HRD2602
HR DEVELOPMENT
QUESTIONS AND ANSWERS
FOR FURTHER CLARIFICATION PLEASE
EMAIL
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TABLE OF CONTENTS
Introduction …………………………………………………………………… 3
Data Collection (Question 1) ………………………………………………… 3
Learning Outcomes (Questions 2) …………………………………………... 4
Instructional strategy (Question 3) …………………………………………… 4
Criteria for training facilities (Question 3-4) ………………………………… 4-5
Principles of Assessments (Question 5) ……………………………………… 5
Conclusion ……………………………………………………………………. 5
References …………………………………………………………………. 6
2
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INTRODUCTION
QUESTION 1
1.1. The method of data collection that was used to determine the training need at
Ace University is questionnaires in a form of a survey.
Surveys were sent out to lecturers in various departments which revealed that many line
managers are unable to effectively deal with employee conflict.
1.2. Yes, it was an effective method in that the training and development practitioner
was able to determine and address the training needs of the line managers. The
reason as to why I say it was an effective method is because it reached all the
line managers in a short space of time, it also is an inexpensive data collection
ad also gives the people (in this case, line managers) the opportunity to express
themselves without fear of embarrassment.
QUESTION 2
2.1. Yes, Vinny formulated a suitable learning outcome. We see in his formulated
outcome that he did incorporate all three requirements for an outcome, which are as
follows:
a) The verb – [after completing the training program] which indicated both the type
and nature of activity that will take place.
b) The noun – [line managers will be able to identify conflict resolution strategies]
which indicates what is going to be achieved, indicating the issue to be
addressed.
c) The modifying phrase / qualifying phrase – which indicates the scope and
methodology involved, basically producing an image of what the issue at hand.
3
HR DEVELOPMENT
QUESTIONS AND ANSWERS
FOR FURTHER CLARIFICATION PLEASE
, lOMoARcPSD|48928813
TABLE OF CONTENTS
Introduction …………………………………………………………………… 3
Data Collection (Question 1) ………………………………………………… 3
Learning Outcomes (Questions 2) …………………………………………... 4
Instructional strategy (Question 3) …………………………………………… 4
Criteria for training facilities (Question 3-4) ………………………………… 4-5
Principles of Assessments (Question 5) ……………………………………… 5
Conclusion ……………………………………………………………………. 5
References …………………………………………………………………. 6
2
Downloaded by Bebe ()
, lOMoARcPSD|48928813
INTRODUCTION
QUESTION 1
1.1. The method of data collection that was used to determine the training need at
Ace University is questionnaires in a form of a survey.
Surveys were sent out to lecturers in various departments which revealed that many line
managers are unable to effectively deal with employee conflict.
1.2. Yes, it was an effective method in that the training and development practitioner
was able to determine and address the training needs of the line managers. The
reason as to why I say it was an effective method is because it reached all the
line managers in a short space of time, it also is an inexpensive data collection
ad also gives the people (in this case, line managers) the opportunity to express
themselves without fear of embarrassment.
QUESTION 2
2.1. Yes, Vinny formulated a suitable learning outcome. We see in his formulated
outcome that he did incorporate all three requirements for an outcome, which are as
follows:
a) The verb – [after completing the training program] which indicated both the type
and nature of activity that will take place.
b) The noun – [line managers will be able to identify conflict resolution strategies]
which indicates what is going to be achieved, indicating the issue to be
addressed.
c) The modifying phrase / qualifying phrase – which indicates the scope and
methodology involved, basically producing an image of what the issue at hand.
3
