The Higher Diploma in Human Resource Development (Learning and Development) has developed its course content in line with professional practice. The course provides the skills needed to understand organisational trends, and learning and organisational development in response to change.
On successful completion of this programme, students should be able to:
1. Critically analyse the interplay between internal and external contextual factors and their role in the strategic pathway choices for HRD.
2. Evaluate the knowledge, skills and behaviours required of today’s HRD professionals and deploy a competency based approach to developing oneself through engagement with CPD planning.
3. Critically apply appropriate theoretical frameworks to understand the HRD function in their own organisations in terms of formation, delivery and evaluation
4. Critically assess the extent to which ‘learning’ is embedded in their own organisations
5. Deploy appropriate HRD metrics and analytics to support key organisation stakeholders in making, informed decisions to enhance the overall effectiveness of the organisation’s human resources function
6. Engage in academic-based research and enquiry into a specific domain area of HRD considered to be of strategic importance to their own organisations.
Students take 60 credits as follows:
Developing and Delivering HRD Activities (10 Credits)
The focus of this module is on providing the learner with practical skills in developing and delivering
learning and development activities. The student will gain an understanding of the process of learning and
will examine key theories of learning, including learning styles and approaches to lifelong learning. The
module will explore various methods and styles of HRD delivery, as well as the assessment of HRD
delivery costs and training providers. This module will also explore how HRD processes are evaluated in
terms of impact across individuals, teams and the organisation itself. Students will also examine how to
create a positive learning environment and will analyse the impact of motivation on the effectiveness of
learning.
Research Methods and Developing Business Cases for HRD: Research Proposal (5 Credits)
The objective of this module is to provide the student with a theoretical and practical grounding in
evidence based presentation of research and related data for supporting direction and investment of the
HRD function and/or organisation's time and resources. This module aims to provide students with a
sound understanding of the research process by exploring best practice in terms of developing a research
question, conducting literature review, methodological approaches, data analysis, and write-up.
Talent Management in Organisational Strategy (5 Credits)
This module aims to enhance the capability of the HRD practitioner necessary for developing talent
management strategies and enabling organisational capacity. The module will explore contemporary
debates around the topic of talent management and organisational capacity, illuminating current
conversations likely to influence future direction. Specifically, the module seeks to explore why HRD
should be a strategic concern for contemporary organisations.
Business Issues in the Context of Human Resource Development (10 Credits)
This module is designed to develop an understanding of the foundation of organisational structure,
environment and its related systems. Students will explore key developments in the business and external
contexts within which HR operates. This module provides the student with an introduction to strategy
formulation and implementation from the HRD professional's perspective. A main objective of this module
is to elicit critical levels of student thinking in relation to HR contexts, issues and potential organisational
and personal solutions.
Managing the HRD Function (5 Credits)
The purpose of this module is to guide the student in appreciating the longstanding evolution of the HRD
functional remit and its current day span. The module focuses on evaluating HRD's contribution and
influence on organisational performance. An emphasis is placed on aiding the student in exploring
published research which evaluates evidence of the link to organisation outcome even in hard to measure
functional areas. The student will also explore the facilitation and promoting of effective changes
management.
Knowledge Management and Organisational Learning (5 Credits)
This module aims to provide the student with an understanding of the central role of organisational
learning in developing human resources. Specifically, it explores the concept of 'knowledge' in
organisations and seeks to analyse the contribution of knowledge management in organisational learning.
The Role of HRD in Talent Development (5 Credits)
This module aims to explore how HRD interventions contribute to the 'talent' challenge in contemporary
organisations. Specifically, it seeks to assess how organisations identify, attract, recruit, manage, develop
and retain talented employees.
Engaging in Professional HRD Practice (5 Credits)
This module is designed to enable the learner to develop a sound understanding of the HRD profession as
a professional career path. The module focuses on the knowledge, skills and behaviours required by HRD
professionals in today's work environment. A key aspect of this module is providing a structured
opportunity for the student to assess their own strengths and development needs for a HRD career
resulting in a continuing professional development (CPD) plan.
Research Methods and Dev. Business Cases for HRD: Dissertation (10Credits)
The objective of this module is provide the student with a theoretical and practical grounding in evidence
based presentation of research and related data for supporting direction and investment of the HRD
function and/or organisation's time and resources. Students will develop their skills as a researcher
applying best practice approaches to enquiry for problem identification/definition, data source harvesting
to presentation of results for organisational impact. A main part of this module is the student's
investigation into an area of HRD practice, applying the data to the formulation of an improved direction or
applying this information to a case for business improvements.
Year 1 Modules:
- MG5828: Developing and Delivering HRD Activities (10 credits)
- Process of learning and key theories of learning.
