Never has the role of HR been more important to an organization’s success than in these volatile and unpredictable times. As the world recovers from the coronavirus pandemic and takes on additional emerging challenges such as rising inflation, lagging supply chains, or severe talent shortages, HR departments will be the driving force behind any and all necessary changes. In 2021, HR solidified its strategic position as part of every organization’s decision-making process this was essential to help companies survive COVID-19 and stay in business. In 2022, however, HR will need to go one step further: it will need to expand into new areas of business activity to help C-Suite leaders tackle new, ever more complex challenges. In other words, HR will need to push the boundaries of the possible to bring even more positive value because of the changing times and the business demand it.

On the one hand, businesses are struggling with the aftermath of COVID-19 — including economic disruption, record-high voluntary “quits” of employees (with some industries, in particular retail, having seen more than a 100 percent employee turnover since March 2020) as well as a major rethinking of the world of work, with employees reconsidering their relationship with work and employers redesigning the physical and digital workplaces to fit new demands. On the other hand, COVID-19 has also accelerated already existing trends such as digitalization of the workplace and the need to take into account the differences of various demographics based on age, gender, people’s socio-economic status or belonging to a minority or underrepresented group.

The sum of these challenges puts a lot of pressure on HR departments, which are now more involved in driving organizational change from within. Under HR’s leadership and with its support, companies are having to invent and deploy innovative solutions, moving away from the old- fashioned one-size-fits-all solutions. By taking a design approach to collaboration, HR can help create an organization that provides the comforts of working from home, while ensuring that collaborative practices keep delivering value and innovation to the organization. This is an HR trend that we’re expecting to see much more of in 2022.

In a detailed essay, discuss how these issues, trends, and challenges in international HRM could impact a South African HR manager. Refer to the above extract.

Question 2 (Marks: 20)
Career management is concerned with providing chances for employees to develop their talents and careers in order to guarantee that the organisation has the talent it requires while also allowing them to pursue their own goals. It is all about bridging the gap between organisational and individual demands. Career planning is also an essential aspect of career management since it determines the advancement of employees within an organisation based on evaluations of organisational needs, established employee success profiles, and individual members of the enterprise’s performance, potential, and preferences.
Elaborate on the step-by-step approach for implementing the career management system. Use an example from a South African company to support your answer.

Question 3 (Marks: 25)

Q.3.1 Discuss the distinctive characteristics of a selection process for employees who will
be working on an international assignment. (15)

Q.3.2 South Africa devotes a significant amount of its national budget to education and skill development. Training and skills development law governs education and training in South Africa. Three sections of legislation have a significant effect on how workplace training is handled.
Identify each of the three pieces of legislation and describe their influence on training and development in South Africa. (10)

Question 4 (Marks: 15)
Briefly discuss the commonly used performance management steps and how they can be used as
an improvement plan for employees.

Question 5 (Marks: 15)
Create a job advert for an HR manager at a company of your choosing to post on a website.

Answers to Above Questions on Human Resource Management

Answer 1: Human resource management is an important function in an organisation. With businesses operating at a global level, the role of human resource management is also highly challenging. Along with this, changing trends and challenges in the international HRM also makes the task of human resource managers difficult in South Africa. The covid-19 in particular has resulted into significant challenges to the HR manager in terms of maintaining sufficient head counts to manage their business operations.

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