Program Description  M.S. in OL/HRD
The M.S. in OL/HRD Program
The Master of Science in Organizational Learning and Human Resource Development (OL/HRD) program has been designed to address one of the College's key strengths - meeting market demand to educate the future workforce. Fisher has always considered the human resource needs of the industrial and corporate community in designing programs that will give students the competencies most desired by employers, making Fisher students more employable
In following market trends, the College is aware that organizations need OL/HRD professionals. Employers are beginning to view the OL/HRD function as essential for the maximization of their organization's human potential. They are placing emphasis on the competence of practitioners who are able to design, develop, and implement systems and programs that focus on employee growth and effectiveness and that strategically link to the specific goals and needs of the organization.
Various industries - profit, not-for-profit, and government - employ OL/HRD professionals. Historically, the function of the OL/HRD professional has been in the design and delivery of employee job training programs and organization development systems. Today, OL/HRD professionals are involved in a full range of job roles and interventions based on the dynamic environment of today's workplace. Employment roles include human resource development manager, training director, needs analyst, internal/external consultant, change agent, organization development manager, career planning/succession planning consultant, instructional/program designer, materials developer, and instructor/facilitator.
The 2002 Bureau of Labor Statistics Occupational Outlook Handbook predicts that employment demand for OL/HRD professionals will be strong with anticipated growth of up to 20% through 2008. In response to the complexity of new jobs and increasing efforts to recruit and retain a quality workforce, employers are expected to devote greater resources to the development of their human capital functions. Opportunities for job placement are favorable.
The American Society of Training and Development (2000) notes the forces that have influenced growth of OL/HRD practices:
- Increased need to measure workforce productivity, performance, and cost effectiveness
- Increased demands for demonstration of impact, quality, and practicality
- Accelerated rate of change and uncertainty in the business environment
- Increased emphasis on customer service and expectations of quality services
- Increased sophistication of business processes
- Increased organizational change efforts that focus on accountability, performance, quality, creativity, and teamwork, and
- Increased demographic changes in the workforce
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