Module overview
This module concerns issues in human resource management and organisational design. These are what ultimately implement the firm’s strategy. Although many organisations recognise the importance of managing the work force effectively and even "know" what approaches are effective, it is remarkable how often firms and managers fail to implement these approaches. Consequently, this module has two central themes: (1) How to think systematically and strategically about aspects of managing the organisation’s human assets, and (2) What really needs to be done to implement these policies and to achieve competitive advantage through people. The intent of the module is both to impart knowledge as well as to stimulate discussion about the values and beliefs that stand in the way of implementing this knowledge.
Aims and Objectives
Learning Outcomes
Transferable and Generic Skills
Having successfully completed this module you will be able to:
- apply skills such as learning, communication and self-management.
Subject Specific Practical Skills
Having successfully completed this module you will be able to:
- understand employment and training as a mutual relationship – based on the view that human resources are a kind of capital;
- understand various issues involved in organisational development.
- evaluate various forms of incentive or performance pay, i.e. piece-rates, commissions, bonuses, stock options etc.;
Subject Specific Intellectual and Research Skills
Having successfully completed this module you will be able to:
- critically assess various strategies available to HR personnel in a variety of workplace settings.
Knowledge and Understanding
Having successfully completed this module, you will be able to demonstrate knowledge and understanding of:
- how to identify the key issues to be considered in the implementation of human resource strategies in two of the following areas: recruitment and selection; incentives and reward systems; performance appraisal; training and employee development; promotion and career concerns; employee participation;
- how to define the distinctive features of strategic HRM and compare it with traditional approaches;
- how to distinguish alternative approaches to specific issues of practice in the areas identified, describe the factors to be taken into account in choosing between alternatives, and evaluate the applicability of these approaches in particular instances.
Syllabus
- The historical development of personnel management
- The concept of strategic human resources
- Human resource management and corporate strategy
- Recruitment strategies and equal opportunities
- Job design and organisational architecture
- Compensation systems
- Performance appraisal: objectives and methods
- Training and career development
- Employee participation
- Flexibility, downsizing and out sourcing Europe and the consumer.
- Central and Eastern Europe
- Europe and emerging economies
Learning and Teaching
Teaching and learning methods
The module consists of 24 lectures. In addition, you are expected to attend twelve classes.
Type | Hours |
---|---|
Lecture | 24 |
Completion of assessment task | 15 |
Follow-up work | 25 |
Preparation for scheduled sessions | 55 |
Seminar | 11 |
Wider reading or practice | 10 |
Revision | 10 |
Total study time | 150 |
Resources & Reading list
Textbooks
Torrington, D. & Hall, L. (1998). Human Resource Management. Prentice Hall.
Baron, J. & Kreps, D. (1999). Strategic Human Resources. John Wiley & Sons.
Lazear, E. (1998). Personnel Economics for Managers. John Wiley & Sons.
Legge, K. (1995). Human Resource Management: Rhetorics and Realities. Macmillan.
Assessment
Formative
This is how we’ll give you feedback as you are learning. It is not a formal test or exam.
Problem Classes
- Assessment Type: Formative
- Feedback: You will be asked to solve problems related to a subject topic such as incentives, training etc, and receive feedback verbally as individuals and groups.
- Final Assessment: No
- Group Work: No
Summative
This is how we’ll formally assess what you have learned in this module.
Method | Percentage contribution |
---|---|
Essay | 100% |
Referral
This is how we’ll assess you if you don’t meet the criteria to pass this module.
Method | Percentage contribution |
---|---|
Essay | 100% |
Repeat
An internal repeat is where you take all of your modules again, including any you passed. An external repeat is where you only re-take the modules you failed.
Method | Percentage contribution |
---|---|
Essay | 100% |
Repeat Information
Repeat type: Internal & External