HUMAN RESOURCE MANAGEMENT

Transcription

1 HUMAN RESOURCE MANAGEMENT Equivalent QCF level: Level 4 Credit Value: 45 Learning time (hours): 450 UNIT PURPOSE This unit provides the learner with an understanding of the connection between business strategies and approaches to people management. It also provides learners with an insight of how Human Resource Management (HRM) theory and practice has emerged to play a key role in shaping organisational and working life. UNIT INTRODUCTION This unit aims to equip the learner to function effectively within the area of business and management and allows learners to explore the organisational context. Learners will become familiar with tools to analyse the organisational environment, and the degree of dynamism and complexity in which organisations operate. Individuals will be encouraged to examine organisational responses to environmental turbulence. Secondly, the unit will focus on the changes to organisational structure, architecture and evolution with evaluation on related human resource management approaches to administrating such change. This unit will also investigate the difference between leadership and management and critically evaluate classical and contemporary approaches to leadership theory and the role that power and politics play in organisational life. In addition, the unit examines the triggers for change and the reasons for resistance to change management, and presents an introduction to a number of learning theories which affect human resource management practices and the overview of their application within organisations. 1

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3 LEARNING OUTCOMES, ASSESSMENT CRITERIA AND CONTENT To pass this unit, the learner must generate evidence that demonstrates all learning outcomes have been met through the achievement of all the unit s assessment criteria. Learning outcomes On completion of this unit, the learner will: 01 Understand a range of human behaviour and learning theories and their relation to human resource management and development within an organisation Assessment criteria On completion of this unit, the learner can: 1.1 Define a range of the learning theories and their relation to human resource development within an organisation 1.2 Define a range of human behaviour theories and their relation to human resource management within an organisation 1.3 Design and delivery a presentations on the concept of people management and its importance to an organisation s success. Include the following areas: Application of appropriate learning and behaviour theories to talent and career management scenarios Use of human resource strategy in developing organisational policies, procedures and practices Content Human Behaviour theories: cognitive theories, developmental theories, humanist theories, personality theories, social psychology theories and learning theories Learning processes: classical and instrumental conditioning Learning Theories: Curry's onion model, David Kolb s model, peter honey and Alan Mumford s model, Anthony Gregory s model, Gardner s theory of multiple intelligences, Jungian learning styles Conceptions of Learning: learning as a quantitative increase in knowledge, learning as memorising, learning as acquiring facts, learning as interpreting and understanding reality in a different way Factors that influence behaviour: individual factors (culture differences), interpersonal factors, institutional factor (diversity of workforce and ethics), community factors (public policy) 3

4 LEARNING OUTCOMES, ASSESSMENT CRITERIA AND CONTENT Practical human resource management solutions that could yield competitive benefits for an organisations Motivation Theories: Abraham Maslow's hierarchy of needs theory, Herzberg s two-factor theory, McClelland s acquired needs theory, aldermen s erg theory HR Philosophies in real world organisations: importance of having a HR philosophy HRM in practice: cognitive development, career development, learning, decision-making, multiculturalism, retention, personality, moral development Talent management: compensation, hiring, performance management, organisation development, safety, wellness, benefits, employee motivation, communication, administration, development and training Career management: Are the combination of structured planning and the active management choice of one's own professional career Workforce planning: monitoring and evaluating a workforce strategy (including risk management) Benefits of people management: tangible and intangible benefits of having an informed and engaged workforce 4

5 LEARNING OUTCOMES, ASSESSMENT CRITERIA AND CONTENT The Strategic Role of HR: formulating workforce strategy and determine the functional processes necessary to meet organisational goals Equality and managing diversity: equality, diversity and the law, managing diversity and the role of HRM Managing workplace conflict: handling collective and individual conflict at work Examples for practical HRM solutions: building competitive employee benefits package, HR as competitive advantage, etc. Reflection on human behaviour and learning theories Presentation skills: importance of presentation skills to a person and to business success, business communication. Analyse the audience, understanding and articulating the purpose clearly, developing sufficient and appropriate supporting material, time management etc. 5

6 LEARNING OUTCOMES, ASSESSMENT CRITERIA AND CONTENT 02 Be able to obtain and manage data using information technology for the purpose of human resource management 2.1 Explain data management methods and related issues 2.2 Demonstrate how technology can be used for the purpose of collecting and managing data for management of human resources within an organisation Data collection: data sources, quantitative and qualitative data collection methods Data management: database management, data analysis, data warehousing, quality assurance, quality control and data analysis & presentation Data management technology: MySQL, Microsoft Office Access, GPS Technology, future data collection technologies 03 Understand workgroup formation and management within organisations 3.1 Discuss the importance of working groups in organisations 3.2 Describe and select appropriate strategies for forming and managing groups 3.3 Discuss suitable practices for mitigation of unwanted individual and group behaviour Working groups: importance of team work, formation of groups, advantages and disadvantages of working in groups Group management: cohesion, communication, conflict management, motivation, leadership in teams, team building (techniques, principles, and methods) The principles of Non Violent Communication (NVC): Observation, feelings, needs and requests Effective team player styles: Good team players can take the roles of contributor; collaborator; communicator; challenger 6

