Competency Based Learning (cbl)

1. Explain competency based learning (CBL). Evaluate the pros and cons of this approach to HRD.

ANS:

The advent of competency profiling has arguably enhanced traditional HRD needs analysis methods. By determining the personal competencies required to effectively perform a particular job, the necessary knowledge, skills and abilities (KSAs) are identified. A good answer will include consideration of Bassett's strategic CBL model. Consideration also needs to be given to the criticisms of CBL. For example, Hager and Gonczi (1991) suggest the following: it is not valid to equate competence with performance as there are other factors that need to be considered, there is more than one way to perform a task, competency based training may lead to a series of practical modules that neglect the mental processes underlying competence, and the process is no more objective or valid than other methods of training and assessment.

Answers will require manual marking.

PTS: 1 DIF: Difficult REF: p 298-9

2. The immergence of Generation Y into the workplace has resulted in HRD rewriting the 'rule book'. Discuss.

ANS:

Any response outlining the differences of Generation Y, such as being the most technologically 'savvy' and educated and how these impact the current standard of development processes. Also the types of roles sought have changed, with international or large, national blue-chip firms being top of the list. Also the development of graduate entry programs should be discussed.

Furthermore, the trends in employee learning, such as greater emphasis on experiential learning, tailored forms of training, customised career paths and providing 'people skills' should be outlined and why these are considered particularly geared towards the Generation Y employees.

Answers will require manual marking.

PTS: 1 DIF: Difficult TOP: Generation Y and new graduates