While your day-to-day duties make demands on your time, do not neglect your most important HR responsibility: helping your organization plan and manage changes essential to the organization's growth and future. You need to develop your change management and organizational diagnosis skills, so you'll be ready to aid major changes within your organization. Management Development. Change Management. Step out and become a change leader.(HR Daily Advisor,2017https://www.humanresourcestoday.com/case-study/change-management/examples/) According to the abstract, Leaders need to 'step out and become a change leader'. Discuss an 8-step process that leaders can use for organizational change. In your discussion provide practical related examples to substantiate your answer. QUESTION 4 To enhance online learning, organisations need to embrace E- learning. Discuss comprehensively the concept of Electronic learning and make use of practical examples to substantiate your response. QUESTION 5 Organizational learning processes- across L&D, Executive Development, Leadership Development, and more of the roles in HR and talent management - are largely still rooted in both industrial era models and myths. We see practices that don't make sense, and we're not aligned with what we now know about how we think, work, and learn. And this is a problem for organizational success.( Organizational Learning Engineering Clark Quinn, 2016, https://www.elearninglearning.com/organizational-learning/problem/) Discuss the organisational practices and mechanisms that can help move an organisation towards becoming a learning organisation. QUESTION 6 [20 Marks] " An increasing number of company's view HRD as an important business imperative to enhance competitiveness and overall business performance. South African companies that use HRD as a strategic business strategy are likely to outperform their competitors who fail to do so (Meyer et.al, 2012)" Discuss the aspects that an HRD practitioner needs to embrace and understand to be both successful as well as effective in transitioning to a strategic partner. END OF PAPER