ETP2602
Assignment 2
Semester 2 2025
Due 2025
,ETP2602
Assignment 2
Semester 2 2025
Due 2025
Human Resource Management for Entrepreneurs
Question 1
1.1 Identify the specific labour scenario the City of Ekurhuleni is currently facing.
The City of Ekurhuleni’s Department of Water and Sanitation is facing a labour
shortage, where the demand for skilled labour exceeds the available supply. The
immediate need is for 10 qualified civil engineers and 5 experienced project managers.
This shortage has emerged due to an aging workforce and a wave of retirements, which
has significantly reduced the pool of specialised skills within the department. The
scenario reflects not only a numerical gap but also a skills mismatch, since the expertise
required to manage advanced infrastructure projects—such as a major pipeline
replacement and the construction of a new water purification plant—cannot easily be
replaced through general recruitment. Traditional hiring methods have proven
ineffective, leaving the department vulnerable to service delivery failures and escalating
project risks.
1.2 Propose a response workforce plan to address the identified challenge.
To address the shortage where labour demand exceeds supply, the following workforce
plan is proposed. It consists of five distinct and targeted actions:
, 1. Strategic Recruitment Campaigns – Engage in aggressive recruitment drives
through universities, professional associations, and online platforms to attract
skilled engineers and project managers.
2. Partnerships with Higher Education Institutions – Establish collaborations
with universities and technical colleges to create a pipeline of graduates trained
in water and sanitation engineering.
3. Upskilling and Reskilling Current Employees – Implement training
programmes to prepare existing staff for higher-level technical and managerial
roles.
4. Retention and Incentive Strategies – Introduce competitive remuneration,
professional development opportunities, and non-monetary benefits to retain
existing talent and prevent further attrition.
5. Contracting Specialists and Consultants – Temporarily employ external
experts to fill urgent skill gaps while long-term capacity is developed internally.
1.3 Justify the selection of each of your five proposed actions.
• Strategic Recruitment Campaigns: In a competitive labour market, passive
recruitment is insufficient. A targeted approach broadens the talent pool,
increases visibility of opportunities, and attracts professionals who may not have
previously considered municipal employment (Armstrong & Taylor, 2020).
• Partnerships with Higher Education Institutions: Collaborations with
universities ensure a steady flow of young professionals. By offering internships
and bursaries, the city can build loyalty and secure graduates who are job-ready
and familiar with municipal operations (Nel et al., 2014).
• Upskilling and Reskilling Current Employees: Training current staff is both
cost-effective and sustainable. By providing certifications in project management
Assignment 2
Semester 2 2025
Due 2025
,ETP2602
Assignment 2
Semester 2 2025
Due 2025
Human Resource Management for Entrepreneurs
Question 1
1.1 Identify the specific labour scenario the City of Ekurhuleni is currently facing.
The City of Ekurhuleni’s Department of Water and Sanitation is facing a labour
shortage, where the demand for skilled labour exceeds the available supply. The
immediate need is for 10 qualified civil engineers and 5 experienced project managers.
This shortage has emerged due to an aging workforce and a wave of retirements, which
has significantly reduced the pool of specialised skills within the department. The
scenario reflects not only a numerical gap but also a skills mismatch, since the expertise
required to manage advanced infrastructure projects—such as a major pipeline
replacement and the construction of a new water purification plant—cannot easily be
replaced through general recruitment. Traditional hiring methods have proven
ineffective, leaving the department vulnerable to service delivery failures and escalating
project risks.
1.2 Propose a response workforce plan to address the identified challenge.
To address the shortage where labour demand exceeds supply, the following workforce
plan is proposed. It consists of five distinct and targeted actions:
, 1. Strategic Recruitment Campaigns – Engage in aggressive recruitment drives
through universities, professional associations, and online platforms to attract
skilled engineers and project managers.
2. Partnerships with Higher Education Institutions – Establish collaborations
with universities and technical colleges to create a pipeline of graduates trained
in water and sanitation engineering.
3. Upskilling and Reskilling Current Employees – Implement training
programmes to prepare existing staff for higher-level technical and managerial
roles.
4. Retention and Incentive Strategies – Introduce competitive remuneration,
professional development opportunities, and non-monetary benefits to retain
existing talent and prevent further attrition.
5. Contracting Specialists and Consultants – Temporarily employ external
experts to fill urgent skill gaps while long-term capacity is developed internally.
1.3 Justify the selection of each of your five proposed actions.
• Strategic Recruitment Campaigns: In a competitive labour market, passive
recruitment is insufficient. A targeted approach broadens the talent pool,
increases visibility of opportunities, and attracts professionals who may not have
previously considered municipal employment (Armstrong & Taylor, 2020).
• Partnerships with Higher Education Institutions: Collaborations with
universities ensure a steady flow of young professionals. By offering internships
and bursaries, the city can build loyalty and secure graduates who are job-ready
and familiar with municipal operations (Nel et al., 2014).
• Upskilling and Reskilling Current Employees: Training current staff is both
cost-effective and sustainable. By providing certifications in project management
