RGU: RGU Module: Learning And Development (BSM546)

Module Title
Learning And Development

Keywords
Integrated learning strategies, knowledge management, performance management, appraisal, career development, management development, training plans, training needs analysis, training evaluation, continuing professional development.

Reference

BSM546

SCQF Level

SCQF 11

SCQF Points

ECTS Points

7.5

Created

September 2002

Approved

September 2002

Amended

November 2006

Revision No.

Prerequisites for Module

None in addition to SCQF 11 entry qualifications or equivalent.

Corequisite Modules

None.

Precluded Modules

None.

Aims of Module

To develop knowledge and understanding of the principles and practices of human resource management in the area of learning and development (L and D).

Learning Outcomes for Module

On completion of this module, students are expected to be able to:

1.	Critically evaluate the nature of L and D, integrate L and D into the business strategy and co-operate with L and D stakeholders to identify appropriate learning strategies which will support effective organisational change and contribute to organisational success. For example critically evaluate the L and D aspects of performance management, and consider the ways in which L&D can contribute to the performance management activities of recruitment, selection, induction, retention, reward, appraisal and motivation of all staff.
2.	Prepare and assess training plans for a range of organisations, including identification of training needs, design, delivery and evaluation of training interventions, and make use wherever possible of ‘new’ technological developments.
3.	Evaluate the costs and benefits of the L and D function, identifying processes and practices which meet or exceed legal and mandatory requirements, and utilise these in the effective management and marketing of the L and D function.
4.	Critically assess the links between effective career and management development and employee retention. The impact these have on stimulating strategic awareness, where the process of managing and disseminating knowledge is understood as a key indicator of organisational effectiveness.
5.	Critically evaluate the requirement for continuing professional and personal development to ensure that L and D practitioners are well informed about emerging trends and developments, so as to respond to these changes in their methods of working.

Indicative Module Content

The nature of L and D and its contribution to the organisation’s business strategy in co-operation with key organisational stakeholders. The role of L and D in effective change management. The impact of NVET policy and initiatives on the UK’s economic performance and the way L and D is funded in organisations. Analysis of organisational performance development strategies, and the way in which L and D can support overall performance management processes such as recruitment and selection, retention, reward, appraisal and staff motivation. The application of training techniques, including developments in new technology, to achieve effective training needs analysis, design, delivery and evaluation of training interventions. Resourcing the L and D function, and the role of L and D specialists and line managers. Effective marketing in the organisation of L and D’s ‘added value’. The importance of management development in organisations, including career management for all staff. Knowledge Management and the importance of internal or external learning partnerships. Equal Opportunity issues and equal access. The importance of continuing professional and personal development to the L and D practitioner.

Indicative Student Workload

Contact Hours	Full Time	Part Time	Distance Learning
Lectures	36	36	0
Online activities and discussions	0	0	36
Assessment	15	15	15
Directed Study
Directed Study	59	59	59
Private Study
Private Study	40	40	40

Mode of Delivery

A range of learning activities is used, including lectures and workshops. CCTV may be used for the Skills Development activity.

Assessment Plan

	Learning Outcomes Assessed
Component 1	2
Component 2	1,3,4,5

The assessment will consist of two elements. An individual case study report which accounts for a 50% weighting and covers learning outcomes 1, 3, 4 & 5 and a team based skill assignment relating to learning outcome 2 which accounts for 50% weighting.

Indicative Bibliography

1.	CIPD Website, http://www.cipd.co.uk/onlineinfodocuments/atozresources.htm
2.	HARRISON, R., 2009. Learning and Development. 5th ed. London: CIPD.
3.	REID, M., BARRINGTON, H. and BROWN, M., 2004. Human resource development: beyond training interventions. London: CIPD.
4.	WILSON, J. P., 2008. Human resource development. 2nd Ed. London: Kogan Page.