Introduction to Human Resource Management

Learning Outcomes

Competences:

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

• Be in a position as to value the importance of the early theories of management.
• Relate the major contributions of hard and soft HR issues in the promotion of good HR.
• Effectively utilise resourcing and talent planning.
• Converge the employees’ and organisation’s interest.
• Transform the organisation by identifying the criteria needed for modifying the organisation.
• Utilise the best resources in the change process.
• Manage through HR key performance indicators.
• Relate the organisation’s goals with the HRM practices ie. strategic HRM.
• Align HRM practices with international and national laws.
• Develop a motivational environment for employees which translates into more efficient work performance.
• Develop the appropriate environment to retain employees.
• Recognise and reward optimal behaviour.
• Utilise ethics in the effective functioning of the organisation.
• Identify and interpret laws that apply in the local context.

Knowledge:

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

• The development of management theories.
• Strategy making.
• HRM embracing concepts.
• Soft an hard HR principles.
• The objectives of HRM.
• Contemporary debates on HR.
• The changing and developing workforce.
• The role of HR in periods of change/ mechanistic and organic structures/ micro, small, medium and big organisations.
• The role of HRM in developing the business practice.
• The management of HR key performance indicators.
• The functions of a computerised HR system.
• The alignment of HRM practices with international and national laws.
• The implications of cultural diversity on strategic management.
• Evolving ethical issues and contemporary ethical dilemmas.
• The importance and functions of legislation.
• The identification of the laws that apply in the local context and how to research and interpret them.

Skills:

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

• Define strategy making, approaches to strategic HRM, organisation design and forms of management.
• Recognise contemporary debates on HR such as converging the employees and organisation’s interest, management ploy and implications in industrial relations.
• Outline the evolution and assessment of the HR function in relation to the criteria in analysing the HR function, different evaluation methods, and analysing and utilising data.
• Recognise the effects of globalisation and technological advancements.
• Identify the criteria in modifying one’s organisation.
• Outline the role of HR in mechanistic and organic structures.
• Describe the functions of HR departments in relation to; employment and recruitment, training and development, manpower planning, performance appraisal, compensation and benefits, employee services and employee and community relations, personnel records, health and safety and strategic planning.
• Describe data transfer techniques.
• Identify the implications of cultural diversity on strategic management such as; decision making, rewards, risk taking, faithfulness in the organisation.
• Outline the importance of frequent organisational communication and communication within the organisation.
• Identify the laws that apply in the local context, how to research them and how to interpret them.

Module-Specific Judgment Skills and Critical Abilities:

The learner will be able to:

• Assess the functions of HR within mechanistic and organic structures.
• Analyse the function of HR in strategy making.
• Critically analyse concepts and principles in HRM.
• Evaluate contemporary debates on HR.
• Critically evaluate the assessment of the HR function.
• Assess the trends of a developing workforce.
• Evaluate the effects of globalisation and technological advancements.
• Critique the organisation’s adaptability and flexibility during change.
• Evaluate the best resources in the change process.
• Critique the functions of a computerised HR system.
• Analyse data update and cleansing methodologies.
• Examine HR key performance indicators.
• Evaluate the implication of cultural diversity on strategic management.
• Critically assess the implications of evolving ethical issues in the workplace.

Module-Specific Communication Skills:

The learner will be able to:

• Illustrate the early theories of management.
• Promote approaches to strategic HRM.
• Identify the objectives of HRM.
• Illustrate the different assessment methods of the HR function.
• Discuss the role of HR in micro, small, medium and big organisation.
• Discuss the effectiveness of HR.
• Promote restructuring, outsourcing, process redesign and utilising new technologies.
• Discuss the functions of a computerised HR system.
• Illustrate the competitive challenges influencing HRM.
• Promote the alignment of HRM practices with international and national laws.
• Identify the importance of frequent organisational communication.
• Discuss the role of information technology in the workplace such as; the computer take over, the extent of IT’s influence on HRM and the shift to teleworking.
• Discuss the issues in tackling ethics from an HRM point of view.
• Identify the laws that apply in the local context and how to interpret them.

Module-Specific Learner Skills:

The learner will be able to:

• To study the functions of HR within mechanistic and organic structures.
• Undertake further studies on the relation between business and HR strategy.
• To study soft and hard HR principles.
• To proceed to interpret the added value and competitive advantage of HRM.
• To study organisational growth and the HR dimension.
• To proceed to interpret the implications of the changing workforce.
• Undertake further studies on the modification process of an organisation.
• To study the role of HRM in developing the business practice.
• Undertake further studies on data transfer techniques and data update and cleansing methodologies.
• Undertake further studies on the relation between the organisation’s goals and the HRM practices ie. strategic HRM.
• To study the relationship between pay and one’s output.
• To proceed to identify laws that apply in the local context.
• Undertake further studies on how to research and interpret the laws.

Module-Specific Digital Skills and Competences:

The learner will be able to:

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