HRD2601 EXAM PACK
HRD2601 EXAM PACK
MAY/JUNE 2018
QUESTION 1
This question is based on the following scenario
You are the human resource development manager of Afristyle, a company that specialises in
affordable beauty products and cosmetics. The human resource (HR) director calls you to his office.
The customer service division within Afristyle, specifically dealing with hair products and relaxers,
experienced low sales figures and increased customer complaints in the last six months. The
customer complaints are related to customer sales assistant who don’t know the products available
in the stores and thus appear as untrained, unfriendly and unwilling to attend to customer queries.
The HR director trusts you as the HRD manager to take care of the situation and to develop
appropriate training interventions to remedy the problem behaviour of the customer sales
assistants.
1.1 Which needs analysis is appropriate to the scenario ? Give reasons for your answer (2)
Customer care and drop in sales because the clients were always complaining about this
situation that prevailed at the organisation.
1.2 From the scenario above, it is recommended that training interventions need to be
implemented to remedy the problems identified. As the HRD manager, explain to the HR director
that a training needs analysis first needs to be conducted. What information can a training needs
analysis provide (5)
➢ Development of tasks
➢ Defining the target job
➢ Determine participants
➢ Determine gaps in target market
➢ Develop performance indicators
1.3 Recommend and discuss any six workplace training method (on the job) appropriate to the
scenario (12)
➢ On job training
➢ Coaching and mentoring of the staff members of the organisation
➢ Groupings , discussions
➢ Role playing
➢ Group discussions and tutorial
➢ Lectures
➢ Workshops
, 1.4 As the HRD manager, advise your HRD interns and training officers that before implementing
training initiatives, one needs to conduct a training needs analysis. Name the steps you would
follow when conducting a training and development needs analysis. (6)
➢ Determine the desired outcomes
➢ Link business outcomes with employee behaviour
➢ Identification of trainable competencies
➢ Evaluation of competencies
➢ Determination of performance gaps
➢ Prioritising training needs
Question 2
This question is based on the following scenario:
As the human resource development (HRD) manager of Dzhivani Mines, a platinum mine in
Mafikeng , you have been tasked to appoint boiler makers, coded welders, diesel mechanics, drivers,
electricians, fitters and millwrights. Your challenge is the large number of unqualified artisans in
Dzhivanmi Mines. You will therefore need to develop your own staff to qualify as artisans.
2.1 You need to develop the artisans in Dzhivani’s mines . Use the National Artisan Development
Programme (NADP) as a guideline to develop artisans in your mining company and discuss how
the NADP will enhance the development of artisans in your company (14)
In order for the artisan to be perfected and become competent enough , the following factors need
to be taken into consideration
➢ Career management: this needs to be a priority in the sense that once it is conducted, the
artisans become polished and seasoned
➢ Fundamental vocational theory
➢ Learner programme registration: artisans would need to be on the data base and attend
some workshops where need be.
➢ Occupational knowledge and practical training
➢ Workplace training: it is important in the sense that it will help to uplift, develop and make
the artisans perform to the best of their ability
➢ Trade test: it ensures the quality of workmanship in the sense that all the artisans get tested
and graded accordingly
➢ Trade quality assurance and certification.
2.2 Which quality council is responsible for the quality assurance of artisan development at
Dzhivani Mines. (1)
HRD2601 EXAM PACK
MAY/JUNE 2018
QUESTION 1
This question is based on the following scenario
You are the human resource development manager of Afristyle, a company that specialises in
affordable beauty products and cosmetics. The human resource (HR) director calls you to his office.
The customer service division within Afristyle, specifically dealing with hair products and relaxers,
experienced low sales figures and increased customer complaints in the last six months. The
customer complaints are related to customer sales assistant who don’t know the products available
in the stores and thus appear as untrained, unfriendly and unwilling to attend to customer queries.
The HR director trusts you as the HRD manager to take care of the situation and to develop
appropriate training interventions to remedy the problem behaviour of the customer sales
assistants.
1.1 Which needs analysis is appropriate to the scenario ? Give reasons for your answer (2)
Customer care and drop in sales because the clients were always complaining about this
situation that prevailed at the organisation.
1.2 From the scenario above, it is recommended that training interventions need to be
implemented to remedy the problems identified. As the HRD manager, explain to the HR director
that a training needs analysis first needs to be conducted. What information can a training needs
analysis provide (5)
➢ Development of tasks
➢ Defining the target job
➢ Determine participants
➢ Determine gaps in target market
➢ Develop performance indicators
1.3 Recommend and discuss any six workplace training method (on the job) appropriate to the
scenario (12)
➢ On job training
➢ Coaching and mentoring of the staff members of the organisation
➢ Groupings , discussions
➢ Role playing
➢ Group discussions and tutorial
➢ Lectures
➢ Workshops
, 1.4 As the HRD manager, advise your HRD interns and training officers that before implementing
training initiatives, one needs to conduct a training needs analysis. Name the steps you would
follow when conducting a training and development needs analysis. (6)
➢ Determine the desired outcomes
➢ Link business outcomes with employee behaviour
➢ Identification of trainable competencies
➢ Evaluation of competencies
➢ Determination of performance gaps
➢ Prioritising training needs
Question 2
This question is based on the following scenario:
As the human resource development (HRD) manager of Dzhivani Mines, a platinum mine in
Mafikeng , you have been tasked to appoint boiler makers, coded welders, diesel mechanics, drivers,
electricians, fitters and millwrights. Your challenge is the large number of unqualified artisans in
Dzhivanmi Mines. You will therefore need to develop your own staff to qualify as artisans.
2.1 You need to develop the artisans in Dzhivani’s mines . Use the National Artisan Development
Programme (NADP) as a guideline to develop artisans in your mining company and discuss how
the NADP will enhance the development of artisans in your company (14)
In order for the artisan to be perfected and become competent enough , the following factors need
to be taken into consideration
➢ Career management: this needs to be a priority in the sense that once it is conducted, the
artisans become polished and seasoned
➢ Fundamental vocational theory
➢ Learner programme registration: artisans would need to be on the data base and attend
some workshops where need be.
➢ Occupational knowledge and practical training
➢ Workplace training: it is important in the sense that it will help to uplift, develop and make
the artisans perform to the best of their ability
➢ Trade test: it ensures the quality of workmanship in the sense that all the artisans get tested
and graded accordingly
➢ Trade quality assurance and certification.
2.2 Which quality council is responsible for the quality assurance of artisan development at
Dzhivani Mines. (1)
