Khaya Technical Solutions, a five$-$year$-$old South African tech start$-$up$,$ is experiencing rapid

growth, with its workforce doubling over the past two years. However, the company has not

invested in a strategic HR department, relying instead on ad hoc HR practices managed by

operational managers. This lack of strategic focus begins to show cracks, threatening the

company$$s growth and harming employee satisfaction.

The absence of a dedicated HR strategy becomes apparent as employee turnover rises and

productivity stagnates. Without a structured approach to talent acquisition and retention, the

company struggles to fill key roles with qualified candidates. This disconnect between business

strategy and workforce planning leads to delays in product development and missed market

opportunities, jeopardising the company$$s competitive edge.

Without a strategic HR model, departmental objectives remain siloed and misaligned with

organisational goals. Managers set team objectives independently, leading to confusion and

redundancies in workload. Efforts to establish individual KPIs fail due to inconsistent

communication and lack of training. Employees express frustration at unclear expectations and a

lack of connection to the company$$s vision.

Leadership development is ignored, leaving the company vulnerable when key leaders leave for

competitors. Promising employees feel undervalued due to the absence of career development

plans, resulting in the departure of several high$-$potential staff members. The lack of succession

planning creates instability, with inexperienced managers promoted to fill gaps, exacerbating the

company$$s challenges. What is more, the company has become notorious for hiring men in top

leadership positions, while disregarding promising women members of staff.

The lack of a structured HRM strategy and investment in employee development highlights the

strategic role HR should play in sustaining growth. Khaya Technical Solutions must urgently

address these gaps to regain stability, focusing on aligning HR practices with its business

strategy, establishing clear career pathways, and fostering employee engagement

Assist me with an introduction to a study highlighting the strategic importance of HR management in the case study, identifying the main points, problem statement and purpose.