HRD4801 module Sample Assignment

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Lesson 000
Contents Pages
1 Welcome 1
2 Purpose of the module 2
3 Learning outcomes of the module 2
4 Schedule for the module 7
6 How to approach this module 9
7 Assessment 9
8 Submission of assignments 10
9 Extension for the submission of assignments 11
10 Feedback on assignments 11
11 Final mark 11
12 References to links and the worldwide web 12
11 Concluding remarks 12
WELCOME
It is a great pleasure to welcome you to this interesting online module (HRD4801). To make sure that you
share my enthusiasm for this field of study, I urge you to read this lesson carefully.
This lesson contains introductory information for the HRD4801 module. It also contains module-specific
information related to the tutorial matter for the module, the purpose and outcomes of the module, the
characteristics of the module, the framework for the module, the resources available, the lessons, the study
plan, the HRD4801 myUnisa module site, how you will be assessed in this module, the icons used, and
the success factors for the module. Refer back to this lesson as often as you need to as it will certainly make
studying this module a lot easier.
I recommend that you start studying as soon as possible, as this module is not only intensive but also
comprehensive. By beginning with your studies early, you will be able to cover the module content in
adequate time and submit your assignments by the required due dates.
I look forward to interacting with you on your HRD4801 journey.

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Lesson 000
PURPOSE OF THE MODULE
The purpose of this module is to allow qualifying learners to establish, manage and maintain a strategic
HRD portfolio and strategy for an organisation, and to ensure organisational compliance with the
legislative prescripts relating to HRD.
This module is intended to deal with the training management or Learning & Development (L&D) process
at strategic level involving a combination of explanations and demonstrations of practical management
activities. These activities are related to the development of HRD strategies, policies and procedures in
line with business strategy, sector requirements, national needs and global trends.
The module is delivered via myUnisa, the internet and peer group interaction in some of the activities.
Your lecturer will interact with the learners on myUnisa and via e-mail.
LEARNING OUTCOMES OF THE MODULE
For this module, there are several outcomes that I hope you will be able to accomplish by the end of
the module:
The specific outcomes are those outcomes that you must achieve in order to complete the
module successfully and be effective in the workplace. Assessment criteria are statements of
evidence for the achievement of a particular outcome. The assessment criteria define how well you
must be able to perform the activity described in the outcome. In other words, the assessment criteria
define the required level and quality of performance.
You will also note that integrated assessment is used which means I will assess your ability to integrate
your knowledge and skills from different parts of the lessons as well as from other sources.
You are required to achieve the following specific outcomes and assessment criteria of this
module:
SPECIFIC OUTCOMES ASSESSMENT CRITERIA
Establish and manage the HRD function in the
organisation. The HRD function is effectively established and managed
within constraints and contextual requirements and
appropriate financial, physical and human resources.
Develop and implement a strategic HRD plan
for the organisation.
A strategic HRD plan is coherently developed and
implemented by using different methods of analysis,
integration and benchmarking.
Establish liaison with HRD stakeholders for
wide consultation.
Continuous liaison with relevant stakeholders for wise
consultation is established according to their needs by
following a participative approach.
Formulate and monitor HRD policies and
procedures in the organisation.
Appropriate HRD policies and procedures are formulated
and continuously monitored in accordance with legislation,
business needs and overall organisational strategy.
Implement and evaluate the HRD strategy
in the organisation.
The HRD strategy is implemented and evaluated using
appropriate guidelines and a policy framework.

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Lesson 000
The HRD strategy is aligned with the overall business
strategy, sector needs, national imperatives and global
trends.
Inputs from various sources are incorporated in the
implementation and evaluation process.
Develop a plan to transform an organisation to a
learning organisation.
An appropriate plan is developed to transform an
organisation into a learning organisation on the basis of the
organisational culture and overall business performance.
Develop and implement a performance
consulting approach and process in the
workplace.
An appropriate performance consulting approach and
process are developed and implemented in the workplace
by applying the human performance technology (HPT)
methodology.
Apply the return on investment (ROI) process to
measure the financial and business impact of
strategic HRD interventions and practices.
The ROI process is applied accurately in order to make
sound judgements on the financial impact of HRD
interventions.
The financial and business impact of HRD interventions and
practices is effectively measured.
The ROI of HRD intervention is measured by accurately
applying relevant ROI formulae.
Establish and implement a Quality Management
System (QMS) in HRD in an organisation as part
of the strategic HRD process.
An appropriate QMS in HRD in an organisation is
established and implemented in line with internal and
external imperatives.
The successful implementation of an appropriate QMS in
HRD is critically evaluated.
Establish HRD governance in an organisation. Effective HRD governance is established in an organisation
in line with legislative compliance and performance issues
thereof within a strategic HRD context.
Apart from the specific outcomes, there are also critical cross-field outcomes (based on the National
Qualification Framework (NQF) that you have to achieve. Critical cross-field outcomes refer to the broad,
generic cross-field outcomes that all qualifications and standards should aim to promote. The critical
cross-field outcomes can be applied in the HRD field as follows:

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Lesson 000
CRITICAL CROSS-FIELD OUTCOMES
Critical outcomes Learning opportunity HRD practitioner application
1. Identify and solve problems
in which responses indicate
that responsible decisions
using critical and creative
thinking have been made.
The learners obtain case studies
in which they have to solve
particular HRD problems.
In the work situation, the HRD
practitioner is expected to identify
HRD problems and apply creativity to
develop solutions and interventions.
2. Work effectively with others as
a member of a team, group,
organization or community.
The learners have to apply
various aspects of HRD to their
organisation and may conduct
interviews with managers and
request information, support and
feedback from co-workers,
thereby engaging in teamwork.
The HRD practitioner works as a
member of the HRD team and is a
team member of the whole
organisation.
3. Organise and manage yourself
and your activities
responsibly and effectively.
The learners have to plan and
complete their assignments and
online activities and manage their
time.
HRD practitioners have many tasks
to complete, for example workplace
skills plans.
4. Collect, analyse organise and
evaluate information critically.
The learners have to write
assignments which may often
include memorandums and
reports.
The HRD practitioner conducts a
needs analysis prior to developing
an HRD intervention.
5. Communicate effectively by
using visual, mathematical
and/or language skills in the
modes of oral and/or written
persuasion.
The learners have to write
assignments which may often
include memorandums and
reports.
HRD practitioners communicate with
learners, line managers, suppliers and
Sector Education and Training
Authorities (SETAs). They use letters,
memorandums, reports,
presentations, e-mails and notices.