Postgraduate Course: Supporting Learning in Organisations through Training and Development (EDUA11356)
|School||Moray House School of Education and Sport
||College||College of Arts, Humanities and Social Sciences
|Credit level (Normal year taken)||SCQF Level 11 (Postgraduate)
||Availability||Available to all students
|Summary||This course aims to develop knowledge, understanding and skills in the design and delivery of learning interventions relevant to different organisational contexts. The course explores the theory and practice of training and development and instructional design, and critically examines claims as to how organisations can facilitate and support engagement in learning.
Learning and development (L&D) practices aim to support, facilitate and manage learning for groups and individuals in organisational contexts. It focuses on developing technical, procedural and professional skills, as well as the complex knowledge and understandings required to operate in dynamic and unpredictable environments. L&D practice encompasses a broad range of approaches, of which formal training and planned learning experiences form just a part. L&D has moved away from a training focus to a focus on learning, on designing learning experiences that are engaging, and facilitating informal and shared learning, tacit learning and reflective practice. Traditional notions of learning as the acquisition of knowledge and skills have been replaced by a wider concept of learning as a complex set of processes. As well as knowledge and skills, learning includes insights, meanings, and values. Emotional and social dimensions play an important part in learning, and both individual and social processes are involved.
The course will examine these issues through critical reflection on theory and research, including ethical and professional perspectives, drawing on understandings from education, human resource development, management studies, psychology and neuroscience. There is a practical component to develop skills relevant to planning, design and delivery of learning interventions. Indicative content includes:
Understanding training and learning in the organisational context- learning theories, individual and social learning, work-based learning.
Planning learning, Identifying and analysing organisational and individual training needs, L&D strategy, stakeholder engagement.
Designing learning interventions, learning theories applied to planning courses and L&D interventions, on-the-job and off-the job L&D methods and approaches.
Delivery of training - facilitation and presentation skills, creating a learning environment.
Monitoring and evaluation of L&D interventions.
Learning consolidation, organisational contexts to support practice, assessment tasks, reflection.
Organisational contexts, organisational and L&D processes and practices to support application and development of skills and knowledge.
Reviewing and continuing learning ¿ creating a workplace environment which supports continuing learning, personal development planning.
Entry Requirements (not applicable to Visiting Students)
||Other requirements|| None
Information for Visiting Students
|High Demand Course?
Course Delivery Information
|Not being delivered|
On completion of this course, the student will be able to:
- Critically explore the nature and context of learning and development in organisations.
- Critically evaluate and apply approaches for identifying learning and development (L&D) needs in organisational contexts.
- Critically evaluate learning, training, development and instructional design theories and principles and their application.
- Design learning plans and interventions to support learning to meet identified needs in various organisational contexts
- Demonstrate skills of delivery and facilitation of learning through a range of methods.
|Blanchard, P.N. and Thacker, J.W. (2012) Effective Training: systems, strategies and practices 5th edition, Pearson Education.|
Gibb, S. (2011) Human resource development: processes, practices and perspectives. 3rd ed. Basingstoke: Palgrave MacMillan.
Gold, J., Holden, R., Iles, P, & Stewart, J., Beardwell, J (2013) Human Resource Development: theory and practice, 2nd Edition Palgrave Macmillan
Sadler-smith, E. (2006) Learning and Development for Managers: perspectives from research and practice, Blackwell publishing.
Smith, P.J. and Sadler-Smith, E. (2006) Learning in organisations: complexities and diversities. London: Routledge.
Stewart, J. & Cureton, P. (2014) Designing, Delivering and Evaluating L&D: Essentials for Practice. McGraw Hill Education
Stewart, J. & Rigg, C. (2011) Learning and Talent Development, CIPD publishing
Valentin, C. (2016) Enhancing Participant Engagement in the Learning Process, London: CIPD Publishing
|Graduate Attributes and Skills
||Group presentation skills, analytic reading and writing skills, group discussion skills
|Keywords||Training design,learning and development,training methods,organisational learning
|Course organiser||Dr Claire Valentin
Tel: (0131 6)51 6195
|Course secretary||Mr Giorgi Amirkhanashvili
Tel: (0131 6)51 4241