The University of Edinburgh MSc Management of Training and Development Course Outlines

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1 The University of Edinburgh MSc Management of Training and Development Course Outlines This document gives brief details of the core and main option courses on the MSc Management of Training and Development (MTD) Programme. Option courses can also be taken from other programme such as the MSc in Education. Further details of all courses can be obtained from the Programme web pages or the MTD Programme Director. Where teaching mode is listed as class contact, this is backed up by our virtual learning environment. 1. Human Resource Development: Theory and Practice Recent years have seen increasing recognition by organisations in the private, public and non-profit sectors that learning and development has a key contribution to make to the realisation of organisational strategy and the achievement of change objectives. The role of training staff has broadened from principal involvement in direct training provision to a broader strategic role in the promotion and support of organisational learning and change. They are expected to have a greater understanding of the links between human resource management and business strategy, involvement in the management of organisational change and cultural change programmes, and the introduction of new strategies and techniques to facilitate the process of continuous development. This course will examine the nature and scope of HRD theory and practice. It will critically explore the changing contribution that training and development can make towards achieving organisational strategy, the changing roles of HRD practitioners, and approaches and perspectives on the strategic management of HRD. 2. Managing Organisational Learning and Knowledge This course seeks to critically explore key issues concerned with the development, management and processes of learning environments in organisations. A range of theories, concepts and strategies are examined on the nature and process of learning and its significance in the development of knowledge in organisations. The course also reviews a range of contemporary developments claiming to support and promote learning to facilitate increased organisational effectiveness. There is an investigation of two concepts the learning organisation and the contribution of HRD towards creating a 'cutting edge' organisation. Key Issues 1. continuous professional development; 2. team and individual learning; 3. the use of communications and information technology; 4. the integration of formal and informal learning processes into work practice: 5. learning to enhance creativity and innovation; 6. the increasing trend towards self-management of learning; 7. approaches to the training, support and development of those involved in the facilitation and support of learning (such as managers, human resource professionals), and the significance of issues such as processes of thinking, problem solving and decision-making. 3. Human Resource Management Human Resource Management is not only one of the core functions of management but also the context within which training and development is located in many organisations, regardless of sector or size. The close relationship between human resource management

2 and the management of training and development requires training and development professionals to have a developed understanding of key concepts, theories and good practice in HRM. In this course, the UK will be used as the common illustrative context within a framework of the wider European and international scenes. The course aims to develop an informed knowledge and understanding of how HRM can contribute to improvements in organizational performance and add value through positive interaction with the wider range of management functions. 4. Management Concepts & Applications This course provides an introduction to the advanced study of management and aims to provide an applied theoretical framework for students regardless of their previous experience of or studies in management. Key concepts, principles and processes will be explored; and course members will be encouraged to develop the application of these to their own professional activities. A particular emphasis will be placed on: a) the complex, varied and fragmented nature of managerial work; the operational demands of the workplace environment and of quality and continuous improvement imperatives; b) environmental turbulence and uncertainty: the impact of external environmental forces within the global, continental, national, regional and local framework; c) the nature of strategy and planning within organisations - the role of strategy in providing cohesion in relation to purpose; d) organisational stakeholders and stakeholder theory; the implications of stakeholding for corporate decision-making and strategy; e) legal accountability, social responsibility and ethical standards. Cost: Standard 20-credits Course Fee. Teaching Mode: Class Contact.. 5. Designing and Delivering Training The purpose of training is to produce timely, cost-effective and efficient learning tailored to individual and organisational learning needs. Planning for effective training needs to identify learning needs that can be met by training solutions. Appropriate programmes for learning must then be constructed from the variety of approaches on offer, and systems and processes put in place to support learning and encourage the transfer of learning into effective performance. Participants will identify the focus for exploration of issues in this process in relation to a range of organisational settings. The course will explore programme design, development, delivery and evaluation - with consideration of resource requirements for these activities. 6. Managing the Training and Development Function This course focuses on the operational management of the Training and Development (T&D) function. T&D is an important strategic function in an organisation, which can make a significant contribution to effectiveness at organisational, group and individual level. The manager of T&D operations needs to establish and manage a cost-effective function, which adds value to the organisation by focusing on organisational goals. Organisational structures and work roles are changing, with some responsibility for

