TRAINING AND DEVELOPMENT AT PRECISION MED Precision Med is a South African based pharmaceutical company that was founded by Michael Stander in 1989. Precision Med has a leading portfolio of products and medicines that support wellness and prevention, as well as treatment and cures for diseases across a broad range of therapeutic areas. Specifically, the company manufactures and packages a wide range of pharmaceutical products with a key focus on vaccines and anti-retroviral treatment (ARVs). The company has followed a dynamic, long-term growth strategy. Over the years, Precision Med has grown from a single pharmacy to a cross-country chain of retail pharmacies and a pharmaceutical manufacturing site based in Durban. The company also exports to other countries in Africa such as Zimbabwe and Tanzania. Precision Meds ethos is that every individual should have access to quality healthcare. Although Precision Med provides high standards of customer service, interviews with employees at Precision Med revealed that line managers were unable to effectively deal with employee grievances. Employees attempted to raise issues such as workplace hazards, harassment in the workplace and inappropriate salary structure. However, employees complained that managers do not make adequate time to listen to their grievances as they have other work commitments, which are prioritised. This has resulted in employee dissatisfaction and higher absenteeism. Sarah Makube, a training and development practitioner at Precision Med, has been tasked with addressing the training needs of the managers. Specifically, managers require training in the skills required and ways in which grievances can be managed effectively. Sarah is responsible for this task as she is a good listener and is proficient in the theoretical, technical, and practical aspects of grievance management. She also understands that learning is about the trainees and helping them improve and is aware of how learning takes place. She intends using electronic learning methods along with video recordings to present the training material. Sarah also intends assessing the managers after the training programme to determine whether they have achieved the learning outcomes. She would like to ensure that the assessment process is clear and open to candidates and that the assessment is feasible. The assessment should also assess what it claims to assess, and the assessment must eliminate the judgement or bias of the assessor when marking the test. Task You have been appointed as an external training and development consultant for Precision Med and are required to assist Sarah Makube with the following: Question 1 1.1 Which method of data collection was used to determine the training needs at Precision Med? (1) 1.2 Do you think that the data collection method identified in Question 1.1 was an effective method of collecting data to determine the training needs at Precision Med? Justify your response by indicating either three advantages or three disadvantages of using this data collection method. (4) 3 Question 2 Sarah has formulated the following learning outcome for the grievance management training programme: After completing the training programme, managers will be able to implement grievance management techniques in accordance with Precision Meds grievance policy. Did Sarah formulate a suitable learning outcome? Justify your response by indicating the three requirements for a suitable outcome and provide evidence from the formulated learning outcome. (7) Question 3 You are of the opinion that Sarah possesses the characteristics to be an effective learning facilitator for the training programme. Explain this by classifying her characteristics mentioned in the case study according to those required of a learning facilitator. (8) Question 4 4.1 Which instructional strategy does Sarah intend using? (2) 4.2 You believe that the instructional strategy identified in Question 4.1 is not the best strategy to use for the grievance management training programme. Provide five disadvantages of using this instructional strategy. (5) Question 5 Classify four principles of assessment that Sarah is considering and provide evidence from the case study.