7OS03 Technology Enhanced Learning

About this unit

This unit is optional under the CIPD level 7 diploma in Strategic People Management. The unit focuses on how technology can be used in learning and how businesses use technology-enabled information and platforms. This unit is a new material under the CIPD that can be used to create learning tools. It improves visualizations and makes augmented reality apps more potent because it lets people interact with their environment through gestures or voice recognition. It also looks at how data and learning analytics can be used by the learning and development department and how businesses can implement technology systems.

What you will learn

The learner will evaluate a wide range of technologies used in learning and development, as well as several different technological platforms. Hence, the learner will become more tech-savvy and can use technology to improve interaction, engagement, and understanding in the workplace. To do this, the unit will look at how technology-enhanced learning methods are used in the planning stages of a project and how they are used to measure their effectiveness and assess their impact. It will look at how organizations use both technological and non-technological methods to learn. Furthermore, the student will also learn how to deal with organizational barriers to learning technologies and how these issues can be overcome. Finally, the student will look at learning analytics and how data can be used to improve the effectiveness of learning, and how data protection laws can help.

This unit is suitable for persons who

This unit is essential for the following groups of people who:

• Work in an organization where they are accountable for the implementation of human resource policies
• Aspire to pursue a profession in human resource management and have completed CIPD Foundation Diploma in Human Resource Practice
• Are experienced people practitioners employed in a senior people practice position seeking to broaden and deepen their capacity, knowledge, and skills to impact strategy, policy, and people
• Are in pursuit of a professional qualification to advance their career in human resources (HR) and learning and development (L&D) management.
• Desire to increase their autonomy, influence, and judgment to effectively lead and drive organizations and their people on a strategic level.

Learning outcomes

Upon completing this module, learners will be able to meet the following significant learning outcomes, which are further classified into various sub-categories. Through these learning outcomes, the learner will be able to comprehend:

• Know how technology has changed the way people learn and their impact upon the design and practice of learning and development (Learning Outcome 1)
• Learn about various technological solutions and how they can be used in learning and development (Learning Outcome 2).
• Learn about how learning technologies are used in businesses (Learning Outcome 3).
• Know how data can be used to improve the effectiveness of your company’s learning and development (Learning Outcome 4).

What are the entry requirements?

Institutions have statutory requirements for their candidates that CIPD does not necessarily regulate. These criteria differ by institution, while others are the same for all students enrolling in the unit. Institutions have established these diagnostic tools to check whether candidates have the required literacy and numeracy skills to complete Designing Learning to Improve Performance (7LD03). To enrol in a course, most institutions expect candidates to have a working understanding of the English language. Some institutions, for example, demand that candidates have a C/4 or higher in English at the GCSE level. Other colleges require applicants who speak English as a second language to have a 6.5 IELTS/ESOL Level 2 equivalent. However, the CIPD offers a policy for non-native English speakers that gives guidelines on suitable English language entry requirements.

Most institutions expect applicants to have a bachelor’s degree, CIPD level 5 certifications, and prior human resources experience. In extreme situations, significant strategic people practice experience may be substituted for a degree; however, this is subject to evaluation. Previous learning policies, which allow learners to demonstrate that they already have the information, understanding, or abilities needed to complete the assessment requirements for a unit and do not need to gain them through a course of study, are also recognized by CIPD. The CIPD, for example, has predefined transfer chances to this unit as scheduled exemptions for learners who have completed units from a previous CIPD certification. Learners who have completed units from non-CIPD qualifications that they believe will map to units in this qualification may also submit an application form, together with precise mapping and evidence of attainment, to the CIPD for verification. Finally, several institutions require candidates to be at least 18 years old to enroll in the course. However, the CIPD advises that candidates pursuing this unit have a minimum age of 21.

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Resources used for the unit

For students interested in pursuing this course, there are a variety of publications available. Here are a few examples that institutions across the globe extensively utilize.

Clark, D. (2020) Artificial intelligence for learning: how to use AI to support employee development. London: Kogan Page.

Dabbagh, N., Marra, R. M., & Howland, J. L. (2018). Meaningful online learning: Integrating strategies, activities, and learning technologies for effective designs. Routledge.

Houghton, E. and Green, M. (2018) People analytics: driving business performance with people data. Report. London: Chartered Institute of Personnel and Development. Available at: www.cipd.co.uk/knowledge/strategy/analyti cs/people-data-driving-performance/

Howes, C. D. (2018). Creative Collaboration in Higher Education: A Guide for Distance Learning Technologies. Morehead State University.

Marr, B. (2018) Data-driven HR: how to use analytics and metrics to drive performance. London: Kogan Page.

Mattox, J.R., Parskey, P. and Hall, C. (2020) Learning analytics: using talent data to improve business outcomes. 2nd ed. London: Kogan Page

Rose, M. (2018). Management: Alternatives, Consequences and Contexts, London: CIPD. Rose, M.(2018) Reward Management: A Practical Introduction, 2nd edn, London: Kogan Page. Human Resource Management, 162.

Walford-Wright, G., & Scott-Jackson, W. (2018). Talent Rising; people analytics and technology driving talent acquisition strategy. Strategic HR Review.

Wheeler, S. (2019) Digital learning in organizations: help your workforce capitalize on technology. London: Kogan Page. Online resources

Whysall, Z. (2020). Avoiding unintended consequences of diversity initiatives: the importance of dimensionality.