Organisations need to invest in the training, learning and development of their workforce to manage the current and future challenges they encounter in an increasingly complex and fluid world of work. Creating a supportive environment for organisational human resource development facilitates employees, and all key stakeholders, to acquire the capabilities and capacity to successfully adapt and respond to these multifaceted demands.
The module explores how to effectively design and deliver training, learning and development to support organisational strategy, enhance individual and collective performance, and improve workplace skills. The learning, teaching and assessment of the module is underpinned by two mutually reinforcing themes. The first theme involves the systematic consideration of the conceptual frameworks and theoretical models grounding human resource development. This facilitates an exploration of the shaping influence of the four-stage learning and development cycle on organisational human resource development strategies, policies, procedures and practices. The second theme involves the operationalisation of such frameworks and models by locating an organisation’s human resource development function, and its activities, at the centre of the business strategy. This facilitates an exploration of the design, delivery and evaluation of a variety of training, learning and development interventions to ensure that the function and activities of human resource development proactively meets the strategic needs of contemporary organisations.
Reflecting the module’s themes, the following topics, inter alia, will be covered:
- Contextualisation of organisational training, learning and development (learning organisation; strategic imperatives; local, regional, national and EU policy influences).
- Identification of training, learning and development needs (motivating environment; knowledge, skills and attitudes; levels of assessment).
- Design and development of training, learning and development interventions (organisational context and constraints; outcomes and objectives; best practice guidelines).
- Delivery of training, learning and development interventions (methods; skills of in-person and virtual delivery).
- Evaluation of training, learning and development interventions (approaches; models; measurement tools).
- Transfer of learning from the classroom to the workplace (stakeholder partnership approach; enablers and inhibitors; transfer strategies).
- Implementation of training, learning and development interventions for contemporary organisations, for example, for staff:
- Joining organisation (induction training)
- Managing the performance of others (coaching)
- Taking on c-suite roles and responsibilities (leadership and management development)
- Moving from one global location to another (international assignment training).
- Progressing proactively through the employee lifecycle (career management).
A variety of methods will be drawn upon, including, for example, discursive class-based lectures, in-class discussion, role-play, case studies, problem-solving exercises, individual, pair and team activities, and independent, self-directed reading.
| Module Content & Assessment | |
|---|---|
| Assessment Breakdown | % |
| Other Assessment(s) | 100 |