Organizational Learning, Performance, and Change M.Ed.

Earn your master's in organizational development online

Make an immediate, valuable impact in organizations of all types utilizing the latest research on change management, performance improvement, and human resources development. This program will help you produce viable solutions and move you toward becoming a strategic business partner in the companies you work with.

Become an effective manager, leader, and facilitator as you learn how to:

• Analyze workplace issues
• Diagnose the need for organizational change, then plan and implement that change
• Enhance performance systems
• Conduct performance consulting
• Develop and implement workplace learning
• Evaluate learning and performance interventions

Take a people-focused approach to organizational change

CSU's organizational development degree faculty teach a systematic approach to examining individual, group, and process segments within organizations, allowing you to produce highly relevant, customizable, and long-term change solutions for organizations.

With an interdisciplinary combination of sociological, systems, psychological, and economic approaches to performance improvement strategies, this master's in organizational leadership prepares you to apply foundational principles to:

• Individuals
• Teams
• Systems
• Processes
• Organizations

Gain practical experience through coursework

Learn to address challenges involving employee strengths, interaction, and performance to build programs and deliver custom improvement interventions that help organizations function more effectively. Throughout your course of study, you will apply what you are learning to an actual organization and initiate practical solutions for a real-world environment.

Study online with industry experts and researchers

CSU faculty, known for both their research and industry expertise, teach to their specialties and share their wealth of experience in the online classroom. Each course provides opportunities for frequent and meaningful one-on-one interactions with faculty through a variety of mediums, including: video chat, online discussions, and email.

Health and Human Science Matters Podcast

Find out how CSU’s research is making an impact by tuning into the Health and Human Science Matters Podcast, a collection of lively, engaging conversations with members of the college community.

Our renowned faculty prepare you to facilitate learning, performance, and change in business, industry, government, military, medical, social service, and nonprofit organizations. Potential careers include:

• Business or Operations Manager
• Career Advisor and Consultant
• Learning and Training Development Managers
• Education Administrator
• Human Resource Director
• Management Analyst and Change Agent
• Organizational Development or Motivational Consultant
• Small Business Owner
• Talent Manager or Performance Consultant
• Workforce Development Specialist

Graduates of our organizational learning, performance, and change master's degree program have been employed by these recognized businesses and organizations and continue to problem-solve and network together long after graduation (partial list):

• Aurora Police Department
• Colorado Army National Guard
• Colorado Coalition for the Homeless
• Colorado School of Mines
• ConAgra, Inc.
• Denver Public Schools
• Denver Water Department
• e-Bags
• EchoStar
• Frontier Airlines
• Hyatt Regency
• IBM
• Jefferson County
• Kaiser Permanente
• McStain Neighborhoods
• Mountain States Employers Council
• Outward Bound
• Pitney Bowes
• RTD
• Raytheon
• Rocky Mountain PBS
• Safeway
• St. Vrain Sanitation
• State of Colorado
• Sun Microsystems
• Swedish Medical
• Time Warner
• Telcom
• University of Colorado
• U.S. Fish & Wildlife
• Vitamin Cottage
• Verizon
• Wells Fargo
• XCEL Energy
• Miller Coors Brewing

EDOD 506 – Human Resource Development

This course focuses on human resource development as an applied discipline through foundational theory, research, and techniques for facilitating workplace and organizational learning and performance. This course encompasses the identification and evaluation of research studies, definitions, and applied practices important to human resource development-related issues. In addition, you will evaluate past, current, and future issues critical to human resource development.

EDOD 651 – On-Demand Learning-Improving Performance

On-demand learning theories and tools and techniques for developing impactful digital learning objects to create learning objects for the purpose of improving performance. Utilization of learning network to accelerate understanding of course topics and objectives.

EDOD 671 – Establish Relations, Diagnose Organizations

Discover the various phases of the performance consulting process including Entry, Contracting and Diagnosis to address organizational learning and performance issues. This course teaches methods for building and contracting client relationships and allows you to examine current processes and requirements of OD practitioners. The course also teaches how to design effective strategies to conduct diagnoses of organizational learning and performance issues and deliver feedback to clients to effectively close performance gaps. In addition, you will learn the roles, responsibilities, and skills of performance consultants.

EDOD 673 – Plan and Implement Change Interventions

Learn how to plan strategies and facilitate change interventions to improve organizational learning and performance. This course covers the foundational theories and models of planned change, types of change interventions, and organizational barriers to change, including, but not limited to, organizational culture. You will learn how to predict an organization’s ability to incorporate change, its’ level of environmental support, and how to tell whether or not individual members are motivated to support the change intervention.

EDOD 674 – Analyze Workplace Learning

This course draws on foundational theories of HRD to explain the five phases of the Analyze, Design, Develop, Implement, and Evaluate (ADDIE) framework. Using a conceptual framework of organizations, analysis and diagnosis will be explored at the organization, process, and individual/group levels. Different methods of data collection will be evaluated for their contributions to analysis and diagnosis. You will identify a performance problem or issue in an organization they are familiar with and will create a Performance Improvement Proposal that includes a financial benefits assessment.

