Ditebogo W.

Phasha

13529943

HRM

QUESTION 1

1.1

Effective performance feedback plays a crucial role in improving employee satisfaction and
performance in several ways:

1.Explanation of Expectations: Feedback helps staff members gain a clear knowledge of

the duties, objectives, and performance standards associated with their roles. Better
performance results from this clarity's ability to lessen ambiguity and uncertainty.

2. Identification of Strengths and Areas for Improvement: With feedback, employees

can identify their areas of strength and weakness. Recognizing one's talents helps one feel
more confident and driven, while identifying areas that require improvement helps
employees focus their efforts on becoming better at those things.With feedback,
employees can identify their areas of strength and weakness. Recognizing one's talents
helps one feel more confident and driven, while identifying areas that require improvement
helps employees focus their efforts on becoming better at those things.

3. Continuous Improvement: Giving regular feedback creates a culture of continuous

improvement inside the organization. Employees are more inclined to strive for greatness
when they routinely hear constructive feedback.

The manner in which Mr. Monaledi gave Sarah feedback is not thoroughly assessed in the
circumstances. However, his approach should ideally be constructive, detailed, timely, and
behavior focused rather than personality-focused, in accordance with general guidelines
for good feedback.

Here are three alternative strategies for improvement in providing feedback to Sarah:

1. Specific and Actionable Feedback: Mr. Monaledi should provide specific examples of
Sarah's performance, highlighting both strengths and areas for improvement. Instead of
vague statements, he should offer actionable suggestions for how Sarah can enhance her
performance. For example, he could say, "Sarah, your attention to detail in preparing
reports has improved significantly. However, I noticed some errors in the financial analysis
section. Let's work together on improving accuracy by double-checking calculations."

2. Regular Feedback Sessions: Instead of delaying until official performance reviews, Mr.
Monaledi ought to start arranging for frequent feedback meetings with Sarah. During these
meetings, we can talk about her development, resolve any issues or difficulties, and
determine improvement objectives. Mr. Monaledi can help Sarah keep motivated and
focused on reaching her goals by offering constant help and guidance.

3. Encourage Self-Reflection and Goal Setting: Mr. Monaledi should encourage Sarah to
take an active role in her own development by reflecting on her performance and setting
personal goals. He can ask open-ended questions to prompt self-reflection, such as,
"What do you think went well in this project? What could have been done differently?" By
involving Sarah in the feedback process and empowering her to set goals, Mr. Monaledi can
foster a sense of ownership and accountability for her performance.

These alternative strategies aim to enhance the effectiveness of performance feedback by

making it more personalized, frequent, and collaborative, thereby supporting Sarah's
professional growth and development.

1.2

Recruiting and retaining specialized talent in high-turnover industries like Global Tech
Solutions poses several challenges for the HR department:
1. Intense Competition :The tech sector is highly competitive, with businesses competing
for the same pool of highly qualified workers. Because of this, Global Tech Solutions finds it
difficult to differentiate itself and draw in top personnel.

2. Rapid Technological Advancements: Technology is constantly evolving, requiring

employees to stay updated with the latest trends and skills. This adds pressure on HR to
recruit individuals with specialised knowledge and adaptability.

3. Employee Burnout: High-pressure work environments and demanding deadlines can

lead to burnout among employees, increasing turnover rates. HR needs to address this
issue to retain talented individuals.

4. Salary Expectations: Specialised expertise typically attracts high salaries, and Global
Tech Solutions may find it challenging to hire and maintain staff members under budgetary
limits due to rival offers from other tech organizations.

5. Work Life Balance: Tech workers may place a high value on balance between work and
life and look for companies that provide remote work opportunities and flexible scheduling.
In order to stay competitive, HR has to adjust to these preferences.

To address these challenges, Global Tech Solutions could implement the following
innovative HR strategies:

1. Upskilling and Training Programs: Provide staff with targeted training and development
opportunities to improve their abilities and flexibility. This keeps top people by offering
growth possibilities in addition to attracting and retaining them.

2. Flexible Work Arrangements: Implement flexible work arrangements, such as remote

work options or flexible hours, to accommodate employees' work-life balance needs. This
enhances job satisfaction and employee retention.
3. Personalized Employee Benefits: Provide employees with individualized benefit plans
based on their interests. This could be financial aid, mental health support, or wellness
initiatives, all of which show a dedication to the welfare of the workforce.

4. Collaborative Work Environment: Encourage a collaborative, welcoming workplace

where staff members feel appreciated and encouraged. To improve staff retention and
engagement, promote cooperation, idea sharing, and collaboration between departments.

5. Innovative Recruitment Strategies: Utilize innovative recruitment strategies, such as

gamification, hackathons, or referral programs, to attract top talent. These approaches not
only make the recruitment process more engaging but also attract individuals who are
passionate about technology and innovation.

Global Tech Solutions can attract highly skilled workers, solve recruiting and retention
issues, and gain a competitive edge in the tech sector by putting these cutting-edge HR
techniques into practice.

1.3

To address the well-being concerns mentioned in the case study and design a
comprehensive healthcare program for Global Tech Solutions, several key programs should
be included:

Employee Assistance Program : Provide employees with resources, mental health

assistance, and counselling services to help them deal with stress, anxiety, and other
mental health problems. Employee assistance programs (EAPs) offer employees suffering
personal or job-related problems discreet support and guidance.

2. Wellness Initiatives: Put in place wellness programs designed to encourage employees'

physical health and wellbeing. This could involve weight-loss competitions, dietary
counselling, programs to help people quit smoking, and on-site wellness initiatives like
yoga or meditation sessions.

