The achievement of strategic objectives involves the effective deployment of the human resources of an organisation. Human Resource Management emphasises that employees are the primary resource for gaining sustainable competitive advantage and that human resource activities need to be integrated with the corporate strategy. This module provides learners with an understanding of the external and internal contexts in contemporary organisations within which HR professionals operate. An examination of an organisation’s response to these contexts provides students with an indication of how leaders in organisations need to and acknowledge that corporate decisions and HR choices are shaped by external and internal forces often beyond management’s control.
- Introduction: Defining, understanding and critiquing the approach to Human Resource Management.
- Human Resource Management and its internal and external contexts.
- HR Strategy and HR practices especially for sustainable development.
- Contemporary organisations and their internal contexts – models and roles of the HR function, the HR equation – work, reward, job satisfaction and the psychological contract, implications and impacts on organisations and HR practice and strategy.
- Developing Human Resource strategies – the emergence and evolution of HR strategy, current approaches, best practice models and best fit models and the resource-based view of the firm.
- External contexts of Human Resource Management - Government policy and legal regulations. The relevance of historical, economic, political, social and labour market influences. Legal regulation and the regulatory state, the regulation of employment.
- International HRM – The nature and origins of globalisation, the factors influencing globalisation, challenges of and responses to diverse labour markets, immigration and employment of migrant workers, work permits, international comparisons, diversity in organisations, management of expatriate workers.
- Current Developments in HRM
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• Introduction: Defining, understanding and critiquing the approach to Human Resource Management.• Human Resource Management and its internal and external contexts.• HR Strategy and HR practices especially for sustainable development.• Contemporary organisations and their internal contexts – models and roles of the HR function, the HR equation – work, reward, job satisfaction and the psychological contract, implications and impacts on organisations and HR practice and strategy.• Developing Human Resource strategies – the emergence and evolution of HR strategy, current approaches, best practice models and best fit models and the resource-based view of the firm. • External contexts of Human Resource Management - Government policy and legal regulations. The relevance of historical, economic, political, social and labour market influences. Legal regulation and the regulatory state, the regulation of employment.• International HRM – The nature and origins of globalisation, the factors influencing globalisation, challenges of and responses to diverse labour markets, immigration and employment of migrant workers, work permits, international comparisons, diversity in organisations, management of expatriate workers.• Current Developments in HRM
A variety of methods will be drawn upon, including discursive class-based lectures, case studies and project work, to develop critical reflection, critical thinking, critical analytical and critical conceptual skills.
| Module Content & Assessment | |
|---|---|
| Assessment Breakdown | % |
| Formal Examination | 60 |
| Other Assessment(s) | 40 |