 |
ETD711S - INTRO TO EDUCATION TRAINING AND DEVELOPMENT - 2ND OPP - JUNE 2025 |
|
|
1 Page 1 |
▲back to top |
nAm I BIA UnlVERSITY
OF SCIEnCE Ano TECHnOLOGY
FACULTY OF COMMERCE, HUMAN SCIENCE AND EDUCATION
DEPARTMENT OF GOVERNANCE AND MANAGEMENT SCIENCES
QUALIFICATION: BACHELOR OF HUMAN RESOURCESMANAGEMENT
QUALIFICATION CODE: 07BHRM
LEVEL: 7
COURSE CODE: ETD 711S
COURSE NAME: INTRODUCTION TO EDUCATION,
TRAINING &DEVELOPMENT
SESSION: JUNE 2025
DURATION: 3 HOURS
PAPER: THEORY
MARKS: 100
EXAMINER(S)
MODERATOR:
SECOND OPPORTUNITY EXAMINATION QUESTION PAPER
PROF MICHAEL OCHURUB
MR. B.U. SHIKONGO
INSTRUCTIONS
1. Answer ALL the questions.
2. Write clearly and neatly.
3. Number the answers clearly.
PERMISSIBLE MATERIALS
1. Examination paper.
2. Examination script.
THIS EXAMINATION PAPER CONSISTS OF 4 PAGES {Including this front page)
1
|
|
2 Page 2 |
▲back to top |
QUESTION 1
Question 1 is based on the case study of Jobs4Nam. Please read the case study below and
answer the questions that follow.
Jobs4Nam
Jobs4Nam is a recruitment agency operating from Swakopmund. The agency is well known in the
country as it has established their presence in the market for placements across all levels. Though
they are well established they are still a small enterprise that is rapidly growing. As their number
of employees steadily increases they are realising that they are no longer able to support the
learning needs of their employees. Managers no longer have the time to provide team members
with one-on-one coaching and the major issue is that their senior consultants do not have the
skills to mentor and coach. Though the need is evident, a number of the managers believe that
training and development is not an investment for the firm but rather a cost.
As a result of these needs, Jobs4Nam has decided to build a training and development team and
to appoint you as the team manager. The aim is to support the needs of the teams and formalise
the training and development environment.
Questions
1.1 Differentiate between education, training and development.
(6)
1.2 It seems that the management is not convinced about the importance of training and
development. What are some of the problems your Training and Development team will
encounter, in such an environment?
(4)
1.3 How will your team ensure credibility and increase buy-in from management?
(4)
1.4 How will your team go about this training using the High-impact training Model? {12)
2
|
|
3 Page 3 |
▲back to top |
1.5 Who will be the key people driving the success of the new Training and Development
team, and why?
(9)
(35)
QUESTION 2
2.1 The Namibia Training Authority (NTA) is mandated to regulate, promote, and fund
vocational education and training (VET) in Namibia, ensuring that the training provided
aligns with national development goals, meets the needs of the labour market, and
maintains high standards of quality and relevance. Where does the funding for the
National Training Fund administered by the NTA originate?
(5)
2.2 Registration is a continuous process for new employers and employers who have since
exceeded the NSl million threshold. What information is required by the authority for
employers' registration to ensure a smooth registration process?
(5)
2.3 How does the Training and Development Department function as a sub-system within an
organization, and how does it interact with other departments to support its strategic
objectives?
(10)
2.4 As a training manager, you will be expected to play the following roles: Strategist, group
learning facilitator, need analyst, learning experience designer, and learning material
developer. Distinguish between these roles.
(10)
(30)
3
|
|
4 Page 4 |
▲back to top |
QUESTION 3
3.1 It is important for you, as the training manager, to understand the learning styles of your
participants. You will know what works best for them and can adapt their education
experience accordingly.
a) Discussthe learning styles under which the general levels of learning are incorporated.
(6)
b) Demonstrate your understanding of the four personality learning styles.
(8)
3.2 As the Human Resource Development manager, briefly explain the steps you would follow
to develop an overall training facility strategy.
(7)
3.3 Discussthe relationship between the training needs assessment process and a workplace
skills plan (WSP).
(4)
3.4 A job analysis is the first and most crucial step in the development of an instructional or
learning system and the data collected during this activity provides the basis for the
instructional system. Identify the recommended guidelines for conducting a job analysis.
{10)
[35]
4