Moodle

This module addresses the principles and practice of human resource management (HRM) and development (HRD) in different work environments. The knowledge and techniques associated with the discipline as well as recent developments which propose an alignment of human resource management with the strategic management of an organization will be considered. The context sensitive nature of human resource management will be highlighted: including the distinctive characteristics of the public, private and voluntary sectors and the implications for human resource managers. Other key contextual considerations concern the managerial, institutional and social context of human resource management. The impact of international developments and technological change for human resource managers will be addressed. Employment strategies in practice will be considered, including flexible working, the contingent workforce and new forms of organisation, the management of identity in different work settings: culture management, branding and the learning organisation. Introducing students to both orthodox and critical perspectives on the nature of HRM and emphasizing the ethical responsibilities of the HR practitioner, the module aims to provide a basis for critical judgement on the current state of theory and practice in the field.

Module Aims
The module will explore:
-the aims and objectives of the HRM and HRD functions in different types of organizations
-the knowledge and techniques associated with the work of the human resource practitioner and their historical development
-concepts of commitment and engagement, their implications for work organization and critical assessments of the theories
-theories of human capital advantage – best practice, best fit and resource based perspectives on the strategic management of human resources and critical assessments of the theories
-theories of human resource development and organizational learning and critical assessments of the theories
-the managerial environment in which HRM operates and the reputational problems of the human resource practitioner
-the role of the business environment, institutional conditions, political forces, ideologies and social conditions and their implications for management and human resource management
-globalisation, demographic and technological change and the consequences for management and human resource management
-recent changes in the practice of HRM in both private and public sectors: including various forms of employee contingency and flexibility and attempts to redefine employee identity and their consequences
-leadership and organizational change, the development of leaders, the major theories of leadership and critical assessments of the theories
-the ethics of human resource management and development and the ethical and professional obligations of the human resource practitioner.

Learning Outcomes

On successful completion of the module, students will be able to:
1.Identify different types of organisations and their principal environments.
2.The managerial and business environment within which HR professionals work.
3.Review and critically evaluate major contemporary research and debates in the fields of human resource management (HRM) and human resource development (HRD).
4.Evaluate major theories relating to motivation, commitment and engagement at work and how these are put into practice by organisations.
5.Critically discuss the aims and objectives of the HRM and HRD function in organisations and how these are met in practice.
6.How organisational and HR strategies are shaped by and developed in response to internal and external environmental factors.
7.The market and competitive environments of organisations and how organisational leaders and the HR function respond to them.
8.Globalisation and international forces and how they shape and impact on organisational and HR strategies and HR practices.
9.Demographic, social and technological trends and how they shape and impact on organisational and HR strategies and HR practices.
10.Government policy and legal regulation and how these shape and impact on organisational and HR strategies and HR practices.
11.Assess the contribution made by HRM and HRD specialists in different types of organisation.
12.Contribute to the promotion of flexible working and effective change management in organisations.
13.Promote professionalism and an ethical approach to HRM and HRD practice in organisations.
14.Debate and critically evaluate the characteristics of effective leadership and the methods used to develop leaders in organisations.

Skills for Your Professional Life (Transferable Skills)
The module will:
Enhance your oral communication skills through short presentations given in group work activities.
Enhance your critical thinking through case studies encouraging you to discern preconditions and consequences of management actions and to apply diverse theories and concepts to the analysis of practical organisational situations.
Enhance your teamwork and collaborative skills through group based practical activities.
Commercial awareness will be enhanced by practitioner guest speakers, by observation of a 'real life human resource department in action and by practical activities and cases.
Innovation will be encouraged by practical exercises encouraging you to develop solutions to human resource issues and problems.