BB212 - Human Resource Development

Credit Points: 15 credit points

Workload: 36 hours

Prerequisite: BB103 Management Principles

Co-requisite: N/A

Aims & Objectives

This is a second-year core unit in the Bachelor of Business, major in Management and offered as an elective unit in the Bachelor of Business majors in Marketing and Accounting. For Course Learning Outcomes and further information relating to Bachelor of Business programs please visit our website:

Knowledge of human resource strategies that add value to an organisation through appropriate development practices and talent management is required to effectively manage human resource development (HRD) functions in organisations. This unit will introduce students to the various functions that are relevant to understanding HRD practices in work organisations. The Unit emphasises the role of HRD in operationalising corporate strategy and the creation and management of organisational knowledge. Students will learn key HRD theories and concepts including an introduction to HRD, assessing HRD needs, needs assessment and HRD, influences on employee behaviour, learning and designing HRD programs, designing HRD programs, coaching and performance management, management development, organisational development. Emphasis is placed on the application of theory to case study examples.   

Unit topics include:

  • Introduction to Human Resource Development
  • Influences on employee behavior
  • Learning and human resource development
  • Designing human resource development programs 
  • Assessing human resource development needs
  • Designing human resource development programs
  • Implementing human resource development programs
  • Evaluating human resource development programs
  • Coaching and performance management     
  • Management development
  • Organisation development and change

Learning Outcomes

The Course learning outcomes applicable to this unit are listed on the Melbourne Institute of Technology’s website:
At the completion of this unit students should be able to:
a. Analyse a range of organisational needs analysis approaches and recommend a suitable method to identify human resource development needs for specific contexts.
b. Investigate a range of human resource development design approaches available, and recommend their use to address specific learning needs.
c. Interpret theories of adult learning to the workplace, to diagnose, design and implement a human resource development program.  
d. Discuss human resource development applications for effectiveness and efficiency.
e. Demonstrate appropriate communication skills in individual and group work and written and oral presentations.


Assessment Task Due Date A B Unit Learning Outcomes
1. Formative Assessment Week 3 - 5% d
2. Contribution and Participation Weeks 1-12 - 5% a,b,c,d,e
3. Part A:Training Needs Assessment(TNA)[Individual] Week 7 20% - a,b,c
4. Part B:Training Plan and Training Delivery Session[Group Report 10%;Presentation 10%] Week 10 10% 10% c,d,e
5. Case Study Analysis [Individual] (3 hours) TBA - 50% a,b,c,d,e
TOTALS   30% 70%  

Task Type: Type A: unsupervised, Type B: supervised.

Contribution and Participation (5%)

This unit has class participation as an assessment. The assessment task and marking rubric will follow the Guidelines on Assessing Class Participation ( Further details will be provided in the assessment specification on the type of assessment tasks and the marking rubrics.

Teaching Methods

NOTE: All School of Business units 3-hour workshops Flipped Classroom Mode. 

Textbook and Reference Materials

Note: Students are required to purchase the prescribed text book and have it available each week in class.

Prescribed Text Book

  • Sharma, E. (2019). Strategic Human Resource Management and Development, [1st Edition]. Pearson Education, India. 

Recommended references

  • Werner, J., (2017), Human Resource Development: Talent Development, [7th Edition]. Cengage Learning, USA.
  • Beebe, SA., Mottet TP. & Roach KD. (2013), Training and Development: Communicating for Success, Pearson Education Inc. Australia. 
  • Werner, J. M. & DeSimone, R. L. (2013), Human Resource Development, [6th Edition]. South-Western, Cengage Learning, Australia.  


  • Industrial and Labour Relations Review.
  • Human Resource Management Journal.
  • Human Resource Development International.


The Referencing style for this unit is APA: See the MIT Library Referencing webpage: and the Unit Moodle page for additional referencing support material and weblinks.

Graduate Attributes

MIT is committed to ensure the course is current, practical and relevant so that graduates are “work ready” and equipped for life-long learning. In order to accomplish this, the MIT Graduate Attributes identify the required knowledge, skills and attributes that prepare students for the industry.
The level to which Graduate Attributes covered in this unit are as follows:

Ability to communicate Independent and Lifelong Learning Ethics Analytical and Problem Solving Cultural and Global Awareness Team work Specialist knowledge of a field of study


Levels of attainment Extent covered
The attribute is covered by theory and practice, and addressed by assessed activities in which the students always play an active role, e.g. workshops, lab submissions, assignments, demonstrations, tests, examinations.
The attribute is covered by theory or practice, and addressed by assessed activities in which the students mostly play an active role, e.g. discussions, reading, intepreting documents, tests, examinations.
The attribute is discussed in theory or practice; it is addressed by assessed activities in which the students may play an active role, e.g. lectures and discussions, reading, interpretation, workshops, presentations.
The attribute is presented as a side issue in theory or practice; it is not specifically assessed, but it is addressed by activities such as lectures or tutorials.
The attribute is not considered, there is no theory or practice or activities associated with this attribute.