HRD3702
PAST EXAM SOLUTIONS
JAN/FEB 2021
SUPPLEMENTARY EXAM
FOR ASSISTANCE CONTACT:
RALPH 0680779615
,QUESTION 1 With reference to the CorPac case study above, answer the questions that
follow: Write an essay (maximum two pages) on how you, as the Human Resource
Development manager, will re-evaluate Corpac’s Strategic Human Resource
Development (SHRD) process as a result of the emergency virtual strategic planning
session and Covid-19. Your answer must consider all steps in the process, but in step 1
you also need to include a new HRD purpose statement necessitated by Covid19. In step
3 and 4 of your discussion you must include one example of each of the four elements
(SWOT) identified due to Covid-19 and the national lockdown. (25)
SHRD is the process of changing an organization, stakeholders outside it, groups inside it and
people employed by it, through planned learning so that they possess the knowledge and skills
needed for the future. As the Human Resource Development manager,I will re-evaluate
Corpac’s Strategic Human Resource Development (SHRD) process as a result of the
emergency virtual strategic planning session and Covid-19 using the following 7 steps of HRIS
The first step I will be involved in is to determine the Purpose of the HRD Effort. The purpose
statement will relate to the organization’s purpose or mission as reflected in the strategic
business plan. A purpose statement based on these guidelines clarifies what HRD is supposed
to do and why. The purpose statement makes explicit how HRD contributes and supports the
organisations purpose and strategic business plan and helps to guide operations, keeping HRD
practitioners and other operating managers on track.
For example, the following will be the purpose statement: To provide training and development
programs that will necessitate virtual operations and safety of all staff.
Step number 2 will read, assess Present Conditions. The starting point for planning all
organised learning events in an organisation is a comprehensive needs assessment. Training
needs assessment is defined as a broad systematic examination of conditions conducted for the
purpose of identifying general differences between what people “should know or do” and what
they “actually know or do”.
For the purpose of the case study, the training needs will be conducted ate meso level. These
are needs that are experienced at organizational levels will be applicable to the whole
organisation as Covid-19 is a major pandemic affecting all aspects of the business from top
management to low management
micro level – needs that are experienced at the operational level by one person or a very small
group (i.e. emphasizes the content of the incumbent's work and employee performance)
Moreso, Step 3 will involve scanning the Environment.Environmental scanning can be described
as a structured examination of the future external environment. It is a systematic procedure for
monitoring the world that sustains the organization to identify opportunities and threats.
, From the case study
Strength is expanding the product range “Our product range will also expand to include facial
shields for emergency and medical personnel and increased production of our day-to-day
medical grade masks to also provide in the needs of the public”
weakness is not offering any IUT training for drivers “He had been investigating this option
since January 2020 and found that CorPac has never offered any IT training to the drivers”
Opportunities are the continuation of essential services to operate and the grown market for
masks and surgical gloves
Threat will be the panic buying which resulted in a shortage of these products, leaving medical
staff without the necessary protective wear
To add on, step 4 will involve comparing present strengths and weaknesses with future threats
and opportunities
Strengths in organizations lead to success against competitors, while weaknesses lead to
competitive failure. Proper knowledge of an organizations strengths and weaknesses helps
managers to decide what businesses to enter or leave what resources to allocate to activities,
and how to manage interactions between business units. The analysis of strengths and
weaknesses and the identification of needs stemming from the strategic approach make the
HRD effort a tool for long-term, continuous improvement with a unified direction for all learning
opportunities and provide the opportunity to plan various curricula and courses.
Therefore, Corpac would us the identified above strengths and opportunities to overcome the
weaknesses and better deal with threats
Also, step 5 which is choosing an organisational strategy for HRD will be looked at. Strategic
choice for HRD is the decision to select, from alternatives, the one strategy that is best suited to
meeting the enterprise's objectives. The decision involves focusing on a few alternatives,
considering selection factors, evaluating alternatives against these criteria and making the
actual choice. SHRD integrates long, intermediate and short-term learning plans designed to
cultivate talent needed by the organization. It helps meeting the needs created by strategic
business plans and HR plans.
For example ,in this instance, the strategy has to as well support the purpose statement where
by it will ensure safety, continuation of operations and necessitate an improvement in the field of
IT literacy
Moreover, step 6 known as implementing organizational strategy for HRD will be the actual
rollout o the strategy. Implementation is the process of turning plans into actions.
Implementation can be considered as a series of steps in which training practitioners and line
managers.
For example, this will include the actual training of safety precautions , developing the staff to
better work in the presence of the Covid-Virus and also being trained with regards to IT.
