The policy and practice of Human Resource Development (HRD). Focuses on theories of individual and organisational learning, HRD in organisations, the social and national context of HRD. Provides opportunities to practice HRD skills.
Human Resource Development (HRD) plays a vital role in businesses today. As the work environment continues to evolve at a rapid pace and competition for talent gets fiercer, HRD professionals have an excellent opportunity to impact the sustainability and competitive advantage of firms through the design, implementation and evaluation of HRD strategies and learning interventions. Upon successful completion of this paper students will have developed a greater understanding of the impact learning interventions have on an organisation's ability to expand its capacity and how to design effective training programmes. The emphasis of this paper is both theoretical and practical.
|Paper title||Human Resource Development|
|Teaching period||Second Semester|
|Domestic Tuition Fees (NZD)||$863.25|
|International Tuition Fees (NZD)||$4,276.80|
- MANT 250 and 18 further 200-level points
- Schedule C
- More information link
- Teaching staff
- Paper Structure
- Lectures and tutorials.
- Teaching Arrangements
- One 2-hour lecture and tutorials.
- To be advised.
- Graduate Attributes Emphasised
- Global perspective, Communication, Critical thinking, Cultural understanding, Ethics,
Information literacy, Research, Self-motivation, Teamwork.
View more information about Otago's graduate attributes.
- Learning Outcomes
By the end of the paper you will be able to:
- Identify the business reasons for a strategic approach to organisational learning.
- Align development strategies and learning interventions to business needs.
- Demonstrate an understanding of the reasons why HRD strategy, policy and practice should be interrelated with elements of other business functions rather than an unrelated component.
- Explain the role and purpose of HRD professionals.
- Identify the challenges associated with organisational change and outline the implications for HRD activities.
- Outline factors that can enable or inhibit individual learning.
- Explain how HRD strategy, policy and practice can add value to an organisation.
- Outline the different methods that can be used to evaluate the effectiveness of HRD strategy.
- Demonstrate competency in reflective practice as a basis for future diagnostic and analysis work.