DEPARTMENT OF HUMAN RESOURCE MANAGEMENT

Transcription

1 DEPARTMENT OF HUMAN RESOURCE MANAGEMENT Second Year Classes: HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE DEVELOPMENT PEOPLE RESOURCING Third Year Classes: HUMAN RESOURCE MANAGEMENT MANAGING EQUALITY AND DIVERSITY MANAGING ORGANISATIONS Honour Classes: ADVANCED ORGANISATIONAL BEHAVIOUR ADVANCED ORGANISATION THEORY BUSINESS-GOVERNMENT RELATIONS STRATEGIC HRM DEMOCRACY PARTICIPATION AND INVOLVEMENT AT WORK ADVANCED EMPLOYEE RELATIONS CAREER THEORY AND CAREERS MANAGEMENT HUMAN RESOURCES IN THE GLOBAL ECONOMY

2 HUMAN RESOURCE MANAGEMENT Second Year Classes HUMAN RESOURCE MANAGEMENT 2 Mrs A Mccormack, Dr N Bozionelos Credits 30 ECTS 15 The class examines problems and issues within HRM mainly at the level of individual employees or groups of employees. It seeks to apply theory and research about individual and group behaviour to an analysis of HRM problems and issues. It extends and develops the concepts and theories introduced in the first year, and examines the contribution of psychology to HRM, issues of skill, recruitment, assessment and selection and career management. A review of learning theories leads to a consideration of training strategies, internalisation of health and safety and models of management development. A consideration of motivation provides the basis for a review of payments systems, involvement and timing of work. An analysis of group processes leads to a discussion of teamwork structures, leadership in teams and cultural management HUMAN RESOURCE DEVELOPMENT Mrs A Mccormack This class explores the importance of training and development for individual and organizational growth and success. It examines the role of the state in training interventions in the UK and other countries and provides a critical analysis of the reasons for skill shortages in the UK. Individual learning and the learning organization are analysed and the management of the training and development process to include training needs analysis and evaluating the effectiveness of the training process are examined PEOPLE RESOURCING Ms K Gilbert This class aims to provide students with an understanding of employment planning and the changing context of the labour market. The class will cover the problems and challenges of contemporary human resource management policy and practice and will develop themes relating to human resource planning, recruitment and selection and managing performance and attendance. Third Year Classes HUMAN RESOURCE MANAGEMENT 3 Ms K J Newsome Credits 30 ECTS 15

3 This class aims to provide an analysis of changing work and employment relations in its broader social context drawing from sociological theories and perspectives. In this way the class offers a complementary approach to the second year core class. The class provides students with understanding of the contribution of sociological theories to the study of work and employment relations and their relevance to HRM issues. The class will explore themes of managerial control of the work process and the limits to this. It will examine the development and role of employee organizations in the employment relationship, in particular through trade unions. The dynamics of the employment relationship within organizations will be set against wider social, economic and political influences including the roles of Government at national and European Union levels. The impact of new forms of flexible employment and the increasing uses of technology will be examined in terms of their implications for managerial control and employee responses. Also the claims of HRM to provide a coherent model of the employment relationship based on employee commitment will be critically explored MANAGING EQUALITY AND DIVERSITY Mrs A C Watson This class aims to describe and evaluate differences in the way organizations approach issues of equality and diversity in the context of changes in the labour market. It aims to provide an analysis of theories of discrimination and relate these to organizational practices. It introduces students to equality legislation and how this impacts on organizations and explores the idea of managing a diverse workforce within the context of equal opportunities. The reasons for occupational segregation, the impact of new technology and labour market flexibility will be explored. The class will evaluate strategies to enhance equality of opportunity MANAGING ORGANISATIONS Contact department for syllabus details Honours Classes ADVANCED ORGANISATIONAL BEHAVIOUR Dr Dm Scholarios This class will assess the relatively new discipline of organisational behaviour. It will examine its general aims, its main ideas and its dominant methods. It will also evaluate the strengths and weaknesses of its quality of conceptualisation. Lastly, it will explore the value of moral explanation to account for the behaviour of people in organisations ADVANCED ORGANISATION THEORY Professor P Thompson

4 This class is concerned with contemporary issues in organisation theory. The emergence of organisation theory as an academic discipline will be documented. Its connection with other social sciences will be examined. Its aims, substances and methodologies will also be described, along with its status within social science. A number of contemporary problems in the philosophy of science will also be worked out in terms of organisation theory BUSINESS-GOVERNMENT RELATIONS [NOT OFFERED 2003/2004] Mr C B Moore This class explores the impact on businesses of the changing political and social environment. It examines the ways in which these aspects of the external environment are managed by firms. The class will provide both an empirical and theoretical analysis of the development of this relationship. Currently the class explores themes of corporate social responsibility and business ethics, relationship between business and government, and how businesses manage their social environment alongside economic pressures. These issues are explored in an international context STRATEGIC HRM Professor H Scullion This class critically examines a range of strategic issues and questions concerning the nature and scope of strategic human resource management. The class explains the emergence and growth of strategic HRM and examines the problems of implementation. The class examines the strategic role of the corporate human resource function and explains the role of HR directors in different sectors of the economy DEMOCRACY PARTICIPATION AND INVOLVEMENT AT WORK Mr P Bain Aims: To look at relations of influence and control in work organisations. As such it will cover a wide range of topics allowing some student choice but including, e.g. employee involvement schemes, profit sharing, worker cooperatives, etc ADVANCED EMPLOYEE RELATIONS [NOT OFFERED 2003/2004] Ms K Gilbert This class will provide a comprehensive review of employee relations in the context of pay. It further develops knowledge and understanding of themes and theories which were introduced in the three HRM core classes and elective classes of Employee Resourcing and Employment Relations. The class will be delivered over two semesters. The class will be available to all students reading HRM at Honours level. For those, however, taking the CIPD professional qualification route the class will be compulsory thereby

5 enabling them to reach the appropriate professional standards in employee reward. The class will also enable students to develop professional skills in the area of negotiation CAREER THEORY AND CAREERS MANAGEMENT [NOT OFFERED 2003/2004] Mrs A C Watson The class aims to provide a comprehensive review of career theory and management and an understanding of contemporary perspectives in examining the meaning of career. It further develops and builds on themes which were introduced in HRM core classes and elective classes, e.g. Employee Development and Managing Equality and Diversity. It provides an area of specialism within Human Resource Management in which there is a growing interest academically and professionally. It will run over two semesters. It will analyse both the individual and their career and career orientation by considering a range of theoretical perspectives for example, sociological, psychological and economic and also be examining organisational approaches to career and career management relating to the structure and functioning of careers in contemporary organisations. It will examine the relations between theory and practice and their significance within Human Resource Management HUMAN RESOURCES IN THE GLOBAL ECONOMY Contact department for syllabus details