Applied Human Resource Development Competencies (HRD3701)
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HRD3701 Assignment 3 Semester 2 Due 1 November 2024
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Applied Human Resource Development Competencies (HRD3701)
Institution
University Of South Africa
HRD3701 Assignment 3 (COMPLETE ANSWERS) Semester 2 2024 - DUE 30 October 2024 ;100 % TRUSTED workings, Expert Solved, Explanations and Solutions. For assistance call or W.h.a.t.s.a.p.p us on ...(.+.2.5.4.7.7.9.5.4.0.1.3.2)...........
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HRD3701
ASSIGNMENT 3 SEMESTER 2 2024
UNIQUE NO.
DUE DATE: 30 OCTOBER 2024
, HRD3701
Assignment 3 Semester 2 2024
Unique Number:
Due Date: 1 November 2024
Applied Human Resource Development Competencies
1. Reflective Learning Journal: Lesson 5
1.1. Reflection on Interpersonal Competencies.
In Lesson 1, several interpersonal competencies were discussed, all of which are vital in
various aspects of Human Resource Development (HRD). However, the two that stand
out as most important in HRD administration are communication and conflict
resolution.
1. Communication Skills
Reason 1: Facilitating Clear Understanding
Effective HRD administration requires clear and concise communication, both in
delivering training programs and in addressing employee concerns.
Administrators must ensure that instructions, feedback, and policies are
communicated clearly to avoid misunderstandings, which could lead to
decreased productivity or morale.
Reason 2: Building Relationships
Strong communication fosters healthy relationships between HRD professionals
and employees. Being approachable and skilled at both verbal and non-verbal
communication allows HR administrators to create a supportive environment,
making it easier to identify employee needs, address issues, and support
professional development.
2. Empathy
, Reason 1: Understanding Employee Perspectives
HRD administrators frequently deal with diverse individuals with unique
challenges. Empathy allows them to understand the needs, emotions, and
motivations of employees, which is critical when designing effective learning and
development programs tailored to individual growth.
Reason 2: Conflict Resolution
In any organization, conflicts arise. An empathetic HRD administrator can
mediate conflicts effectively by considering all perspectives and creating
solutions that are fair and respectful to all parties involved. This fosters a more
harmonious workplace and enhances employee retention.
Both communication and empathy are essential in ensuring that HRD processes are
well-implemented and that employees feel understood and supported, leading to more
successful training outcomes and a positive organizational culture.
1.2 Checklist Reflection:
Choose seven of the following questions and provide one example from the work you
studied in HRD3701 that demonstrates mastery of each competency.
1. I possess detailed knowledge of human resource development.
Reflection: Throughout the HRD3701 course, I have demonstrated detailed
knowledge of HRD concepts by analyzing and applying various HR models,
particularly in developing employee training programs. For instance, when
studying Section 5.2 of the study guide, I applied the key principles of the
Learning and Development Cycle to a case study on skill development in an
organization.
2. I can integrate knowledge from HRD1501, HRD2601, and HRD3601 when
completing activities and assignments.
, Reflection: In Assignment 2, I integrated knowledge from previous HRD
modules, particularly the foundational theories from HRD1501 and practical
applications from HRD2601, to create a comprehensive HR development plan
that addressed employee retention and training issues.
3. I can apply the key concepts, principles, and theories related to human
resource development.
Reflection: One example of applying key HRD principles was in Lesson 3
when we were tasked with creating a learning strategy for a mid-sized
company. I successfully applied the ADDIE model to design, implement, and
evaluate an effective training program.
4. I can evaluate the key concepts, principles, and theories related to human
resource development.
Reflection: In Lesson 4, we evaluated different HRD theories. I compared
Kirkpatrick's Four-Level Training Evaluation Model with alternative
approaches and provided a critical analysis of their effectiveness in assessing
employee development programs.
5. I can gather information from various sources and validate the information
before use.
Reflection: During the research for my Assignment 2 report, I gathered data
from academic journals, textbooks, and company case studies. I validated the
information through cross-referencing and ensuring it aligned with the HRD
frameworks we covered in the module.
6. I can form my own ideas on issues.
Reflection: In Lesson 5, I developed a personalized HRD approach to
improve employee engagement in a fictional company case study. I proposed
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