7 LEARNING OUTCOMES, ASSESSMENT CRITERIA AND CONTENT Strategies to handle ineffective team players: Listings, meeting privately, re-establish team norms, negotiate, take action, listening, civilised disagreement, open communication and shared decisions 04 Understand the concept of organisational change management 4.1 Identify the nature and structure of organisations 4.2 Describe various motives for the application of organisational change management Nature of organisations: natural versus rational systems, open versus closed systems, options of organisational design, organisational culture Organisational structure and architecture: includes elements of structure, self-contained structures, horizontal structures and boundary-less structures Organisational management: nature of management and leadership and power and politics in organisational life Change management: mission changes, strategic changes, operational changes (including structural changes), technological changes, changing the attitudes and behaviours of personnel. Personality wide changes 7

8 GUIDANCE FOR TUTORS DELIVERY & ASSESSMENT It is important that tutors use a range of teaching and guidance methods to ensure that their learners meet the intended learning outcomes for this unit. This would include participating or revising lectures/notes, attending webinars, workshops, individual/group assessments and draft feedback for assessments. However, learners should always be encouraged to participate in independent learning using the resources on the IMSS, e-library and Mintel reports. Learners need to use analytical thinking, participative approaches and investigative mindsets in order to be able to enhance their learning experience through reflection of theory in conjunction with their own experience. It is important to plan the delivery of the unit to ensure that learners have enough time to undertake the relevant research needed to meet the learning outcomes and to facilitate self- learning. Learning outcomes require that learners come to possess a comprehensive understanding of the fundamentals of human resource management. Learning theory is concerned with identifying those mechanisms that can be offered to explain differences in behaviour, motives, and values among individuals. The human resources function is at a crossroads, as new technologies create opportunities for more strategic leadership in the management of human capital and corporate culture, while commoditising some of HR s traditional administrative functions. It is therefore important that the basic psychological factors are examined in order to plan and develop various activities related to organisational people management. In addition tutors will guide individuals through exploration of HRM theories and models while discussing the importance of data management, teamwork and the nature of organisations. Here the tutor can provide theoretical information related to the above areas while the learner can apply them to real world cases. Learners will gain the skills to present the theoretical and practical aspects of HRM strategy. Tutors are expected define the role of strategic HRM and various career development tools. Learners are expected to come up with practical solutions related to HR functions in organisations to aid with decision making. 8

9 GUIDANCE FOR TUTORS OUTLINE LEARNING PLAN The following outlined learning plan can be used as a guidance document in conjunction with the unit assessment. It is simply a way in which this unit can be delivered. TOPIC AND SUGGESTED ASSIGNMENTS/ACTIVITIES/ASSESSMENT Introduction to unit and programme of learning Tutor discussion on the theoretical models and concepts; personnel management, human behaviour, organisational culture and management theories Learner input on practical examples on personal management and organisational management Learner research on human resource management contributing to Assignment 1 Tutor input on identification of the organisational conflicts arising in team work includes change management and leadership issues Learner input on formulating solutions for real world scenarios including decision making related to people s capital in an organisation Learner research on further development of organisational policies, procedures and practices contributing to Assignment 2 Review of unit and programme of assignments PROGRAMME OF SUGGESTED ASSESSMENT/ASSIGNMENTS The following table illustrates the respective assessments for the unit and identifies the corresponding assessment criteria. Assessment Criteria covered Assignment title Scenario Assessment method 1.1, 1.2, Assignment 1 You are required to develop an essay on the importance of Personnel Management by highlighting the following elements: Assignment 1. Define a range of the learning theories and their relation to human resource development within an organisation 9

10 GUIDANCE FOR TUTORS PROGRAMME OF SUGGESTED ASSESSMENT/ASSIGNMENTS The following table illustrates the respective assessments for the unit and identifies the corresponding assessment criteria. Assessment Criteria covered Assignment title Scenario Assessment method 1.1, 1.2, Assignment 1 Cont. 2. Define a range of human behaviour theories and their relation to human resource management within an organisation Assignment 3.1, 3.2, 4.1,4.2 Assignment 2 As the Human Resources Manager of an organisation of your choice, you have been asked to write a report on the role of personal development in creating an environment conducive to change within an organisational context. You are required to cover the following areas in your report: Report 1. Identify a possible management issue that can crop up as a result of change within the organisation and how the use of effective communication in personal development can be used to facilitate change management within the organisation 2. Why the organisation should be conducive to team/group work and how it would contribute to personal development 3. Evaluate the role of Leadership Vs Management in cultivating personal development in the face of change management 10

11 RESOURCES TEXTBOOKS Cameron, S. (2009) Business Learner's Handbook: Learning Skills for Study and Employment 5th edition FT/Prentice Hall Buchanan, D. and Huczynski A Organisational behaviour. 7th Ed. Harlow: Pearson/ FT Prentice Hall Bratton, J., Sawchuk, P., Forshaw, C., Callinan, M. and Corbett, M Work and organisational behaviour. 2nd Ed. Basingstoke: Palgrave Macmillan Mullins, L Management and organisational behaviour. 9th Ed. Harlow: Pearson/FT Prentice Hall JOURNALS Journal The International Journal of information WEBSITES The Marketer Forbes Hubspot Business Case Studies