[Assessment] Cover Sheet

Campus Durbanville
Module code

COHMA0-B22

Student surname Cloete Student name Francois

number Student number 2PXB2T7B3

Declaration
“I declare that this assignment is my own original work except for source material explicitly acknowledged,
and that the same or related material has not been previously, or is being simultaneously, submitted for
this or any other course. I also acknowledge that I am aware of the Institution’s policy and regulations on
honesty in academic work as set out in the Eduvos Conditions of Enrolment, and of the disciplinary
guidelines applicable to breaches of such policy and regulations.”

Student signature
Francois Cloete
Date
11/06/2021

Marker Comments

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Marker name Internal marker result %

Marker name External marker result %

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 COHMA0-B22 -GROUP ASSIGNMENT - PAPER
B2 2021 (V1.0)

FRANCOIS CLOETE(2PXB2T7B3)

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 QUESTION 3
3.1) Human resource planning is the non-stop procedure of systematic planning in advance to obtain maximum use of a
company's most important asset—excellent personnel, whereas Andile wants to move to a better position in the
company and he is a very good employee and considered as excellent.

This would also refer to the future planning to obtain maximum use of the most important asset. Human sources
planning makes sure the best fit among employees and jobs whilst caring for manpower shortages or surpluses.
Lwandile knows Andile is a hardworking and talented and sees him as the best fit for the job. Succession planning is
important and a part of Human resource planning which allows companies to plan further ahead so they can
maintain a stream-lined supply of skilled employees and obtain stability. Succession planning would ensure that
potential successors will be ready for their new positions when time comes. Andile’s time has come in this case
study and would need to be evaluated by making use of succession planning to make sure he is a proper fit for the
position. HRIS (human resource information systems) is needed for this to be stream-lined. Andile’s family moved to
Durban which leaded to a need of planning to accompany his move. (Srivastava, 2021). This is also referred as
workforce planning. The process is used to support companies evaluate their special needs and to make plans
further ahead to achieve those special needs. The HRIS plays a huge role in Hr planning as well, because it is a
computerised system that can help predict the future, which would be useful, because it can predict where labour
shortages or surpluses would occur and where the main concern should be in the company.

Human resource planning needs to be flexible enough to meet short-term staffing challenges while adapting to
changing conditions in the business environment over the longer term. Andile’s would be only worked for three
months, now they need to be prepared to find a replacement. (Ulferts, 2021). HR Planning starts by assessing and
auditing the current capacity of human resources.

There are challenges when it comes to human resource planning. These challenges include uncontrollable factors,
like employee sickness, promotions, vacations, or families that move to different areas. (Ahmad, 2021). Human
resource planning ensures avoidance towards shortage and surplus in the employee structure. This leads to HR
managers to do the following: Find and get skilled employees, Selecting, training, and rewarding the proper
employees, be able to handle absence and conflict in the workplace and to know when to give someone a raise or
promote them and when to let them go if needed. (Mishra, 2021). Here Lwandile had Andile which is a talented
employee and Lwandile knew he could promote Andile to the better position to accommodate his move of area.
Investing in HR Planning is one of the most vital decisions a company can make. The quality of a company depends
on its employees, and the level of employee involvement is super important to the company's success. Andile was
very involved for someone who only worked there three months, because he and his manager had a good
relationship and Andile told them about the move and did not just leave.

There is a HR planning process which includes 4 steps that need to happen sequential, which is crucial for obtaining
qualified employees and planning for future employee shortages and surpluses. Andile was able to get the new job
at Linda’s workplace most likely because there was a shortage (open spot) for the job and he was skilled enough for
it, which was able to be done through HR planning. The first step in human resource planning is to recognize the
company's current human resource supply. This step includes the human resources department to study the
strength of the organization structure on the number of employees, abilities, qualifications, positions, strengths, and
performance levels. Lwandile would had to evaluate Andile before he could make anything happen. The second step
is for the company to summarise the future of its labour. The human resources department can work on certain
issues, such as promotion, retirement, layoffs and transfers, and anything that is important for the company’s future
needs. Andile is a good example whereas he wants to be transferred due to external conditions. The human
resources department looks at external conditions that affect labour demand, such as new technologies that may
decrease the demand for workers, because some new technology results and work redundancy. (Wang, 2021). The
third step of the HR Planning process is to forecast employment demand (HRIS is very important in this step).
Human Resource Planning created an analysis to identify certain needs that lead to a decline in the company's
labour supply and future demand. This kind of analysis often increases a series of questions, such as: Should
employees learn new skills? Does the company need more managers? Do all employees play to their strengths?
The final step is to develop and implement the plan. Now, HR must take practical steps to implement the new plans
with the entire company. The department needs the capital, the ability to implement the plan, and the effort/attitude
to work with all departments to achieve the goal of the plan.

