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HRD3701 Assignment 3 2024 Semester 2
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HRD3701 Assignment 3 2024 Semester 2 - Due 30 October 2024 .... 100% TRUSTED workings with detailed answers.
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Solution Manual For Human Resource Management An Applied Approach 3th Edition by Jean M. Phillips Chapter 1-14
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HRD3701ASSIGNMENT 3 SEMESTER 2 2024
DUE DATE: 1 NOVEMBER 2024
Reflective Learning Journal: Lesson 5
1.1 Reflection on Interpersonal Competencies
In Lesson 1, we discussed various interpersonal competencies essential for Human Resource
Development (HRD). Among these, communication and conflict resolution emerged as
particularly vital for HRD administration.
1. Communication: Effective communication is the backbone of HRD, as HR professionals
bridge the gap between employees and management. It is critical for ensuring that
training initiatives, policies, and other HRD activities are clearly understood and
effectively implemented. HR professionals frequently facilitate meetings, deliver
presentations, and write reports, all of which demand strong communication skills.
Moreover, effective communication fosters trust and transparency, essential elements for
a positive workplace atmosphere.
2. Conflict Resolution: Conflicts are inevitable in any work environment, and HR
professionals must possess the skills to manage these situations constructively. Proficient
conflict resolution abilities enable HR professionals to mediate disputes between
employees or between employees and management. This competency is vital since
unresolved conflicts can lead to decreased productivity, low morale, and even potential
legal issues. By having strong conflict resolution skills, HR professionals can proactively
address issues before they escalate.
In summary, communication and conflict resolution are critical interpersonal competencies for
HRD administration, facilitating clear information dissemination and effective management of
workplace dynamics.
, 1.2 Resubmitted Checklist Reflection
For Assignment 01, I engaged in self-reflection regarding my competencies in HRD. Below are
seven examples illustrating how I have developed these competencies throughout my studies in
HRD3701:
1. Detailed Knowledge of Human Resource Development: I have cultivated a
comprehensive understanding of HRD principles. For instance, while exploring
organizational learning theories, I effectively applied different models to case studies,
showcasing my grasp of foundational and advanced HRD concepts.
2. Integration of Knowledge from Previous Modules: In one assignment, I combined
insights from HRD1501, HRD2601, and HRD3601 to design a thorough training
program. I integrated theories such as adult learning principles, organizational
development strategies, and evaluation techniques to create a practical solution.
3. Application of Key Concepts: I successfully applied concepts like needs assessment,
instructional design, and training evaluation when developing a training plan for a
fictional company. This highlighted my ability to translate theoretical knowledge into
actionable steps for enhancing employee performance.
4. Utilization of Diverse Information Sources: In researching a case study, I drew
information from both HRD literature and unrelated fields, such as psychology and
sociology. This integration allowed me to provide a comprehensive solution to the issue
of low employee engagement within the organization.
5. Problem Identification and Solution Suggestion: When addressing high employee
turnover, I utilized Herzberg's two-factor theory alongside employee survey data to
propose solutions like improving workplace conditions and providing growth
opportunities.
6. Forming Independent Ideas: During class discussions, I contributed original thoughts
on how modern technology impacts HRD practices, emphasizing the potential of digital
learning platforms to enhance training while reducing costs.
7. Independent Learning Management: Throughout this module, I faced challenges like
balancing work and studies. By creating a personal learning schedule and utilizing online
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