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Exam (elaborations) HRD3702 Assignment 6 (COMPLETE ANSWERS) Semester 1 2024 - DUE 17 May 2024 • Course • Management of Training and Development (HRD3702) • Institution • University Of South A...
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HRD3702 – Management of Training and DevelopmentAssignment 2
You have just been appointed as the HRD manager for B&D Construction. At the first management meeting, the
CEO indicates that supervisors lack conflict management skills and that the company is experiencing a shortage of
qualified plumbers and painters. The recruitment manager explains that they are experiencing problems recruiting
qualified plumbers and painters in the open labour market. The CEO also indicates that the senior accounting clerk
will be retiring in three months’ time. However, the organisation considers promoting one of the three junior clerks
into this position.
How will you identify any additional training needs for the supervisors?
1. Request copies of the latest performance evaluation reports for all supervisors in B&D Construction.
2. Conduct a skills audit of all supervisors using a questionnaire, and also assess their management relationships.
3. Appoint an external service provider to train all supervisors in B&D Construction on conflict management.
4. Internally embark on training sessions with all supervisors in B&D Construction on conflict management.
Refer to Lesson 2.2.
To address performance issues or skills gaps successfully, you would need to develop a clear picture of your
target audience and the skills they lack.
Strategic management focuses on which role/level in organisational and departmental management?
1. Conjecturing
2. Implementation
3. Deduction
4. Planning
Refer to Lesson 1.1.
Strategic management encompasses the planning in the organisation as a whole. It focuses on a plan which
indicates how an organisation will compete in order to be successful. Implementation, Deduction and
Conjecturing are incorrect as they refer to the processes that will follow after the planning was completed.
As part of your approach to convince the executive management of the value of HRD you want to persuade them
to allow the organisation to become a learning organisation. Which of the following characteristics will not be
portrayed by the organisation?
1. Developing all staff
2. Action focused.
3. A shared vision
4. Internally focused
Refer to Lesson 3.2.
A Learning organisation learns from experience, uses systematic problem-solving techniques, and transfers
knowledge quickly and efficiently throughout the organisation by means of formal training programmes
(therefore action focused) which are linked to implementation. Subsequently it is clear that a LO organisation
is NOT internally focused.
You are a line manager at a medium-sized company expanding its offices from Gauteng to the Western Cape and
KwaZulu-Natal.
A few years ago, you completed your BCom degree in Human Resource Development and you plan to further your
studies in this field. In 2013 you were appointed as HR practitioner, and in January 2018, you were promoted to the
position of Human Resource Development (HRD) manager. Currently the company outsources much of its HRD
activities, because it believes that HRD is not a vital business partner contributing to the success of the company
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, HRD3702 – Management of Training and Development
and renders no return on investment. You want to convince management that without the right knowledge and
skills, the company will not achieve success in the competitive national and international markets.
You also want to convince the executive team that it will be more cost-effective to offer training at their current
head office because additional boardrooms are available there. You believe that offering more training in the
organisation will change the mindset of employees and enable them to become lifelong learners. However, you will
need to explain the cost implications of this decision, especially for staff attending the training from the two new
provinces (the Western Cape and KwaZulu-Natal).
The management requested a strategic HRD plan from you to show how HRD will contribute to the success of the
company. This is seen as …
1. medium-term planning
2. long-term planning
3. tactical planning
4. short-term planning
Refer to Lesson 1.6.
Long-term planning is correct as it refers to planning by top management, which focuses on realising the
mission and vision of the organisation. Short-term planning is incorrect as it refers to operational planning,
whereas medium-term planning and tactical planning are both incorrect because it refers to functional
planning by middle management.
You are the HRD manager at BB Bake, a national catering organisation with its head office in Midrand. After the
first quarter performance evaluation, the manager at your Pretoria branch contacted you with regard to two of his
employees, namely Mary Castos and Thabo Mosime. During Mary's performance evaluation, some developmental
areas were identified in areas where her performance did not reach the set standards. The manager requested
your assistance in addressing the following developmental areas:
• Communication with clients.
• Computer skills on their in-house database.
You were also requested to arrange development for representatives of all BB’s main suppliers to teach them the
supply chain management procedure used in BB Bake. This will be seen as …
1. employee education
2. employee training
3. non-employee development
4. employee development
Refer to Lesson 2.2.
Non-employee development refers to the need to train external stakeholders that play a role in the
success of the organisation. Employee training is incorrect as training entails the transfer of specific skills to
an employee so that he or she can perform a specific job or task; education entails activities directed at
providing the knowledge, skills, moral values and understanding required in the normal course of
life. Employee development is incorrect seeing that it occurs when ongoing learning opportunities are
created so that employees can improve and maintain high levels of performance.
Which of the following is a continuous process to monitor the implementation of the strategic HRD plan?
1. Leading
2. Control
3. Organising
4. Planning
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Refer to Lesson1.4.
Control is continuous evaluation while the plans are implemented to ensure success, to provide feedback
and make the necessary adjustments as soon as possible. Planning is incorrect as it focuses on setting the
vision and objectives for the organisation while organising focuses on ensuring all resources are available to
meet this vision and objectives. Leading is incorrect as it focuses on guiding staff to implement the plans set
in the planning phase.
The management requests a strategic HRD plan from you to show how HRD will contribute to the success of the
company. What type of planning will you apply in developing such a plan?
1. Tactical planning
2. Medium-term planning
3. Long term planning
4. Short term planning
Refer to Lesson 1.6.
Long term refers to planning by top management, which focuses on realising the mission and vision of the
organisation, which includes the overall goals of the organisation, set four or five years in advance and are
usually based on reaching the medium-term targets. Short term planning refers to operational planning and
usually involves processes that show results within a year, whereas medium-term plans are results that take
several years to achieve and tactical planning refers to functional planning by middle management which is
incorrect.
You have just been appointed as the HRD manager for B&D Construction. At the first management meeting, the
CEO indicates that supervisors lack conflict management skills and that the company is experiencing a shortage of
qualified plumbers and painters. The recruitment manager explains that they are experiencing problems recruiting
qualified plumbers and painters in the open labour market. The CEO also indicates that the senior accounting clerk
will be retiring in three months’ time. However, the organisation considers to promote one of the three junior
clerks into this position.
Which of the following can be seen as an HRD opportunity for B&D Construction?
1. the economic growth rate in South Africa
2. the lack of qualified artisans (plumbers and painters) in South Africa
3. the emigration of skilled engineers to other countries
4. the poor medical services available in South Africa
Refer to Lesson 2.2
B&D Construction could provide training and practical experience to artisans (especially painters and
plumbers), and in so doing address not only a need of the organisation but also critical skills need in South
Africa.
KG Couriers (KG) are expanding their services to cover the whole South Africa. Due to their expansion, they need to
increase their staff numbers to ensure efficiency in the work environment. In a meeting, the HR team along with
the CEO of KG Couriers, have decided that they will need appoint 3 more drivers, promote 2 of their senior drivers,
Johannes and Marcia. They will also need to purchase two additional panel vans. You, as the head of this project,
were tasked to assess the training needs in KG and develop a plan for the 2017 training needs. You have decided to
appoint the 2 senior drivers to join the management team as they have been with KG since 2001 and understand
the processes on an operational level. Both these drivers attended advanced driving courses and will be able to
transfer their skills to the other members of the management team, and more so to the newly appointed drivers.
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