Certificate in Human Resource Development(CHRD)

A comprehensive course on the aspects of human resource development, the theories, methods, and research findings pertaining to improving the knowledge, attitudes, skills, and habits (KASH) levels of individuals and groups in various organizational settings; techniques and approaches on how to analyze training needs, design training modules, and evaluate training interventions or programs, and administer and manage the training function in an organization. 

In general, this Certificate in Human Resource Development (CHRD) seeks to equip the participants with the relevant knowledge, attitudes, and skills in the exercise of the human resource development functions.

Specifically, this course purports to enable the participants to:

2.1 GAIN a better perspective and appreciation of the role and place of human resource development in an organization as a strategic tool supportive of business imperatives;

2.2 IDENTIFY the repertoire of skills and competencies needed by the modern/professional HRD practitioner;

2.3 DISTINGUISH between training and development;

2.4 APPLY key principles and theories of adult learning in the planning and implementation of training modules;

2.5 INCREASE their level of competence in the application of various (selected) tools, techniques, and approaches in:

2.5.1 analyzing training needs;
2.5.2 designing training modules;
2.5.3 implementing training programs;
2.5.4 evaluating training programs

2.6 ADMINISTER or MANAGE, with some degree of confidence, the human resource development function in an organization.

CONTENT

Module 1: Overview of Human Resource Development

1.1. What is HRD?
1.2. Some Important Definitions and Concepts: Education, Training and Development
1.3. Training and Development in the Age of Information
1.4. Organizational Context of HRD
1.5. Underlying Philosophy of HRD
1.6. Roles and Functions of the HRD Professional
1.7. The Skills and Competencies of the HRD Professional

Module 2: Understanding Adults and How they Learn

2.1 Differences Between Pedagogy vs. Andragogy
2.2 Adult Learning Theories (Including 9 Intelligences, AL), principles, and applications
2.3 Learning Orientation and Styles of Learners

Module 3: Determining and Analyzing Training Needs and Requirements

3.1 Training Needs Assessment: Methods and Techniques
3.2 Analyzing the Training Requirements
3.3 Linking Training Needs with Productivity Goals
3.4 Presenting Training Needs Assessment Results

Module 4: Designing a Training Module

4.1 Developing Criterion Referenced Learning Module
4.2 Setting and Writing Learning Objectives
4.3 Determining the Relevant Practice that Learners have to undergo to acquire objectives
4.4 Defining and sequencing the module content
4.5 Selecting the Delivery System (Training Methods, Media, Aids, and Technologies)
4.6 Drafting the Module or Developing a Training Plan/Process
4.7 Trying out the Module
4.8 Revising/Finalizing the Module
4.9 Preparing Implementation Instructions

Module 5: Using Facilitation/Presentation Skills

5.1 Facilitation Skills
5.2 Handling Problem Situation and Classroom Management Strategies
5.3 Training and Presentation Styles

Module 6: Evaluating Training Interventions

6.1 Reasons for Evaluation
6.2 Linking Design and Evaluation
6.3 Types and Levels of Evaluation
6.4 Principles and Methods of Evaluation
6.5 Reporting Training and Development Results
6.6 Linking Evaluation with Productivity Goals

Module 7: Managing the Training Function

7.1 Planning and Implementing Pre-Post Training activities
7.2 Preparing Budget for Training activities
7.3 Determining Logistical Requirements
7.4 Preparing Administrative Requirements: Determining Profile of Participants, Sending Notices

Module 8: Ensuring the Growth and Development of Human Resources

8.1 Career Development and Management Interventions

Module 9: Integration Session (“Futurizing HRD”)

9.1 Ethical Considerations in HRD Practice
9.2 Contemporary Issues and Trends in HRD
9.3 Reinventing/Building A Career in HRD

COURSE REQUIREMENTS:

• Develop a credo (philosophy) underlying your practice as HRD professional
• Design a diagnostic tool for your organization or any segment thereof and determine the training needs of employees
• Design a training program for a group of individuals in your organization based on their analyzed training needs
• Present a segment of your training program and utilize any or a mix of training methods and media;
• Devise an evaluative tool that will measure the results of your training design