Human Resource Development
|Course code IRHR3510||Units 10||Level 3000||Faculty of Business and LawNewcastle Business School|
People performance within organisations is a source of long term competitive business strength. Human Resource Development examines the activities and processes that impact on organisational and individual learning. The focus is on interventions which change, or improve the ability to change organisational behaviour. Interventions can range from the strategic to the functional areas of training and development. Topics include the strategic role of human resource development, organisational and individual analysis, adult learning styles, technology and learning, management education, vocational education and training. Communication and group management techniques are emphasised as important attributes for the HRD professional. All students engage in trainer competencies through developing and implementing experiential sessions for small groups.
Available in 2014
|Objectives||On satisfactory completion of this course you should be able to:|
1. Critically define human resources development, differentiate between education, training, and learning and explain
the concept of the transfer of learning;
2. Explore the relationship between organisational development (OD) and HRDs strategic and tactical contribution to
organisational effectiveness, productivity and the quality of working life;
3. Analyse the links between HRD, individuals, the operation of internal and external labour markets and human capital theory;
4. Research and debate the notion of the Learning Organisation;
5. Examine and explain training needs analysis (TNA) and its implication for training programs;
6. Investigate, interpret and apply the principles of adult learning, assessment and evaluation;
7. Demonstrate a range of HRD competencies incorporating contemporary learning technologies.
8. Describe and apply a variety of HRD techniques and training methods inclusive of elearning
9. Critically analyse the role of vocational and educational training (VET) and the National Training Reform Agenda
(NTRA) in Australia.
10.Independently and collaboratively work towards identified targets, accepting and providing feedback to improve work
|Content||1 The strategic role of human resource development (HRD): defining the HRD function and links with organisational strategies, goals and sub-systems.|
2 The Learning Organisation: traditional forms of HRD, current models and predictions for the future.
3 HRD and employee orientation: organisational socialisation and the role of HRD, role interpretation; vicarious learning; problems and benefits of formal induction programs.
4 Analysis: at an organisational, task and individual level; the rationale for analysis, methods utilised for analysis, how analysis can be linked to training programs.
5 Training Programs: the design, delivery, methods and media, assessment and evaluation of training programs. Adult learning styles and theories and integration with training programs.
6 Organisational development concepts and interventions: Analysing forces for and against change and a range of change interventions.
7 Vocational Education and Training: national and international comparisons; government interventions; labour market policies/programs; competency based training.
8 Management development: national and international comparisons; the need for management development; strategies and trends.
9 Open and distance learning: HRD through various media and technology; advantages and disadvantages of learning "off-the-job".
10 Transfer of Learning: the role of mentoring, coaching and feedback in transferring "off the job" training to "on-the-job" behaviour. Transitional problems, skill acquisition and utilisation.
11 Future Issues and HRD: adapting to workplace diversity; the increasing development of networks and global alliances; changing internal and external environments; faster pace and less resources; working as an HRD contractor as opposed to a full time employee.
|Assumed Knowledge||IRHR2270 Human Resource Management|
|Modes of Delivery||Internal Mode|
|Contact Hours||Lecture: for 2 hour(s) per Week for Full Term|
Tutorial: for 2 hour(s) per Fortnight for 12 weeks
|Timetables||2014 Course Timetables for IRHR3510|