COURSE OUTLINE

Name of Course & Course Code

Learning and Development (JSUH303)

SECTION 1 – GENERAL INFORMATION

1.1 Course Faculty
Faculty Sivaramakrishnan S
Co – Faculty

1.2 Level
Tick applicable Level
Foundation Core Level 1 Level 2 Level 3 Practice
- - - -  -

1.3 Course Weight

Indicate the credit point weighting of this Course
Course credit points
3

1.4 Course workload

Using the table below, indicate the expected student workload for this Course.
Timetabled Hours Directed Total Hours
Learning Hours
(learning on one’s
own)
22.5 35 including 15 57.5
hours of Coursera

1.5 Delivery mode

Tick all applicable delivery modes for the subject:

✘ Face to face on site

E-learning (online)
Blended (provide details)
 Face to face onsite plus Coursera module

1.6 Pre-requisites required for the Course, if any

Yes No ✘
If YES, provide details of the prerequisite(s) below:
None
1.7 Other resource requirements
Do students require access to specialist facilities and/or equipment for this subject (for example,
special computer access, and physical education equipment)?
Yes No ✘
If YES, provide details of specialist facilities and/or equipment below.


1.8. Linkage to Career Goals

Learning and development is based on the premise that people are the most valuable assets of an
organization. One of the mandates of the human resources department is to develop and administer
policies, practices, and procedures to provide for the effective learning/training and development of
employees. This ensures the organization achieves its goals and objectives, and employees fulfil their
career potential. This course provides participants with an understanding of the skills required to assess
learning styles, employee training needs, design and administer employee training and development
programs, and understand both the efficiency and effectiveness of such programs.

Relevant for career track in HR.

1.9. Alignment with Learning Goals and Learning Objectives

Aligned to:
GLG 6: Functional Knowledge, LO 6.1: Knowledge of Business Function

Where Assessed:
 End term

1.10. Linkage to Multiple Intelligences

Tick all applicable options

Verbal-Linguistic
✘ Logical-Mathematical
Spatial Visual
Bodily-Kinesthetic
Musical
Interpersonal
Intrapersonal
Naturalist

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1.11. Linkage to IDEAS Framework
Tick all applicable options

Innovation
Design Thinking
Entrepreneurial Attitude
Automation
✘ Solutioning

SECTION 2 – ACADEMIC DETAILS

2.1 Learning Outcomes for the Course
Learning outcomes for Course (Use Bloom’s Taxonomy as applicable)

1. Integrate different learning theories.

2. Use L&D as a retention tool.
3. Design a leaning plan to enhance competencies.
4. Apply a sample L&D plan for a few individuals in an organization.

2.2 Assessment

Assessment task
Type * When assessed Weight
– Session/Week

Class participation Ongoing 15 %

Assignment- 1 Fourth week 10%

Quiz/Presentation Ongoing 15%

Project/simulation Mid-Course 20%

End Term Exams End of Course 40%

Total 100%

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 2.3 Session Wise Details

Module 1
Objectives:
  Understanding why L&D is critical to organization’s performance
 Understand key components of L&D goals

S.No. Session Pre-session

Topic Pedagogy
Type Readings

1 Class Introduction and Lecture and

Session 1 discussion on Discussion
Course Outline-
setting the context
2 Class Differentiate Lecture and Textbook Chapter 1 (Noe
Session 2 between Learning Discussion and Kodwani)
and Development
(L&D), Forces
Influencing L & D,
Snapshots of
training practices
3 Class Strategic Training Lecture and HBR Article:
Session 3 and Learning. Discussion How L&D Are
Evolution of Becoming More Agile by
Training’s Role Jon Younger
Organizational
factors influencing
Training
4 Class Learning theories Group Activity and Chapter 2 from
Session 4 (social learning and Discussion Prescribed Book
need theories,
expectancy theories Read about Different
etc.) and Learning Learning Experiments –
Process, Learning Monster Study, Robbers
Styles Inventory Cave, and Little Albert
Experiment

5 Class Learning theories

Session 5 (social learning and
need theories,
expectancy theories
etc.) and Learning
Process, Learning
Styles Inventory
(continuation..)

Module 2
Objectives:

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  Understand training need analysis model
 Understand instructional design method
 Understand factors leading to successful training

S.No.

Session Pre-session
Topic Pedagogy
Type Readings

6 Class Training Need Analysis, Discussion and Model of process when

Session 6 group exercise performance gaps are
identified-by Blanchard

7 Class Competency Models, Scope HBR Article

Session 7 of Need Assessment Aligning Corporate Learning
with Strategy by Shlomo Ben-
Hur; Bernie Jaworski; David
Gray
8 Class Training Design, Design Group Activity and Chapter 4 from Prescribed
Session 8 Theory, Development and Discussion Book
Implementation of Training.
9 Class Instructional design and the Lecture and
Session 9 process of development of Discussion
content.
10 Class Transfer of Training, Lectures, Article HBR Article-
Session Training Design. Factors discussion, Managers aren’t doing
10 Influencing Transfer, enough to train employees for
Learning Organization, the future by David Ballard
Knowledge Management

Module 3
Objectives:
  Understand how to apply ROI on Training Activity

 Difference between Rationale Evaluation and Personnel Evaluation

 Measuring Human Capital

S.No. Session Pre-session

Topic Pedagogy
Type Readings

11 Class Rationale for Evaluation, Lecture and HBR Article:

Session Overview of Evaluation Discussions When Companies Should
11 Process, Resistance to Invest in Training Nd When
Training Evaluation They Shouldn’t by-Ron
Carucci

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 12 Class Outcomes used in Evaluation Lecture and HBR Article:
Session of Training Program, Dscussions Managers aren’t doing
12 Evaluation Practices, enough to train employees for
Evaluation Designs the future by David Ballard
13 Class Determining Return on Lecture and
Session Investment, Measuring Discussions
13 Human Capital and Training
Activity

Module 4
Objectives:

 Understand internal and external training environment

 Understand relevance of Technology and Social Media in L&D

S.No. Session Pre-session

Topic Pedagogy
Type Readings

14 Class Approaches to Employee Lecture and HBR Article:

Session Development and Discussion Where Companies Go
14 Development Planning Wrong with Learning
Process; and Development- By
Steve Glaveski

15 Class E-learning and Use of Lecture and

Session Technology- Future of Discussion
15 training

16 Class Succession Planning and Lecture and Article: Leadership

Session Career Planning Discussion Development initiatives
16 to ensure succession
planning effectiveness
17 Class Conducting Training Student
Session Sessions presentations
17
18 Class Wrap up and Student Student
Session Presentations presentations
18 followed by
Discussion and
Reflections

2.4 Prescribed and recommended readings

Provide below, in formal reference format, a list of the prescribed and recommended readings for the
subject.

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Reference Text:
Noe, R. A., & Kodwani, A. D. (2023). Employee Training and Development, 7e. McGraw-Hill Education.

Recommended Articles:

As given in session plan

Recommended Cases:

As given in session plan

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