ABOUT THE COURSE:Advancements and changes in the society constantly challenge individuals in adapting to their workplaces. At the same time, changes provide opportunities to flourish and grow in one’s work and as persons. The backbone of development is learning, which comes from practice and experience. Understanding the learning process is imperative for developing a capable and engaged workforce. This course aims at discussing and analyzing critically the learning process for individuals in organizations. By the end of the course, the learners are expected to have a grasp of what learning is and how it can be enhanced in the organizations. They will be able to think theoretically and apply the insights in practical situations.INTENDED AUDIENCE: MBA, Executive MBA, Psychology students pursuing or have completed post-graduate course; students of any other discipline pursuing or have completed masters, Industry personnel’s mainly but not limited to those in the L&D domainINDUSTRY SUPPORT: As most of the established organizations do have a Leadership & Development vertical, this course will be handy to all those in the concerned domain

Syllabus

Week 1:
1: Learning and Development: An introduction- I
2: Learning and Development: An introduction- II
3: Defining learning and development
4: Individual in the organization: The need for learning
5: Emerging developments
Week 2:
1: Appreciating the importance of learning and development
2: Personal performance
3: Context of learning and development -1
4: Context of learning and development -2
5: Summarizing and thinking ahead
Week 3:
1: Business environment
2: Human Resource Management strategy: Concepts and models-I
3: Human Resource Management strategy: Concepts and models-II
4: International human resource development
5: The stakeholders
Week 4:
1: Vision, mission and values: Three pillars of organization
2: Organization capabilities
3: Learning organization
4: High performance organizations
5: Challenges for the L&D function
Week 5:
1: How learning and development works- I
2: How learning and development works-II
3: Individual differences in learning
4: Diagnosing the learning and development needs
5: Practitioner’s perspective
Week 6:
1: Learning and development interventions
2: Introducing knowledge management
3: Components of knowledge management
4: Individual behavior and knowledge transfer
5: Learning knowledge management strategies
Week 7:
1: Psychological contract
2: The theory of psychological contracting
3: Mapping the external factors, messages, social cues
4: Encoding, decoding and individual predispositions
5: Managing group development
Week 8:
1: Theory to application- Introduction
2: Need identification
3: Making the case
4: Sourcing interventions
5: Evaluation and diagnostic questionnaires
Week 9:
1: Planning and action
2: Roles and responsibilities for L&D
3: Sources of expertise
4: Blended learning
5: Sample interventions
Week 10:
1: Technological advances in learning interventions
2: New skills and behaviour
3: Diagnostic questionnaires for senior managers-I
4: Diagnostic questionnaires for senior managers-II
5: Diagnostic questionnaires for learning interventions
Week 11:
1: Evaluating learning and development- I
2: Evaluating learning and development- II
3: Models of evaluations
4: Evaluation of coaching
5: Utility of learning and development interventions
Week 12:
1: L&D: Ongoing trends and approaches
2: Technology, learning and development-I
3: Technology, learning and development-II
4: Tools and techniques for L&D
5: L&D’s impact on organizational results