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 with an introductory platform from which to forge a career as an HRD specialist. Successful completion of the HRD module is essential for individuals 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: |
8Duration (weeks) - term 3:
The aim of this module is to equip you with the knowledge and understanding (both theoretical and practical) to make a substantial contribution to the management of learning in contemporary organisations. On completion you will be able to give appropriate and timely advice on the development of training and learning programmes, and on wider HRD policy matters. Our sessions cover the formation of HRD strategy, policy and learning interventions, with 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.
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. critically evaluate contemporary theory and practice within HRD.
ILO: Discipline-specific skills
- 3. critically discuss key theories and published literature related to HRD;
- 4. identify links between HRD activity and other areas of management practice in organisations.
ILO: Personal and key skills
- 5. develop arguments and justify them effectively within written reports;
- 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|
|Guided Independent Study||30||Preparatory reading prior to taught sessions|
|Guided Independent Study||30||Reflection and further reading: Guided reading and completion of online exercises|
|Guided Independent Study||60||Assignment preparation: 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||2,3||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|
|Written Assignment (100%)||Re-work and re-submit the original assignment (4,000 words, 100%)||1-6||August/September Reassessment Period|
This module makes use of a variety of learning methods, with supporting material provided online enabling you to gain a broad understanding of contemporary theory and practice in the field of HRD. Starting with introductory material we will move on to explore 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
- Leadership and management development
- Organisation design and development
- Knowledge management
- Organisational learning
- Career management
- Critical perspectives on HRD
- Ethical and professional debates in the field of HRD
Indicative learning resources - Basic reading
- McGuire, D. (2014) Human Resource Development. 2nd Edition. Sage: London.
- Beavers, K., Rea, A. & Hayden, D. (2019) Learning and Development Practice in the Workplace. 4th Edition. CIPD Kogan Page: London.
- Carbery, R. & Cross, C. (2015) Human Resource Development: A Concise Introduction. Palgrave: London.
- Gibb, S. (2011) Human Resource Development: Foundations, Process, Context. 3 rd Edition. Basingstoke: Palgrave
- Gold, J., Holden, R., Iles, P., Stewart, J. & Beardwell, J. (2013) Human Resource Development: Theory and Practice. 2nd Edition. Basingstoke: Palgrave
- 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
- Megginson, D. & Whitaker, V. (2007) Continuing Professional Development. 2nd Edition. CIPD: London.
- Nonaka, I. & Takeuchi, H. (1995) The Knowledge Creating Company. Oxford University Press.
- Paine, N. (2019) Workplace Learning. Kogan Page: London.
- Stanford, N. (2018) Organization Design: The Practitioners Guide. 3rd Edition. Routledge: Abingdon.
- Stewart, J. & Rigg, C. (2011) Learning and Talent Development. London: CIPD.
- 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