Human Resource Development: Theory and Practice (P00586)

? Credit Points : 20 ? SCQF Level : 11 ? Acronym : EDU-P-P00586

Recent years have seen increasing recognition by organisations in the private and non-profit sectors that training and development has a key contribution to make to the realisation of organisational strategy and the achievement of change objectives. The role of training staff has broadened from principal involvement in direct training provision to a broader strategic role in the promotion and support of organisational learning and change. They are expected to have a greater understanding of the links between HRM and business strategy, involvement in the management of organisational change and cultural change programmes, and the introduction of new strategies and techniques to facilitate the process of continuous development. This course will examine the nature and scope of HRD theory and practice. It will critically explore the changing contribution that training and development can make towards achieving organisational strategy, the changing roles of HRD practitioners, and approaches and perspectives on the strategic management of HRD.

Entry Requirements

none

Subject Areas

Home subject area

Education, (The Moray House School of Education, Schedule C)

Delivery Information

? Normal year taken : Postgraduate

? Delivery Period : Semester 1 (Blocks 1-2)

? Contact Teaching Time : 3 hour(s) per week for 8 weeks

First Class Information

Date	Start	End	Room	Area	Additional Information
25/09/2007	13:30	16:30	Room 1.26, Patersons Land	Central

Summary of Intended Learning Outcomes

By the end of the course, course members will be able to:-

LO1. Assess the key theoretical perspectives on human resource development, training and learning in organisations

LO2. Critically evaluate the changing role of training and development within a range of organisational contexts.

LO3. Critically analyse the scope and contribution of training and development to the achievement of organisational goals and the management of change.

LO4. Examine different approaches and perspectives on HRD in the induction, retention, performance management, and development of capacity of staff and of managers.

LO5. Develop, negotiate support for and communicate appropriate HRD strategies to promote the development and support of organisational learning.

Assessment Information

Formative assessment. The assessment will take the form of seminar contributions reviewing particular issues from the literature, both to establish a basis of conceptual understanding for the summative task and to provide course members with feedback on progress. Summative assessment. 1. Literature review, (2000 words) which examines and critically assesses key theoretical perspectives on human resource development, training and learning in organisations. A range of significant developments in the organisational contexts of training and development are critically explored, and perspectives on and approaches to the strategic role of HRD within contemporary organisational contexts is discussed and evaluated. 2. Case study (2-3000 words) of the development of strategic plans for HRD.