Graduate Diploma in Human Capital Development
The Graduate Diploma in Human Capital Development is designed to equip HR & industry practitioners with the knowledge to use organizational psychology at work to deliver win-win solutions that benefit both organization and its employee.
This is a practical oriented program focus on delivering business solutions to improve organizational fit, employee engagement and long term business success. The program aims to provide a comprehensive framework on the use of organizational psychology in human resource management challenges, consulting in business, education and mental health as well as leadership styles in organizations.
Aventis’ Graduate Diploma in Human Capital Development stands apart from other programs – distinctively in its ability to apply the knowledge learnt to the workplace. Organizational psychologists have researched heavily into all facets of workplace psychology, providing answers to challenges and questions such as:
- “Monday blues” syndrome
- Employee engagement
- Workplace stress
- Diversity and multigenerational management
- Psychometric analysis
- Staying competitive
Organizational Theory and Behavior
This module aims to explore the various best practices available to enhance organizational effectiveness. We will focus on understanding what influences people’s behavior at work. We will also focus on strategies for creating work environments that encourage employee retention, motivation, and continued commitment to the organization. These techniques are derived from evidence-based research in the fields of psychology, sociology, anthropology, social psychology, and behavioral economics. Although the module is analytical and conceptual in nature, the primary focus is on applying behavioral science knowledge to the practice of management.
This module aims to explore the key concepts, models, theories, and research in organizational behavior, an interdisciplinary field dedicated to developing a better understanding of people at work. Specific topics include perceptual processes (including common perceptual errors such as stereotyping), impact of individual differences (e.g., personality, abilities), diversity issues, motivation and performance, stress, managing work-life boundaries, group dynamics, persuasion, leadership, and decision-making.
Human Capital Development and Leadership
Businesses today, given the increasing competition and globalization, are going through immense changes and transformations. The recognition of talent as a source of competitive advantage for businesses is fundamental and Human Capital & Leaders Development (HCLD) is one of the most significant pillars in the organizational HR system. A systematic approach to managing the HCD and leadership planning is key to any organizational. Shifts in skills, behaviours and mindsets needed to meet the future organizational challenges is fostered through a systematic effort in training and development and change management.
This module aims to explore the nature and role of leadership using selected readings, case studies, discussion and practical application. Issues such as “What is leadership?”, “What do leaders do?” and “What determines a leader’s success or failure?” will be tackled, as well the key question, “What is the difference between leading and managing?”. Leadership will occur whenever two or more people interact with one another and there are many variables that will determine the nature and outcome of leadership behavior. It will also review a number of those variables and also consider the various types of leadership and leadership outcomes. Even though it is a rather intangible concept that appears to be so variable, none will doubt that good leaders make a difference. This module will approach the subject with a view to fostering a deeper understanding of leadership theory; reconciling that with practical application in the ‘real world’; and finally, encourage the development of personal skills in this area.
Staffing and Personnel Psychology
Effective employee selection is a critical component of a successful organization. How employees perform their jobs is a major factor in determining how successful an organization will be. Job performance is essentially determined by the ability of an individual to do a particular job and the effort the individual is willing to put forth in performing the job. Modern organizations struggle with staffing challenges stemming from increased demand of knowledge workers and international talent. Yet, despite such critical needs for effective staffing practice, staffing research continues to be neglected or misunderstood by many organizational decision makers. Solving these challenges requires staffing to expand their focus from individual-level recruitment and selection research to multilevel research demonstrating the business unit/organizational-level impact of staffing.
The module aims to provide insight to employee staffing systems. Personnel recruitment, selection and retention issues will be discussed in the context of theoretical, practical and legal issues. This module will provide a fundamental understanding of an applied skill set relating to the key concepts, principles, and staffing functions.
Strategic Human Resource Management
Given globalization, the growing integration of the world economy in to one marketplace, many organizations are subject to unprecedented levels of competition. The critical source of competitive advantage for these organizations is not their physical assets, but their people. It is people, not companies, who innovate, create new products, make decisions, develop and implement business plans, penetrate new markets, and serve clients and customers. While developing effective business strategy is important to organizational success, the capacity to implement any given business strategy is completely dependent on a corporation’s people.
This module aims to explore the relationship between the management of people and pursuit of an organization’s strategic goals and objectives. Key topics covered include human resource planning and strategy, job design, diversity management and international human resource management.
Why a Graduate Diploma?
A graduate diploma is a popular alternative to a Master’s degree as it provides a more focused curriculum by focusing on Real World Solutions to business and industry challenges. The popularity of our graduate programmes can be attributed to its problem-centred and practical curricula and industry oriented pedagogy. Our faculty are industry practitioners which provides practical and pragmatic market-based insights that can be apply readily in the workplace.
In just 6 months, you can enjoy a life-changing experience by accelerating your career advancement or embarking on your dream profession. Furthermore, you will gain industry-specific expertise and improve your job performance and personal growth.
- For PMETs with min Diploma/Degree
- Short Duration of 6 Months Part Time
10 Years of Successful Track Record
With over 10 years of successful track record, our graduate diploma programmes are well-recognised amongst executives and managers looking to upgrade their knowledge and skills to be successful in their professional pursuit.
Diverse network of executives and professionals
The graduate diploma programme also attract a diverse group of professionals from various industries with common interest which create a valuable network and encourage cross-pollination of ideas, robust discussions, and critical thinking to generate real market solution, thus preparing participants with the critical tool kits to meet the challenges in an ever-changing market.
The admission criteria are
- A degree or equivalent professional qualification from a recognized university/institution
- Diploma Holders with 5 years working experience
- Mature Candidates above 30 years old
- Executives and Support Staff
- HR staff
- Line Managers
- Supervisors / Team and business leaders
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