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HRD3701 Assignment 3 (COMPLETE ANSWERS) Semester 2 2024 - DUE 30 October 2024 €2,65
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  3. University Of South Africa (Unisa)
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  5. Applied Human Resource Development Competencies (HRD3701) (HRD3701)

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HRD3701 Assignment 3 (COMPLETE ANSWERS) Semester 2 2024 - DUE 30 October 2024

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  • Vak
  • Applied Human Resource Development Competencies (HRD3701) (HRD3701)
  • Instelling
  • University Of South Africa (Unisa)
  • Boek
  • Competency-Based Human Resource Management

HRD3701 Assignment 3 Semester 2 2024 ;100% TRUSTED workings with detailed Answers for A+ Grade. 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

,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: Effective communication is crucial in HRD because HR
professionals act as the bridge between employees and management. Clear and
concise communication ensures that training initiatives, policies, and other HRD
activities are understood and implemented successfully. Additionally, HR
professionals often facilitate meetings, deliver presentations, and write reports,
all of which require excellent communication skills. Effective communication also
promotes trust and transparency, which are essential for fostering a positive work
environment.
2. Conflict Resolution: In any workplace, conflicts are bound to arise. HR
professionals must be equipped to handle these conflicts in a way that promotes
a healthy work environment and prevents disruptions. Good conflict resolution
skills help HR professionals mediate disagreements between employees or
between employees and management. This competency is essential because
unresolved conflicts can lead to reduced productivity, low morale, and even legal
challenges. Having strong conflict resolution skills ensures that HR professionals
can address issues before they escalate.

Communication and conflict resolution are the most important interpersonal
competencies for HRD administration. They enable HR professionals to convey
information clearly and manage workplace dynamics effectively, ensuring smooth
operations within the organization.

, 1.2 Resubmitted Checklist Reflection:

For Assignment 01, I reflected on several questions related to my competencies in
HRD. Below, I have chosen seven of these questions and provided examples to
illustrate how I have mastered these competencies through my studies in HRD3701.

1. I possess detailed knowledge of human resource development: Throughout
HRD3701, I have developed a deep understanding of HRD principles. For
example, when studying organizational learning theories, I was able to apply
different models to case studies, demonstrating my grasp of both foundational
and advanced HRD concepts.
2. I can integrate knowledge from HRD1501, HRD2601, and HRD3601 when
completing activities and assignments: In one of the assignments, I used
knowledge from all three modules to design a comprehensive training program. I
combined theories from HRD1501 (like adult learning principles), HRD2601
(organizational development strategies), and HRD3601 (evaluation techniques)
to create a well-rounded and practical solution.
3. I can apply the key concepts, principles, and theories related to human
resource development: When tasked with creating a development plan for a
fictional company, I successfully applied concepts like needs assessment,
instructional design, and training evaluation. This demonstrated my ability to take
theoretical knowledge and translate it into practical, actionable steps for
improving employee performance.
4. I can use information from diverse and unrelated sources to solve
problems related to human resource development: In my research for one of
the case studies, I drew on information from both HRD literature and unrelated
fields like psychology and sociology. By integrating these perspectives, I was
able to provide a more holistic solution to the problem of low employee
engagement within the case study organization.
5. I can identify, think about, and suggest solutions to complex problems
using my theoretical knowledge and evidence gathered from a situation:
For instance, in one of the assessments, I had to address the issue of high

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