L&D-Q11

L&D-Q11
PGDM-HRM 2011-13: Term-IV

Course Name: Learning and development (L&D)

Credits	3.0
Faculty Name	Suchitra Pal, PhD
Program	HRM
Academic Year and Term	2011-2013

1. Course Description: Learning and development (L&D) in organizations is usually defined as planned activities directed at enhancing the learning of job relevant knowledge, skills and attitudes by members or employees of the organizations. Almost invariably, the goal is to improve on the job performance so as to enhance the overall effectiveness of the organization and/or to increase the likelihood that organizational goals will be reached. This course clarifies the role of learning and development in human resource management. It studies the importance of employee development toward achievement of organizational goals and development.

2. Student Learning Outcomes (typically 3-5 bullet points)
· Be able to assessing learning requirements, the design and delivery of learning experiences, relevant learning principles.
· Be able to develop and implement criteria and procedures for evaluation of learning, and process of transferring learning from the training context.

3. Required Text Boorks and Reading Material:

Blanchard, P. N. & Thacker, J. W. (2007). Effective training: Systems, strategies and practices, (3rd ed.). NJ, USA: Pearson Education Inc.

Articles from research/professional journals and chapters from different books will be assigned as additional readings for the course as specified in the course outline. These will be circulated in soft or hard copy form to the students.

4. Tentative Session Plan

Session Number Topics/Activities Reading/Case list etc

1&2
Introduction and overview of L&D
.Organizational perspectives in learning Readings
. Chapters 1&2-Blanchard, P. Nick & Thacker, James W. (2007). Effective training: Systems, strategies and practices, 3rd ed.

3 & 4 Individual Perspectives in learning
. Learning Theories and learning styles Readings:
Kenney, J. & Reid, M. (1986). Learning and training. In training interventions, London: IPM.
. Kolb’s learning style inventory.

5 Identifying Learning Needs setting L& D program objectives Readings:
. Chapters 6&7- Blanchard, P. Nick & Thacker, James W. (2007). Effective training: systems, strategies and practices, 3rd ed.
. Moorby Ed. (1991).Getting specific-identifying the training needed. In how to succeed in employment development. London McGraw Hill.

6 & 10 Training Methodology
.Traditional training methodology
. Experimental learning
.Computer and web based training
.Innovative training methods Readings
.Chapter 6 and 7- Blanchard, P. Nick & Thacker, James W. (2007). Effective training: Systems, strategies and practices, 3rd ed.

11 Evaluating effectiveness of L & D
. Different levels of training evaluation
.Cost and benefits of training
Transfer of learning to the workplace Readings
Chapter 9 Blanchard, P. Nick & Thacker, James W. (2007). Effective training: systems strategies and practices, 3rd ed.
.

12-14 Designing L & D Experiences
.Learning Principle
.Steps in program design
.Training aids and room Layout
.Successful administration of programs Readings
Chapter 5 and 8 Blanchard, P. Nick & Thacker, James W. (2007). Effective training: systems strategies and practices, 3rd ed.

15-19 Student-led training programs

20 L&D for continuous development
. Sustaining Learning and Development
.The learning Organization Readings Blanchard, P. Nick & Thacker, James W. (2007). Effective training: systems strategies and practices, 3rd ed.

5. Evaluation

. End term 40%

.Mid term 20%

. Theoretical Paper 10%

. Student-led Training Program:

. Group Components 10%

. Individual components 10%

. Class participation 10%

6. Academic Integrity

Created By: Debasis Mohanty on 05/22/2012 at 05:02 PM
Category: PGDM (HRM)-II Doctype: Document

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Session Number	Topics/Activities	Reading/Case list etc
1&2	Introduction and overview of L&D .Organizational perspectives in learning	Readings . Chapters 1&2-Blanchard, P. Nick & Thacker, James W. (2007). Effective training: Systems, strategies and practices, 3rd ed.
3 & 4	Individual Perspectives in learning . Learning Theories and learning styles	Readings: Kenney, J. & Reid, M. (1986). Learning and training. In training interventions, London: IPM. . Kolb’s learning style inventory.
5	Identifying Learning Needs setting L& D program objectives	Readings: . Chapters 6&7- Blanchard, P. Nick & Thacker, James W. (2007). Effective training: systems, strategies and practices, 3rd ed. . Moorby Ed. (1991).Getting specific-identifying the training needed. In how to succeed in employment development. London McGraw Hill.
6 & 10	Training Methodology .Traditional training methodology . Experimental learning .Computer and web based training .Innovative training methods	Readings .Chapter 6 and 7- Blanchard, P. Nick & Thacker, James W. (2007). Effective training: Systems, strategies and practices, 3rd ed.
11	Evaluating effectiveness of L & D . Different levels of training evaluation .Cost and benefits of training Transfer of learning to the workplace	Readings Chapter 9 Blanchard, P. Nick & Thacker, James W. (2007). Effective training: systems strategies and practices, 3rd ed. .
12-14	Designing L & D Experiences .Learning Principle .Steps in program design .Training aids and room Layout .Successful administration of programs	Readings Chapter 5 and 8 Blanchard, P. Nick & Thacker, James W. (2007). Effective training: systems strategies and practices, 3rd ed.
15-19	Student-led training programs
20	L&D for continuous development . Sustaining Learning and Development .The learning Organization	Readings Blanchard, P. Nick & Thacker, James W. (2007). Effective training: systems strategies and practices, 3rd ed.