, HRM2605 Assignment 2 Semester 1 2026
Due Date : 09 April 2026
QUESTION 1
1.1 Difference between traditional HRM and strategic HRM
Traditional Human Resource Management (HRM) is mainly administrative and reactive,
focusing on routine personnel functions such as recruitment, payroll, and addressing
employee issues only when they arise (Armstrong, 2020). It does not actively contribute
to long-term organisational planning. In contrast, Strategic Human Resource
Management (SHRM) is proactive and integrated with the organisation’s strategic
objectives, ensuring that HR policies and practices support overall business performance
and sustainability (Boxall & Purcell, 2016).
In the scenario, Faizel initially follows a traditional HRM approach by dealing with HR
issues as they occur. This reactive approach has contributed to burnout, absenteeism,
and declining morale. However, the CEO’s request for collaboration between HR and line
managers reflects a shift towards SHRM, where HR practices are aligned with the
company’s growth strategy to improve organisational effectiveness.
1.2 Advantages of adopting a strategic HRM approach
One advantage of adopting SHRM is improved organisational performance. By aligning
HR practices such as training, workforce planning, and performance management with
business goals, the organisation can enhance productivity and efficiency (Armstrong,
2020). In this case, addressing burnout and absenteeism strategically can lead to better
output and reduced operational disruptions.
Due Date : 09 April 2026
QUESTION 1
1.1 Difference between traditional HRM and strategic HRM
Traditional Human Resource Management (HRM) is mainly administrative and reactive,
focusing on routine personnel functions such as recruitment, payroll, and addressing
employee issues only when they arise (Armstrong, 2020). It does not actively contribute
to long-term organisational planning. In contrast, Strategic Human Resource
Management (SHRM) is proactive and integrated with the organisation’s strategic
objectives, ensuring that HR policies and practices support overall business performance
and sustainability (Boxall & Purcell, 2016).
In the scenario, Faizel initially follows a traditional HRM approach by dealing with HR
issues as they occur. This reactive approach has contributed to burnout, absenteeism,
and declining morale. However, the CEO’s request for collaboration between HR and line
managers reflects a shift towards SHRM, where HR practices are aligned with the
company’s growth strategy to improve organisational effectiveness.
1.2 Advantages of adopting a strategic HRM approach
One advantage of adopting SHRM is improved organisational performance. By aligning
HR practices such as training, workforce planning, and performance management with
business goals, the organisation can enhance productivity and efficiency (Armstrong,
2020). In this case, addressing burnout and absenteeism strategically can lead to better
output and reduced operational disruptions.
