The aim of the module is to provide a broad focus on contemporary human resource management practice and its application in the workplaces. Each of the core HR policy and practice areas will be explored. Students will be encouraged to discuss, appreciate and apply key principles and knowledge of issues and common practices in the human resource management area.
Context for Human Resource Management
Nature of work in contemporary society and the role of human resource management within society; theorists about what HRM should be and how it is actually experienced in the workplace. Managing people at work as a system of rules and procedures or a value-driven activity.
Setting HRM in the wider context of management strategies and stakeholder interests; HRM best practice, best fit, resource based approach and configuration approach to attain competitive advantage, identifying and choosing between alternative HR policy options; customer segmentation and human resource management. Impact of environmental on HRM choices.
Employee Resourcing (HR Planning, Recruitment, and Selection)
HR Planning framework; Recruitment process: Job analysis - determining does a vacancy arise; recruitment rational and establishing and conducting the search, employer branding, the job search and E-recruitment, the flexible workforce and criticism of the flexible mode, recruitment and employment legislation. Selection: strategic selection and competencies, shortlisting stage and online screening, making the selection decision: gathering evidence, planning and conducting the interview. range of other selection methods: psychometric testing, assessment centers, work sample tests. Problems with the selection interviews, making the final selection decision: medicals , references and the post-offer stage.Employment legislation and the selection process.
Learning, Development and Careers
Responsibility in the learning and development relationship; the learning process and the learning organization; models of learning and development in organisations, How people learn, formulating an learning and development strategy; learning needs analysis, designing and delivering learning and development interventions; evaluating learning and development activities.Career Development; What is a career ? Responsibility for career development; contemporary and portfolio careers; career motivation theory; role of the HRM function.
Performance, Pay and Engagement
Performance development cycle; designing and implementing systems of performance management;developing appraisal interview skills; objectives and target setting; managing marginal performers. Remuneration systems; pay and its influence on performance. Employee voice and empowerment; managing equality and diversity; work/life balance.
|Module Content & Assessment