EDOD 675 – Design, Develop, Implement Workplace Learning

This course covers the basic theories of instructional design and adult learning, as well as the process of designing workplace learning interventions. You will examine and learn to apply instructional design principles, and critique and implement materials and facilitation skills.

EDOD 676 – Evaluate Workplace Learning

This course will teach you the process of evaluating workplace learning interventions and how to interpret and examine satisfaction, learning, and performance results. You will better understand the theory and development of evaluation techniques, the nature and challenges of conducting evaluations with clients, and the performance, learning, and perception domains. Ultimately, you will discover how to formulate human resource development concepts and explain their relation to evaluation issues.

EDOD 677 – Action Learning and Inquiry

This course teaches you to use literature reviews and data collection methods as the basis for diagnosing organizational learning and performance issues through action learning and inquiry. You will cover various approaches to data collection including interviews, focus groups, questionnaires, observations, and document review, and discover appropriate tools and software programs for quantitative and qualitative data analysis. In addition, the course assesses alternative intervention strategies as well.

EDOD 678 – Assess Change Interventions

This course teaches the principles of adoption and institutionalization of change interventions. You will incorporate best practices in applying change management concepts, strategy evaluation, institutionalizing change interventions, models for assessing change, and processes associated with separating yourself as a consultant from the organization. You will learn processes for sustaining change and will examine the psychological processes associated with separating from client groups after lengthy performance consulting engagements.

EDOD 692A – Seminar: HRD Concepts

During this course, you will describe, discuss, and examine current concepts and events in human resource development, to in turn be able to analyze and critique complex topics related to real workplace and organizational learning contexts, and evaluate workplace and organizational learning topics with peers and professionals.

EDRM 698 – Research

Students complete a case-study project that brings together all facets of a strategic organizational analysis including intervention strategies and recommendations.

Susan A. Lynham, Ph.D.

Thomas J. Chermack, Ph.D.

James E. Folkestad, Ph.D.

Dae Seok Chai, Ph.D.

Howard Lewis, Ph.D.

What is organizational development?

Companies, institutions, nonprofits, schools, political parties, and associations are all examples of organizations. Most have some kind of structure or hierarchy, along with a strategy for achieving an overall mission or set of goals. Organizational development is a specialized field of study concerned with the structure, management, and strategic development of organizations.

Why is organizational learning important?

Organizational learning focuses on helping individuals, teams, processes, and entire organizations perform better. By gathering qualitative and quantitative information, experts in organizational learning can evaluate the effectiveness of an organization's structures, processes, and goals. After completing an evaluation, these experts can then recommend specific strategies for improving overall performance across multiple groups or departments.

What can I do with an organizational development degree?

An in-depth understanding of organizational development can be combined with a wide array of prior expertise, including business, healthcare, military, engineering, IT, government, criminal justice, and more. By blending your previous career experience with the advanced knowledge you will gain in an organizational development degree program, you will become more prepared to shape organizational change and make a positive impact.

Is a thesis required to complete this master's degree?

No, you do not have to write a thesis to complete this program. You will, however, be required to complete a large final project and presentation.

Why do I need access to an organization for my coursework?

Assignments in this program are problem-focused, practically applied, and theory-to-practice oriented. To make the most of these projects, you should plan to apply learning to real workplace issues and challenges and obtain the expertise required to make significant contributions to improvement efforts in an organization.

This organizational and human resources development program is skills-based and uses action learning, an educational process in which students study their own actions and experiences to improve performance and acquire knowledge through those actions and practice. In action learning projects, students take concepts and tools from the classroom into their organizations with faculty support. As part of these projects, a great deal of reflection and data is used to consider a variety of potential solutions to complex problems involving human expertise, interaction, and performance.

Hear what OLPC master's students have to say about the online learning experience, the engagement between students and professors, and the ways they were able to apply what they learned in the program to their professional lives.

Pattie Strong

See how Pattie was able to use what she learned in class to help guide her company through big changes, including a merger.

Elise Overlock

Learn how CSU's program helped Elise to get her master's without putting career opportunities on hold. By studying online, she was able to get her coursework done, even while living in the Philippines.

As a student in CSU’s online organizational learning, performance, and change master’s program, you will receive a degree from a regionally accredited, renowned research institution while taking courses at times and locations that fit your busy life. Additionally, you can expect a program that offers:

• An Interdisciplinary Approach: We deliver course content focused on a combination of sociological, systems, psychological, and economic approaches to performance improvement strategies.
• Training to Enact Change: Our faculty teach a systematic approach to examining individual, group, and process segments within organizations, allowing you to produce highly relevant, customizable, and long-term change solutions for organizations.
• Practical Application Experience: Throughout your course of study, you will apply what you are learning to an actual organization, and initiate practical solutions for a real-world environment.
• Expert Instructors: Our faculty, known for both their research and industry expertise, teach to their specialties and share their wealth of experience in the online classroom.
• Faculty-Student Engagement: Our program provides opportunities for frequent and meaningful one-on-one interactions with faculty through a variety of mediums, including: video chat, online discussions, and email.
• A Cohesive Learning Community: Participate with classmates from a wide variety of industries across the globe, and gain a more diverse perspective and extended professional network.

