Преподавател(и):

доц. Мария Иванова  д-р
гл. ас. Мариана Димитрова  д-р

Описание на курса:

Компетенции:

Students should have the following knowledge and/or skills:

Courses on basic human resource management, understanding of HRM strategies, policies and practices.

SKILLS

After completing successfully this course the students will:

1) know:

• the concepts of training, learning and development learning organization and learning culture;

• the context of modern learning and development in the organizations;

• modern approaches and techniques for training, learning and development;

• differences between training, learning and development methods as well as the main advantages and disadvantages of the methods;

• demonstrate understanding of concepts, current trends, and strategies relevant to learning and development in the organizations.

2) are capable of:

• assessing the factors affecting the learning and development within the organizations;

• assessing when a particular problem within organizations could be solved by using learning and development methods;

• choosing proper types of training and development methos for the purposes of specific training events and cources;

• developing a training needs analysis which outlines the main problems the learning and development activities could solve;

• developing a learning plan to address identified needs as they relate to job performance, “reskilling” of workforce or professional development, etc.

Предварителни изисквания:
courses in management

Форми на провеждане:
Дистанционен

Учебни форми:
Лекция

Език, на който се води курса:
Английски

Теми, които се разглеждат в курса:

1. The modern learning and development concepts. Differences between training, learning and development.
2. Factors affecting learning and development in the organizations
3. When learning and development activities, and programs are needed. The learning organizations
4. The structure and functions of the Learning and Development Department – different corporate decisions.
5. Learning theories. Types of learning styles.
6. Assessment of the different types of learning, training and development methods.
7. Systematic approach to learning and development. Training circle, the stages and their explanation.
8. The importance of the learning needs analysis. Methods for learning need analysis.
9. Planning of a learning and development event/course Design of a learning program
10. Implementation of learning event Training evaluation: theories and methods
11. Learning and development strategies in the organizations
12. Functions and roles of the learning and development experts
13. Leadership and management development programs
14. Current evaluation: test after the third consultation
15. Current evaluation: learning needs analysis after the third consultation

Литература по темите:

Suggested Readings:

• Armstrong, A., Taylor, S. (2014). A handbook of human resource management practice. 13th edition. Section five: Learning and development. Koagan Page. London. UK.

• Alvarez, K., Salas, E., & Garofano, C. M. (2004). An integrated model of training evaluation and effectiveness. Human Resource Development Review, 3 (4), 385-416.

• Cervero, R. M. (2001). Continuing professional education in transition, 1981-2000. International Journal of Lifelong Education, 20 (1-2), 16-30.

• Cunningham, P. (2004) Critical pedagogy and implications for human resource development. Advances in Developing Human Resources, 6 (2), 226 - 240.

• Day, V. (2007).Developing Leadership Talent Guide. SHRM Foundation’s effective practice guidelenies series. USA. https://www.shrm.org/about/foundation/research/Documents/Developing%20Lead%20Talent-%20FINAL.pdf

• Dirkx, J. M., Gilley, J. W., & Maycunich Gilley, A. (2004). Change theory in CPE and HRD: Toward a holistic view of learning and change in work. Advances in Developing Human Resources, 6 (1), 35--51

• Ellinger, A. D. (2004). The concept of self-directed learning and its implications for human resource development. Advances in developing human resources, 6 (2), 158-177.

• Fenwick, T. (2004). Toward a critical HRD in theory and practice. Adult Education Quarterly, 54 (3), 193-209.

• Garrick, G. (1998). Informal learning in the workplace: Unmasking human resource development. New York: Routledge.

• Kessels, J. W. & Poell, R. F. (2004) Andragogy and social capital theory: The implications for human resource development. Advances in Developing Human Resources, 6 (2), 146-157.

• Noe, R. A. (2010) Employee Training and Development. 5th edition. McGraw-Hill/Irwin. USA.

• Swanson, R. A. & Holton, E. F. (2001). Foundations of human resource development. San Francisco: Berrett-Koehler.

• Sharon S. Naquin. Elwood F. Holton.(2003). Approaches to Training and Development. Basic Books. New York. https://books.google.bg/books?hl=bg&lr=&id=NhEXBQAAQBAJ&oi=fnd&pg=PA1&dq=Approaches+to+Training+and+Development&ots=LiorEWwL_w&sig=s3LuwVpma3mfgcW58ncmj2up9XQ&redir_esc=y#v=onepage&q=Approaches%20to%20Training%20and%20Development&f=false

• Truelove, S. (2006). Training in practice. CIPD. London

• http://blog.readytomanage.com/top-20-books-on-training-and-development/

• http://www.fao.org/docrep/W5830E/w5830e0h.htm

• https://www.cipd.co.uk/knowledge/strategy/development/surveys

• Skillnets. (2013). Training Needs Analysis (TNA) Guide. http://www.skillnets.ie/sites/skillnets.ie/files/imce/u7/tna_guide_2013.pdf