Human Resources Development and Management

Learning Outcomes

Competences:

At the end of the module/unit the learner will have acquired the responsibility and autonomy to:

• Align employee commitment in different structures.
• Identify and implement training programmes to update employees skills.
• Evaluate the practical philosophies behind a PMP.
• Identify and develop sources of motivation for own workforce.
• Carry out technical and practical assessments of training.
• Carry out the development and implementation of a manpower plan from 3 to 5 years.
• Promote ethics and good morality in own organisation.

Knowledge:

At the end of the module/unit the learner will have been exposed to the following:

• Good HRM practices within different organisational settings and contexts.
• The functions of strategic HRM and the role of CSR in relation to HRM.
• Legislation and regulations that apply to industrial and employment relations and describe necessary support available to interpret the law, identify official repository of relevant legal notices and identify the official department concerning employment laws
• . Building proper manpower planning and competency framework.
• Creating a relational aspect between the employee and the job and within the employees.
• Recruitment and selection principles.
• The training cycle, methods of knowledge transfer, and development.
• The learning organisation.
• Creating good performance management programmes and objective methods of assessment.
• The function of job appraisals.
• Diversity and equal opportunities.
• The importance of team work in reaching organisational goals including Key Performance Indicators, and identify the importance of Key Performance Indicators to measure performance.
• The psychological contract and its implications.
• The fundamentals of job design.
• Computerising the HR system.

Skills:

At the end of the module/unit the learner will have acquired the following skills:

• Apply good HRM practices within different organisational settings and contexts.
• Create practice recruitment and selection principles when conducting interview.
• Set performance objectives and key performance indicators.
• Prepare the HR processes acquired for computerisation such as data transfer techniques.
• Conduct a job analysis exercise · Demonstrate that motivation and employee commitment leads to higher performance.
• Assess empirical evidence which describe company performance through HR.
• Discuss different viewpoints of different HR practices · Draft effective HR policies.

Judgment Skills and Critical Abilities:

At the end of the module/unit the learner will be able to:

• Assess legislation and regulations that apply to industrial and employment relations.
• Evaluate official repository of relevant legal notices.
• Propose strategic interventions for good career progression.
• Determine the best way to build a learning organisation.
• Identify performance objectives so as to acquire the expertise needed for the setting up of rational performance objectives and to differentiate between job and personal performance objectives.
• Judge the pros and cons of different appraisal methods so as to be able to co-align appraisal results with training and development.
• Analyse intrinsic and extrinsic rewards and their short- and long-term effects.
• Identify legislation and regulations that apply to industrial and employment relations and describe necessary support available to interpret the law, identify official repository of relevant legal notices and identify the official department concerning employment laws .
• Identify the value of creating good performance management programmes and objective methods of assessment.
• Identify the importance of Key Performance Indicators to measure performance.

Module-Specific Communication Skills:

At the end of the module/unit the learner will be able to:

• Illustrate how to lead and manage people in different corporate cultural settings.
• Illustrate objectives for the setting up of employees’ appraisals and the right environment for effective appraisals.
• Describe the importance of building proper manpower planning and competency framework.
• Describe the importance of the training cycle and the various methods of knowledge transfer.
• Define a learning organisation and the way it is structured.
• Describe the function of job appraisals
• Describe the importance of team work to reach organisational goals including Key Performance Indicators.
• Define the importance of the psychological contract.
• Describe the functions of a computerised HR system, strategic HRM and the role of CSR in relation to HRM.
• Communicate ideas, problems, and solutions effectively to both specialist and non-specialist audiences verbally or in writing (PowerPoint presentations, reports, etc.).
• Participate in class/online discussions and in organised workshops
• Present ideas, work, and findings to peers, lecturers, and specialist and non-specialist audiences.
• Contribute to team work as required.

Module-Specific Learner Skills:

At the end of the module/unit the learner will be able to:

• Undertake further studies on the legislation and regulations that apply to industrial and employment relations and the necessary support available to interpret the law and remain up to date with any changes.
• Proceed by understanding the importance of building proper manpower planning and competency framework.
• Evaluate own learning on the importance of the training cycle necessary for building a knowledge-based organisation.
• Undertake further studies by conducting independent study in the implication of motivation on employee commitment in terms of performance.
• Proceed to study different organisational audit methodologies.
• Evaluate own learning on different training evaluation techniques.

Module-Specific Digital Skills and Competences:

At the end of the module/unit, the learner will be able to:

• Navigate through the online learning platform to find assignments, discussion boards, literature, tutorials etc.