3. Health Risk Assessments (HRAs): To find possible health concerns and offer
individualized suggestions for improvement, conduct health risk assessments. Employees
that use HRAs can make more educated decisions about their health and have a better
understanding of their health state.

4. Preventive Care Services: Make preventative care services like yearly physicals,
immunisations, and health screenings accessible. Encouraging staff members to place a
high priority on preventative care can aid in the early detection and treatment of health
disorders, lowering long-term medical expenses and enhancing general wellbeing.

5. Flexible Healthcare Benefits: Provide employees with customisable healthcare benefit

plans so they may select the care which is most suits their needs. In order to help
employees manage healthcare costs, this could include a variety of alternatives for
medical, dental, and vision coverage in addition to health savings accounts (HSAs) or
accounts for flexible spending (FSAs).

6. Work-Life Balance Programs: Enact policies and initiatives that support a good work-
life balance, such as paid time off for personal and family obligations, the option to work
remotely, and flexible work hours. Employee wellness and productivity can be improved by
reducing stress and burnout through the maintenance of a good work-life balance.

7. Health Education and Awareness Campaigns: Beginning wellness education and

awareness programmes to give staff members access to materials and knowledge on a
range of health-related subjects, including as exercise, mental health, nutrition, and
preventive care. These programmes can encourage staff members to adopt healthier
lifestyles and take initiative to enhance their wellbeing.
Through the integration of these programmes into the all-inclusive healthcare plan, Global
Tech Solutions may effectively attend to the health and wellness needs of its workforce,
foster a culture of health and wellness, and assist staff members in accomplishing their
personal and professional objectives.

QUESTION 2

2.1.1

1. Recruitment and Selection: In the hiring process, line managers frequently identify
individuals needs, conduct interviews, and make the final hiring decisions. They are
essential in making sure that the best applicants are chosen to fit the requirements of the
company and their teams.

2. Performance Management: Setting requirements for performance, giving constructive

criticism, carrying out performance reviews, and resolving performance-related concerns
are the responsibilities of line managers. They collaborate closely with staff members to
enable them to reach their objectives and realise their full potential.

3. Training and Development: In order to create and carry out training programmes, line
managers work with HR to determine the needs for training within their teams. They assist
staff members in advancing their careers and acquiring new skills by offering continuous
coaching and support.

4. Employee Relations: When it comes to workplace difficulties, grievances, and issues,

workers typically contact their line managers. They resolve disputes, foster a healthy work
atmosphere, and guarantee adherence to company rules and guidelines.

s.
5. Workforce Planning: As part of staffing strategy operations, line managers forecast
personnel needs, pinpoint shortages of workers, and create succession plans. They ensure
that their teams have the right mix of abilities and expertise to meet current and future
company objectives.

2.1.2

"Managing Workforce Diversity and Inclusion" is one of the biggest issues facing line
managers in the context of modern HRM. The growing focus on diversity and inclusivity in
the workplace requires line managers to adeptly handle the challenges of managing
different teams.

Supporting Literature

According to a Deloitte study from 2021, diverse teams may contribute a variety of
viewpoints, experiences, and ideas that foster creativity and improve decision-making.
However, in order to effectively manage diversity, line managers must be inclusive leaders
who accept and value individual differences, cultivate a sense of community, and provide
chances for all staff members to thrive and contribute (Deloitte, 2021).

Practical Example

Take a line manager in a global company, for example, who is in charge of managing a group
of workers who come from all generations, genders, and cultural backgrounds. Ensuring
equal treatment, building an inclusive team culture, and comprehending and accepting the
individual viewpoints and requirements of each team member provide challenges for the
line manager. The line manager actively encourages diversity and inclusion within the
team, participates in diversity training, and adopts inclusive practices like employee
resource groups and flexible work schedules in order to solve these issues.

Question 2.2

2.2.1
In my opinion, the line manager plays the most significant role in the **Performance
Management** function of HR. This is because the line manager is directly responsible for
setting performance expectations, providing feedback, conducting performance
evaluations, and addressing performance issues on a day-to-day basis.

Substantiation with relevant theory/literature.

Performance management, according to Armstrong and Taylor (2014), is a crucial HR

procedure that entails coordinating team and individual goals with company objectives,
keeping an eye on performance, giving feedback, and promoting growth. At the centre of
this process are line managers, who regularly engage with staff members, monitor their
work, and offer coaching and criticism.

Moreover, a study by Buckingham and Goodall (2015) emphasizes the importance of the
line manager in driving employee engagement and performance. They argue that effective
performance management requires regular conversations between managers and
employees, where expectations are clarified, feedback is provided, and development
opportunities are identified. Line managers are uniquely positioned to facilitate these
conversations and create a supportive environment where employees can thrive.

In summary, the line manager plays a crucial role in performance management since they
regularly have a direct impact on the growth, engagement, and performance of their staff.

2.2.2

HR can support line managers in the role of performance management by providing the
following assistance:

1. Training and Development: In order to assist line managers in honing their performance
management abilities which include establishing precise objectives, giving insightful
feedback, and carrying out performance reviews HR can provide training courses and other
materials.

2. Guidelines and Tools: HR can create policies, templates, and tools, like goal-setting
frameworks, performance appraisal forms, and feedback templates, to help line managers
with the performance management process.

3. Coaching and Support: HR can mentor and assist line managers in managing difficult
performance scenarios, constructively addressing performance concerns, and inspiring
staff to perform at their highest level.

4. Technology Solutions: To measure employee growth, expedite the performance

management process, and improve communication between line managers and
employees, HR can offer technological solutions like performance management software.

By providing these kinds of assistance, HR may enable line managers to successfully carry
out their performance management responsibilities and enhance the organization's
success as a whole.