Orientation is a very important step in HR planning as well, not only for new employees, but for job transfers and
promotions too like in Andile’s scenario. Benefits of orientation would include: less mistakes, productivity,

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Relationships, Job performance etc. Orientation can be informal or formally done by the manager and this should
take one to three days.

HR Planning consists of all these steps and procedures to be able to make an organisation successful and stream-
lined and to keep their most important asset, which is employees in top condition as it leads to the success of the
organisation.

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3.2) Covid-19 started at the beginning of 2020, bringing alarming economic losses to all industries including the hotel
that is used in this case study. Due to Covid there are many factors that make it challenging, and many things need
to be considered before a new HR plan could be implemented. (HRNews, 2020)

A few simple examples would consist of: Health and safety conditions should be carefully administered and
implemented, workplaces must be very well controlled, salaries should be dealt with very high effort and positions
should be looked at with a high-end effort. The containment of this dangerous and contagious virus would be vital.
Mr. Smart must keep all these factors under careful consideration and face it head on. By making use of HR
planning, Covid would be much easier to understand in the working environment, because HR planning would help
to plan accordingly to covid procedures and ensuring that every step is taken towards stability and making sure the
employees are in the best possible positions to do their job with excellent results. (HRNews, 2020)
Mr. Smart knows no one can come work at the hotel according to the law due to safety and health regulations.
Working from home is one of the largest problems that needs to be dealt with if organisations want to survive and
thrive in the future. I would advise Mr. Smart to make use of a fully online working system, making use of the
technology we must accommodate for all the problems that we face with Covid. So, in short, I would say Mr. Smart
should switch to an online new management mode and look at different ways to engage the tasks that are ahead.
Communication is very important when using this strategy because everyone working online should be notified of
important changes, new rules, procedures, or plans. This will ensure proper communication between all departments
of an organisation which is crucial for an organisation to survive. Mr. Smart should pay attention to the progress of
the epidemic too as it is important to know what rules and regulations change to implement new plans. Mr. Smart
would need to look at five aspects in depth to understand how this online HR Planning will work and how to manage
it. The five aspects are: Human resources guarantee of the enterprise, Employee relationship management,
Employee safety security, Performance management and Salary management.

1.Human resources guarantee of the enterprise.

Looking at public health emergencies, I would advise Mr. Smart to strictly check the usage of work and production
time. If the enterprise cannot continue to excel in their work, some of the original employees may not be able to
adapt to the the regulations and new background. (García-Alcaraz, 2019). Andile would be a great example as he
could maybe not adapt to this new change and that should be brought under the manager’s concern. Mr. Smart can
break departmental rules and implement flexible transfer of multi-skilled individual positions to ensure the real/good
rights and interests of the original employees. (Zhu, 2020). Mr. Smart must change the direction of talent
recruitment, and at the same time adjust the amount of recruitment, to moderately decrease the total human cost
and should rather improve production efficiency, because it will not help if the hotel is swarming with new
recruitments and they cannot meet the requirements of the jobs The traditional recruitment interview mechanism will
not work and Mr. Smart should make use of the new technology that we have to adjust to this epidemic with its
restrictions to meet its needs. Mr. Smart must create a type of online recruitment system that could filter the best out
of the worst to ensure the few people with great skill can proceed further into the organisation. This will meet the
requirements of Covid, and it will help by doing the requirement process faster.

2.Employee relationship management

Due to epidemic prevention and control, due to the flow of economic development, employees' confidence in the
development of the organisation will cause a decline in the feeling of security. Mr. Smart should make use of good
online applications and contribute to continuous and effective organizational communication to boost their
confidence in the business. (Staniec, 2021). Mr. Smart can send daily blogs, letters, or quotes to the entire workforce
to implement this boost. Mr. Smart must increase the feeling of a good relationship and be able to timely inform each
employee of the hotel with prescribed preparations with the useful resource of the higher leaders of the hotel; and
should clarify the communication between all members, make bigger external communication channels, and make
the important information which include personnel' desires and demands be effectively delivered to the top
departments. At the same time Mr. Smart should inform everyone in the organisation of the progress of the Covid
and its new regulations and which rules will change and how the new structure will look like. (Zhu, 2020). This will be
important to Andile and the entire hotel workforce because this will inform them about the present circumstances and
would give the employees a heads up for what would need to be expected in the near future. This will help Mr. Smart
manage policies to deal with unexpected conditions.

