Read the case study below and answer the questions that follow: South Africa in the middle of a massive emigration wave

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Read the case study below and answer the questions thatfollow:
South Africa in the middle of a massive emigration wave as moreskilled professionals resign South Africa is seeing a massiveresignation wave that will impact the country’s post-Covid economicrebound, says Emma Durkin, head of Human Capital at AltronKarabina. While much of the focus of South Africa’s post-pandemicstrategy has been on infrastructure and capital development, a morecritical factor is valuable human capital and much-needed skills atSouth African businesses, she said. Speaking to Michael Avery inthe latest episode of Business Talk, Durkin said that while anincrease in resignations was first reported in July 2021, what wasa trickle in cases has developed into a full-blown wave as moreskilled people weigh up their options. “If we don’t look afterpeople now, the scarce skills bump that we are going through now isgoing to become a crisis, and that is something we want to avoid,”she said. While South Africa is not unique in experiencing a braindrain, Durkin said that the Covid-19 pandemic and closure ofborders had created 18 months of pent-up demand, with a significantamount of people emigrating in just a few months. “As industriesare opening again and people are becoming a little more confident,they are recruiting aggressively, particularly in the tech area.”While there is a lot of negativity in South Africa, Durkin saidthat the key reasons are the same as they have been for more than adecade, including: Disillusionment with the government; Loadshedding; High unemployment; Poverty. However, Durkin noted thatmore recent developments have also accelerated the emigration wave.“A big wobble within our employee grouping was the unrest in Durbanearlier this year, which touched on Gauteng. That really hasinstigated quite a big wave in our environment.” Finances While thereasons for emigrating from South Africa are well-documented,Durkin said that many skilled South Africans are also quittingtheir jobs due to finances. Coming off the back of 18 months of apandemic, salary cuts, reduced incomes, and increased inflationhave all played a part, she said. “Essentially, people are leavingto get more money – it really is as simple as that. We have a lotof families where a breadwinner or spouse have lost their jobs onthe back of Covid-19. So there is an awful lot of people who areunder an awful lot of financial pressure at the moment.” “Resigningfor another job, even if it’s at another local company, you areessentially guaranteeing a 10% – 20% increase in your earningpower, which is very alluring,” she said. Durkin said that manycompanies are now looking at market-related salary bindings toensure that skilled workers are not lost. However, she noted thatthe tech sector is seeing something of a ‘feeding frenzy’ at themoment as competing companies offer increasing wages to attract thebest workers. This makes finding ideal salaries quite hard at themoment as there are always people who will pay more for aparticular skill, she said. A number of skilled South Africans areopting to resign from their corporate jobs to freelance as part ofa growing ‘great resignation’, according to contracting companyOutsized. While this trend has been reported internationally, SouthAfrica is unique as the pool of available independent skills inSouth Africa is often criticised as shallow in some fields, itsaid. A survey conducted by the group found that 81.5% of skilledprofessionals are considering resigning to go solo. Although SouthAfrica’s unemployment rate is disconcertingly high, many skills arein short supply and people with experience in those fields will notstruggle to find positions, it said. Johann van Niekerk, managingdirector of Outsized for Africa, said that skilled professionalsare opting to become independent for multiple reasons, including:Flexibility; The chance to earn more money and control theirdestiny; to work when it suits them and to enjoy more variety. “Formany, what was previously just a thought germinating in their mindshas sprouted because of Covid and the constraints and theopportunities it has created. Moreover, if the skills you need arenot available locally, another beauty of using contractors is thatyou can draw from anywhere in the world,” Van Niekerk said. He saidthat handling this change requires a different way of thinkingbecause HR departments are set up to deal with long- term hiresrather than to dip into a global talent pool on an ad-hoc basis.“Companies have been able to ignore this trend until now because itwas a trickle, not a flood. But the coming weeks and months arelikely to see a huge growth in resignations across all sectors astalented individuals opt for freedom, having prepared for the leapand with the security of knowing that their skills are in highdemand. “Even if only a small percentage of your workers resign,for a big business that could mean tens or even hundreds of keyworkers leaving.”
Adapted from source:https://businesstech.co.za/news/busines ... ign/Answer ALL the questions in this section.
QUESTION 1 The article has provided an assessment of how theemigration of employees has changed workforce management: “SouthAfrica is seeing a massive resignation wave that will impact thecountry’s post-Covid economic rebound, says Emma Durkin, head ofHuman Capital at Altron Karabina” ““If we don’t look after peoplenow, the scarce skills bump that we are going through now is goingto become a crisis, and that is something we want to avoid,” shesaid.” With this in mind, analyse any FIVE (5) functional areas ofmanagement (departments) in the organisation you are employed at oran organisation of your choice and evaluate the managerialchallenges that could arise if you experience the problemsidentified in the article. Provide solutions to each problemidentified.
QUESTION 2
Refer to the statements below: “Johann van Niekerk, managingdirector of Outsized for Africa, said that skilled professionalsare opting to become independent for multiple reasons, including:Flexibility; The chance to earn more money and control theirdestiny; to work when it suits them and to enjoy more variety”. “Hesaid that handling this change requires a different way of thinkingbecause HR departments are set up to deal with longterm hiresrather than to dip into a global talent pool on an ad-hoc basis”.Assume you are manager experiencing the change identified in thestatements above, Apply steps in the control process to manage theproblem faced in the Human Resource department of the organisationyou selected. Relevant examples should be used to describe thecontrol process and how it would benefit the HR department.
QUESTION 3
Assume the steps you applied in question two do not work andemployees have still chosen to leave the organisation. The CEO ofthe organisation has entrusted you as a senior manager to ensurethat no more skilled professionals resign, and the organisation hasthe ability to attract new human talent, Use the SMART principle todetermine the success of the CEO’s goal for the organisation.
QUESTION 4
The SMART principle used in the question above has helped theorganisation reach success and full potential. You aim to keep thismomentum and decide to educate managers in all departments of theroles they should possess to ensure employees have strong leadersfor support. Discuss any FIVE (5) roles required by managers andexplain how each skill can be used to motivate employees to investlong service in the organisation.
QUESTION 5
Assume that the organisation you have selected in questionone has achieved optimal success and decides to expand the companyinfrastructure by opening another branch. The CEO of theorganisation has approached you as a senior manager to explain tohim the business form that best suits his situation. Write a shortessay to the CEO which provides a basic outline of a business formthat entrepreneurs use to support their ideas and entrepreneurialdecisions