Learning & Development

Brief description

  • Basic terms and concepts around learning & development
  • Significance and purpose of learning & development
  • Systematic approaches to set up a learning & development strategy or programme
  • Competence management (only basics related to learning & development, in depth to be taught in --> TAREM)
  • Instruments and methods in learning & development (formal & informal, on-the-job & off-the-job, digital & analogue)
  • Varieties of learning & development organization and changing role of learning & development
  • Digitization in learning & development

Mode of delivery

face to face

Type

compulsory

Recommended or required reading and other learning resources/tools

Armstrong, M. (2021). Armstrong's Handbook of Learning and Development: A Guide to the Theory and Practice of L&D. Kogan Page. //
Beevers, K., Rea, A. & Hayden, D. (2019): Learning and Development Practice in the Workplace (4th edition). Kogan Page. //
Van Dam, N. & Rijken, J. (2021). 49 Tools for Learning and Development. Vakmedianet. //
Parry-Slater, M. (2019). The Learning and Development Handbook: A Learning Practitioner's Toolkit. Kogan Page.

Planned learning activities and teaching methods

Blended learning (online and presence teaching, inverted classroom with e-learnings for self-study), single and group activities for self-study (e.g. micro presentations in class) as well as follow-up discussions of open questions, guest lecture on current trends and examples of concepts and strategies, online quizzes during self-study phases for individual learning success checks or during presence phases as repetition

Assessment methods and criteria

Written final examination (55 %, open questions, open book).
Content criteria of the final examination: degree of problem identification and problem characterization, correctness and complexity of the solutions with regard to technical and methodological competence.
Formal criteria of the final examination: completeness of the answers, linguistic differentiation and independence of the presentation of results.
Immanent assessment of learning outcomes (45 %, e.g. in the form of intermediate tests, small group work/problem-based learning for creation of a learning & development strategy and/or research of suitable providers for a specific context).
Content criteria immanent assessment: degree of problem identification and problem characterization, correctness and complexity of solutions in terms of technical and methodological competence, consideration of the individual case study context and confidence in answering concluding questions.
Formal criteria immanent assessment: compliance with formal requirements, linguistic differentiation and correctness, independence and creativity in the presentation.

Prerequisites and co-requisites

Einführung zu People Management & Employee Lifecycle

Infos

Degree programme

People & Culture Management (Bachelor)

Cycle

Bachelor

ECTS Credits

3.00

Language of instruction

English

Curriculum

Part-Time

Academic year

2025

Semester

3 WS

Incoming

No

Learning outcome

After successful completion of this course, students are able to:

  • define essential basic terms and concepts around learning & development, e.g. learning theories, tacit vs. implicit knowledge, formal vs. informal learning,
  • explain the significance and purpose of learning & development for employee qualifications, organizational competences as well as organizational development,
  • describe different approaches to set up a learning & development strategy or program, give examples on methods to be applied in each step of the process including approaches for an evaluation of the strategy or programme,
  • determine the significance of competence management in an organization as one source for a needs analysis and its impact on learning & development planning,
  • compare fundamental instruments and methods in learning & development (such as classroom trainings, international assignments or coaching) and identify exemplary use cases as well as limitations (e.g. diversity & inclusion trainings),
  • propose and implement necessary measures for effective learning & development in specific organizational contexts,
  • differentiate between various forms of the learning & development organization within the People & Culture department and reflect on the role of L&D practitioners with regards to concepts such as continuous or life-long learning and
  • assess the possibilities of digitization in learning & development, e.g. the use of LMS, mobile learning, VR/AR and AI.

Course code

1582-24-01-BB-DE-22