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Graduate Courses
Organizational Learning and Human
Resource Development (OLHRD)
Deborah W. Kilgore, Program Coordinator
Degrees Work for the master of education degree (M.Ed.) with a specialization
in organizational learning and human resource development is offered.
Courses are scheduled with consideration of the full-time work schedules
of the majority of our students.
Emphasis The OLHRD Program focuses primarily on three components
of positive organizational development: learning, performance, and
change. Students learn how to design, carry out, monitor, and evaluate
organizational learning and human resource development efforts to
improve the learning potential of individuals and organizations.
Prerequisites Prerequisites to major graduate work in educational
leadership are completion of an undergraduate degree with coursework
appropriate to the planned specialization, and evidence that the
student ranks above average in scholastic achievement and promise
of professional competence.
Learning Opportunities Master’s students in OLHRD will engage
in learning experiences via courses, practical experiences, and
independent reserach or a culminating experience that will enable
them to serve as leaders in various OLHRD settings.
Careers The Organizational Learning and Human Resource Development
(OLHRD) master’s degree prepares graduates for continuing
education and human resource development leadership roles in public
and private organizations.
Outcomes Master’s degree graduates with a specialization in
organizational learning and human resource development will be knowledgeable
about the mutual and complex relationships between learning, performance,
and change. By the time of graduation, students will demonstrate
the necessary skills and knowledge to:
•Promote individual and organizational growth by thoughtfully
enacting theories of individual and organizational learning and
development, strategic planning, and performance and change management.
•Facilitate selection and deployment of appropriate OLHRD
interventions at all levels of an organization.
•Continually monitor and evaluate OLHRD efforts in light of
new challenges.
•Relate sensitively and evaluate OLHRD efforts in light of
new challenges.
•Express ideas clearly to various audiences, both orally and
in writing.
•Articulate their values, beliefs, and philosophies of organizational
learning and human resource development.
•Access and use research information and technology to assist
with OLHRD efforts.
•Negotiate, collaborate with, and respond to the diverse interests
of the many stakeholders in organizations.
•Act ethically, honestly, and with regard for fairness.
Admissions for this program are suspended at this time.
Courses Primarily for Graduate Students,
Open to Qualified Undergraduate Students
OLHRD 540. Foundations of Organizational
Learning and Human Resource Development. (3-0) Cr. 3. A study
of the modern practice of organizational learning and human resource
development from a perspective of its history, philosophy, application,
and literature.
OLHRD 541. Adult Learning. (3-0) Cr.
3. Prereq: OLHRD 540. Examining how adults acquire and use
knowledge, skills, and attitudes within organizational settings;
studying individual differences in learning as well as the principles
and elements of the learning organization.
OLHRD 542. Program Development in Human Resource
Development. (3-0) Cr. 3. Prereq: OLHRD 540. Applying
program development principles, models, and strategies to human
resource development and performance improvement interventions.
OLHRD 543. Strategically Integrated Human
Resource Development. (3-0) Cr. 3. Prereq: OLHRD 540,
541. Examining the evolution and philosophy of human resource
development, organizational transformation techniques, performance
partnerships, and changes in human resource development practice;
applying tools and techniques to improve organizational performance.
OLHRD 544. Performance Improvement and Change
Through Learning Interventions. (3-0) Cr. 3. Prereq: OLHRD
541, 542. Examining the characteristics and elements of the
performance improvement and change process, with special attention
to the roles and responsibilities of employees, managers, and organizations
when improving individual and organizational learning.
OLHRD 545. Learning Acquisition, Transfer,
and Evaluation. (3-0) Cr. 3. Prereq: OLHRD 541, 542, 544.
Critical examination of learning acquisition, transfer, and evaluation
barriers, partnerships, strategies, and activities; and the roles
and responsibilities of human resource development professionals,
managers, employees, and organizations in the application and evaluation
of learning on the job.
OLHRD 546. Human Resource Development Consulting.
(3-0) Cr. 3. Prereq: OLHRD 543, 544. Understanding the roles,
responsibilities, characteristics, objectives, competencies, and
skills of human resource development consultants; applying the consulting
process to solve performance and organizational problems in real
and hypothetical settings.
OLHRD 547. Practicum/Internship. Cr.
3. F.S. Practicum or internship designed to provide work exposure
in organizational learning and human resource development.
OLHRD 598. Capstone Seminar. Cr. 3.
F.S.SS. Prereq: 21 credits in organizational learning and human
resource development. Integrating the learning experiences of
students completing the Master’s Degree Program in organizational
learning and HRD.
OLHRD 599. Creative Component. Cr.
3. Prereq: 21 credits in organizational learning and human resource
development.
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