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    Human Resource Management

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    Antoine Coulaud
    This document outlines a human resource management module that is a level 3 course worth 12 credits. It will be assessed through both continuous assessment (30%) and examination (70%). The objectives are to develop an understanding of HRM principles and issues, provide insight into the importance of HRM, and familiarize students with HRM concepts and techniques. Upon completing the module, students should be able to differentiate between traditional personnel and HRM, critically assess the importance of strategic HR, and analyze issues related to HR planning, motivation, performance management, training, employee relations, and employment law. The syllabus covers these topics in further detail.

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    Human Resource Management

    Uploaded by

    Antoine Coulaud
    41 views2 pages
    This document outlines a human resource management module that is a level 3 course worth 12 credits. It will be assessed through both continuous assessment (30%) and examination (70%). The objectives are to develop an understanding of HRM principles and issues, provide insight into the importance of HRM, and familiarize students with HRM concepts and techniques. Upon completing the module, students should be able to differentiate between traditional personnel and HRM, critically assess the importance of strategic HR, and analyze issues related to HR planning, motivation, performance management, training, employee relations, and employment law. The syllabus covers these topics in further detail.

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    This document outlines a human resource management module that is a level 3 course worth 12 credits. It will be assessed through both continuous assessment (30%) and examination (70%). The objectives are to develop an understanding of HRM principles and issues, provide insight into the importance of HRM, and familiarize students with HRM concepts and techniques. Upon completing the module, students should be able to differentiate between traditional personnel and HRM, critically assess the importance of strategic HR, and analyze issues related to HR planning, motivation, performance management, training, employee relations, and employment law. The syllabus covers these topics in further detail.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    41 views2 pages

    Human Resource Management

    Uploaded by

    Antoine Coulaud
    This document outlines a human resource management module that is a level 3 course worth 12 credits. It will be assessed through both continuous assessment (30%) and examination (70%). The objectives are to develop an understanding of HRM principles and issues, provide insight into the importance of HRM, and familiarize students with HRM concepts and techniques. Upon completing the module, students should be able to differentiate between traditional personnel and HRM, critically assess the importance of strategic HR, and analyze issues related to HR planning, motivation, performance management, training, employee relations, and employment law. The syllabus covers these topics in further detail.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Module Title: Human Resource Management Level: 3

    Assessment: Continuous Assessment: 30% Examination:


    70%
    Prerequisites: Management Credits: 12

    Objectives:

     To develop in students an understanding of the principles behind the management of human


    resources in organisations.
     To provide students with insight into the importance of the human resource management
    function within organisations and an appreciation of the various critical issues facing human
    resources management.
     To familiarise students with prevailing concepts and techniques relevant to the management of
    human resources in organisations.
     To empower students to critically evaluate human resources issues and to devise appropriate
    responses
     To develop a human resource perspective in the students with respect to the management of
    people in organisations.

    Learning Outcomes:

    On completion of this module, students should be able to;


     Differentiate between traditional Personnel and HRM.
     Critically assess the importance of strategic HR from a national and organisational perspective.
     Analyse the importance and practical issues involved in Human Resource Planning.
     Demonstrate understanding of the importance of effective learning, training and development
    as part of the induction process.
     Evaluate the main methods of managing performance at work.
     Demonstrate a clear comprehension of the legal aspects of HRM.
     Display analytical and problem-solving techniques in appropriate business contexts.
     Demonstrate initiative and creativity in the selection of suitable HR strategies for organisational
    success.

    Syllabus:

    HRM in Ireland
     Defining HRM; Historical development of HRM; The multinational influence; Contemporary
    developments; Core HRM activities.

    Strategy, Performance & HRM


     HRM Strategy; HR Policy choice; Strategic management; Strategic decision-making & HRM

    HRM & the Labour Market


     The labour market defined; Theories of labour market & HRM; Key labour characteristics

    HR Planning, Recruitment & Selection


     HR Planning process; Recruitment in Ireland;

    Employee Motivation and the Design of Work


     Motivation defined; Key features of motivation; job work design; quality of working life

    Reward Management
     The scope of reward management; effective reward systems; Job evaluation; Performance
    related pay schemes

    Managing & Appraising performance


     Objectives of performance management systems; Performance management & appraisal

    Learning, Training & Development


     Historical overview of training and development; Contemporary developments;
     The requirement for learning, training and development; definition of terms; learning, training
    and development process

    Employee Relations
     Nature of employee relations; Employee relations in Ireland; Collective bargaining; Trade
    Unions; Role of government; Employer objectives; Employers associations; Collective bargaining;
    Strike activity

    Employment Law
     Labour law defined; contracts of employment; Employee legislation; dismissal;

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