3. Employee safety security

I would let Mr. Smart understand that personal health and safety of employees, like Andile’s, is the core of all work
after the resumption of work and production. (Main, 2020). Mr. Smart must ensure the health and safety of
employees should be given top priority, complete health guidelines should be available instantly to inform the

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epidemic among employees, improve the awareness of epidemic prevention between employees in the hotel, and
Mr. Smart should tell the entire hotel about healthy personal hygiene and protection habits and rules. (Zhu, 2020).
Mr. Smart should ensure the company’s(hotel) managers need to monitor the health status of employees daily,
provide relevant equipment, usage of disinfection, ensuring all employees wear masks and check their temperature,
and stay home as much as they can. All meetings should make full use of online platforms and other channels,
improve, and contribute towards the ability of the new online office, and ensure the personal safety of employees.

4.Performance management

Mr. Smart understand that the purpose of performance management is to improve the ability and quality of
employees and create more value for the business(hotel). In the context of epidemic control, the task methods and
contents of employees have changed entirely. While Mr. Smart pursues the original goals, it has also become a key
task for the business to ensure the implementation of the new requirements for epidemic containment/prevention
and control, and to ensure the health of employees like Andile and the entire hotel workforce. (management, 2016).
Mr. Smart needs to establish a new performance management system, goal oriented and relevant to his own
operational development model, create new/appropriate staff development performance rules. (Zhu, 2020). Mr.
Smart should be able to improve an employee’s performance through making them go through rehabilitation of the
new problems they face and be able to send them back to the workforce.

5.Salary management

Mr. Smart should motivate employees to create greater value for the hotel. Salary management is closely related to
performance management, and it is also an important step to motivate employees to work actively and effectively.
Compensation management is also bound to be adjusted, Mr. Smart should ensure the HRIS (Human Resource
Information System) is updated according to the new compensation. During this epidemic, the value created by
organisations not only lies in the traditional capital value, but also revolves around the value created for individuals,
businesses and the country in order to control the epidemic. (cuts, 2020). (Zhu, 2020). Mr. Smart should take the
new salary management regulations into full consideration and that the individual contributions made by employees
to this part of value. Mr. Smart must protect the interests of the majority of employees by avoiding large
dissatisfaction among employees, reducing their work enthusiasm/motivation, and making it harder for the
business(hotel) to maintain optimal operation and flow.

Covid-19 made it extremely hard to run a business and without a good HR plan it would lead to the downfall of a
business, but if a good HR Plan is established a business would be able to survive this hard period. Considering all
of these aspects, Mr. Smart will need to carefully use of all these plans if he wants to have a good HR Plan to keep
the organisation (Hotel) stable and successful during the Covid-19 epidemic.

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 Works Cited

Ahmad, N. R. M. G. &. S. M. A., 2021. Organizational and human factors related challenges to ISO 20000:
Implications for environmental sustainability and circular economy. International Journal of Manpower, 41(7), pp.
987-1004.

cuts, D., 2020. Denel cuts management salaries on sliding scale: While Edcon confirms sending 22 000
retrenchment notices to staff countrywide, Cape Town: Independent Online (South Africa).

García-Alcaraz, J. L. F.-M. F. A.-S. L. S.-R. C. &. J.-M. E., 2019. Human resource abilities and skills in TQM for
sustainable enterprises. Sustainability, 11(22), p. 6488.

HRNews, 2020. In the COVID-19 era, CEOs are turning to HR for expert advice on how to navigate the delicate
balance between ensuring employee safety and well-being and moving ahead with business. Planning for the new
workplace, p. 1.

Main, A. M., 2020. Staying Safe Amidst COVID-19: The Relationship of Safety Climate and Behaviors with
Organizational Commitment. Academy of Business Research Journal, 1(3), pp. 94-107.

management, O. o. h. r., 2016. Office of Human Resources Management; 5 U.S.C. 4314(c)(4); Performance Review
Board Membership, Washington: Federal Information & News Dispatch, LLC.

Mishra, H. &. V. M., 2021. Blockchain in human resource management of organizations: An empirical assessment to
gauge HR and non-HR perspective. Journal of Organizational Change Management, 34(2), pp. 525-542.

Srivastava, S. D. S. &. B. B., 2021. Human resource information system use, satisfaction, and success. International
Journal of Enterprise Information Systems, 17(1), p. 106.

Staniec, I., 2021. The nature of Employee–Organization relationships at polish universities under pandemic
conditions. Information. The nature of Employee, IV(12), p. 174.

Ulferts, G. W. P. E. A. &. H. T. L., 2021. Human resource planning in education. Journal of Organizational
Psychology, 21(1), pp. 69-79.

Wang, J. &. H. M., 2021. Application of information technology in human resource management.. Journal of Physics:
Conference Series, 1881(2), pp. 1742-6596.

Zhu, S., 2020. Human resource management strategy and new mode of internet plus in COVID-19. France, Les Ulis,
EDP Sciences.