Module overview
The need for specialist personnel or human resource managers plus line managers to effectively understand the development needs of businesses and their employees is increasing as organisational and environmental pressures for change gain momentum. This course is designed to actively prepare the student to effectively perform within a senior position in a Human Resource Development/ Organisational Change Agent function. Alternatively line managers may gain a more strategic overview of the importance of development activities within organisations via this course.
There has been an increase in the importance of employee and organisation development initiatives and interventions within businesses as many have now developed a more strategic approach to developing people than was historically the case. The student therefore needs a thorough understanding of where human resource development fits into the overall business strategy. Of chief importance Human Resource Development technologies have emerged as crucial levers in securing organisational change requiring senior practitioners to be far more competent in selecting, implementing and evaluating HRD initiatives. Within such complex business environments, the capacity to critically assess developments within the field and importantly relate practice to both underpinning theories and empirical evidence becomes paramount. This course is designed above all both through the teaching and learning strategy employed and the material covered, to equip students with the knowledge and skills to achieve this.
Aims and Objectives
Learning Outcomes
Subject Specific Intellectual and Research Skills
Having successfully completed this module you will be able to:
- develop a critical understanding of the various philosophies and contemporary practices surrounding the area of HRD including the Learning Organisation, Continuous Development, Empowerment and Knowledge Management.
- analyse and understand how HRD links into strategic HRM and the overall corporate objectives and strategies of the organisation;
- identify and understand the role of the HRD practitioner in the development and implementation of strategic HRD plans;
Transferable and Generic Skills
Having successfully completed this module you will be able to:
- undertake more structured self-reflection on your professional development and competence, identifying areas for ongoing development;
- think analytically in your approaches to organisational problem solving;
- undertake effective searches for both qualitative and quantitative information using a range of information sources.
- utilise a range of IT and computing skills in the preparation of a persuasive arguements;
Knowledge and Understanding
Having successfully completed this module, you will be able to demonstrate knowledge and understanding of:
- the main components and variations in management development systems within organisations.
- the nature of HRD, its history, origins and national and international context;
- the integration of HRD with other areas of HRM and overall business strategy;
- the wide range of approaches and interventions which comprise HRD and which impact on all categories of employees;
- the nature of corporate learning strategy and its part in planned organisational change;
- how modern HRD philosophies such as the learning organisation, continuous development and based learning and development can contribute to individual and organisation development;
- the identification and uses of competencies in the process of determining development and potential;
Syllabus
- Organisational Behaviour theories
- Motivation, Individual Differences, Emotional Intelligence
- Teams and Teamwork
- Individual, Team & Organisational Learning
- Networks and Commitment
- HRD systems and performance
Learning and Teaching
Teaching and learning methods
Lectures, case studies, directed reading, small and large group discussion.
Teaching methods include:
- An individual assignment
- Case study problem solving
- Directed reading
- Action learning set discussions
Type | Hours |
---|---|
Teaching | 24 |
Independent Study | 126 |
Total study time | 150 |
Resources & Reading list
Textbooks
Mankin, D (2009). Human Resource Development. Oxford: OUP.
Bratton, J. and Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.
Beevers, K and Rea, A. (2016). Learning and Development Practice in the Workplace. CIPDCarbery.
R. and Cross, C. eds. (2015). Human Resource Development: A Concise Introduction. Palgrave.
Assessment
Formative
This is how we’ll give you feedback as you are learning. It is not a formal test or exam.
Essay Questions and answersSummative
This is how we’ll formally assess what you have learned in this module.
Method | Percentage contribution |
---|---|
Essay | 100% |
Referral
This is how we’ll assess you if you don’t meet the criteria to pass this module.
Method | Percentage contribution |
---|---|
Essay | 100% |
Repeat
An internal repeat is where you take all of your modules again, including any you passed. An external repeat is where you only re-take the modules you failed.
Method | Percentage contribution |
---|---|
Essay | 100% |
Repeat Information
Repeat type: Internal & External