HRD3701 Assignment 3 (QUALITY ANSWERS) Semester 1 2025

This document contains workings, explanations and solutions to the HRD3701 Assignment 3 (QUALITY ANSWERS) Semester 1 2025. For assistance whats-app us on 0.6.8..8.1.2..0.9.3.4... 1. Submit ONE SMART goal for this module for this semester. The SMART goal template is available in the Assignment 3 space on the module site. (10) 2. Submit a study plan for this semester. The study plan template is available in the Assignment 3 space on the module site. (10) As indicated in the case study, Commu-Tech should train employees in diversity sensitisation. Review the two programmes (information provided below) and indicate which programme would be most suitable for Commu-Tech employees. Keep in mind that Commu-Tech employs production line employees, administrative staff, research and development staff and managers. Write a report including the following information: 3. Analyse the two provided learning programme documents, considering the following: • Organisational goals and workforce skills needs • Learning outcomes • Assessment strategies • Relevance to Commu-Tech’s context Based on your analysis, provide a recommendation to the HR manager of which course Commu-Tech’s employees should attend and support the reccomendation with a suitable justification. (15) Proposal 1: Employee Diversity Awareness & Inclusion Training 1. Purpose of the Course This course aims to foster awareness, respect, and inclusion in the workplace by educating employees about diversity, unconscious bias, and cultural competency. The goal is to create an environment where employees value differences and work collaboratively. 2. Target Audience All employees, across all levels. Ideal for organisations implementing diversity and inclusion (D&I) strategies. 3. Learning Outcomes By the end of this course, participants will be able to: 1. Define diversity, equity, and inclusion (DEI) in the workplace. 2. Recognise and address unconscious biases. 3. Understand the benefits of a diverse and inclusive workforce. 3 4. Apply inclusive communication and collaboration strategies. 5. Identify workplace discrimination and appropriate response measures. 4. Assessment Strategies & Activities • Pre-course self-assessment survey - Identify personal biases and perspectives. • Case study analysis - Review real-life diversity challenges and solutions. • Group discussions and role-playing – Simulate workplace scenarios. • Post-training reflection assignment - How will the participant apply their learnings? • Multiple-choice quiz - Test conceptual understanding. 5. Mode of Delivery Blended Learning Approach: • One-day in-person workshop. • Follow-up online self-paced module (1-2 hours). • Access to additional online resources (videos, readings). 6. Duration 1 full day (in-person workshop). Additional 1-2 hours (self-paced online module). 7. Proposed Costs Per Attendee R3,500 per person (includes materials, facilitation, venue & refreshments). Group discounts available for organisations enrolling 10+ employees. Proposal 2: Diversity Leadership for Managers & HR Professionals 1. Purpose of the Course This course is designed for leaders, HR professionals, and managers responsible for fostering an inclusive culture. It provides strategies for managing diverse teams, mitigating bias in recruitment and performance management, and developing inclusive policies. 2. Target Audience • Managers, supervisors, HR professionals, and team leaders. • Organisations aiming to strengthen their D&I policies and leadership capability. 3. Learning Outcomes Upon completion, participants will: 1. Understand the legal and ethical frameworks governing workplace diversity in South Africa (e.g., Employment Equity Act). 2. Develop strategies for inclusive recruitment, retention, and leadership. 3. Identify and address microaggressions and systemic bias. 4. Create and implement diversity and inclusion policies. 5. Handle workplace conflicts related to diversity and inclusion. 4. Assessment Strategies & Activities • Diversity audit - Evaluate an existing HR policy or practice. • Scenario-based discussions - Decision-making in diverse teams. • Workplace case studies - Real-world challenges and problem-solving. • Action Plan Assignment - Develop a D&I initiative for their workplace. 4 • Peer feedback and coaching - Interactive exercises. 5. Mode of Delivery • Virtual Instructor-Led Training (VILT): 4 x 2-hour live online sessions via Zoom/MS Teams. • Self-paced learning materials: articles, case studies, and videos. • Optional 1-day in-person workshop for deeper engagement. 6. Duration • Virtual option: 4 sessions over two weeks (total 8 hours). • In-person option: 1 full day + post-course project (5 hours). 7. Proposed Costs Per Attendee • Virtual option: R4,000 per person. • In-person workshop: R5,500 per person (includes training materials, venue, and catering). • Customised in-house training for teams: R50,000 (up to 15 participants). The report should contain a table of contents, introduction or executive summary, a discussion, a recommendation and conclusion, as well as references. 4. Indicate how you would use Kirkpatrick’s Model of Evaluation to evaluate the business impact of the diversity training course. Create a slideshow of five slides, indicating the following: • Which specific level(s) of Kirkpatrick’s model will be evaluated to determine the business impact of the course. • What specific evaluation information will be collected and how it will be collected. • How this information will be used to determine the business impact of the diversity course. The five slides must adhere to the format requirements of slides as found in Lesson 1. (15)