Introduction to Human Resource Management
Module Description
This module provides an overview of fundamental HR management principles.
Participants will explore core concepts, including the distinctions between soft and hard HR principles, and the objectives of HRM. Key topics include the strategic role of HRM in business development, talent management, employee relations, and organizational culture.
By examining both theoretical and practical aspects, the module aims to equip participants with the knowledge to effectively manage human resources, fostering a productive and positive workplace environment.
Additionally, contemporary challenges and trends in HRM will be addressed to prepare participants for modern HR practices.
Entry Requirements
Candidates who apply for this course must possess:
- a qualification at MQF Level 4 (one ‘A’ Level or equivalent in any subject)
AND
- a pass in English* and Mathematics at MQF Level 3 (‘O’ Level or equivalent).
Preference is given to applicants having a year of work experience related to the field of study.
* Students whose first language is not English will be required to demonstrate evidence of an adequate level of English proficiency.
Target Audience
This course is targeted at professionals with HR experience, such as:
- HR coordinator
- HR manager
- training manager
- payslip coordinator
- HR supervisor
The target group can be extended to those who have the experience but lack a formal qualification and wish to have a more thorough background in the subject in order to progress further in their careers.
Career Paths
- The programme aims to prepare you for positions in middle-management and other senior roles such as that of an HR manager, head of HR and HR director of any organisation, both in the private and public sector.
How you’ll be assessed
The course comprises:
- Evening classes for part-time courses.
- Classes held throughout the day for full-time courses.
- Guided learning, presentations, comprising synchronous online discussions, tutorials and/or videos.
- Self-study hours comprising research, reading and assignment work.
Assessment
Assessment is carried out via two mandatory components:
- Formative Assessment
- Summative Assessment
The programme includes different forms of assessment which allow for and promote students’ critical engagement. The formative and summative assessment tasks may include an in-class assignment and/or a home-based written assignment using diverse assessment tools which may take the form of online and in-class discussions, examinations, case studies, reports, proposals, essays, and presentations, etc., as applicable to the diverse modules.
Module Intake Dates
October 2024
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.