After completing this course, students will be able:
1. To evaluate training effectiveness and the likelihood of transfer of training.
2. To analyze the most important factors influencing workplace learning as differentiated from training.
3. To explain the key tenets of the learning-network theory and evaluate its contribution to organizing human resource development (HRD) processes.
4. To differentiate between different types of talent management practices and related theoretical frameworks, and to explain the employee reactions that these practices may bring about.
5. To assess the difference between creativity and innovation and argue how human resources (HR) systems and leadership facets can be used to effectively manage both processes.
6. To explain and evaluate the key tenets of strategic HRD as an approach to link organizations’ HRD processes to their goals.
7. To argue how team and organizational learning may be enhanced and can contribute to organizational performance.
8. To distinguish among the most important factors of organizational socialization and link organizational socialization with strategic human resource management (HRM).
9. To argue why work relationships are important, what are the key theories which can explain such relationships, and evaluate how HR systems can be used to maintain and develop relationships in work settings.
To evaluate the effectiveness of HRD practices as perceived by different stakeholders, distinguish between its enhancing and inhibiting factors, and make recommendations to organizations wishing to improve it.