Strategic Human Resource Development
There has been an increase in the importance of employee and organisation development initiatives and interventions within businesses as many have now developed a more strategic approach to developing people than was historically the case. The Participant therefore needs a thorough understanding of where human resource development fits into the overall business strategy. Of chief importance Human Resource Development technologies have emerged as crucial levers in securing organizational change requiring senior practitioners to be far more competent in selecting, implementing and evaluating HRD initiatives. Within such complex business environments, the capacity to critically assess developments within the field and importantly relate practice to both underpinning theories and empirical evidence becomes paramount. This course is designed above all both through the teaching and learning strategy employed and the material covered, to equip Participants with the knowledge and skills to achieve this.
Learning Outcomes
- the wide range of approaches and interventions which comprise HRD and which impact on all categories of employees;
- the nature of corporate learning strategy and its part in planned organizational change;
- the main components and variations in management development systems within organizations.
- how modern HRD philosophies such as the learning organization, continuous development and based learning and development can contribute to individual and organization development;
- the identification and uses of competencies in the process of determining development and potential;
- the nature of HRD, its history, origins and national and international context;
- the integration of HRD with other areas of HRM and overall business strategy;