Courses Master Display 2019-2020
|Course Description||To PDF|
|Course title||Supporting learning at the workplace|
For more information: firstname.lastname@example.org
|Language of instruction||English|
(1) Position learning and development as part of the organisational strategy
Specify the contribution of development and training to organisational development and strategic positioning of the organisation
Design for learning in organisations on the level of individuals, teams and organisation
Identify and improve organisational culture and values supportive for learning and development
(2) Develop a learning and development policy
Understand learning of individuals and workgroups in organisations
Identify training and development needs (on individual, team and organisational level)
Devise HRD policies and implementation plans
Implement HRD plans (including the ‘make or buy’ decisions on training programmes)
Evaluate the contribution and role of HRD to an organisation
(3) Manage the quality of the learning and development-function
Introduce improvements to HRD in an organisation
Monitor and control the use of resources
Accountability: monitoring the (cost) effectiveness of learning and development programmes
Awareness of broader context
Interpersonal and team-working skills
The central question in this course is: how to organize Learning and Development (L&D) as strategic tools in an Organisation? The course focuses on how issues of Professional Learning, Training and Development (L,T&D) are dealt with in organisations and the challenges they face when (re-)designing, implementing and evaluating L,T&D programs or tools. More specifically, the course addresses how organisations connect L, T&D to their strategic plans in order to make Professional Learning a strategic tool in itself.
• Being able to analyse the contextual factors within and outside an Organisation that influence how an Organisation positions and develops L&D trajectories
• Understanding various tools for supporting L&D and being able to define the criteria for selecting appropriate tools within the context of an Organisation
• Being able to formulate and argue upon suggestions for the design of L&D trajectories, taking into account the insights concerning the context of an Organisation (e.g., labour market, external environment of an Organisation), theories of learning and development, and the role of the Organisational mission and strategic plans
The course is organised as an integrative project. The students take the role of (HRD) consultant, and work in a project team on a project provided by the organisation. The project assignment requires students to analyse the action(s) an organisation takes (or not) in order to "Support Learning and Development on the workplace". Therefore they make an analysis and evaluation of a specific learning and development problem of a particular organisation. Feedback with an organisational coach, the academic coaches and the tutor support students in this integrative project. Students present and report their findings and recommendations for design and implementation to the peer student teams, the clients (organisations providing the project) and the planning group of this course.
Compulsory reading: Dochy, F., Gijbels, D., Segers, M., & Van den Bossche, P. (2011). Theories of learning for the workplace. Building blocks for training and professional development programs. New York: Routledge.
In addition, the literature studied during the other courses as well as novel literature searched for by the students will be necessary input for the integrative project.
This course is NOT open for NON master MOL students!
|Teaching methods||PBL / Presentation / Assignment / Groupwork|
|Assessment methods||Final Paper|
|Evaluation in previous academic year||For the complete evaluation of this course please click "here"|
|This course belongs to the following programmes / specialisations||