Human Resource Development

at
Categories
Tags

 

 

SCENARIO

You are the HR Manager at Remarkable Insurance.

Established in 2020, Remarkable Insurance is a relatively new insurance company in South Africa. The company offers a

comprehensive range of products including life insurance, home insurance and car insurance.

Remarkable Insurance has recently embarked on a growth strategy. So as to support the implementation of the growth

strategy, the Remarkable Insurance Management Committee have identified that the company needs to boost sales while

keeping costs as low as possible.

Note: In preparing answers to the various project questions, learners are required to read beyond the scope of the

MANCOSA Module Guide. Consult a range of sound academic sources (such as textbooks and academic journal articles) in

completing this project.

QUESTION 1 (25 marks)

In the past, HR has not been held in high regard at Remarkable Insurance, and it has never been considered to be of any

strategic value. You aim to change this perception of HR through making the Management Committee aware of strategic

human resource management (SHRM).

As HR Manager, write an email to the Remarkable Insurance Management Committee in which you discuss how strategic

human resource management (SHRM) can assist the company in effectively implementing its strategy of growth. Include

examples, relevant to the context of Remarkable Insurance, in your email.

QUESTION 2 (25 marks)

At a recent Management Committee meeting at Remarkable Insurance, the following discussion took place:

The CEO, Ayanda Nkosi, commented, “We’ve been discussing our growth strategy for the coming year, and it’s clear that in

order to expand our market reach, we need to strengthen our sales force.”

Everyone nodded in agreement. The discussion then turned towards the challenges of reaching new clients in an

increasingly competitive market.

“It’s time to think outside the box,” remarked David Chen, the Chief Financial Officer, tapping his pen against the table

thoughtfully.

You, the HR Manager seized the opportunity to present your proposal. “I suggest we tap into the pool of recent

matriculants,” you suggest, your voice infused with enthusiasm. “Specifically, we could hire them as junior sales assistants

to focus on cold calling.” You highlighted the advantages of employing matriculants as they would be fresh talent, who are

eager to learn and adaptable to new technologies. “They may lack experience, but they bring energy and enthusiasm to the

table,” you added persuasively. It would also be cost effective, as we would pay the junior sales assistants entry-level

salaries.

Ayandas interest was piqued by your proposal. She nodded thoughtfully, intrigued by the potential of tapping into a new

talent pool. However, the rest of the Management Committee appeared sceptical, their brows furrowed in uncertainty.

Themba Makeba, the Chief Marketing Officer, voiced his concerns. “Cold calling requires finesse and experience,” he

argued, his tone sceptical. “Are these junior sales assistants equipped to handle the challenges of engaging with potential

clients?”

Other members of the committee nodded in agreement, echoing Thembas apprehensions. You listened attentively, sensing

the resistance from your colleagues. However, you remained steadfast in your belief in the value of your proposal.

“I understand the concerns, but we can provide development, training and mentorship to ensure the success of these junior

sales assistants,” you countered, your voice unwavering. “Their fresh perspective and eagerness to learn could inject new

energy into our sales efforts.”

Ayanda weighed the arguments carefully, torn between her intrigue in your proposal and the scepticism of her colleagues.

After a moment of contemplation, she addressed the committee.

“Let’s not dismiss this proposal outright,” she suggested in a diplomatic tone. “HR please prepare a report in which you

provide us with further information regarding this proposed initiative.

In your role of HR Manager, prepare a report for the Remarkable Insurance Management Committee in which you detail

how human resource development (HRD) processes can be strategically applied to develop the skills which the

matriculants require to effectively perform in the position of junior sales assistant.

QUESTION 3 (25 marks)

Organisational learning as a strategic tool has been proposed in the field of modern management for gaining competitive

advantage and stabilising organisational success. The aim of learning is not only enhancing employees knowledge and

skills but also the growth of the organisation and building a flexible dynamic learning organisation (Saadat and Saadat,

2016).

Eighteen months have passed since you first proposed the Junior Sales Assistant Development Programme f o r

matriculants to the Remarkable Insurance Management Committee, and it has proven to be very successful. Remarkable

Insurance is still pursuing a growth strategy. You have proposed that Remarkable Insurance become a learning organisation

as this will facilitate its ongoing growth, and the CEO has approved your proposal. Your first task in facilitating Remarkable

Insurances transition to becoming a learning organisation, is to educate the workforce.

Prepare a speech which you are to deliver to the Remarkable Insurance workforce at the next general staff meeting, in

which you provide an overview of the concept and characteristics of a learning organisation as well as an

implementation plan to facilitate Remarkable Insurances transition into a learning organisation.

QUESTION 4 (25 marks)

Remarkable Insurances growth strategy has not only brought about increased business and increased profitability for the

company, but also an increase in the size of the Remarkable Insurance workforce. The workforce has grown from 150

employees to 280 employees within the space of two years. As HR Manager, you realise it would be beneficial to introduce

electronic human resource management (E-HRM) at this point in the organisations growth. However, first you will need to

get approval to do so from the Management Committee.

As HR manager, prepare a report to the Management Committee, in which you introduce them to electronic human

resource management (E-HRM) and discuss the benefits that it will bring about for Remarkable Insurance.

 

Sample Solution

Question 1: Strategic Human Resource Management (SHRM)

Subject: The Strategic Value of SHRM at Remarkable Insurance

Dear Management Committee,

I hope this email finds you well.

As HR Manager, I believe it is imperative to highlight the strategic value of human resource management (HRM) at Remarkable Insurance. Traditionally, HR has been seen as a purely administrative function. However, in today’s competitive business environment, HRM must be aligned with the organization’s overall strategy to achieve sustainable success.

