Personnel Management N4 — Memo
November 2020 — N4 — Personnel Management
N4
2020
Nated Business
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Q1— Section header —
1.1.4.1.5
1.1.10(20\
1.2.1he general attitude that people have towards their jobs
1.2.2he drea m that the organisation has for its future
1.2.3hen a candidate has been chosen to fill a vacancy he/she will be placed in the relevant position
1.2.4he overall term referring to the scientific observation and analysis of all processes in th e workplace involving people, materials, methods, equipment and machinery
1.2.5aim is to improve organisational effectiveness by changing attitudes, perceptions, behaviours and expectations.
1.2.6he HR department and immediate super visors of an employee undertake to establish to which degree the employee performs against various standards which have been previously identified and weighted
1.2.7The ratio of output to input
1.2.8Refers to the power and rights of an individual to d o certain thin gs that the organisation bestowed on him/her
1.2.9formal approach taken by the organisation to ensure that employees have proper qualifications and experience available when needed
1.2.10ny alteration in one or more elements o f the organisation (10 2\ [40] TOTAL SECTION A:40
Q2— Section header —
2.1.1(2\
2.1.2(2\
2.1.3(2\
2.1.4(3\
2.1.5(3\
2.2.1ganisational structure is the way in which job tasks are f ormally divided, grouped and co ordinated. (2\
2.2.2Give stability to the whole organisation. Keep the organisation logical and order Promote communication. Support better co ordination and control The functional structure is the traditiona l structure that develops
2.3.1(a\ Internal sources: Job advertisements on bulletin boards or e mails Personnel records will identify employees w ith the necessary competencies ills inventories can identify whether a person can be allowed to move out of his/her present position.
2.3.2Obtain approval for a position in terms of necessity and budget. Update j ob description and the resulting job specification. Choose a recruitment medium and develop and place an advertisement with a closing date.
Q3— Section header —
3.1.1s the way in which things are done in organi sation (2\
3.1.2Job responsibilities how the employee experience be ing in charge of their own jobs Rewards how employees feel about rewards they received, the emphasis on their positive or n
3.1.3(a\ Close, threatening culture: Output objectives are high Responsibility for perf orming tasks remains with the individual doing the work It has a narrow span of control. Emphasis is on individual performance and teamwork is
3.2.1Internal factors: Objectives of the enterprise: The objectives of the enterprise m ight be to grow in the future herefor manpower should be planned in advance. Enterprise style: More emphasis placed on the provision of employees who
3.2.2External factors: Trade unions: They can set requirements about the amounts and qualifications that prospective employees need to adhere to. Government requirements and regulations: any changing laws and ordinances in South Africa have to be
3.3.1Compensation management is the management of a system where individuals are rewarded for their work, diligence and level of performance by means of pay and benefits. (2\
3.3.2
3.3.3Personal security benefits Personal needs Financial assistance Company cars and petrol Ensuring quality work environment and social responsibility suring a healthy and safe work
Q4— Section header —
4.1Planning: Refers to deciding what the organisation is going to do. Organising: Is deciding how the organisation is going to implement the plans it has come up with. Leading: Refers to ensu ring that the human resources in the organisation
4.3It is analysis of the human resources situation of all current employees of the enterprise.
4.4All training in the form of diplomas, de grees, cer tificate and courses Complete service re cords of all previous employees Results of performance evaluations and reports on promotional potential It identifies potential promotional material for the future.
4.6.1Selection includes the use of application forms, curriculum vitae, interviews, e mployment and skills tests and reference check to evaluate and screen candidates for a job from a pool of applications . This is
4.6.2An initial screening interview is held. Assessment takes place to de termine the skills of short listed applicants and their ability to learn on the job. Reference checks and background investiga
Q5— Section header —
5.1.1A clear line of authority running from the highest to the low est level o authority must be established (scalar principle\. Accountability must be assigned for specific tasks to the lowest organisational level.
5.2Create a culture where both employees and the organisation focus on the me goals and objec tives. Support all managers in the execution of their tasks. Ensure that the enterprise is properly staffed. Develop the potential of every employee be means of training.
5.3Collect all facts. Critically evaluate the existing method. Choose and develop an improved method. Write a report. Implement the new method. Identify delays Identify transport distances Identify processes an
Q6— Section header —
6.1.1he work of one group is the input for another. acting groups: Work carried out by one group does not influence the work of another group. Counter acting groups: Groups on opposite sides work together to resolve differences.
6.1.2A group may be highly cohesive in a way that undermines the goals of the organisation. A strong sense of solidarity could undermine the goals of the organisation. Decision making within the group may be slow.
6.2s the process of determining/deciding/estimating in advance what the correct number of employees are who possess the correct type skills that are needed to do the various tasks in the enterprise, as well as deciding
6.3Human resources provisioning: This includes HR planning, job design inclusive of job analysis, job description and job specification, recruitment, advertising, selection, placement, induction and career development.
6.4Work performance is measured against job description. The level of proficiency/quality of workers is investigated. Labour turnover and absenteeism is investigated. Internal m ovements of employees in the form of transfers and pro
Topics Identified
4
Forms of OwnershipBusiness FunctionsLeadershipBusiness Plan
Mark Allocation
Sections40 + 40 + 40 + 40 + 40 + 40 = 240 marks
Key Information
Qualification TypeDiploma
Paper information
TitleMemo
SubjectPersonnel Management
LevelN4
Document typeNated Business
Year2020
MonthNovember
Pages11
Downloads1
Examination context
Decade2020s
Years ago6y
SeasonSpring (SH)
Start daySunday
Exam periodNovember 2020
Days since exam2,168
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