Question $1(25$ Marks$)$

$$With businesses going through sporadic changes due to technology advancement in the digital era, a proficient and a

steady team is a requisite. In the wake of such dynamism, the role of the Human Resources $($HR$)$ function has never been

more critical.$$

Critically examine the steps involved in Strategic Human Resources $($HR$)$ Planning. Discuss how HR professionals can

strategically align their efforts to ensure the development of a proficient and steady team. Explore the specific measures

and considerations that should be taken in each step of the strategic HR planning process to address challenges arising

from technological shifts.

Question $2(25$ Marks$)$

In the context of HR practices in the digital era, critically analyse the challenges and issues currently facing Human

Resource Management. Discuss potential strategies and innovations that HRM can employ to address these issues and

thrive in the rapidly evolving digital landscape.

Question $3(25$ Marks$)$

Considering the dynamic nature of modern workplaces and the imperative for strategic Human Resource Management,

analyse the relevance and implications of the Labour Relations Act $($No$\mathrm{.}66$ of $1995)($LRA$)$ in fostering constructive labour

relations. Drawing insights from the case study, examine how the LRA may influence HR practices, employee$-$employer

relationships, and dispute resolution mechanisms.

Question $4(25$ Marks$)$

$$Along with the need to have a good understanding of the business function, customer demands, competition and the skillset expected of the candidate, it is imperative for the HR team to be conversant with analytical tools and techniques.$$

In this context, discuss the intersection between Electronic Human Resource Management $($E$-$HRM$)$ and Knowledge

Management, highlighting how these technologies collectively empower HR professionals to leverage analytical tools and

techniques for effective decision$-$making and talent management.

FORMATTE ASSESSUENT $1$

liob wars:

Read the Cane Study below and anawer ALL the quations

HR in the dipital era mistion ls still impontant.

By lomger a mere support function that is resporsible for stalling, recrulment and development of the buman capital. In practices.

How Predictive Analytics can belp HiR leaders

As an HR personnel, how many times huve you faced llat fron employest on inviling then io learning progans that do not new talent?

If the HR function has the expertise to use aralytical tooks, sych shasions can be controled, processes impreved and possibly predicted. Predictive analytics help HR leaders to idently which employee requice what type of workshop. Custoniud programs cen then be designed for a group. Guick acoess and refined searchirg. not arise when the right analy is is performed. In addifon, using pendictivesinalyci. HR can forecast fundamentals sych as a productive hire from the group of candidales, stict exiting top talent in the company is contemplobing to quit and how can he right candidate be sourced.

Some aheds where anslyics can be gaintuy appled are$-$

Prudet attibion of high perlorming individuals

Plan fast track growth for high pertomers

Plan right floment for emplayers

$-$Employee cham analysis to prevent kigh riskt dhum

Corpensation analysis

Compories will do well in be proctive and adopt predictive analyfics for their businass units as it is a valuable asset.

MiC success with anslytics

Black Hills Corp, an energy conglomerabe is a briliant example benefing immensely using workforce analyfics. Oher global companies that have beneltied by uting HR aralyjics are Google, Orade, Sprint, Startucls eft.