Module Code: H7HRBF
Long Title HRM in the Business Framework
Title HRM in the Business Framework
Module Level: LEVEL 7
EQF Level: 6
EHEA Level: First Cycle
Credits: 10
Module Coordinator: DAVE CORMACK
Module Author: Isabela Da Silva
Departments: School of Business
Specifications of the qualifications and experience required of staff  
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).

No recommendations listed
Co-requisite Modules
No Co-requisite modules listed
Entry requirements

As per programme requirements (outlined in 4.2.2 Minimum requirements for general learning)    

 

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
Key HRM activities, Policies and Procedures
The wheel of HRM activities Key policies and procedures Employee handbooks Employment contracts Discipline and grievance procedures
Resourcing the Firm - Flexibility
The flexible firm model Advantages of flexibility Types of flexibility Criticisms of flexibility
Job Analysis
Products of Job Analysis Job Description and Person Specification Purpose of job analysis Job Analysis problems Job Analysis in the SME setting
Recruitment and Selection
Recruitment processes and methods Selection process and methods Applying fair and consistent selection criteria The law in recruitment and selection
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
Reward Management
Link between motivation and reward Designing reward packages Incentive payments schemes Performance related pay
Assessment Breakdown%
Coursework100.00%

Assessments

Full 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
No End of Module Assessment
No Workplace Assessment
Reassessment Requirement
Coursework Only
This module is reassessed solely on the basis of re-submitted coursework. There is no repeat written examination.
Reassessment Description
Similar assignment or revision and resubmission of initial submission following feedback

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
  • Armstrong, M. & Taylor, S , (2020). A Handbook of Human Resource Management Practice, 15th Ed, Kogan Page, London.
  • Carbery, R. & Cross, C, (2019),Human Resource Management. 2nd Edition, Red Globe, London.
Supplementary Book Resources
  • Beardwell, J. & Thompson, A , (2017) ,Human Resource Management, A Contemporary Approach. 8th Ed , Pearson, Harlow.
  • Torrington, D, Hall, L,Taylor, S. & Atkinson, C , (2020), Human Resource Management, 11th Ed , Pearson, Harlow.
Supplementary Article/Paper Resources
  • Human Resource Management Journal.
  • HR Focus.
  • Human Relations.
  • Human Resource Management.
  • Human Resource Management International Digest.
  • IBEC Human.
  • People Focus.
  • Personnel Journal.
  • People Management.
  • Personnel Management Plus.
  • Personnel Review.
  • Personnel Today.
Other Resources
  • [Website], http://www.cipd.co.uk.
  • [Website], http://www.hrmguide.co.uk.
  • [Website], http://www.chrs.net/Articles.html.
  • [Website], http://www.humanresources.about.com/.
  • [Website], http://ncirl.ie/HRMIreland.
  • [Website], http://www.peoplemanagement.co.uk.
  • [Website], http://shrm.org.
Discussion Note: