Actualités et agenda
Nos formations
Établissement
Langue d'enseignement
English
Matières
HRM
Responsable(s)
L.DOWLING-HETHERINGTON
Intervenant(s)
L.DOWLING-HETHERINGTON
Présentation
Prérequis
Students are required to be familiar with basic concepts in Human Resource Management, such as retention and training in order to have a preliminary understanding of HR issues before taking this course.
This course will emphasise the active participation of students through discussion, presentations and collaborative exercises. The classes will be carried out in a seminar style, thus, students are expected to actively participate by discussing their own views.
This course will emphasise the active participation of students through discussion, presentations and collaborative exercises. The classes will be carried out in a seminar style, thus, students are expected to actively participate by discussing their own views.
Objectifs
At the end of the course, the student should be able to :
I Understand and evaluate the concept and context of human resource development in organisations today.
II Explore the key issues underpinning the design and delivery of human resource development in organisations.
III Evaluate the problems and issues associated with human resource development.
IV Evaluate and assess human resource development outcomes.
I Understand and evaluate the concept and context of human resource development in organisations today.
II Explore the key issues underpinning the design and delivery of human resource development in organisations.
III Evaluate the problems and issues associated with human resource development.
IV Evaluate and assess human resource development outcomes.
Présentation
Human Resource Development (HRD) refers to the development of a strategic organisational approach to managing learning, training and development. HRD is the framework for helping employees to develop their personal and organisational skills, knowledge, and abilities and it is an integral part of HRM. HRD encompasses activities and processes that are intended to have an impact on organisational and individual learning. It is considered to play a significant part in achieving and sustaining the survival and success of an organisation.
With this in mind, the course covers the following topics:
1. Introduction to human resource development
2. Strategic HRD
3. Learning Needs assessment
4. Learning theories and programme design
5. Learning and development delivery
6. Transfer of Learning and HRD evaluation
7. Employee development
8. Career management
With this in mind, the course covers the following topics:
1. Introduction to human resource development
2. Strategic HRD
3. Learning Needs assessment
4. Learning theories and programme design
5. Learning and development delivery
6. Transfer of Learning and HRD evaluation
7. Employee development
8. Career management
Modalités
Organisation
| Type | Amount of time | Comment | |
|---|---|---|---|
| Présentiel | |||
| Cours interactif | 16,00 | ||
| Autoformation | |||
| Lecture du manuel de référence | 15,00 | See module outline for details of readings. | |
| Travail personnel | |||
| Individual Project | 15,00 | Project to be submitted two weeks after course ends. | |
| Group Project | 4,00 | Group Presentations. | |
| Overall student workload | 50,00 | ||
Évaluation
Assessment will be based on three components: (1) class participation and contribution; (2) group presentation; and (3) an individual project.
A grading rubric will be used for the class participation and contribution component. A copy of the grading rubric will be provided to students in advance and a completed copy will be provided to students on completion of the course - this will provide students with feedback. Upon completion of the grading of the group presentations and individual projects, the groups/individuals will receive an email from the couse instructor with the provisional grade and feedbacl.
A grading rubric will be used for the class participation and contribution component. A copy of the grading rubric will be provided to students in advance and a completed copy will be provided to students on completion of the course - this will provide students with feedback. Upon completion of the grading of the group presentations and individual projects, the groups/individuals will receive an email from the couse instructor with the provisional grade and feedbacl.
| Control type | Duration | Amount | Weighting |
|---|---|---|---|
| Contrôle continu | |||
| Participation | 16,00 | 4 | 20,00 |
| Présentation orale | 4,00 | 1 | 20,00 |
| Autres | |||
| Projet Individuel | 30,00 | 0 | 60,00 |
| TOTAL | 100,00 | ||
Ressources
Bibliographie
Dowling-Hetherington, L. (2015). ‘Individual-Level Learning’ in R. Carbery and C. Cross (eds.), Human Resource Development: A Concise Introduction, London: Palgrave Macmillan. -
Phillips, J.J. and Phillips, P.P. (2010): ‘Confronting CEO Expectations About the Value of Learning’, Training and Development, January, Vol. 61, No. 1: 52-8. -
Garvin, D. A., Edmondson, A. C., & Gino, F. (2008). Is yours a learning organization?. Harvard Business Review, 86(3), 1-11. -
Zemke R. and Zemke S. (1995): ‘Adult Learning: What Do We Know For Sure?’ Training, June, 31-8. -
CIPD (2018) Learning & Development Strategy and Policy (including additional resources referred to in this link) http://www.cipd.co.uk/subjects/lrnanddev/general/lrndevoverview.htm?IsSrchRes=1 -
Phillips, J.J. and Phillips, P.P. (2010): ‘Confronting CEO Expectations About the Value of Learning’, Training and Development, January, Vol. 61, No. 1: 52-8. -
Garvin, D. A., Edmondson, A. C., & Gino, F. (2008). Is yours a learning organization?. Harvard Business Review, 86(3), 1-11. -
Zemke R. and Zemke S. (1995): ‘Adult Learning: What Do We Know For Sure?’ Training, June, 31-8. -
CIPD (2018) Learning & Development Strategy and Policy (including additional resources referred to in this link) http://www.cipd.co.uk/subjects/lrnanddev/general/lrndevoverview.htm?IsSrchRes=1 -
Ressources Internet