HRD3701 Assignment 4 (DETAILED ANSWERS) Semester 1 2025 - DISTINCTION GUARANTEED

HRD3701 Assignment 4 (DETAILED ANSWERS) Semester 1 2025 - DISTINCTION GUARANTEED - DISTINCTION GUARANTEED - DISTINCTION GUARANTEED Answers, guidelines, workings and references ,. Assessment activities: 1. Commu-Tech is facing challenges in managing its employee training and development initiatives. The company has no central system for training documentation or tracking, no formal training calendar, and limited evidence of the impact of its training initiatives. As a result, it frequently struggles to assess the return on investment (ROI) of its training spending. You are required to propose a comprehensive training administration system. Your proposal should include clear guidelines on the key components and features that should be incorporated into the system. The new training administration system should aim to improve training coordination, track training impact, and ensure compliance with national HRD legislation and frameworks. Your answer must be structured as a formal HRD proposal report that includes the following sections: Table of contents Executive summary. Indicate how a formal training administration system will support compliance with Commu-Tech’s skills development obligations (including the WSP & ATR, and levy-grant claims). Discussion: System Components. Describe the administration documents Commu-Tech should create and implement in their system. For each of the components of the training administration process, explain the purpose and propose specific examples or templates. Recommendation. Briefly explain how the proposed system supports Commu-Tech’s skills development process, the evaluation of training programmes and organisational effectiveness. List of sources (17) 2. The South African Board for People Practices (SABPP) defines Learning and Development (L&D) as: “The practice of providing occupationally directed and other learning activities that enable and enhance the knowledge, practical skills, workplace experience, and behaviour of individuals and teams based on current and future occupational requirements for optimal organisational performance and sustainability.” 3 Key Components of the SABPP L&D Standard: 1. Learning Needs Analysis (LNA): Identifying skills gaps and aligning learning interventions with organisational goals. 2. Learning Design: Developing structured programs using adult learning principles and instructional design models to improve workplace performance. 3. Workplace Learning: Integrating on-the-job training, mentorship, and experiential learning. 4. Evaluation: Measuring the impact of L&D interventions on performance and business outcomes. 5. Continuous Professional Development (CPD): Encouraging lifelong learning and reflective practice to maintain competence. For more information on the SABPP Learning and Development Standard please refer to the Assignment 4 Feedforward Chat. From the Commu-Tech case study, provide at least ONE example each that indicates that Commu-Tech implements the five components of the SABPP learning and development standard. (10) 3. Create a slideshow of four slides, identifying the planning, organising, leading and control activities performed by Commu-Tech’s HRM manager in her role as HRD practitioner. Indicate HOW the activities you identified relate to each of the management activities. The slides MUST adhere to the requirements for slides. Find a document in Additional Resources that explains how slides should be copied into the MS Word document. (20) 4. Reflect on how you, as an active, metacognitive, self-directed learner, implement the planning, organising, leading, and control activities of a manager. Provide ONE example of each of the management activities and provide a one-line explanation of how each example relates to the specific management activity. (8) 5 Refer to the SABPP competency model in the Assignment 4 Feedforward. Reflect on your proficiency in the competencies below. Use the context of your learning experiences and learning behaviours at Unisa as a basis for the reflection. Rate your proficiency in each of the three areas of the competency model using the table below as a guideline: Rating scale 1 (not good) 2 3 4 5 (exceptional) Ethics Professionalism Leadership & personal credibility Organisational capability Solution creation Reflect on your study behaviour, how you used the provided resources and other resources, and how you managed your own learning when you rate your capabilities in the five elements of the competency model. For each rating you provide, provide an example from your learning experience, feedback received, or marks achieved to support the rating. (10) 4 6. Identify at least 5 competencies from the SABPP HR Competency model you have not yet developed, or competencies you feel require further development. Create a realistic personal development plan to develop these competencies within the next 12 months. Use the template below.