Human Resources Development and Management

MQF Level 5

6 ECTS

Human Resources Development and Management

Start
October 2024
Module Type
Compulsory
Price
€550
ECTS Credits
6 ECTS
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Module Description

In this module the learners will appreciate how the disciplines of HRM and HRD have developed over the years as well as understand the basic foundations of HRM and HRD in today’s management world.

Learners will comprehend the relation between sound HR strategies and practices as well as come to terms with the factors influencing viability and survival of any business enterprise. Thus, they will familiarise themselves with the HR cycle from resourcing to performing to appreciate the value of training and development as one of the main tools for employee growth in terms of succession and career planning.

Learners will understand and practice some of the main HR tools required in today’s management world. Learners will also understand how to influence employee engagement and commitment towards work and thus increase in efficiency and effectiveness of operations.

In addition, learners will understand and apply job design theory to practice, familiarise oneself with the role of job design and understand the steps in solving a job design issue.

Entry Requirements

Candidates who apply for this course will possess:

• A related qualification at MQF Level 4

and/or

• Two ‘A’ Levels (MQF Level 4) or equivalent one of which should be related to Accounts, Business or Economics and a pass in English Language and Mathematics at MQF Level 3 (‘O’ Level or equivalent).

• Preference will be given to applicants having 1 year work experience related to the study programme.

In the case of students who do not possess all the formal required academic qualifications, then the Recognition of Prior Learning (RPL) process could be applied such that if evidence of equivalent learning is found then the applicant could still be accepted in the course.

Such RPL process will subject applicants to an interview held with a board of experts within the field, chosen specifically by IDEA Academy, so as to verify their experiences and prior learning.

Students whose first language is not English and do not possess an ‘O’ level pass in English Language will be required to demonstrate English language capability at IELTS level 6.0 or equivalent.

Target Audience

  • Individuals seeking to advance their academic and professional knowledge in Accounting.
  • Individuals wanting to pursue a wide range of accounting, consulting, financial and managerial career paths.
  • Individuals wanting to enhance their ability to interpret, assess and communicate financial related data.

Module / Unit Instructions

The proposed structure comprises a blended approach promoting the building of a community of practice via lecturer-to-student and peer-to-peer learning.

The structure uses primarily two dimensions of teaching-learning modes:

Module Components Structure: · Face-to-face sessions: 18 hours · Online Learning Activities: 12 hours.

Face-to-face sessions include lectures, tutorials, discussions, presentations and workshop activities promoting peer-to-peer learning.

Online learning activities incorporate tutorials and asynchronous discussions.

These may consist of active interaction, participation and contributions in fora discussions, sharing resources and self-reflection exercises.

Learners also contribute to the building of the community of practice by providing feedback to their peers as critical friends, enhancing the learner’s critical engagement throughout the study period.

How you’ll be assessed

This module consists of two individual assessments , each carrying a weighting as below:

a) Assessment 1 carries 30% of total module mark achieved. b) Assessment 2 carries 70% of total module mark achieved.

The overall grade achieved for each module is calculated as the sum of: • 30% of the mark achieved for Assessment 1; and • 70% of the mark achieved for the Assessment 2.

Both Assessment 1 tasks and Assessment 2 tasks aim to provide the learner an opportunity to produce evidence of his/her competences aligned to the learning outcomes of each individual Module.

Assessment 1 and Assessment 2 may include in-class assignments and home-based written assignments using diverse assessment tools which may take the form of online and in-class discussions, examinations of 2-3 hours, case studies, reports, proposals, essays, and presentations.

For successful completion of a study module the student is required to achieve an overall pass mark of 50%

Assignment
Discussions

Module Intake Dates

October 2024
Price
€550

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.
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