Human Resource Management

This module considers the macro environment and context in which organisations operate. It focuses on how organisations develop their sense of purpose, goals and strategy, at an organisational level, and how a workforce (people management) strategy and approach can be aligned with this. It will consider what adaptability and agility means for organisations today, and how organisations can design practices such as Talent Management, Performance Management and Reward Management that work to enable high performance.

The purpose of the module is to provide a comprehensive understanding of employment relations and employment law, analysing perspectives from a theoretical and behavioural competency. The module will aim to provide opportunities to apply the activities, knowledge and behavioural competencies required for managing employment relations practices in union and non-union, small, large, public, private, charitable and indigenous and multinational organisations. It will facilitate evaluation of the roles and functions of different stakeholders in employment relations.

The students will also gain knowledge, understanding and skills to be the prime advisor on employment law to line and senior management and seeks to facilitate discussion, analysis and reflection on theory and practice and contribute to professional development

To equip students with an understanding of different perspectives on, and approaches to leadership practice, including the cultural dominance of certain perspectives within the literature, in order that they are to be able develop and utilise culturally and situationally appropriate leadership behaviour at a personal level and advise on the development of such behaviour across different levels of organisations.

This module explores the core concepts concerning equality, diversity and inclusion from both a theoretical and practitioner perspective. In line with the CIPD profession map and standards the module will equip practitioners with the relevant knowledge and strategies to develop and implement EDI (equality, diversity and inclusion) interventions in the organisational context. It will critically examine the legal, social, economic and human resource implications of EDI interventions.

This module focuses on the key factors that shape and constitute what is referred to as organisational design and development. It explores the way organisational structures and cultures have developed over time, including the ways in which organisations are currently re-designing work and workplaces to accommodate a diversity of worker preferences

This module provides students with an understanding of the way data and evidence inform HR and business decision making and engages with the debate about the future of work, particularly how technology and digitisation, and multi-generational working are impacting working lives.

This module has been designed to assist students with the completion of a real-life organisational research project. There is both a theoretical and practical element to the module. Initially key aspects of the research process are explored, starting from the development of aims and objectives and research questions. From then the module covers the literature review, and methodology. Further, other key aspects of the module entail the development of a proposal and ethical approval. The module is designed to support students through the research process, and it is expected that students will complete stages of a research-based process as they proceed through the module.

This module builds on the preceding theoretically based Research Methods module. It is designed to develop your practical inquiry and research process skills. 



You will choose to complete one of the following options:

• An applied mini dissertation
• An organisational case analysis (secondary data) 
• A work-based project (placement)