Foster employees for both short-term needs and long-term success.
Some human resource experts suggest that the relatively new term Workplace Learning and Performance (WLP) is just a title change from what was formally called the field of Human Resources Development (HRD). Others would argue that HRD and WLP are different, and should not be considered a historical progression of terms or title changes. In HR 506 Workplace Learning and Performance, you’ll see how these fields differ and develop specific skills and competencies related to each.
You’ll explore the various ways human resource development is practiced in organizations, with emphasis on training and development, career development, and organizational development. As you examine the major factors that affect workplace behavior you’ll enhance your understanding of why people in the workplace behave the way they do and how people learn. You’ll consider the factors that affect learning and the three learning principles as you identify the training design issues that can be used to maximize comprehension and retention.
The human resource development and training process includes steps such as needs assessment, design, implementation, and evaluation. You’ll focus on the importance of assessing the need for human resource development and the approaches that can be used to perform a needs assessment. You’ll then look at designing interventions based on the results of the needs assessment and steps including establishing program objectives and content, selecting a trainer, methods and media, and the practical issues involved in delivering the program. You’ll also consider the methods involved in implementing and evaluating human resource development efforts.
Discuss this and more in HR 506.
The socialization process is important to employee and organizational effectiveness, and you’ll examine how orientation programs can be designed and used to facilitate successful socialization. You’ll also consider the use of skills training programs to ensure that employees possess the specific skills that they need to perform effectively and contribute to an organization's success.
One-on-one employment development, also known as employee coaching, can be an effective way for supervisors and managers to foster a promising employee. Conversely, employee counseling can be useful in helping individual workers overcome personal and other problems (such as substance abuse or stress) and remain effective in the workplace. You’ll examine how both of these methods are practiced. You’ll also evaluate the effectiveness of employee assistance programs, stress management interventions, and employee wellness/health promotion programs.
Providing career development can ensure that an organization's members will be prepared to meet the organization's needs over the course of their working lives. You’ll look at the roles involved in career management and development and focus on how individuals can be developed to fulfill the multifaceted challenges of becoming managers. You’ll also consider how human resource development can be used to prepare organizations for change, including ways to diagnose organizational problems and how to create and implement interventions strategies to improve individual, group, and organizational effectiveness.
You’ll design a Performance Management System and Instrument to evaluate supervisors of a company.
Sample Course Topics
Throughout each week of the course, you will focus on a core topic or theme. Sample topics are listed below and are subject to change based on the instructor.
- Workplace Learning and Employee Behavior
- Learning and Human Resource Development
- Human Resource Development Needs and Effective Programs
- Evaluating Human Resource Development Programs
- Employee Socialization, Orientation and Training
- Coaching, Performance Management and Counseling
- Career Management and Development
- Organizational Development and Change
What You’ll Learn
In HR 506, you’ll examine adult learning and development theories that provide the framework of an effectively designed training intervention.
- Know the key elements of human resources development/workplace learning and performance.
- Appreciate the impact of organizational learning on individuals and on groups.
- Apply the key practices related to improving organizational learning.
- Define and use the terminology associated with training design.
- Compare and contract pedagogical and androgogical learning theory.
- Understand the components of performance management.
- Distinguish between training, education, and development.
- Summarize training design theory in relation to a specific training situation.
- Evaluate effectiveness of a program’s use of metrics.
In HR 506, you’ll explore the concept of workplace learning at the individual, group, and organizational levels. For more information about The University of Scranton’s online Master of Business Administration or Master of Science in Human Resources degree, request more information or call us today toll-free at (866) 373-9547.
The content presented on this page is representative information for example purposes and is subject to change as course and student needs change over time.