Question 1

Read the fictional case study below and answer all the questions.

Case analysis 2: Induction Gone Sour

After completing grade 12, Uazuva Garises went to further her studies at NUST and graduated with a bachelors degree in Human Resources Management in 2011. As part of her professional development, she attended a weeklong payroll course and received a certificate of competence in the same year. She started applying for employment and was later hired by a small accounting firm as a Payroll Administrator. This is the same company where she completed her Work Integrated Learning (WIL), so she was very excited because she knows most people there and the working culture is good. In 2020, Uazuva Garises applied for a Senior Payroll Administrator at a large local accounting firm which was advertised on the Namibia Integrated Employment Information System (NIEIS), newspaper and various social media platforms. At this point Garises has accumulated 10 years working experience and she felt is ready for a more senior role. She was invited for an oral interview and because of her work ethic, professionalism, HR knowledge, computer, and communication skills, she got the job. Garises was delighted but was also sad that she is leaving a company that shaped her HR career. But one needs to grow right? She asked herself! On her first day at work, Bow was given a job description containing tasks such as; verifying monthly payroll, preparing monthly, quarterly, and yearly payroll statements and supervision of four direct reports (Payroll officer and payroll clerk, cleaner and a messenger). Her chain of command is the Payroll Manager. However, no formal induction was offered to her other than meeting the team personally. Garises was very disappointed! She could not believe what is unfolding before her eyes. Here things are different unlike her previous employer where she was inducted and integrated into the working system and subsystems properly. As such, lack of induction made work difficult for her, she failed to adapt and integrate into the new working environment. At some point, her colleagues said to her, welcome to our world Ms Garises, such is how things are done here. You will get by, dont worry much. Later, after analysing her job description she discovered that with the support of the HR department, she is responsible for developing a job description and a performance agreement for a Payroll Administrator who joined the firm four months before her. However, she has limited knowledge of how to develop a job description and performance agreement thus requested to be trained. To her further disappointment, her training request was declined by the training department citing unavailability of funds. Garises became frustrated, demoralised, and left the company within six months of joining.

Questions

1.1.Using the information provided in the case study, develop a job description for a Senior Payroll Administrator, a position Uazuva Garises was offered after leaving her previous employer. Make sure the job description contains all the required information. Use a table to project your answer. (15)

1.2. Uazuva Garises applied for a Senior Payroll Officer at a large local accounting firm which was advertised on the Namibia Integrated Employment Information System (NIEIS). Why did the local accounting firm advertise the Senior Payroll Officer on NIEIS and not in newspapers and social media platforms only? Research and discuss in detail. (10)

1.3. Uazuva Garises is a trained HR Practitioner, explain why she struggled to adapt and integrate into the new working environment owed to lack of onboarding? (10)

1.4. On what basis/why was the Senior Payroll Officer position offered to Uazuva Garises? (10)