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Human Resource Development

The Higher Diploma in Human Resource Development (Learning and Development) aims to provide a structured professional development opportunity for mid-career learning and development professionals who are moving to or aim to move to a management position. This intensive 12 month programme comprehensively covers the role of the HRD professional in today’s world. It provides a solid grounding on which you can progress your career in this field and support the delivery of your current role. The programme has been developed in partnership with the Irish Institute of Training and Development (IITD) and upon completion, graduates of this programme can apply for professional membership of the IITD.

The Higher Diploma in Human Resource Development (Learning and Development) has developed its course content in line with professional practice. The course provides the skills needed to understand organisational trends, and learning and organisational development in response to change.

On successful completion of this programme, students should be able to:
1. Critically analyse the interplay between internal and external contextual factors and their role in the strategic pathway choices for HRD.
2. Evaluate the knowledge, skills and behaviours required of today’s HRD professionals and deploy a competency based approach to developing oneself through engagement with CPD planning.
3. Critically apply appropriate theoretical frameworks to understand the HRD function in their own organisations in terms of formation, delivery and evaluation
4. Critically assess the extent to which ‘learning’ is embedded in their own organisations
5. Deploy appropriate HRD metrics and analytics to support key organisation stakeholders in making, informed decisions to enhance the overall effectiveness of the organisation’s human resources function
6. Engage in academic-based research and enquiry into a specific domain area of HRD considered to be of strategic importance to their own organisations.

Entry requirements

Candidates must: *Be at least 21 years of age by 1 January of the year of application; *Hold a QQI level 7 qualification in a relevant discipline or equivalent professional qualification *Have a minimum of two years’ HR, L&D, managerial, training or comparable experience. Non-graduates who hold a Leaving Certificate/QQI level 5 qualification or equivalent with at least four years’ professional experience in a relevant HR, L&D, managerial, or training role will also be considered for admission.

Duration

1 year part-time
2 evenings per week 6.30-9.30 and occasional Saturdays 9.30-4.30

