$6$

$1\mathrm{.}3$ T&D should be a more holistic and forward$-$looking approach to help individuals

anticipate knowledge and skills required to achieve the goals of the organisation. Based

on this statement, state the objectives of this T&D approach. $(5)$

$1\mathrm{.}4$ Compare the roles of HR practitioners and line managers in the planning and

implementation of T&D initiatives. $(10)$

Question $2$

Read the attached SABPP fact sheet below $($Rethinking employee benefits tailoring

rewards for true impact$)$ answer questions $2\mathrm{.}1$ to $2\mathrm{.}3.$

SABPP JULY FACT

SHEET RETHINKING EMPLOYE BENEFITS.pdf

$2\mathrm{.}1$ Which group of employees is often neglected? State the employee benefits to be

considered to have purpose and meaning for this group of employees? $(4)$

$2\mathrm{.}2$ Based on the SABPP fact sheet, state the objective of compensation and indicate what

can be achieved by this objective. $(2)$

$2\mathrm{.}3$ State the $2($two$)$ rewards and identity one type of each reward as discussed in the fact

sheet. $(4)$

$2\mathrm{.}4$ Togo Motors is a top automotive manufacturing company and has just completed wage

negotiations with the union representatives of their staff. The company decides to revisit

the pay structure for blue$-$collar workers. Following the job evaluation process, the HR

manager recommend a pay system which is fair and equitable for the blue$-$collar workers.

Outline the pay system which would be appropriate for blue$-$collar workers. $(10)$

$2\mathrm{.}5$ Compile a study plan based on the nine lessons and the assessment due dates as

indicated on the HRM$2602$ myUnisa module site $(5)$

Total: $[50]$

Total: $(50$ x $2)=[100$