Learn more about CSU's rankings and accolades.

Requirements

• 33 course credits including a comprehensive project and presentation
• 24 credits must be earned from Colorado State University, 21 of which must be earned after formal admission
• Must have access to an organization to analyze challenges and issues within a workplace setting to satisfy applied learning activities and assignments throughout the program

Curriculum

The immersive curriculum focuses on building your skills in facilitating learning, performance improvement, and change in an organizational setting. Your studies will incorporate training and development skills for improving individual and team effectiveness, and organizational development concepts and tools for driving performance and managing change. All courses in this degree are 12-weeks in duration.

• EDOD 506 – Human Resource Development (3 cr.)
• EDOD 651 – On-Demand Learning-Improving Performance (3 cr.)
• EDOD 652 – High Impact On-Demand Solutions (3 cr.)
• EDOD 671 – Establish Relations, Diagnose Organizations (3 cr.)
• EDOD 673 – Plan and Implement Change Interventions (3 cr.)
• EDOD 674 – Analyze Workplace Learning (3 cr.)
• EDOD 675 – Design, Develop, Implement Workplace Learning (3 cr.)
• EDOD 676 – Evaluate Workplace Learning (3 cr.)
• EDOD 677 – Action Learning and Inquiry (3 cr.)
• EDOD 678 – Assess Change Interventions (3 cr.)

The seminar course provides opportunity to learn from practitioners and study cutting-edge topics and applications in the industry.

• EDOD 692A – Seminar: HRD Concepts on Workplace Learning (3 cr.)

The research course is a comprehensive course which culminates the knowledge across the program into an individual applied learning project similar to a capstone project and is taken during the last semester of your program of study.

• EDRM 698 – Research (3 cr.)

Program of Study (Course Sequencing Guidelines)

The program of study below outlines how you can complete the degree in two years by taking two courses at a time. The two tracks that make up the core of the program have been designed sequentially, with each course preparing you for the next. Other courses can be taken as available. Summer courses are required to complete the program and are counted in the semesters noted below. You must have 33 credits to graduate.

This program is comprised of two tracks. It is recommended that you complete the courses in each track in sequential order. They are:


• Please note courses above are subject to change in the semester they are offered based on enrollment.
• For Part-time, please adjust the above plan to one class; however, ensure that you are able to take the courses within the two tracks in sequence.
• You can take the capstone course (EDRM 698) in your final semester or in the semester prior to the very last class to complete your degree. Core courses within the tracks should be completed prior to EDRM 698.
• Credits from the graduate certificate highlighted below do not automatically apply to the degree requirements. While EDOD 651 and EDOD 652 can be applied to the degree (see *note* below), EDOD 653 does not apply.

Graduate Certificate – High-Impact On-Demand Learning Solutions

Required Courses:

• EDOD 651 – On-Demand Learning-Improving Performance (3 cr.)
• EDOD 652 – High Impact On-Demand Solutions (3 cr.)
• EDOD 653 – Managing Development of On-Demand Solutions (3 cr.)

*Note: EDOD 651 can be taken in lieu of EDOD 692A in the program of study noted above. EDOD 652 can be taken in lieu of EDOD 692B in the program of study noted above. EDOD 651 and 652 are available in the Fall and Spring and can be taken at the same time. However, if they are not taken together, they must be taken in the proper sequence (i.e., EDOD 651/692A, then EDOD 652/692B).

Transfer Credit

A maximum of nine credits in EDOD courses taken at Colorado State University can be applied to this program before admission. A maximum of three credits can be transferred in from other universities if approved by the program coordinator after admission.

The Learning Experience

Our faculty use student-led group discussions, lectures, readings, research, and writings in their courses. Assignments develop critical thinking skills through projects that are problem-focused, practically applied, and theory-to-practice oriented. To make the most of these projects, you should plan to apply learning to real workplace issues and challenges and obtain the expertise required to make significant contributions to improvement efforts in your organization.

This organizational and human resources development program is skills-based and uses action learning, an educational process in which students study their own actions and experiences to improve performance and acquire knowledge through those actions and practice. In action learning projects, students take concepts and tools from the classroom into their organizations with faculty support. As part of these projects, a great deal of reflection and data is used to consider a variety of potential solutions to complex problems involving human expertise, interaction, and performance.

Application Deadlines

Fall semester	June 15
Spring semester	December 15
Summer semester	March 15

1Review Admission Requirements

2 Prepare Application Materials

3 Complete Online Application

4 Request Transcripts

Check Your Application Status

For International Applicants