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1. Understand competing approaches that contextualise contemporary development in human resource development (HRD)

Workplace Learning and Development Strategy - NHS

Learning outcomes and assessment criteria specific to this assignment:

Starting with Question 1. Critically identify the anticipated HRD intervention outcomes for this programme. Critically outline the drivers for improvement and provide context and implications for the organisation in terms of any relevant aspects of HRD practice.

1. Understand competing approaches that contextualise contemporary development in human resource development (HRD)

2. Locate contemporary external trends and data and the implications of these for HRD practice

3. Apply the key requirements in the design and delivery of a range of inclusive learning and development (L&D) activities and appraise the roles and responsibilities of individuals in meeting L&D needs

4. Examine how HRD needs in general and L&D needs specifically can be met, the application and use of a range of relevant methods, and demonstrate ability to evaluate the outcomes of HRD interventions.

Detailed assignment brief- Individual assessment

Assessment Requirements

 

 

  • Word limit 3,000 words (+/- 10%)
  • Plagiarism report: 0-3% similarity.
  • Assignments should contain no spelling or grammatical errors and be presented in a report format.
  • The report should include a contents page, clearly labelled sections and references pages – add recent statistics if possible.
  • Harvard referencing format must be used - not older than 10 years.
  • References required 30-40
  • Please put a lot of references in the body of the work at least one reference every two or three sentences.
  • All reference sources cited in the reference list must be included in the main body of the report
  • Please ensure each page of your assignment is numbered.

1.0 Introduction

The assignment should be based on an organisation – the selected organisation is the NHS. This work should be completed using secondary research only. Primary research may be used, as long as it can be done remotely. Primary research is not essential to achieve higher marks.

It is strongly recommended that you make good use of appropriate academic sources, particularly current peer reviewed journal articles and relevant reference materials, including best practice from contemporary case study organisations.

2.0 Detailed task requirements

Your task is to produce an individual report to:

Identify and critically analyse the learning and development strategy for the NHS and critically analyse the human resource development (HRD) implications.

You are required to identify a 12 month learning and development strategy for the NHS. If the NHS already has this document readily available, then you may focus on the methods of evaluation for the company. If the organisation does not have this document, then you can create one for them using case study examples from your wider reading from secondary research data to help you.

Your report should address the following key areas:

1. Critically identify the anticipated HRD intervention outcomes for this programme. Critically outline the drivers for improvement and provide context and implications for the organisation in terms of any relevant aspects of HRD practice.

2. What types of internal and external data could be helpful in creating the Learning & Development strategy? If a Training Needs Analysis (TNA) is part of the L&D activities, what is the current gap for the organisation and what information would be helpful to better understand the gap and potential solutions for reducing that gap? Where can this data be located?

3. What are the key requirements in the design and delivery of the learning and development (L&D) activities? Appraise the roles and responsibilities of individuals in meeting L&D needs. Who should hold accountability and have responsibility for the learning and development strategy and why?

4. Critically discuss how the learning and development strategy could be evaluated using Kirkpatrick’s evaluation model (1996; 2006), or similar. Critically explain why a systematic evaluation method is important for the organisation in measuring success.


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