- The methods and styles of HRD delivery.
- Determining HRD Intervention effectiveness.
- Assessment of HRD delivery costs.
- Characteristics of effective trainers.
- Location and creation of a learning environment.
- Participation in Learning and Development - Motivation, Self-Confidence, Attitudes.
- The HRD cycle.
- Training needs analysis, design and delivery.
- Assessment of HRD impact. - MG5829: Research Methods and Developing Business Cases for HRD: Research Proposal (5 credits)
- Introduction to relevant technologies/systems available in HR domain with specific focus on digital learning.
- Conducting an investigation into an area of HRD or business practice.
- Methods for acquiring HRD information in an organisational context.
- Reference material sources: academic and professional publications and industry based reports.
- Benchmarking best practices locally, nationally and internationally.
- Research methodologies - quantitative and qualitative methods.
- Choosing and applying data collection methods and research instruments.
- Analysing trends, patterns and metrics in HR and L&D data.
- Dissemination of research - generating business focused reports on HRD issues.
- Ethical principles of business research. - MG5830: Talent Management in Organisational Strategy (5 credits)
- HRD V SHRD.
- Identifying and differentiating between high potential and high performer employees.
- Mapping organisational strategy with talent management programmes.
- Theoretical models of SHRD.
- Preparing a talent management strategy in line with organisational goals and objectives.
- Understanding the role and applicability of theory in the delivery of talent management strategies.
- Exploring and enabling organisational capacity. - MG5831: Business Issues in the Context of Human Resource Development (10 credits)
- Types of organisations and the role of management within them.
- Variations in HR function between organisations and between different sectors.
- Business performance, market and competitive context and the change management agenta.
- Demographic, social and technological trends affecting organisations.
- Globalisation and international factors affecting organisations.
- Forces shaping the role, agenda and contribution of HRM and HRD to organisational effectiveness and functionality at all levels - strategic business planning to operational logistics.
- Organisational and business analysis - techniques and sources of data.
- Putting strategies, policies and plans into action in an organisation. - MG5832: Managing the HRD Function (5 credits)
- Assessing different models of HR delivery e.g. Ulrich's model.
- Exploring the relationship between line managers and HRD professionals.
- Selling the HR proposition to senior management in an organisation.
- Managing the organisational objectives within the HRD function's remit of responsibility.
- The evolution of HR's objectives in the contemporary environment.
- Criteria and methods used to evaluate the contribution of the HRD function and its policies and practices.
- The role of HR in the successful delivery of change management.
- The business case for managing the HR function in a professional, ethical and just manner.
- Equality, diversity, work-life balance, justice and dignity at work policies.
- Relationship between HRD practices and organisational outcomes.
- High performance working and human capital. - MG5833: Knowledge Management and Organisational Learning (5 credits)
- The approaches to individual learning.
- Organisational learning and the learning organisation.
- The key dimensions of learning in organisations.
- Explicit knowledge Vs tacit knowledge.
- The knowledge management process.
- Organisational factors shaping knowledge management.
- Technology and organisational learning. - MG5834: The Role of HRD in Talent Develoment (5 credits)
- Developing talent - exploring the options and challenges.
- Competing definitions of 'talent' and 'talent management'.
- Exploring your talent management approaches - common or differentiated?
- Understanding the challenges associated with attracting retaining and developing the organisation's talent.
- Working with multigenerational talent (baby boomers, generation X, and Millenials) and the demands of these diverse cohorts. - MG5835: Engaging in Professional HRD Practice (5 credits)
- Role and professional stakeholder analysis of the HRD professional - social capital and social network analysis.
- Project and line management skill sets.
- Career theory and career evolution.
- Analytical and critical thinking approaches and techniques.
- Communication skills and relationship management.
- Effective team dynamics.
- Influencing, persuading and negotiating with others to achieve meaningful role outcomes.
- CPD - rationale, self-appraisal and routes for acquiring impactful knowledge, skills and abilities.
- Self-reflection and personal development planning within the context of developing a HRD career. - MG5836: Research Methods and Dev. Business Cases for HRD: Dissertation (10 credits)
- Introduction to relevant technologies/systems available in HR domain.
- Conducting an investigation into an area of HRD or business practice.
- Methods for acquiring HRD information in an organisational context.
- Reference material sources: academic and professional publications and industry based reports.
- Benchmarking best practices locally, nationally and internationally.
- Research methodologies - quantitative and qualitative methods.
- Choosing and applying data collection methods and research instruments.
- Analysing trends, patterns and metrics in HR and L&D data.
- Dissemination of research - generating business focused reports on HRD issues.
