Read the case study below and answer ALL the questions that follow.

HR Management at Beyond Boundaries SA

In the heart of Sandton, a vibrant new tech startup named Beyond Boundaries SA$,$ burst onto the scene,

promising to revolutionise the local tech landscape with cutting$-$edge software solutions. Founded by a group of

passionate young entrepreneurs, the company quickly gained traction, attracting clients and talent with its

innovative projects and dynamic work culture. However, in their haste to grow and achieve their ambitious goals,

the founders overlooked one crucial element: setting up a Human Resources $($HR$)$ Department.

Chapter $1$: The Initial Surge

Beyond Boundaries SA's early days were exhilarating. The founders, skilled in coding, marketing, and business

development, worked around the clock to secure contracts and deliver outstanding products. They hired talented

developers, designers, and marketers to expand their capabilities, relying on informal networks and personal

connections to bring in new team members. At first, the close$-$knit environment and shared vision compensated

for the lack of formal HR processes.

Chapter $2$: Cracks in the Foundation

As the company grew, so did its challenges. The first signs of trouble appeared when a brilliant developer, Sipho,

complained about the inconsistency in salary increments and promotions. With no standardised policies in place,

decisions about raises and promotions were made ad hoc, often leading to perceptions of favouritism and

unfairness. Sipho's frustration grew, and despite his love for the work, he began to consider leaving Beyond

Boundaries SA$.$

Meanwhile, the hiring process became increasingly chaotic. Without a dedicated HR team to manage

recruitment, the founders juggled interviews alongside their primary responsibilities, leading to delays and

missed opportunities to hire top talent. Job applicants often complained about the lack of communication and

clarity regarding their application status, damaging the companys reputation in the job market.

Chapter $3$: Culture Clash

Another issue emerged with workplace culture. Beyond Boundaries SA prided itself on being inclusive and

innovative, but without HR$,$ there was no one to formalise these values into actionable policies.

Misunderstandings and conflicts started to arise. For instance, when Thandi, a new project manager, joined the

team, she found it difficult to integrate. Without an onboarding process or team$-$building activities facilitated by

HR$,$ she felt isolated and struggled to understand her role and responsibilities. This led to inefficiencies and

missed deadlines, causing friction within the team.

Chapter $4$: Diverging Management Styles

Within Beyond Boundaries SA$,$ two distinct management philosophies began to emerge. On one side, managers

like Johan, the Chief Operations Officer, supported a scientific management approach. Johan believed in

maximizing efficiency through strict procedures, time tracking, and performance metrics. He often emphasised

the importance of output and productivity, pushing for longer work hours and strict adherence to project timelines.

This approach, however, led to burnout and dissatisfaction among employees who felt undervalued and

overworked.

On the other side, managers like Aisha, the Head of Creative Development, adopted a human resource

approach. Aisha prioritised employee well$-$being, professional development, and a supportive work environment.

She advocated for flexible work hours, team$-$building activities, and regular feedback sessions to understand

and address employees needs and concerns. Her approach fostered a sense of loyalty and motivation among

her team members, but sometimes conflicted with Johans emphasis on productivity and deadlines.

Chapter $5$: Legal Quagmires

Legal compliance became another significant challenge. South African labour legislation requires meticulous

adherence to various regulations, from employment contracts to workplace safety standards. Without HR

expertise, the founders were often unaware of these requirements. This oversight led to a serious incident when

a former employee filed a complaint with the CCMA, alleging unfair dismissal and unpaid overtime. The resulting

investigation not only cost Beyond Boundaries SA financially but also tarnished its reputation.

Chapter $6$: The Sustainability Challenge

Beyond Boundaries SA's rapid growth also brought sustainability challenges to the forefront. Key examples of

key HR$-$related sustainability challenges at the company include:

Lerato, a talented senior developer, repeatedly found herself overlooked for promotions despite her

outstanding performance and contributions. This 'glass ceiling' not only stifled her career growth but

also demoralised other female employees who saw her struggle.

Single parents like Rebecca and dual$-$career parents like Suheil and his partner faced immense

difficulties balancing work responsibilities with family life. Rebecca often juggled late$-$night project

deadlines with caring for her young child, while Suheil and his partner struggled to coordinate their

schedules to attend their children's school events. The lack of family$-$friendly policies, such as flexible

working hours and remote work options, exacerbated their stress and hindered their productivity.

A significant customer service issue arose one of the companys major clients, a leading financial

services firm, expressed dissatisfaction with the timeliness and quality of their software updates. The

delays were primarily due to miscommunications and lack of coordination within the team, exacerbated

by the absence of clear processes and dedicated customer support. The client threatened to cancel

their contract, which would have been a substantial financial blow to the company.

Beyond Boundaries SA also struggled with employee engagement issues, particularly evident in the

case of Nkosi, a talented UX designer. Despite his initial enthusiasm, Nkosi became increasingly

disengaged over time, feeling that his creative ideas were undervalued, and his efforts went

unrecognised. His disconnection led to a noticeable decline in the quality of his work and a rise in missed

deadlines, affecting the team's overall productivity.

Chapter $7$: Embarking on a Growth Strategy

Despite the internal challenges, Beyond Boundaries SA was embarking on an ambitious growth strategy. The

founders envisioned expanding their services across Africa and tapping into new markets. They planned to

increase their workforce, develop new products, and enhance their brand presence. However, as the company

scaled, the cracks caused by the absence of an HR department widened.

The realisation dawned on the founders that HR was integral to supporting their growth strategy. Effective

recruitment, employee retention, performance management, and legal compliance were crucial for sustainable

expansion. They needed a structured approach to manage their growing team and ensure that their ambitious

plans did not falter due to internal chaos.

Chapter $8$: The Turning Point

Realising the gravity of their situation, the founders of Beyond Boundaries SA convened to address the growing

list of issues. They acknowledged that their lack of an HR department was hampering their ability to grow

effectively and maintain a healthy work environment. Determined to turn things around, the founders of Beyond

Boundaries SA sought advice from an experienced Human Resources $($HR$)$ Specialist.

Source: $($Winter$,2024)$

QUESTION $1(25$ Marks$)$

Realising the gravity of their situation, the founders of Beyond Boundaries SA convened to address the growing

list of issues. They acknowledged that their lack of an HR department was hampering their ability to grow

effectively and maintain a healthy work environment. Determined to turn things around, the founders of Beyond

Boundaries SA sought advice from an experienced Human Resources $($HR$)$ Specialist.

You are the Human Resources $($HR$)$ Specialist who has been contracted by Beyond Boundaries SA to assist

with the setting up of an HR department within the company. As your first task, write an email to the management

committee in which you identify and explain the important functions of an HR

Department. Include examples of the HR functions, that are relevant to Beyond Boundaries SAs context, in

your email.

QUESTION $2(25$ Marks$)$

With reference to relevant theory, discuss Aishas and Johans different approaches to management.

QUESTION $3(25$ Marks$)$

The realisation dawned on the founders that HR was integral to supporting their growth strategy.

Discuss the key components of the HR strategy which Beyond Boundaries SA must put in place to support

the effective implementation of the companys growth strategy.

QUESTION $4(25$ Marks$)$

Beyond Boundaries SA's rapid growth also brought the sustainability challenge to the forefront.

Discuss the sustainability challenge impacting HRM and analyse the extent to which it is evident in the case

study.

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