Human Resource Development (HRD)
Developing and enhancing skills and knowledge in the workplace, both general and specific, is a central objective of the HR function in organisations. It is also an area of HR work which has significant public policy implications. This module will therefore be of interest to anyone who wishes to build a career in HRM, in HR consultancy or who aspires to work in publicly-sponsored training bodies. It will also provide you wit a good introductory platform from which to forge a career as an HRD specialist. Successful completion of the HRD module is essential for people seeking to gain full membership of the CIPD upon graduation.
Full module specification
|Module title:||Human Resource Development (HRD)|
|Duration of module:||
Duration (weeks) - term 2: |
11Duration (weeks) - term 3:
The aim of the module is to equip you with the knowledge and understanding (both theoretical and practical) to make a substantial contribution to the management of HRD in contemporary organisations. On completion you will be able to give appropriate and timely advice on the development of training programmes and on wider HRD policy matters. Our sessions cover HRD strategy, policy and training interventions, our emphasis being on current developments in the field. You will be encouraged to think critically about research into different approaches to learning and development and to engage with key debates in the field about issues such as effective evaluation and ethics. We will also discuss the evolution of public policy objectives in HRD and explore the ways in which government looks to employers to help deliver them.
ILO: Module-specific skills
- 1. meet the learning outcomes contained in the CIPD's advanced diploma syllabus in the field of learning and development
- 2. understand, explain and evaluate contemporary theory and practice in HRD
ILO: Discipline-specific skills
- 3. engage critically with published research literature in the field of HRD
- 4. appreciate links between HRD activity and other areas of management practice in organisations
ILO: Personal and key skills
- 5. demonstrate an improved capacity to develop arguments and to justify them effectively
- 6. advise managers and other organisational stakeholders about employee development issues
Learning activities and teaching methods (given in hours of study time)
|Scheduled Learning and Teaching Activities||Guided independent study||Placement / study abroad|
Details of learning activities and teaching methods
|Category||Hours of study time||Description|
|Scheduled Learning and Teaching activities||30||Lectures, workshops, group activities, analysis of case studies|
|Preparatory Reading||30||Reading prior to taught sessions|
|Reflection and further reading||30||Guided reading and completion of online exercises|
|Assignment preparation||60||Researching and writing your assignment|
|Form of assessment||Size of the assessment (eg length / duration)||ILOs assessed||Feedback method|
|In-class activities||13 hours||1-6||In-class tutor feedback|
|Multiple choice test||1 hour||1,2||Tutor feedback|
Summative assessment (% of credit)
|Coursework||Written exams||Practical exams|
Details of summative assessment
|Form of assessment||% of credit||Size of the assessment (eg length / duration)||ILOs assessed||Feedback method|
|Written Assignment||100||4,000 words||1-6||Written tutor feedback|
Details of re-assessment (where required by referral or deferral)
|Original form of assessment||Form of re-assessment||ILOs re-assessed||Timescale for re-assessment|
|Assignment||Re-work and re-submit the original assignment||1-6||July Assessment Period|
This module makes use of both lecture and workshop taught sessions, with supporting material provided online alongside guided further reading which will enable you to gain a full understanding of contemporary theory and practice in the field of HRD. Starting with introductory material we will move on to look at and debate a wide variety of issues. Our taught sessions will cover the following major topic areas:
- the changing context for HRD
- major learning and development theories
- different types of HRD intervention
- managing the HRD function in organisations
- HRD strategy and policy
- management development programmes
- national training policy
- links between HRD and other areas of HRM practice
- knowledge management
- career management
- critical perspectives on HRD
- ethical and professional debates in the field of HRD
Indicative learning resources - Basic reading
• Gold, J., Holden, R., Iles, P., Stewart, J. & Beardwell, J. (2013) Human Resource Development: Theory and Practice. 2nd Edition. Basingstoke: Palgrave
• McGuire, D. (2014) Human Resource Development. 2nd Edition. Sage: London.
• Stewart, J. & Rigg, C. (2011) Learning and Talent Development. London: CIPD.
Further Suggested Reading:
Carbery, R. & Cross, C. (2015) Human Resource Development: A Concise Introduction. Palgrave: London.
Gibb, S. (2011) Human Resource Development: Foundations, Process, Context. 3rd Edition. Basingstoke: Palgrave
Grugulis, I. (2007) Skills, Training and Human Resource Development: A Critical Text, Basingstoke: Palgrave Macmillan.
Harrison, R. (2009) Learning and Development. 5th Edition. London: Chartered Institute of Personnel and Development
Hislop, D. Bousa, R. & Helms, R. (2018) Knowledge Management in Organizations: A Critical Introduction. 4th Edition. Oxford: OUP
Holbeche, L. (2015) The Agile Organization: How to Build an Innovative, Sustainable and Resilient Business. Kogan Page: London.
Kirkpatrick, D. & Kirkpatrick, J. (2006) Evaluating Training Programs: The Four Levels. 3rd Edition. San Francisco: Berrett-Koehler
Mankin, D. (2009) Human Resource Development. Oxford: OUP
Megginson, D. & Whitaker, V. (2007) Continuing Professional Development. 2nd Edition. CIPD: London.
Nonaka, I. & Takeuchi, H. (1995) The Knowledge Creating Company. Oxford University Press.
Reid, M., Barrington, A.H & Brown, M. (2004) Human Resource Development: Beyond Training Interventions: Promoting Learning Opportunities. 7th Edition. London: Chartered Institute of Personnel and Development
Stanford, N. (2013) Organization Design: Engaging with Change. Routledge: Abingdon.
Stewart, J. & Beaver, G. (2004) Routledge Studies in Human Resource Development: HRD in Small Organisations – Research and Practice. Routledge: Abingdon.
Walton, J. & Valentin. (2013) Human Resource Development: Practices and Orthodoxies. Palgrave Macmillan: Basingstoke Werner, J. M. (2014). Human resource development ≠ Human resource management: So what is it? Human Resource Development Quarterly. 25(2), 127-139.
Module has an active ELE page?
Indicative learning resources - Web based and electronic resources
You will have access to an online searchable and resources database, with links to several ebooks available through the Exeter Learning Environment (ELE). Within this environment, you will also be supported through online discussion forums and activities.
Indicative learning resources - Other resources
As an associate member of the Chartered Institute of Personnel and Development you will also have access to the entirety of the Institute's website, including all published research reports, archived articles from 'People Management', fact sheets, discussion papers and briefings.
Last revision date