Managing Human Resources Strategically

Module code: MN7707
Module coordinator: Dr Benjamin Hopkins

Many organisations declare that “people are our most important asset”, and human resource managers often contend that they take an increasingly strategic role in organisations. However, other organisations have achieved success through business models which emphasise low levels of investment in their workers. The aim of this module is to examine to what extent Human Resource Management can be considered to be a strategic business function. Through an examination of the employment relationship, including recruitment and selection, training and development, motivation and reward, and performance and change management, you will analyse the different approaches that organisations take to managing their people.

Topics covered

  • Models of Strategic Human Resource Management and the employment relationship
  • Impacts of changes in the labour market
  • Employment relationships including recruitment and selection, training and development, and grievance and disciplinary action
  • Motivation, reward, change management, and performance management
  • Managerial approaches to change management, objective setting and performance management, and coaching, mentoring and staff development
  • Diversity management
  • Trade unions and employment law on the employment relationship
  • Models of Strategic Human Resource Management in different international contexts
  • Designing of jobs and the impacts of this on managing people
  • Human Resource Management as a strategic business function

Learning

  • 12 two-hour lectures
  • 12 two-hour seminars and 4 one-hour seminars
  • 48 hours of participation in online discussion forums
  • 200 hours of guided independent study

Assessment

  • Individual assignment (50%)
  • Group assignment (50%)