3 training being devolved to line managers. The T&D specialist needs to develop the role of business partner with managers and the wider stakeholders in the organisation, including non-employees and contractors. They will need skills in analysing organisational requirements for T&D, managing financial, technical and human resources and evaluation in the context of current arrangements for quality assurance and accreditation and as an integral part of the training and development cycle. 7. Managing Communication, Information and Decision-Making The aim of this course is to provide an holistic understanding of the role and function of information in the communication and decision-making processes of organisations. The course addresses the contribution made by communication and information to strategic decision-making in organisations and in particular decision-making in the management of training and development. Various models of communication, information and decisionmaking systems are introduced to provide an understanding of the limitations of the rational approach, the concept of risk and the consequent difficulties for system design, management and use. There is a particular emphasis on information systems as crucial to supporting planning, setting objectives, the allocation of the organisation's resources and their control and for measuring the effectiveness of resource use. Data analysis, data flow modelling and methods of data storage cover the basics needed for an understanding of database applications and spreadsheet modelling. 8. Work-Based Learning (MTD) (MSc/Diploma level only) Students undertake a professional project in a work placement in an organisation for a minimum time period of days. Students can undertake the placement as a supervised work project in their own place of work. During placement the student will work on a planned project, whilst being supervised by a University tutor and workplace supervisor/mentor. The student is required to provide two pieces of work for assessment - a final report on the project and an analytical report reflecting their learning from the project. This course should enable students to make connections between academic theory, professional practice and the student's own professional development, with an emphasis on two key aspects of learning - application of theory and analysis of practice. The learning facilitated by this experience will be characterised by the same rigour and standards as a conventional taught programme. Course Cost: Standard 20-credits Course Fee. Practicum. Interview required. 9. Human Dynamics in Work Settings Human dynamics explores how personal processes such as self-awareness, attitude and culture affect both prior and developing understanding of functions, roles and purposes in work contexts. Its main focus is on understanding needs within organisations and finding more effective responses to the dilemmas of management with a 'caring' or 'human resource' objective. A central perspective taken is that the task of understanding any activity is not separated from the task of self-understanding. Each person, what he/she stands for and his/her place in practice, is acknowledged to be part of a dialogue with

4 others from which professional activity arises as a thoughtful translation from personal stance to professional action suited to each particular context. The course uses mainly psychodynamic theory to explore, evaluate and conceptualise the varied processes by which individuals engage in their activities. Learning in the course is at three levels, theoretical, applied and reflective. The latter initiates ways of thinking from the perspective of self-understanding, and exploration of impact on others, to enable realistic confidence in the individual's interpretation of situations experienced. This reflection underpins applied learning in the management of situations, but also serves as the material from which theoretical concepts are established or questioned. Learning is achieved through the mode of delivery in groups and the participant reflection of the tutor and group members as a learning in action. 10. Digital environments for training and development This course provides the opportunity to explore a range of key e-learning themes, and to become familiar with studying online. Participants will take part in a range of stimulating, confidence-building collaborative activities, which will be backed up with a high level of one-to-one tutor support. The course will give participants the chance to engage handson with digital learning environments, offer practical guidance on the effective use of new technologies for learning, and also explore some of the cultural and contextual issues which define e-learning as a vibrant field of study its politics, practice, meanings and methods. The course will provide familiarity with using discussion boards and chat rooms for learning, course building using WebCT, innovative approaches to learning using technology including hypertext writing, re-usable learning objects and class wikis, and the chance to take part in a class conducted in a 3D virtual world Course Cost: Standard 10-credits Course Fee. Teaching Mode: Distance learning. 11. Research Training (Dissertation Students) This training is designed to provide course members with the knowledge and skills necessary for undertaking a dissertation/extended study at postgraduate level. It will offer an overview of the concepts and techniques which underpin research and provide students with an opportunity to practice certain research skills. The course is assessed by producing a proposal for the student's dissertation including a literature review, a strategy for data collection and a timetable. This course constitutes the research methods element of the dissertation. 12. Professional Development (CIPD) This course provides a co-coordinating framework for students on the MSc Management of Training and Development programme who are seeking accreditation with the Chartered Institute of Personnel and Development (CIPD). It is a required course for all candidates for the CIPD award. It aims to: i enable students to gain familiarity with the CIPD Professional Development scheme and the Professional Standards; ii provide for analysis of the individual student s professional knowledge and skills on entry to the programme and requirements for an individual student s study programme; iii encourage students ongoing reflection upon the development of their professional knowledge and skills as a learning and development practitioner;

5 iv provide the framework for an ongoing series of classes, workshops, seminars, tutor and peer support activities for students on the CIPD programme, complementing the taught course programme s relation to the CIPD Professional Standards; v provide a series of Skills Workshops; vi provide for the development and assessment of a Work-based Learning project vii facilitate, at the end of the taught programme, a formal review of progress and reflection on the students learning and professional development over the course of the programme, and to lay the basis for future ongoing continuing professional development. Assessment tasks will include participation in seminars and workshops, delivery of a Seminar Presentation, Professional Development Log and Plan, Management Research Report (this can be incorporated within the dissertation), 3 examinations. Course Cost: Please contact MTD Programme Director for additional fee payable for CIPD programme. Teaching Mode: Class Contact and Supported Self-Study. Interview required. 13. Individually Negotiated Course This course provides the opportunity for an individual course member or group by agreement to engage in supported self-study in a specialist area not covered by another course within the MSc Management of Training and Development (MTD) Programme. The course topic must fall within the domains of study covered by the MTD Programme. It is conditional on there being supervisors and assessors who have expertise in the topic area, and approval by the School Postgraduate Studies Committee. Only one individually negotiated study course is allowed to contribute towards any award within the programme. Each independent study course will involve a written contract drawn up by the course member(s) in consultation with his/her/group supervisor. Supervisors will be appointed by the MTD Programme Director with the consent of the supervisor's Head of Department. The contract will be agreed by the supervisor and a second member of academic staff, and will be presented to the School Postgraduate Studies Committee for ratification. It will then be placed within the course member's file. A contract may be drawn up for an individual or a group. Course Cost: Standard 20-credits Course Fee. Teaching Mode: Supported Self-Study. Updated May 2009