Human Resource Management

The aim of this module is to provide students with an understanding of the wider world of work. It introduces students to tools for analysing the external environment (eg PESTLE, SWOT etc.) in order for them to understand how socioeconomic factors influences organisational and HR strategies. It examines features of the contemporary economy such as, labour markets, changes in workforce demographics, changing composition of the economy (rise in service and knowledge work, decline of manufacturing) and the global economy. It explores the implications of specific contexts of the contemporary economy for managing people for example, service workers, knowledge workers, precarious workers, an international workforce, social care, and differences in public/private sector work.

This module discusses the importance and contribution of HR metrics. It supports students in developing capability to report on the following key People Data using descriptive statistics: Number of employees per HR staff member, labour turnover, absence rate, absence costs, annual leave, pay awards, graduate starting salaries. The module discusses the strengths and limitations of employee survey designs (considering ethical issues regarding collecting and storing employee data).

This module examines the role and structure of the HR function and explores how the HR function interacts with other functions within organisations (Finance, Marketing, Ops). It develops wider business skills such as financial literacy, business planning and supplier management as well as, key operational skills such as, team working and facilitation and the importance of professionalism and ethics.

The module aims to review the digital context for work and its implications for managers. It explores how technology is used in the management of people and resources. It critically analyses how technology provides opportunities for collaborative working along with the strengths and limitations of technology for people and organisations, including ethical considerations.

This module reviews the evolution of HRM and introduces students to the key underpinning theories. It explores the employee life cycle including recruitment and selection, development, reward and recognition, performance management, wellbeing, engagement, diversity and inclusion, conflict and departures. The module highlights various influences both internal and external to the organisation, which shape HR policies and practices, such as labour markets, CSR, political environment and the legal framework.

This module will contextualise Learning and Development within debates about how the HR function can add value to organisational performance. Students will examine theories of and approaches to national HRD and critically analyse different types of HRD interventions, including the use of technology. The module will discuss links between HRD and talent management and explore the implications of different national and cultural contexts for HRD policies and practices.

The purpose of this module is to examine the influence and impact that individuals, groups and organisational structure have on human behaviour in the work environment. The module also examines the implications of human behaviour on job structure, performance, communication, motivation, leadership, decision-making, well-being etc. for applying such knowledge towards improving organisational effectiveness.

This module introduces students to key skills designed to build their professionalism. It encourages students to develop their self-awareness and to think about how they appear to other people. It explores theories and practices of team working in order to develop skills in these areas.

Students in this module develop a sound understanding of the theory and practice of leadership and organisational change, including the factors, which contribute to the successful facilitation of change within the workplace. Review the impact of decision-making and risk management in the management of change process. The module provides participants with the opportunity to critically reflect upon their own experiences of change management drawing on a range of perspectives.

This module provides an in-depth exploration of the legal framework, which governs the management of people. It explores the purpose and sources of law and the legal framework influencing key people activities e.g. recruitment, selection, discrimination, performance, reward, change, discipline, grievance, family friendly, dismissal and employment tribunals.

This module builds on the People Data module in Year 1. It aims to contextualise people data within evidence-based HR and ethical considerations. It critically evaluates the appropriateness of different analytical techniques and it develops the student’s capability in the use of Excel and inferential statistics to analyse and evaluate the effectiveness of HR interventions.

The module provides a broad overview of the role and importance of managing employee performance and reward. It adopts both the organisational and employee perspectives on managing performance and critically analyses different organisational approaches to performance management. It also explores under-performance and approaches to managing under-performance. It introduces different approaches to rewarding and recognising employee performance along with some contemporary challenges such as the gender pay gap.

This module is designed to support students in applying for placements and for developing their professional skills in order to enhance their employability. It will enable students to understand their own skill sets and motivations for employability and introduce them to the structure and process of labour markets. It will help students to prepare for placement interviews and presentation and discuss more generally the interview process with opportunities for practice. This will be underpinned by the theme of professionalism incorporating discussions of what this means, why it is important and how students can develop their own professionalism.

This module examines the employment relationship in-depth at both an individual and collective level and considers underpinning theories such as the Psychological Contract. It explores approaches to creating and sustaining effective employment relationships, including discussion of Employee Involvement and Participation and the role of trust. Conflict and dispute resolution mechanisms are explored.

The purpose of this module is to develop greater awareness of different cultures and their relevance for managers in the twenty-first century. It aims to develop a critical awareness of the complexity of management in the international context and to apply practices and techniques with sensitivity to national cultural differences. While developing an understanding of the principle areas of management activity in general, this module seeks to enable students to identify and tackle key management issues facing international organisations and to develop the skills and competences required for managing an increasingly diverse, complex and dispersed workforce and customer base.

This module introduces students to the research process and methodologies including quantitative and qualitative approaches. It discusses how to identify a business issue for research and how to situate this within a relevant body of academic literature. It explores the literature review process and analyses key considerations in research design.

The focus of this module is students’ immediate and sustainable employability. The course aims to develop understanding and apply theoretical approaches to employability and career management. The course will develop a range of relevant personal skills and attributes that will enable students to gain entry into respective professional and managerial labour market within a local and/or global context. It will also increase a sense of professionalism among students by enhancing their relationship management skills, commitment to continuing professional development and reflective practice.

The module examines the legal and business cases for a focus on gender and diversity. It critically analyses organisational approaches to gender and diversity and discusses the enablers of and barriers to interventions to encourage inclusion in the workplace.

This module builds upon the Year 3, Term 1 module Designing a Research Project. Students reflect on their chosen topics, literature review and research design and undertake data collection and analysis. They present their findings in the form of a Research Project.

This module is closely aligned to the Decent Work and Productivity Research Centre and is aligned with their research agenda and the CIPD’s purpose to champion better work and better working lives. It discusses the meaning of decent work and the barriers to sustaining decent work, including themes such as vulnerable workers and precarious work and wellbeing. It explores ways of achieving strategic alignment to drive performance within a framework for decent work and examines ideas about the future of work.

This module builds on the Year 3, Term 1 module, Designing a Research Project. Students reflect on their chosen topics, literature review and research design and undertake data collection and analysis. They present their findings in the form of a Research Project.