Understanding L&TD in theory and practice

Understanding L&TD in theory and practice

This is an essay that focuses on the understanding L&TD in theory and practice. The paper also focuses on the relevance of some of the theories to business practice.

Understanding L&TD in theory and practice

Part One: Individual Report (55% of final mark)

Firstly, you are leading the Learning and Talent Development team. Your brief is to design a learning intervention based on one of the case briefs, or on an organisation of your choice. You must agree this with module leader in advance. This should follow the systematic training cycle. Additionally, all elements of the systematic training cycle need to be considered. You need to pay close attention to any barriers that might impact this learning intervention and offer possible solutions to these. Lastly, the report you provide is a “pitch” to the organisation’s senior management team.

Part Two: Individual Essay (35% of final mark)

Secondly, it is important that the L&TD community are aware of, and consider, how the wider political, economic, social, and technological context influences L&TD practice. You are to focus on ONE of the four dimensions of context (political, economic, social, technological) and discuss what impact this particular dimensions might have on the learning intervention you have designed (in Part 1) over the next five years. You should draw upon relevant, up-to-date research, theory, and evidence to inform your answer. The remaining 10% of the final mark will derive from your engagement with weekly activities and multiple choice assessments.

Please note:

This will be a pass/fail element where the full 10% will be awarded for the completion of the six unit quizzes and participation in webinars, as well as evidence of logging into unit content for each week. The module tutor will need to be notified of any prior commitments or issues that prevent a student from completing all the engagement activities.

Lastly, this are the module Learning Outcomes:
1. To engage critically with academic theory underpinning strategic human resource development/learning and talent development.
2. To explain and evaluate the relevance of these theories to business practice.
3. To design a training intervention that is aligning with business strategy and demonstrates constructive alignment using the systematic training cycle.