Module Code: |
H7HRBF |
Long Title
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HRM in the Business Framework
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Title
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HRM in the Business Framework
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Module Level: |
LEVEL 7 |
EQF Level: |
6 |
EHEA Level: |
First Cycle |
Module Coordinator: |
DAVE CORMACK |
Module Author: |
Isabela Da Silva |
Departments: |
School of Business
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Specifications of the qualifications and experience required of staff |
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Learning Outcomes |
On successful completion of this module the learner will be able to: |
# |
Learning Outcome Description |
LO1 |
Identify how effective management can support the strategic goals of an organisation and recognise the respective role of specialists and general managers in the management of people in organisations |
LO2 |
Describe the key activities, policies and procedures in HRM and evaluate the concept of flexibility and its application to a prescribed business context |
LO3 |
Prepare a job description and person specification and apply their knowledge of recruitment and selection practices to a given business situation |
LO4 |
Apply their knowledge of pay and reward management to a given business situation |
LO5 |
Identify the contribution training and development can make to the functioning of a team or business |
LO6 |
Analyse and critique HRM theories and concepts |
Dependencies |
Module Recommendations
This is prior learning (or a practical skill) that is required before enrolment on this module. While the prior learning is expressed as named NCI module(s) it also allows for learning (in another module or modules) which is equivalent to the learning specified in the named module(s).
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No recommendations listed |
Co-requisite Modules
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No Co-requisite modules listed |
Entry requirements |
As per programme requirements (outlined in 4.2.2 Minimum requirements for general learning)
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Module Content & Assessment
Indicative Content |
HRM and the business
Defining HRM
The link between people management and business strategy
The role of specialists and general managers in HRM
Operating without a HR specialist
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Key HRM activities, Policies and Procedures
The wheel of HRM activities
Key policies and procedures
Employee handbooks
Employment contracts
Discipline and grievance procedures
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Resourcing the Firm - Flexibility
The flexible firm model
Advantages of flexibility
Types of flexibility
Criticisms of flexibility
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Job Analysis
Products of Job Analysis Job Description and Person Specification
Purpose of job analysis
Job Analysis problems
Job Analysis in the SME setting
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Recruitment and Selection
Recruitment processes and methods
Selection process and methods
Applying fair and consistent selection criteria
The law in recruitment and selection
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Training and Development
Buy or Grow The skills, knowledge and attitude debate
T & D methods and the general manager
T & D Interventions induction, performance problems, organisational change, career development
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Reward Management
Link between motivation and reward
Designing reward packages
Incentive payments schemes
Performance related pay
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Assessment Breakdown | % |
Coursework | 100.00% |
AssessmentsFull Time
Coursework |
Assessment Type: |
Continuous Assessment |
% of total: |
100 |
Assessment Date: |
n/a |
Outcome addressed: |
1,2,3,4,5,6 |
Non-Marked: |
No |
Assessment Description: Students will be given a single assignment based on a portfolio of issues.
The portfolio will assess the student’s ability to analyse and understand the link between HRM theory and their own organisations approach to people management, requiring them to apply their learning in specific circumstances
This may include but not limited to:
Production of a job description and person specification for a specific job in their own organisation
A proposal for the application of flexibility to their organisation
Training and development plan for their own staff, team, section of organisation as appropriate
Evaluation of the organisations approach to recruitment and selection and reward management |
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No End of Module Assessment |
Reassessment Requirement |
Coursework Only
This module is reassessed solely on the basis of re-submitted coursework. There is no repeat written examination.
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Reassessment Description Similar assignment or revision and resubmission of initial submission following feedback
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NCIRL reserves the right to alter the nature and timings of assessment
Module Workload
Module Target Workload Hours 0 Hours |
Workload: Full Time |
Workload Type |
Workload Description |
Hours |
Frequency |
Average Weekly Learner Workload |
Lecture |
Classroom and demonstrations |
36 |
Per Semester |
3.00 |
Independent Learning |
Independent learning |
214 |
Per Semester |
17.83 |
Total Weekly Contact Hours |
3.00 |
Module Resources
Recommended Book Resources |
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Armstrong, M. & Taylor, S , (2020). A Handbook of Human Resource Management Practice, 15th Ed, Kogan Page, London.
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Carbery, R. & Cross, C, (2019),Human Resource Management. 2nd Edition, Red Globe, London.
| Supplementary Book Resources |
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Beardwell, J. & Thompson, A , (2017) ,Human Resource Management, A Contemporary Approach. 8th Ed , Pearson, Harlow.
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Torrington, D, Hall, L,Taylor, S. & Atkinson, C , (2020), Human Resource Management, 11th Ed , Pearson, Harlow.
| Supplementary Article/Paper Resources |
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Human Resource Management Journal.
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HR Focus.
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Human Relations.
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Human Resource Management.
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Human Resource Management International
Digest.
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IBEC Human.
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People Focus.
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Personnel Journal.
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People Management.
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Personnel Management Plus.
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Personnel Review.
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Personnel Today.
| Other Resources |
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[Website], http://www.cipd.co.uk.
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[Website], http://www.hrmguide.co.uk.
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[Website], http://www.chrs.net/Articles.html.
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[Website], http://www.humanresources.about.com/.
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[Website], http://ncirl.ie/HRMIreland.
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[Website], http://www.peoplemanagement.co.uk.
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[Website], http://shrm.org.
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