College of Education and Human Development

Department of Organizational Leadership, Policy, and Development

Master of Learning and Talent Development (MLTD)

in Organizational Leadership, Policy and Development

The field of human resource development explores how people learn, change, and relate to one another within an organizational environment. Practitioners in the field aspire to help an organization’s individual members find a sense of meaning, satisfaction, and accomplishment with respect to their organizational identity. Often, this both forms part of and contributes to the strategic development goals of a particular organization.

Leading people and projects in today’s organizations require a multitude of skills, many of which have to do with developing people to be successful in their current and future assignments. The MLTD program is for practitioners who need both knowledge and credentials to support their teams and move forward in their careers.

The Master of Learning and Talent Development (MLTD) is an entirely online graduate degree that prepares you to lead training and development in organizations, assess when various development strategies are needed, and implement and evaluate solutions for organizational change.

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    As a student in the online MLTD program, you are part of virtually everything our department, college, and world-class university have to offer graduate students (although it may be more accurate to say everything offered virtually, unless you happen to be located near campus). OLPD hosts workshops, seminars, and networking events every semester which are accessible online via Zoom. The Graduate League of OLPD (GLO) is open to all of our graduate students, totaling nearly 500 people across more than 20 graduate programs. You'll receive full access to the University's library system and associated resources, student benefits, and much, much more.

    MLTD students gain the capacity to:

    • Demonstrate how HRD contributes to organizational strategy and apply appropriate models and methods as part of strategic planning
    • Communicate effectively in front of both small and large groups of people, both in person and online
    • Quickly assess and distill the necessary skills and knowledge needed in the subjects for which they design and implement training
    • Provide people-based solutions to their organizations or clients, both in-person and online
    • Become a better leader of people and projects
    • Design and deploy organizational learning programs
    • Design and implement DEI (diversity, equity, and inclusion) programs for an organization
    • Assess, design, implement, and evaluate training, leadership, and organization development programs
    • Explore and develop soft skills needed by leaders, such as effective emotional intelligence, proactive social awareness, and relationship management.

    It is possible to remain fully employed while completing requirements for this degree.

    Coursework and curriculum

    This is an online, asynchronous program for career-minded individuals looking for additional academic support and skills in learning and talent development. The program consists of eleven courses totaling 33 credits:

      Consulting for Organization Change

      This course is an introduction to major theories, concepts, skills and techniques of consulting for industry, education and government. The topics covered in this course include the scope of the consulting industry (local, national and global); the skills, techniques, attitudes, and mindset considered important to individuals who become organization consultants; identifying and framing problems in a way that leads to manageable solutions; the methodologies of organization consulting and the importance of good project management; ethical issues of organization consulting; and developing a professional written consulting proposal.

      Diversity, Equity, and Inclusion

      Diversity, Equity, and Inclusion training happens at multiple levels: clarifying the vision, mission and values of an organization is the first step, awareness training is the next level, and situational DEI training follows. Additionally, the integration of DEI into policies, procedures, stories at each organization level to ensure they are DEI inclusive.

      Evaluation in Human Resource Development

      This class will focus on the exploration of evaluation methods for human resource development programs and projects. This includes the systematic collection of data needed to make decisions related to the strengths and weaknesses of selection, adoption, value and implementation of programs and projects, including Training programs, Technology, Organization Development (OD) Interventions, Career planning strategies, Team & individual performance, Organizational level performance (sustainability, diversity, inclusion, etc). This includes commonly used evaluation tools (e.g., Balanced Scorecard, Strategy Maps, Kirkpatrick method, Return on Investment (ROI) and Cost Benefit Analysis (CBA) and the development of custom evaluation tools.

      Introduction to Applied Research for HRD Professionals

      This course provides an introduction to engaging in applied research for HRD professionals. Specifically, this course will focus on providing an overview of the challenges, issues and considerations that practitioners face when engaging in research designed to solve real-world, practical problems. The content covered in this course is intended to complement other existing courses that highlight research skills such as framework design, methodological choices and leveraging existing research. Ultimately, this course is intended to position graduate students to understand the complexities and practicalities of engaging in applied HRD research with a particular interest in the role of training, leadership and organizational development in supporting organizational goals.

      Course Objectives

      • Understand applied research, and its distinction from other forms of research.
      • Describe some of the advantages and challenges of undertaking applied research as an HRD professional.
      • Articulate the potential of applied research in solving specific HRD-related problems.
      • Think critically about the relationship between HRD research and professional practice.

      Student Learning Outcomes

      • Demonstrate knowledge of applied research principles and practices.
      • Articulate the ways in which research paradigms and positionalities inform the lens researchers bring to research.
      • Evaluate existing scholarship for its applicability in solving HRD-related problems in their own organizations.
      • Provide examples of real-life application of course content to the organization challenges experienced by themselves and their peers.