Strategic Human Resource Management (SHRM) involves integrating HR practices with the organization’s strategic objectives. By doing so, we can:

  • Attract and retain top talent: A well-designed HR strategy can help us attract and retain highly qualified employees who are aligned with our company’s values and goals.
  • Enhance employee engagement: By creating a positive and supportive work environment, we can foster employee engagement and improve productivity.
  • Develop a strong organizational culture: A strong organizational culture can help to create a sense of belonging and unity among employees, leading to increased job satisfaction and performance.
  • Manage change effectively: HR can play a crucial role in managing organizational change, helping employees adapt to new challenges and opportunities.

At Remarkable Insurance, we can apply SHRM principles to support our growth strategy by:

  • Developing a clear HR strategy: Aligning our HR practices with our overall business objectives.
  • Investing in employee development: Providing training and development opportunities to enhance employee skills and capabilities.
  • Creating a high-performance culture: Fostering a culture of innovation, collaboration, and accountability.
  • Using data-driven decision-making: Leveraging HR analytics to make informed decisions and measure the effectiveness of our HR initiatives.

By adopting a strategic approach to HR, we can position Remarkable Insurance for long-term success and achieve our growth objectives.

Sincerely, [Your Name] HR Manager Remarkable Insurance

Question 2: Junior Sales Assistant Development Program

Subject: Proposal: Junior Sales Assistant Development Program

Dear Management Committee,

Thank you for considering my proposal to hire junior sales assistants and develop their skills through a targeted development program.

I believe that this initiative aligns with our company’s growth strategy and offers several advantages:

  • Cost-effective: Hiring matriculants as junior sales assistants will be more cost-effective than hiring experienced sales professionals.
  • Fresh perspective: New graduates can bring fresh ideas and perspectives to our sales team.
  • Adaptability to technology: Younger generations are generally more comfortable with technology, which is essential in today’s digital age.
  • Potential for long-term growth: With the right development and training, junior sales assistants can become valuable members of our sales team.

To address the concerns raised by the committee regarding the lack of experience among junior sales assistants, I propose the following development initiatives:

  • On-the-job training: Pair junior sales assistants with experienced sales professionals to provide mentorship and guidance.
  • Sales skills training: Conduct training programs to develop essential sales skills, such as prospecting, qualifying leads, and objection handling.
  • Product knowledge training: Provide in-depth training on our insurance products and services.
  • Customer service training: Equip junior sales assistants with the skills to provide excellent customer service.

By investing in the development of our junior sales assistants, we can create a pipeline of talented sales professionals who can contribute to our company’s growth.

I believe that this initiative has the potential to be a successful and cost-effective way to expand our sales force and reach new clients.

Sincerely, [Your Name] HR Manager Remarkable Insurance

Question 3: Implementing a Learning Organization

Subject: Becoming a Learning Organization

Good morning, team,

Today, I want to discuss the concept of a learning organization and how we can transition Remarkable Insurance into one. A learning organization is an organization that is dedicated to continuous learning, adaptation, and innovation. It is a place where employees are encouraged to share knowledge, experiment with new ideas, and learn from their mistakes.

The characteristics of a learning organization include:

  • A shared vision: Employees are aligned with a common goal and purpose.
  • Personal mastery: Employees are committed to continuous learning and development.
  • Mental models: Employees are open to challenging their assumptions and beliefs.
  • Team learning: Employees work together to learn and improve.
  • Systems thinking: Employees understand how their actions impact the broader organization.

To transition Remarkable Insurance into a learning organization, we need to:

  • Create a culture of learning: Encourage employees to share knowledge, ask questions, and seek feedback.
  • Invest in employee development: Provide training and development opportunities to enhance employee skills and capabilities.
  • Foster a climate of experimentation: Encourage employees to try new things and learn from their mistakes.
  • Facilitate knowledge sharing: Create platforms for employees to share knowledge and best practices.
  • Measure and reward learning: Recognize and reward employees for their contributions to learning and development.

By implementing these strategies, we can create a learning organization that is better equipped to adapt to change, innovate, and achieve long-term success.

Thank you for your attention.

Sincerely, [Your Name] HR Manager Remarkable Insurance

Question 4: Electronic Human Resource Management (E-HRM)

Subject: Proposal: Implementing Electronic Human Resource Management (E-HRM)

Dear Management Committee,

As Remarkable Insurance continues to grow, it is becoming increasingly important to streamline our HR processes and improve efficiency. I propose that we implement electronic human resource management (E-HRM) to achieve these goals.

E-HRM involves using technology to automate and manage various HR functions, such as recruitment, onboarding, performance management, and payroll. By implementing E-HRM, we can:

  • Improve efficiency: Automate routine HR tasks, freeing up time for strategic initiatives.
  • Reduce costs: Streamline processes and eliminate paper-based systems.
  • Enhance data accuracy: Improve the accuracy and consistency of HR data.
  • Improve employee satisfaction: Provide employees with self-service tools and access to HR information.
  • Comply with regulations: Ensure compliance with labor laws and regulations.

To implement E-HRM, we would need to invest in a suitable HR management system and train our employees on how to use it. While there may be an initial cost associated with implementing E-HRM, the long-term benefits in terms of efficiency, cost savings, and employee satisfaction outweigh the upfront investment.

I believe that E-HRM is a strategic investment that will help Remarkable Insurance remain competitive and efficient as we continue to grow.

Sincerely, [Your Name] HR Manager Remarkable Insurance

 

This question has been answered.

Get Answer