Further enquiries

Louise Fleming
ACE at UCC
E: l.fleming@ucc.ie
T: +353 (0)21 490 4720

Subjects taught

Year 1 Modules:
◾MG5828: Developing and Delivering HRD Activities (10 credits)
- Process of learning and key theories of learning.
- The methods and styles of HRD delivery.
- Determining HRD Intervention effectiveness.
- Assessment of HRD delivery costs.
- Characteristics of effective trainers.
- Location and creation of a learning environment.
- Participation in Learning and Development - Motivation, Self-Confidence, Attitudes.
- The HRD cycle.
- Training needs analysis, design and delivery.
- Assessment of HRD impact.
◾MG5829: Research Methods and Developing Business Cases for HRD: Research Proposal (5 credits)
- Introduction to relevant technologies/systems available in HR domain with specific focus on digital learning.
- Conducting an investigation into an area of HRD or business practice.
- Methods for acquiring HRD information in an organisational context.
- Reference material sources: academic and professional publications and industry based reports.
- Benchmarking best practices locally, nationally and internationally.
- Research methodologies - quantitative and qualitative methods.
- Choosing and applying data collection methods and research instruments.
- Analysing trends, patterns and metrics in HR and L&D data.
- Dissemination of research - generating business focused reports on HRD issues.
- Ethical principles of business research.
◾MG5830: Talent Management in Organisational Strategy (5 credits)
- HRD V SHRD.
- Identifying and differentiating between high potential and high performer employees.
- Mapping organisational strategy with talent management programmes.
- Theoretical models of SHRD.
- Preparing a talent management strategy in line with organisational goals and objectives.
- Understanding the role and applicability of theory in the delivery of talent management strategies.
- Exploring and enabling organisational capacity.
◾MG5831: Business Issues in the Context of Human Resource Development (10 credits)
- Types of organisations and the role of management within them.
- Variations in HR function between organisations and between different sectors.
- Business performance, market and competitive context and the change management agenda.
- Demographic, social and technological trends affecting organisations.
- Globalisation and international factors affecting organisations.
- Forces shaping the role, agenda and contribution of HRM and HRD to organisational effectiveness and functionality at all levels - strategic business planning to operational logistics.
- Organisational and business analysis - techniques and sources of data.
- Putting strategies, policies and plans into action in an organisation.
◾MG5832: Managing the HRD Function (5 credits)
- Assessing different models of HR delivery e.g. Ulrich's model.
- Exploring the relationship between line managers and HRD professionals.
- Selling the HR proposition to senior management in an organisation.
- Managing the organisational objectives within the HRD function's remit of responsibility.
- The evolution of HR's objectives in the contemporary environment.
- Criteria and methods used to evaluate the contribution of the HRD function and its policies and practices.
- The role of HR in the successful delivery of change management.
- The business case for managing the HR function in a professional, ethical and just manner.
- Equality, diversity, work-life balance, justice and dignity at work policies.
- Relationship between HRD practices and organisational outcomes.
- High performance working and human capital.
◾MG5833: Knowledge Management and Organisational Learning (5 credits)
- The approaches to individual learning.
- Organisational learning and the learning organisation.
- The key dimensions of learning in organisations.
- Explicit knowledge Vs tacit knowledge.
- The knowledge management process.
- Organisational factors shaping knowledge management.
- Technology and organisational learning.
◾MG5834: The Role of HRD in Talent Development (5 credits)
- Developing talent - exploring the options and challenges.
- Competing definitions of 'talent' and 'talent management'.
- Exploring your talent management approaches - common or differentiated?
- Understanding the challenges associated with attracting retaining and developing the organisation's talent.
- Working with multigenerational talent (baby boomers, generation X, and Millenials) and the demands of these diverse cohorts.
◾MG5835: Engaging in Professional HRD Practice (5 credits)
- Role and professional stakeholder analysis of the HRD professional - social capital and social network analysis.
- Project and line management skill sets.
- Career theory and career evolution.
- Analytical and critical thinking approaches and techniques.
- Communication skills and relationship management.
- Effective team dynamics.
- Influencing, persuading and negotiating with others to achieve meaningful role outcomes.
- CPD - rationale, self-appraisal and routes for acquiring impactful knowledge, skills and abilities.
- Self-reflection and personal development planning within the context of developing a HRD career.
◾MG5836: Research Methods and Dev. Business Cases for HRD: Dissertation (10 credits)
- Introduction to relevant technologies/systems available in HR domain.
- Conducting an investigation into an area of HRD or business practice.
- Methods for acquiring HRD information in an organisational context.
- Reference material sources: academic and professional publications and industry based reports.
- Benchmarking best practices locally, nationally and internationally.
- Research methodologies - quantitative and qualitative methods.
- Choosing and applying data collection methods and research instruments.
- Analysing trends, patterns and metrics in HR and L&D data.
- Dissemination of research - generating business focused reports on HRD issues.

Comment

Unique Aspects of the Course
This course combines theory and practice helping you to secure and embed current and critical perspectives in the HRD profession.It delivers a rare opportunity to engage at a postgraduate level in structured self-assessment and interaction with guest speakers and industry peers. The course has been developed in partnership with the Irish Institute of Training and Development (IITD) and is also jointly accredited by the IITD.

Assessment method

Continuous assessment (consisting of practical assignments and essays) and examinations. Students are also required to write a dissertation (c 8,000 words).

Application date

How Do I Apply?
Adult Continuing Education now welcomes online applications for ACE programmes from Certificate to Masters level. Students can register and pay online quickly and securely by simply clicking the “apply now” button within course description, and filling out the online application form. Once you are registered on UCC360 you can apply for additional courses without needing to register each time.

ACE also welcomes applications by post and an application form can be downloaded and printed from within each course description (on web).

Course fee

€4,000 per academic year

Enrolment and start dates

Next Intake: September 2017

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