-
Presentation
Presentation
Organizational development through development of employee skills. A privileged tool for promoting organizational change, talent retention and organizational effectiveness. Integrates aspects of Management and Psychology.
-
Class from course
Class from course
-
Degree | Semesters | ECTS
Degree | Semesters | ECTS
Master Degree | Semestral | 6
-
Year | Nature | Language
Year | Nature | Language
1 | Mandatory | Português
-
Code
Code
ULHT1705-14088
-
Prerequisites and corequisites
Prerequisites and corequisites
Not applicable
-
Professional Internship
Professional Internship
Não
-
Syllabus
Syllabus
1. Training Storytelling - evolution (apprenticeship, JIT, ADDIE and AGILE models)
2. Learning as a Change Management tool - Strategic Training Cycle and Organizational Development (Learning Organizations)
3. Psychopedagogy of Learning - Principles, factors, types of learning and implications for adult learning and Lifelong Learning
4. Training goals, methods and techniques (pedagogical goals, pedagogical methods and techniques, design and implementation, training evaluation)
5. Fundamental theories in digital learning design(Design de experiência de aprendizagem, Design Thinking, Peeargogy)
6. The state of the art in formation – XXI century (gamification, collaborative learning, academies, the power of AI, micro-learning)
7. Coaching – skills, goals, models (GROW, appreciative inquiry); techniques (questioning, SWOT analysis, Johari window)
8. Contemporary challenges in coaching - ethics; scientific foundation; coaching by strength
-
Objectives
Objectives
Learning and development focuses on the design, delivery, and evaluation of training and development programs for individuals and organizations. You will lern to enhance your skills as a trainer and create engaging and effective learning experiences. Also you will develop fundamental skills to be a training manager.
We will explore topics such as instructional design, adult learning theory, elearning, education financing, the role of AI, Long Life Learning and gamification, as well as how to use various learning technologies and L&D metrics. Exploring the crossroad between the business cycle and the L&D cycle you will be able to demonstrate the strategic value of L&D projects. That's why will develop topics like Organizational Learning, the future of jobs and learning, new spaces for L&D projects.
Fundamentals of coaching will also be adressed from early to contemporary proposals. We will approach the coaching process, advantages and techniques, like GROW model and appreciative enquiry.
-
Teaching methodologies and assessment
Teaching methodologies and assessment
Students will be challenged to conduct projects in a real context and analyze cases collaboratively. Group feedback and debate are valued, as well as the use of digital platforms and reversed learning. 40% of the UC hours will be dedicated to the presentation of content (40%).
-
References
References
Garrett, B. (2000). The Learning Organisation: Developing Democracy at Work . London: Harper Collins.
Gibb, S. J. (2011). Human Resource Development; Process, Practices and Perspectives at Work, 2nd edition. Basingstoke: Palgrave.
Harrison, R. (2009). Learning and Development . London: McGraw Hill.
Kirkpatrick, Donald L. , & Kirkpatrick, James D. (2006). Evaluating training programs: the four levels (3rd ed). S. Francisco: Berrett-Koehler.
Klein , Stephen B. (2012). Learning: principles and applications (6th ed ). London: Sage.
Marcus-Quinn, A., & Hourigan, T. (Eds.). (2021). Handbook for online learning contexts: digital, mobile and open
Smith, W.-A., Boniwell (2021). Positive psychology coaching in the workplace
Pereira, Alexandra Barosa (2007). Coaching em Portugal: teoria e prática . Lisboa: Edições Sílabo. Wilson, J.P. (2012). Human Resource Development. London: Kogan Page.
Zeus, P., & Skiffington, S. (2003). The complete guide to coaching at work . New York: McGraw-Hill Education
-
Office Hours
Office Hours
-
Mobility
Mobility
No
