolisi because no one ever told him that his performance was not on par with the required standard. After the performance review feedback from all reviewers has been provided (since a 360 -degree feedback system is used), the ratings are filed by the human resource management department for future reference. 2.1. Detect (1 mark) and describe (1 mark) the purpose of the performance management that manifest in the scenario. Motivate your answer with reference to the scenario (2 marks) . (4) 2.2. Briefly explain the concept of 360 -degree feedback (2 marks) , and identify TWO mistakes made by Difofane Airlines in the application of this feedback (4 marks) . (6) 2.3 Mxolisi has decided to pursue a formal appeal process regarding his performance appraisal outcome. Explain TWO issues that can be addressed by the appeal process. Substantiate your answer with reference to the scenario. (6) [TURN OVER]

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