Applied Human Resource Management Competencies (HRM3701)
Institution
University Of South Africa (Unisa)
Book
Contemporary Issues in Human Resource Management
HRM3701 PORTFOLIO (DETAILED ANSWERS) Semester 2 2024 - DISTINCTION GUARANTEED - DISTINCTION GUARANTEED - DISTINCTION GUARANTEED Answers, guidelines, workings and references ,.. 1. TASK 1: POOR RAJ (13 marks)
Read through the following case study and answer the questions that follow.
Poor Raj
Raj...
HRM3701 OCTOBER NOVEMBER PORTFOLIO (COMPLETE ANSWERS) Semester 2 2024 (785623) - DUE 28 October 2024
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Applied Human Resource Management Competencies (HRM3701)
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HRM3701
October November PORTFOLIO 2024
Unique #:
Due Date: 28 October 2024
Detailed solutions, explanations, workings
and references.
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, INTRODUCTION
This portfolio delves into several critical aspects of human resource management,
analyzing real-world case studies to illustrate key HR practices and challenges.
The tasks outlined in this portfolio examine different scenarios, including the
onboarding experience of a new employee and the recruitment challenges faced
by a pharmaceutical company. Each task provides an opportunity to apply HR
theories and concepts, such as strategic HR planning, recruitment and selection
processes, and competency assessment for HR practitioners. Additionally, the
reflective learning journal prompts personal insight into how these tasks have
contributed to the development of HR knowledge and competencies. Through this
portfolio, the aim is to gain a deeper understanding of effective HR practices and
their practical application in addressing staffing, training, and governance issues
within organizations.
TASK 1: POOR RAJ
1. Thabo’s Training Programme Evaluation (2 marks)
Thabo’s training programme is inadequate. It lacks structure, supervision, and
interaction, all of which are critical for a new employee’s first day. Raj is left alone
to go through materials without guidance or an overview of his role, expectations,
or the company’s culture. This approach creates feelings of alienation and
uncertainty. Raj is unlikely to benefit from this type of training because there is no
active engagement or learning involved, and he is not provided with any practical
or hands-on experience, mentorship, or feedback.
2. Detailed Programme for Raj’s First Day (11 marks)
Raj’s first day should have included the following elements for a more
comprehensive onboarding experience:
Welcome and Introduction (9:00 am – 10:00 am):
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, Thabo should have welcomed Raj and given him a company overview, including
its mission, vision, values, and culture. This would help Raj feel like part of the
team and understand the broader context of his role.
Tour of the Office and Introductions to Key Staff (10:00 am – 11:00
am):
Thabo should have taken Raj on a tour of the office, introducing him to his
colleagues, supervisors, and other key personnel such as HR, IT, and the sales
team. This helps Raj build relationships and understand the hierarchy and
functions of different departments.
Role Clarification and Expectations (11:00 am – 12:00 pm):
Thabo should have explained Raj’s role in detail, outlining his tasks, objectives,
and performance expectations. Providing a job description and discussing key
performance indicators (KPIs) would give Raj clarity on what is expected of him.
Introduction to Sales Systems and Tools (12:00 pm – 1:00 pm):
Thabo or another experienced colleague should have introduced Raj to the sales
systems and tools he will be using. This could include software demonstrations,
training on sales reporting systems, and familiarization with product catalogues.
Lunch with Team (1:00 pm – 2:00 pm):
A team lunch would offer Raj the opportunity to socialize and build rapport with
colleagues in a less formal setting.
Hands-on Training Session (2:00 pm – 3:30 pm):
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