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CHR612S - CONTEMPORARY ISSUES IN HR - 2ND OPP - JUNE 2024 |
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nAmI BIA unIVERS ITY
OF SCIEnCE Ano TECHn OLOGY
FACULTY OF COMMERCE, HUMAN SCIENCESAND EDUCATION
DEPARTMENT OF GOVERNANCE AND MANAGEMENT SCIENCES
QUALIFICATION: BACHELOR OF HUMAN RESOURCEMANAGEMENT
QUALIFICATION CODE: 07BHRM
LEVEL: 6
COURSE CODE: CHR612S
COURSE NAME: CONTEMPORARY ISSUESIN
HUMAN RESOURCES
DATE: JULY 2024
DURATION: 3 HOURS
PAPER: THEORY
MARKS: 100
SECOND OPPORTUNITY EXAMINATION QUESTION PAPER
EXAMINER(S)
MR. SIMASIKU KAMWI
MODERATOR:
MS. ELAINE BENEDICT JANUARY-ENKALI
INSTRUCTIONS
1. Answer all questions
PERMISSIBLE MATERIALS
Examination paper, Pen and ruler
THIS E?(AMINATION QUESTION PAPER CONSISTS OF 5 PAGES (Including the cover
page)
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QUESTION 1: Case Study
(20 marks)
Read the article below and answer all questions.
THE ROLEOF HR IN THE 4TH INDUSTRIALREVOLUTION
The first revolution was steam powered mechanisation in 1784, followed by the 2nd,
with electricity enabling mass production from 1890. The 3rd was the IT and electronics
revolution ushered in from 1969, which gained momentum and evolved into digital
technology beyond the 1980s taking us to the edge of the 4th digital revolution, when
we see artificial intelligence (Al), biotechnology and the Internet of Things completely
change our world.
But technological changes have always caused changes in the wider systems: society
and professions at large. Has this also been the case for the HR profession? HR has
indeed seen a lot of change. Prior to 1980s, it was called Personnel Management and
was mostly associated with hiring, training and administration. Today it cumulates a
range of strategic and tactical responsibility from talent management to business
partnerships and shared operational services.
This significant transformation has been spurred on by external pressures such as
globalisation, technology and overall changes in society, including legislation and
changes in values and beliefs. The world of business generally has become more
focused on the impact of people, motivation and engagement, as a critical
differentiating factor in the race for successand sustainability. This is why the pressure
on HR- the people's function - to optimise its impact and contribution to the bottom
line has also increased.
Source: Adina Tarry. July 7, 2018. https://www.thehrdirector.com/features/business-
growth/role-hr-industrial-revolution/
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1.1 Drawing on the concepts of work and HR practices, analyse the historical shifts
witnessed within the human resource management discipline over the past 43 years.
(4 marks)
1.2 Categorize any four external factors that have contributed to the transformation
of Human Resources Management.
(4 marks)
1.3According to scholarly literature, the focus on people management increased in
business. Discuss factors the factors that have driven contemporary businesses to
place increased emphasis on people management.
(4 marks)
1.4 Discuss how the evolving business landscape necessitated a transformation of the
HR function.
(4 marks)
1.5 Academic works identify three major developments of the 4th Industrial
Revolution. Identify and explain any two such developments.
(4 marks)
QUESTION 2: Multiple Choice - Choose the correct answer.
{10 marks)
Each question carries 2 marks.
2.1 HR professionals as strategic partners need to:
{2 marks)
a) Promote and market the human resources department
b) Facilitate and promote teamwork
c) Facilitate a conducive environment to support innovation and risk-taking
d) Be analytic, strategic and creative thinkers
2.2 Which one of the following statements is incorrect? "When properly managed,
developing and managing talent can deliver the following results"? {2 marks)
a) Contributes to ineffective retention
b) Creates a pool of staff who understand the company, and the industry
and are ready for leadership.
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c) Ensure the availability of competent staff to move up the ladder
d} Increase the value of the company's human capital assets
2.3 Traditional selection methods involve the following:
a} Job applicant
b} Human resources officer
c} Interviewing
d} Letter of offer
(2 marks)
2.4 Which of the following is not part of the internal factors influencing selection?
(2 marks)
a} Size of the organisation
b) Type of the organisation
c) Labour market
d} Applicant pool
2.5 Which stage of career development is characterised by devoting time to
developing and guiding others?
(2 marks)
a} Advancement
b} Maintenance
c} Establishment
d} Withdrawal
QUESTION 3
(70 marks)
3.1 To thrive in the New World of Work, HR professionals must possessfive (5) HR
capabilities. Identify and explain these five capabilities.
(10 marks)
3.2 Distinguish between digitization and digitalization and provide an example of
each within the contemporary human resources department setting. (10 marks)
3.3 Define HR Risk Management, discuss its purpose in an organization and provide
four specific examples of human factors and workplace risks that HR Risk
Management should address.
(16 marks)
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3.4 Discuss the five uses of an HR measurement framework.
(10 marks)
3.5 Explain the meaning of psychological contract within the context of talent
attraction.
(4 marks)
3.6 Three steps are involved in the facilitation of individual career planning. Name
and discuss each one of them.
(12 marks)
3.7 In the context of digital HR, the Human Resources Department must use
technology for transforming two purposes. Discuss the two transformed
purposes in detail.
(4 marks)
3.8 Define corporate branding.
(4 marks)
End of paper
Total Marks: 100
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