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CMA812S - COMPESATION MANAGEMENT - 2ND OPP - NOV 2024 |
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nAmlBIA UnlVERSITY
OFSCIEnCE Ano TECHn
FACULTY OF COMMERCE, HUMAN SCIENCES AND EDUCATION
DEPARTMENT OF GOVERNANCE AND MANAGEMENT SCIENCES
QUALIFICATION: BACHELOR OF HUMAN RESOURCES MANAGEMENT
QUALIFICATION CODE: 08HRM
LEVEL: 8
COURSE CODE: CMA812S
SESSION: January 2025
COURSE NAME: COMPENSTION MANAGEMENT
PAPER: THEORY
DURATION: 3 HOURS
MARKS: 100
SECOND OPPORTUNITY /SUPPLEMENTARY EXAMINATION QUESTION PAPER
EXAMINER(S) Mr Elias Kandjinga
Dr S. Amunkete
MODERATOR:
1. Answer ALL the questions.
INSTRUCTIONS
2. You are expected to apply your subject knowledge to the questions.
3. Write clearly and neatly.
4. Number your answers clearly.
PERMISSIBLE MATERIALS
1. Pen
2. Ruler
THIS QUESTION PAPER CONSISTS OF 4 PAGES (Including this front page)
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Section A (Answer all the questions)
Question 1
[40 marks]
Read the following case study and answer the following questions.
Fenni is a millennial (29), while Vakatika is a Baby Boomer (58). They both work in the
same department and occupy similar roles. However, their attitude toward work is
different, and their productivity levels are equally distinct. Fenni is super-fast, enjoys
working in teams, has excellent computer skills, and enjoys flexible working hours. She
tends to be sluggish, mostly on social media. She complains about little things and
makes costly mistakes. Just the other Monday, she provided updates on the Burn a Boy
show in Windhoek. She prefers to be called Finest or Fineta. She changed jobs; this is
her third already, and she has shown signs of jumping ship. Vakatika, on the other
hand, has never changed jobs; this is his first and likely to be his last; he is loyal to his
employer and appreciates the little he earns. He is slow, prefers to work alone, hates
working on the computer, and produces quality work without traceable mistakes. He
prefers to work at the office all the time and hardly complains. He has a smartphone
but sometimes calls Fenni to assist her with setting up applications like MS Teams.
Although they hardly got along yesterday, Fenni assisted Vakatika with Linkedln
registration because 'Finest' told him he could get hired via Linkedln. Although Fenni
once said he was boring, he was excited but equally worried if he could really get a job
at the age of 58 because his organization didn't care much about his growth. Given his
age, he sometimes considers farming the only realistic post-employment option.
Source: Kandjinga (2023}
1.1. Do factors such as the demographic composition of the company workforce
matter when considering discretionary benefits? Justify your answer. (10)
1.2. Having read the above scenario, how will you satisfy and retain the varying
degrees of talent of Fenni and Vakatika?
(15)
1.3. Suggest various benefits that will prevent Fenni from her wanderlust and
Vakatika from thinking he seemingly entered the spectre of uselessness. (15)
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Section B (Answer all the questions)
[60 marks]
Question 1
"FISHCOR,which is a holding company, and its subsidiaries is responsible for the
catching, processing, and marketing of fish and fishery products. FISHCORwas
founded on 27 December 1991 in accordance with the National Fishing Corporation of
Namibia Act, 1991 (Act No. 28 of 1991) which paved the way for the establishment of
the subsidiaries to carry on the business of commercial fishing and fish processing, and
the marketing and exporting of fish and marine products.
The group has an outdated Patterson grading system with the last update being 15
years ago. The salary grading system is of critical importance as it will provide a
framework for compensation by defining the amount of pay applicable at each grading
level, inter alia. In addition to the above, the organisation has 96 roles in its
organisational structure, some roles with outdated job d~scriptions and others with
no definitive role descriptions at all. There is, therefore, an urgent need to conduct a
job evaluation and to, subsequent thereto, compile or amend job descriptions."
Source; https://www.seaflowergroup.eom.na/?page_id=530
As a Remuneration Consultant contracted by FISHCOR,and required to provide
specialised compensation skills:
1.1. Fishcor, noted ' ... the salary grading system is of critical importance as it will
provide a framework for compensation by defining the amount of pay
applicable at each grading level, inter alia'. Critically discuss this statement.
(15)
1.2. The group (FISCHCOR)has an outdated Patterson grading system with the last
update being 15 years ago. Within the context of organisational maturity,
discuss the implications this has on talent attraction and retention. (10)
1.3. The above scenario also noted that 'there is an urgent need to conduct a job
evaluation and to, subsequent thereto, compile or amend job descriptions.'
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Why does FISHCORurgently need to conduct a job evaluation and compile and
amend job descriptions?
{15)
1.3. In a short summary, how did the Compensation Management course shape
your understanding of the compensation structure in the world of work? How
do you foresee applying what you have learned thus far? Here, you must
express your understanding in your own words and not list topics or themes
appearing in your prescribed course materials. Also, please note that this
question is twofold, the latter requiring you to relate theory to practice.
(20)
End of Paper!
Total Marks: 100
Good Luck!
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