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CBT811S - Capacity Building and Talent Management - 1st OPP - JUN 2023 |
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J------ ----·---- ------------
nAmlBIA unlVERSITY
OF SCIEnCE Ano TECHn0L0GY
FACULTY OF COMMERCE, HUMAN SCIENCES AND EDUCATION
DEPARTMENT OF GOVERNANCE AND SCIENCES, HOSPITALITY, TECHNICAL AND
VOCATIONAL EDUCATION AND TRAINING
QUALIFICATION: BACHELOR OF HUMAN RESOURCES MANAGEMENT
QUALIFICATION CODE: 07BHRM
LEVEL: 8
COURSE CODE: CBT8115
COURSE NAME: CAPACITY BUILDING AND
TALENT MANAGEMENT
SESSION: JUNE 2023/ JULY 2023
DURATION: 3 HOURS
PAPER: THEORY (PAPER 1)
MARl(S: 100
EXAMINER(S)
FIRST OPPORTUNITY EXAMINATION QUESTION PAPER
Mr. ODILO Sll<OPO
MODERATOR: Mr. B. U Shikongo
INSTRUCTIONS
1. Answer ALL the questions.
2. Read all the questions carefully before answering.
3. Number the answers clearly
THIS QUESTION PAPER CONSISTS OF_ 4._ PAGES (Including this front page)
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Section A
(50 Marks)
Question 1.
1.1 Discuss Talent sourcing; Talent management governance and workforce planning with reference
to capacity building? (12)
a)
Talent sourcing
b)
Talent management governance
c)
Workforce planning
1.2 Your organisation have introduced a new Tourism subsdiciary as part of the expansion strategy?
As the HR Manager you have been requested to develop a reward strategy for this new
Product?service based on its life cycle. Identify and analyse how you will prioritise the incentives
throughout the life cycle? (16)
1.3 Critically analyse the principles that inform the measurement of talent management strategy
processes? (10)
1.4 The Namibia Qualification Authority (NQA) is responsible for the accreditation of qualifications,
standardization of unit standards that validate specific qualifications. Discuss what Unit standards
are, and how they contribute to the alignment of local qualifications and international Institutions
qualifications? (12)
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Section B: Case Study
(50 Marks)
Question 2
Article Title: Qatar Energy signs MoU with Namibia to enhance energy co-operation
Newera Era
Staff Writer, Maibapa Ndjavera
April 18, 2023
Qatar Energy has signed a memorandum of understanding (MoU) with the Ministry of Mines
and Energy of Namibia to strengthen co-operation in the energy sector. The agreement was
signed by HE tl1e Minister of State for Energy Affairs Saad bin Sherida al-Kaabi, also the
President and CEO ofQatarEnergy, and Torn Alweendo, Minister of Mines and Energy,
Namibia, at the signing ceremony held at Qatar Energy's headquarters in Doha.
The MoU paves the way for continued co-operation and covers key areas such as lrnowledge
sharing, workforce development and exploring further investment opportunities in Namibia.
In his remarks at the signing ceremony, HE al-Kaabi said: "We are pleased to further enhance
our co-operation with the government of Namibia and build on our recent successes. This
agreement fi.1rtherstrengthens our relationship as we work jointly towards a prosperous
future."QatarEnergy recently announced a light oil discovery in the Jonker-IX well in the
Orange Basin, offshore southern Namibia, adding to the previous two separate oil and
associated gas discoveries in the same basin in 2022.
QatarEnergy holds interests in three exploration licences offshore Namibia, PEL-39 (45%),
PEL-56 (30%) and PEL-91 (28.33%), covering a total area of over 28,000 km2•
2.1 Critically analyse some talent development benefits that Namibia will achieve should Qatar Energy
decide to operate in Namibia following the signing of the agreement?
(15)
2.2 Emerging markets have for some time been recognized as the primary engine for future economic
growths. Analyse the talent management challenges that are common to most Multinational
Corporation operating in emerging markets?
(15)
2.3 Discuss the concept of employee value proposition ad how it can serve as a tool for Qatar Energy
towards the attract and retain expatriates in Namibia?
(10).
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2.4 Organisations that decide to go globally inevitably impact the activities performed by their HR
department. Discuss some practical impact that the standard bank move will have on the HR activities?
(10)
Total: 100
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