What you will study
Factors which inform choices about learning and talent development strategies and practices include skilful reading of economic, political and social contexts and an appreciation of their impact on possible choices. Students will be expected to think critically about organisational factors which can influence options and outcomes such as power and politics. They are encouraged to draw comparisons with the development of learning and talent development strategies in other contexts, drawing on the experience of cases studies and the experience of fellow students working in different geographical areas and sectors.
There is an emphasis throughout this module on workplace and practice based learning and on professionalism and continuous professional development. Students will examine the range of possible interventions to support learning and talent development, and will critically examine the theories and models which underpin these. Particular attention will be paid to the use of coaching and mentoring in the workplace and students will have the opportunity to develop and practise coaching and mentoring skills.
The module is organised into eight units of study. The first three of these are primarily concerned with the processes of developing and implementing strategies relating to learning and talent development at national, organisational and individual level and an examination of the importance of contextual factors, both nationally and internationally, for choices made about these.
The following four units, 4 to 7, focus on the role of the Human Resource Development (HRD) professional and approaches to supporting learning and talent development in the workplace. There is a strong emphasis on professionalism, and ethics and modules 6 and 7 concentrate on coaching and mentoring.
You will learn
By the end of this module you will have:
- critically reviewed the processes of formulating strategies for managing learning and development within the organisation and for identifying and managing the development of talent.
- examined a range of possible interventions to support learning and talent development in the workplace and critically examined the theories and models which underpin these.
- demonstrated an understanding of the concept of professionalism’, particularly as it applies to HRD and of the relationship between ethical principles to HRD practice.
- explored the principles and practice of work-based learning and of continuous professional development
- evaluated the psychological theories which underpin the use of coaching and mentoring interventions and considered the organisation factors to be taken into account in using these to support learning and talent development.
In addition practical learning outcomes include the ability to:
- lead the development and implementation of strategies for managing learning and development within the organisation and for identifying and managing the development of talent.
- produce business cases and business plans, to preparing budgets and to allocate resources.
- provide coaching and mentoring services to support learning and talent development in the workplace.