HRD2602
EXAM PACK
,HRD2602 – HUMAN RESOURCE DEVELOPMENT
MOCK JULY 2026 EXAMINATION ANSWERS
SECTION 1: MULTIPLE CHOICE
30 marks
Question 1
A. Consultant — A. Revealing and reacting to employee emotions as potential
performance barriers.
Answer: A
Explanation: An ETD practitioner acting as a consultant identifies problems affecting
employee performance and provides advice or interventions to address them.
Understanding employee attitudes and emotions can help identify barriers to effective
performance.
B. Planning — A. Formulating the vision, mission, and specific goals for training
interventions.
Answer: A
Explanation: Planning involves deciding what needs to be achieved and establishing
objectives and strategies. In a training environment, this includes setting the vision,
mission and goals of training interventions.
C. HRD and ETD — A. HRD function manages the entire system and environment,
while ETD provides the specific learning interventions.
Answer: A
,Explanation: Human Resource Development is the broader function concerned with
developing people and organisational capability. Education, Training and Development
focuses more specifically on structured learning and development interventions.
D. Skills Development Facilitator — C. An employee, an external consultant, or a
person jointly employed by multiple employers.
Answer: C
Explanation: An SDF may be appointed internally or externally, depending on the
organisation's circumstances. The person assists the employer with skills-development
planning and related requirements.
E. Workplace Skills Plan — B. One year
Answer: B
Explanation: A Workplace Skills Plan is normally prepared and submitted annually. It
identifies the organisation's skills-development priorities and planned interventions for
the relevant year.
F. Learnership qualification — B. 120 credits
Answer: B
Explanation: A learnership is linked to a registered qualification or occupational
qualification. For purposes of the framework reflected in this question, the minimum
qualification requirement is 120 credits.
G. Humanistic learning theory — A. Changing one's self-concept and fulfilling
personal potential.
Answer: A
, Explanation: Humanistic theories view learning as a process of personal growth and
self-development. Learning is therefore associated with changes in self-concept and the
achievement of one's potential.
H. Adult learning principle — C. The 'need to know' principle
Answer: C
Explanation: Adult learners generally want to understand why they need to learn
something before investing effort in it. Explaining the purpose and practical value of
learning therefore increases engagement.
I. TNA level — A. Macro level
Answer: A
Explanation: Macro-level analysis considers broad external influences such as political,
economic, technological and social developments. Issues such as national legislation
and HIV/AIDS can therefore be considered at this level.
J. Variable costs — B. Costs that increase or decrease in direct proportion to the
volume of training.
Answer: B
Explanation: Variable costs change according to the amount of training provided or the
number of participants. Examples include learner materials, refreshments and some
accommodation costs.
K. National Skills Authority — B. To advise the Minister of Labour on national
skills development policy and strategy.
Answer: B
EXAM PACK
,HRD2602 – HUMAN RESOURCE DEVELOPMENT
MOCK JULY 2026 EXAMINATION ANSWERS
SECTION 1: MULTIPLE CHOICE
30 marks
Question 1
A. Consultant — A. Revealing and reacting to employee emotions as potential
performance barriers.
Answer: A
Explanation: An ETD practitioner acting as a consultant identifies problems affecting
employee performance and provides advice or interventions to address them.
Understanding employee attitudes and emotions can help identify barriers to effective
performance.
B. Planning — A. Formulating the vision, mission, and specific goals for training
interventions.
Answer: A
Explanation: Planning involves deciding what needs to be achieved and establishing
objectives and strategies. In a training environment, this includes setting the vision,
mission and goals of training interventions.
C. HRD and ETD — A. HRD function manages the entire system and environment,
while ETD provides the specific learning interventions.
Answer: A
,Explanation: Human Resource Development is the broader function concerned with
developing people and organisational capability. Education, Training and Development
focuses more specifically on structured learning and development interventions.
D. Skills Development Facilitator — C. An employee, an external consultant, or a
person jointly employed by multiple employers.
Answer: C
Explanation: An SDF may be appointed internally or externally, depending on the
organisation's circumstances. The person assists the employer with skills-development
planning and related requirements.
E. Workplace Skills Plan — B. One year
Answer: B
Explanation: A Workplace Skills Plan is normally prepared and submitted annually. It
identifies the organisation's skills-development priorities and planned interventions for
the relevant year.
F. Learnership qualification — B. 120 credits
Answer: B
Explanation: A learnership is linked to a registered qualification or occupational
qualification. For purposes of the framework reflected in this question, the minimum
qualification requirement is 120 credits.
G. Humanistic learning theory — A. Changing one's self-concept and fulfilling
personal potential.
Answer: A
, Explanation: Humanistic theories view learning as a process of personal growth and
self-development. Learning is therefore associated with changes in self-concept and the
achievement of one's potential.
H. Adult learning principle — C. The 'need to know' principle
Answer: C
Explanation: Adult learners generally want to understand why they need to learn
something before investing effort in it. Explaining the purpose and practical value of
learning therefore increases engagement.
I. TNA level — A. Macro level
Answer: A
Explanation: Macro-level analysis considers broad external influences such as political,
economic, technological and social developments. Issues such as national legislation
and HIV/AIDS can therefore be considered at this level.
J. Variable costs — B. Costs that increase or decrease in direct proportion to the
volume of training.
Answer: B
Explanation: Variable costs change according to the amount of training provided or the
number of participants. Examples include learner materials, refreshments and some
accommodation costs.
K. National Skills Authority — B. To advise the Minister of Labour on national
skills development policy and strategy.
Answer: B
