Module Code: |
H8CIHRM_HRM |
Long Title
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Contemporary Issues in HRM
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Title
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Contemporary Issues in HRM
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Module Level: |
LEVEL 8 |
EQF Level: |
6 |
EHEA Level: |
First Cycle |
Module Coordinator: |
Pauline Kelly Phelan |
Module Author: |
Andrea Del Campo Dugova |
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: |
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Learning Outcome Description |
LO1 |
Recognise the key emerging issues associated with HRM |
LO2 |
Evaluate what challenges these issues pose to our existing understanding of the literature and theory in this area |
LO3 |
Critique individual and organisational strategies and approaches in coping with contemporary and emerging HR issues |
LO4 |
Evaluate evidence from case studies and the practitioner literature of the existence of new management and organisational practices in HRM. |
LO5 |
Examine current trends in HRM and critically debate their practical implications for organisations and employees. |
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 |
Diversity and Inclusion – a critical analysis
Context of managing diversity
Implementing diversity initiatives – strategic challenges & limitations
Developing an anti-racism strategy
Critique of Global diversity management
Do diversity & inclusion initiatives really deliver?
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Workplace Bullying
Defining workplace bullying and its prevalence
The role of power and dependency in workplace bullying
Bullying behaviours, frequency and risk groups
Organisational and individual impacts
Antecedents individual, environmental
Prevention and management – evaluation of efficacy
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Emotion at Work
Emotion in Management Theory & Practice
Bolton’s typology of emotion management
Harmful Aspects of emotional labour – burnout and wellbeing
Coping strategies
Emotional Intelligence
Resilience
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Wellbeing
Defining Wellbeing
From welfare to wellbeing – the HRM role
Wellbeing and performance
Competing perspectives – mutual gains or conflicting outcomes
Absence management and wellbeing
Critique of HRM approaches to wellbeing
Trends in workplace wellbeing
Wellbeing – strategies and practice
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HRM and Technology
Technology and work – issues and debates
Control and surveillance
Facing the challenges of new technologies
Features of algorithmic control in the workplace
Social media and algorithmic management: recruitment and selection
HRM role managing social media and digital technologies
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The Future of Work
New technologies and the future of work
Rise of digital platforms and precarious work
How AI, robots and automation is shaping work – ethical considerations and the role of HRM
Climate change and the future of work
Downsizing dirty industries
Ensuring a just transition – ethical considerations
Ageing populations and the demographic shift
Investing in a care workforce
Active ageing, Age discrimination Issues and later retirement
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Assessment Breakdown | % |
Coursework | 100.00% |
AssessmentsFull Time
Coursework |
Assessment Type: |
Essay |
% of total: |
100 |
Assessment Date: |
n/a |
Outcome addressed: |
1,2,3,4,5 |
Non-Marked: |
No |
Assessment Description: Learners will be given an essay focused on exploring one or more of the topics from the module in some depth, using appropriate academic and practitioner literature. Learners will be required to provide evidence of critical insight into contemporary issues. Marks will be awarded based on clarity, structure, relevant examples & literature used, depth of topic knowledge and critical evaluation.
Note: A detailed brief will be provided in the first class of the module |
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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 Individual feedback will be provided to the learner. Repeat assessment will be a reworked essay or case study based on feedback given.
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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 |
Tutorial |
Mentoring and small-group tutoring |
12 |
Per Semester |
1.00 |
Independent Learning |
Independent learning |
202 |
Per Semester |
16.83 |
Total Weekly Contact Hours |
4.00 |
Module Resources
Recommended Book Resources |
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Wilkinson, A., Redman, T. and Dundon T. (2021), Contemporary human resource management: text and cases, 6th edition. Sage Publishing.
| Supplementary Book Resources |
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Carbery, R. & Cross, C. (2019), Human Resource Management, 2nd Ed. Palgrave Macmillan Basingstoke.
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Armstrong, M & Taylor, S. (2020), Handbook of Human Resource Management Practice, 15th Edition. Kogan Page.
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Torrington, D. Hall, L. & Taylor, S. & Atkinson, C. (2020), Human Resource Management, 11th Edition. Pearson Harlow.
| Supplementary Article/Paper Resources |
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Djurkovic, N., McCormac k, D. &
Casimir, G. (2004), The physical and psychological effects
of workplace bullying and their
relationship to intention to leave: a
test of the psychosomatic and disability
hypotheses,
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Einarsen , S. (1999), The nature and causes of bullying at
work,
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Georgakopoulos, A., Wilkin, L. &
Kent, B. (2011), Workplace Bullying: A Complex Problem in
Contemporary Organizations.
International Journal of Business and
Social Science.
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Keashly, L. & Nueman, J. H. (2004), Bullying in the Workplace: Its Impact
and Management,
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Salin, D. (2003), Ways of explaining workplace bullying: A
review of enabling, motivating and
precipitating structures and processes
in the work environment,
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Hogan, V., Hodgins, M., Lewis,
D., Maccurtain, S., Mannix-McNamara,
P. and Pursell, L.. (2020), The prevalence of ill-treatment and
bullying at work in Ireland",
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A Report on the Extent of Bullying and
Negative Workplace Behaviours Affecting
Irish Nurses,
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Nguyen, Andrew. (2015), How Emotional Intelligence became a key
leadership skill,
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Mc Clesky, J. (2012), Emotional Intelligence and Leadership –
a review of the progress, controversy
and criticisms,
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Goleman, D. (2016), Emotional Intelligence – how competent
are you?,
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Driver, M. (2003), United we stand, or else? Exploring
organizational attempts to control
emotional expression by employees on
September 11,
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Humphrey, R. , Ashforth, B. &
Diefendorff, J. (2015), The bright side of emotional labour,
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David, S.. (2016), Managing the hidden stress of emotional
labour,
| Other Resources |
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[Website], Chartered Institute of Personnel &
Development,
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[Website], Society of Human Resource Management,
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[Website], The University of Bath School of
Management Future of Work research unit
has several papers across the general
areas of human resources management,
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[Website], Cornell University Centre for Advanced
Human Resource Studies (CAHRS) has a
useful working papers site,
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[Website],
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[Website],
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[Website],
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