      Instructional Design for E-Learning

      This course provides an overview of the philosophy and practices in the most common form of distance training—online or Internet-based. As such, areas of examination include developing opportunities for meaningful learning online, utilizing technology to inquire and innovate, designing an online training program, and forecasting future training. This online course will utilize several instructional tools that can be accessed through the Canvas course site. These tools may be a great model to use in the future when you provide training online at work.

      Introduction to Human Resource Development

      This course provides students with high-level understanding of the many aspects of the field of HRD, especially those that support learning and talent development. Students will analyze the responsibilities of HRD scholars and practitioners and acknowledge how theory and practice inform one another to achieve workplace and societal learning outcomes. Students will also become familiar with the methods and principles that support learning at the individual, group/team, and organizational levels. As students acquire this knowledge, they will be encouraged to critique the connections and effectiveness of the multiple aspects of HRD.

        Leadership Training

        This class will look at leadership styles and on training strategies that support strong skills in leadership (e.g. developing vision and mission in a purpose driven organizations, developing people and organization-level strategies, and finally creating skills that support the implementation of these strategies). Along with training topics, students will develop expertise in individual leadership assessment instruments commonly used in leadership training functions. A capstone leadership development digital portfolio will document each student’s experience through the course and will serve as a development plan to support students in their professional roles.

        Organization Development

        This course introduces students to the field of Organization Development (OD). OD is concerned with creating, managing, and sustaining change in organizations using social science knowledge and practices to improve inter-organizational, organizational, group, and individual performance. This course will introduce students to the theories, techniques, and applications of OD and organization change.

        Strategic Human Resource Development

        This course explores the strategic nature of HRD and how it achieves its strategic people imperatives while leading and supporting the strategic goals of larger organizations. Strategic planning is viewed holistically and framed within the context of systems thinking. The focus is to develop strategic leadership in HR as a way to support strategic organizational leadership.

        Strategies for Teaching Adults

        The course will explore psychological theories of adult learning as well as learning styles and personality types. Using group discussions, specific readings. Through activities learners will gain a greater understanding of teaching styles, group and team learning, and practical skills in moderating discussion groups and study circles.

        Training and Development

        Graduate level exploration of important training theory and tools used in practice for the design and development of organization level training programs.

        How to apply

          Admission Deadline

          Next application deadline: July 1, 2024 for a Fall 2024 semester start (September 2024).

          Applications are not complete until ALL required materials and fees have been received. If anything is missing, your application may not be considered. It is strongly recommended to apply at least two weeks before any submission deadlines.

          Applications are processed by the Graduate School. A decision for admission notice will be emailed to you once your application is carefully reviewed by the department's admission committee and your transcripts and any credentials (test reports, diploma copies, etc.) are authenticated by Graduate School officials.

          Admission Requirements

          Degree: Bachelor's degree

          GPA: Undergraduate 2.8

          Note: Applicants should not submit GRE scores, as they will not be considered in the review process.

          TOEFL/IELTS Scores (Not required for U.S. students):

          • TOEFL: Internet based = 79 or above
            (21 writing/19 reading)
          • IELTS = 6.5

          Tuition information

          Because this is a fully-online program designed to meet the needs of working professionals, a special tuition rate of $920 per credit will apply, with no distinction being made between resident and non-resident students.

          Financial aid: CEHD | OneStop


          If a graduate student in an OLPD program has become inactive they must follow the readmission procedures.

          Whether you seek reactivation after accidentally being discontinued this term or want to return after a long absence these are the steps needed to re-apply.

          1. Complete the proper online readmission application.

            If you have been away from the program less than five years use the Express Readmission Application and email it to All others must submit the Online Application for Readmission
          2. Once received, the department will forward your application to the appropriate admissions committee. Readmission decisions are normally determined by the program’s admissions committee, not any one individual faculty member.

            Readmission is never guaranteed. Decisions for readmission are based on a review of previous progress toward degree completion, the proposed timeline for completion, the availability of faculty resources, and/or any additional application materials they may request from you. Individual programs/tracks reserve the right to readmit students under the current graduate program requirements, rules, and guidelines. They may also request an applicant to provide additional information prior to making a decision.
          3. Once the committee makes their recommendation, the department’s DGS will sign off on the decision and forward the result to the central Graduate Admissions Office for processing. Once processed, you will be notified of the decision.

          Individual department programs and tracks reserve the right to require readmitted students to retake coursework if they deem it appropriate. Readmitted students are also required to abide by current time-to-degree policies as determined by the University, which may differ from the policy in place when they first started the degree program.

          Individuals seeking readmission to the Ph.D., Ed.D., and M.A. program tracks in the former EDPA, WHRE, and WCFE majors can only reapply to the appropriate program track under the Organizational Leadership, Policy, and Development (OLPD) major name.


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