Course Overview
This course examines how organizations design, deliver, evaluate, and continuously improve training and development systems that support strategic capability, employee growth, compliance, engagement, and measurable performance outcomes.
This textbook is structured for graduate-level study. It includes concept explanations, applied HR examples, strategic decision tools, reflective prompts, case analysis tasks, discussion questions, and assessment-ready activities. The emphasis is on professional judgment, evidence-informed practice, and ethical decision-making in human resource management.
Course Learning Outcomes
• Analyze training and development as a strategic HR function connected to organizational performance.
• Conduct needs assessments using organizational, task, and learner-level evidence.
• Design inclusive and measurable learning programs using appropriate instructional design models.
• Evaluate training effectiveness using quantitative and qualitative evidence.
• Develop leadership, compliance, and capability-building strategies for diverse workplaces.
• Create an integrated training strategy that includes budget, governance, risk planning, and continuous improvement.
Suggested Course Assessments
Assessment Description Weight Graduate Skill
Learning Needs Assessment Analyze a real or simulated organization and identify training priorities. 20% Diagnosis and evidence use
Instructional Design Project Create a training module with objectives, activities, and evaluation tools. 25% Design and alignment
Case Analysis Evaluate a failed training initiative and recommend improvements. 20% Critical thinking
Capstone Training Strategy Develop a full organizational training strategy with ROI and implementation plan. 35% Strategic HR leadership
This course examines how organizations design, deliver, evaluate, and continuously improve training and development systems that support strategic capability, employee growth, compliance, engagement, and measurable performance outcomes.
This textbook is structured for graduate-level study. It includes concept explanations, applied HR examples, strategic decision tools, reflective prompts, case analysis tasks, discussion questions, and assessment-ready activities. The emphasis is on professional judgment, evidence-informed practice, and ethical decision-making in human resource management.
Course Learning Outcomes
• Analyze training and development as a strategic HR function connected to organizational performance.
• Conduct needs assessments using organizational, task, and learner-level evidence.
• Design inclusive and measurable learning programs using appropriate instructional design models.
• Evaluate training effectiveness using quantitative and qualitative evidence.
• Develop leadership, compliance, and capability-building strategies for diverse workplaces.
• Create an integrated training strategy that includes budget, governance, risk planning, and continuous improvement.
Suggested Course Assessments
Assessment Description Weight Graduate Skill
Learning Needs Assessment Analyze a real or simulated organization and identify training priorities. 20% Diagnosis and evidence use
Instructional Design Project Create a training module with objectives, activities, and evaluation tools. 25% Design and alignment
Case Analysis Evaluate a failed training initiative and recommend improvements. 20% Critical thinking
Capstone Training Strategy Develop a full organizational training strategy with ROI and implementation plan. 35% Strategic HR leadership