PAST EXAM SOLUTIONS
JAN/FEB 2021
SUPPLEMENTARY EXAM
FOR ASSISTANCE CONTACT:
RALPH 0680779615
,QUESTION 1 With reference to the CorPac case study above, answer the questions that
follow: Write an essay (maximum two pages) on how you, as the Human Resource
Development manager, will re-evaluate Corpac’s Strategic Human Resource
Development (SHRD) process as a result of the emergency virtual strategic planning
session and Covid-19. Your answer must consider all steps in the process, but in step 1
you also need to include a new HRD purpose statement necessitated by Covid19. In step
3 and 4 of your discussion you must include one example of each of the four elements
(SWOT) identified due to Covid-19 and the national lockdown. (25)
SHRD is the process of changing an organization, stakeholders outside it, groups inside it and
people employed by it, through planned learning so that they possess the knowledge and skills
needed for the future. As the Human Resource Development manager,I will re-evaluate
Corpac’s Strategic Human Resource Development (SHRD) process as a result of the
emergency virtual strategic planning session and Covid-19 using the following 7 steps of HRIS
The first step I will be involved in is to determine the Purpose of the HRD Effort. The purpose
statement will relate to the organization’s purpose or mission as reflected in the strategic
business plan. A purpose statement based on these guidelines clarifies what HRD is supposed
to do and why. The purpose statement makes explicit how HRD contributes and supports the
organisations purpose and strategic business plan and helps to guide operations, keeping HRD
practitioners and other operating managers on track.
For example, the following will be the purpose statement: To provide training and development
programs that will necessitate virtual operations and safety of all staff.
Step number 2 will read, assess Present Conditions. The starting point for planning all
organised learning events in an organisation is a comprehensive needs assessment. Training
needs assessment is defined as a broad systematic examination of conditions conducted for the
purpose of identifying general differences between what people “should know or do” and what
they “actually know or do”.
For the purpose of the case study, the training needs will be conducted ate meso level. These
are needs that are experienced at organizational levels will be applicable to the whole
organisation as Covid-19 is a major pandemic affecting all aspects of the business from top
management to low management
micro level – needs that are experienced at the operational level by one person or a very small
group (i.e. emphasizes the content of the incumbent's work and employee performance)
Moreso, Step 3 will involve scanning the Environment.Environmental scanning can be described
as a structured examination of the future external environment. It is a systematic procedure for
monitoring the world that sustains the organization to identify opportunities and threats.
, From the case study
Strength is expanding the product range “Our product range will also expand to include facial
shields for emergency and medical personnel and increased production of our day-to-day
medical grade masks to also provide in the needs of the public”
weakness is not offering any IUT training for drivers “He had been investigating this option
since January 2020 and found that CorPac has never offered any IT training to the drivers”
Opportunities are the continuation of essential services to operate and the grown market for
masks and surgical gloves
Threat will be the panic buying which resulted in a shortage of these products, leaving medical
staff without the necessary protective wear
To add on, step 4 will involve comparing present strengths and weaknesses with future threats
and opportunities
Strengths in organizations lead to success against competitors, while weaknesses lead to
competitive failure. Proper knowledge of an organizations strengths and weaknesses helps
managers to decide what businesses to enter or leave what resources to allocate to activities,
and how to manage interactions between business units. The analysis of strengths and
weaknesses and the identification of needs stemming from the strategic approach make the
HRD effort a tool for long-term, continuous improvement with a unified direction for all learning
opportunities and provide the opportunity to plan various curricula and courses.
Therefore, Corpac would us the identified above strengths and opportunities to overcome the
weaknesses and better deal with threats
Also, step 5 which is choosing an organisational strategy for HRD will be looked at. Strategic
choice for HRD is the decision to select, from alternatives, the one strategy that is best suited to
meeting the enterprise's objectives. The decision involves focusing on a few alternatives,
considering selection factors, evaluating alternatives against these criteria and making the
actual choice. SHRD integrates long, intermediate and short-term learning plans designed to
cultivate talent needed by the organization. It helps meeting the needs created by strategic
business plans and HR plans.
For example ,in this instance, the strategy has to as well support the purpose statement where
by it will ensure safety, continuation of operations and necessitate an improvement in the field of
IT literacy
Moreover, step 6 known as implementing organizational strategy for HRD will be the actual
rollout o the strategy. Implementation is the process of turning plans into actions.
Implementation can be considered as a series of steps in which training practitioners and line
managers.
For example, this will include the actual training of safety precautions , developing the staff to
better work in the presence of the Covid-Virus and also being trained with regards to IT.
