MODULE SPECIFICATION TEMPLATE MODULE DETAILS Module title Researching Contemporary Issues in HRM Module code HR375 Credit value 20 Level Level 4 Level 5 Level 6 X Level 7 Level 8 Mark the box to the right of the appropriate level with an X Level 0 (for modules at foundation level) Entry criteria for registration on this module Pre-requisites Specify in terms of module codes or equivalent Co-requisite modules Specify in terms of module codes or equivalent Module delivery HR173 Organisational Behaviour and HRM Mode of delivery Taught X Distance Placement Online Other Research Pattern of delivery Weekly X Block Other When module is delivered Semester 1 Semester 2 Throughout year X Other Brief description of module content and/ or aims Overview (max 80 words) Module team/ author/ coordinator(s) School Site/ campus where delivered This module is designed to enable students to research in depth into particular issues in management consulting, gender and employment, and employee commitment. Students will be encouraged to link established theory with their own research into practice in order to produce a well justified report. There will be a series of workshops to introduce content area and to help develop a clear research question. In seminars students will have the opportunity to discuss their progress with their peers and tutors and to present a synopsis of their research. Stephanos Avakian (Module Leader), Sian Eggert, Colin Harris Vicky Richards, Geoff Court, Jenny Knight, Bob Smale. Business School Moulsecoomb Course(s) for which module is appropriate and status on that course Course HR375 ALL Business L6 Option. BAAF L6 Option. Full Titles are: BSc (Hons) Business BSc (Hons) Business Management BSc (Hons) Business with Marketing BSc (Hons) Business Management with Marketing BSc (Hons) Business with HRM BSc (Hons) Business Management with HRM Status (mandatory/ compulsory/ optional) Optional
BSc (Hons) Business with Finance BSc (Hons) Business Management with Finance BSc (Hons) Business with Economics BSc (Hons) Business Management with Economics BSc (Hons) International Business BSc (Hons) Accounting and Finance MODULE AIMS, ASSESSMENT AND SUPPORT Aims Learning outcomes Content This module aims to provide students with the opportunity to select a specific, contemporary issue in Human Resource Management to study indepth. It is anticipated that a topic within the following field areas: A) Management consultancy B) Gender & Employment C) The Employment Relationship D) Employee Commitment, Identification and Affinity E) Τhe design and purpose of rewards F) Human Resource Development G) Blended Learning and E-Learning On completion of this module the students should be able to: Subject specific: 1. Critically evaluate the relevant scholarly literature concerned with a contemporary issue in Human Resource Management 2. Critically evaluate primary and secondary material concerned with the chosen topic. 3. Identify and evaluate approaches to the collection of primary HRM data 4. Investigate an HRM issue and, where possible, identify and evaluate opportunities to enhance HRM s effectiveness that has practical relevance and application. 5. Successfully make links between theoretical concepts and practical applications. 6. Present their studies in a clear, concise and appropriately structured framework. The module leader will direct the student to the appropriate specialist tutor. Content areas include: Management Consultancy Aspects of recruitment, selection and development within management consultants Studying consulting in the context of performance management and rewards Elements of career development issues within management consulting Implications of reward related pay practices on the advice-giving process to clients Gender and Employment UK and/or European/global perspective History of gender roles in society and employment in particular Influences of education; attitudes to male and female workers; trends in workforce composition and occupational segregation lifestyle choices and preferences The legal context - issues of discrimination, equal opportunities, flexibility in roles and skills and flexible working patterns
The Employment Relationship The changing nature of the employment relationship as experienced in various work situations, including: full time employment, temporary and part-time employment, home working, redundancy and unemployment. The political, legal, economic, social and technological influences on the employment relationship. The role of leadership and management in the employment relationship. The role of trade unions in employee representation and collective bargaining. The role of other actors in the employment relationship, including: employers, employer organisations, government, the European Union and other transnational organisations. Employee Commitment, Identification and Affinity How organisations have sought to use various management methods that seek to enhance employees commitment to the organisation. Initiatives that are aimed at making employees more part of the firm. Various forms of employee ownership used by organisations to enhance employee commitment and performance. This ranges from simple task ownership to real ownership in the form of shares, partnership or employee buyouts The emotional aspects of organisations and their management. Of particular interest here is the increase in the proportion of front-line customer facing jobs where it is vital that the encounters with customers are effectively managed. There are two interesting issues here. First, how organisations seek to ensure that the correct emotions are displayed by employees. And second, how employees emotional stability is managed. Design and Purpose of Rewards The employee reward contribution Strategic reward, reward strategy and policies The contribution of reward achieving organisational objectives Reward fit with corporate culture Concepts of quality, fairness, consistency and transparency in rewards Design, implementation and monitoring of equality The legal framework Cross cultural considerations Key types of pay structures within organisations: purpose and types (e.g. broad banded) Learning support Subject specific reading: Gender and Employment Cornelius, N. Human Resource Management: A Managerial Perspective. Thomson Business Press Daniels, K. Employee Relations in an Organisational Context. CIPD Dibben, P. Gilton, K. & Wood, G. Employee Relations A Critical & International Approach. London: CIPD Bach, S. (Ed) Managing Human Resources (4th Ed) Personnel Management in Transition. Oxford: Blackwell Beardwell, I. Holden, L. and Claydon, T. Human Resource Management. A Contemporary Approach (4th Ed).
London: FT Prentice Hall The employment relationship Bennett, R. Employee Relations. M&E Pitman. Bingham, C. Employment Relations: Fairness and Trust in the Workplace. London: Sage Blyton, P. & Turnbull, P. The Dynamics of Employee Relations. Palgrave. Research Methods the most recent editions of: Auerbach, C. F. and Silverstin, L. B. Qualitative Data: An Introduction to Coding and Analysis. London: New York University Press. Bell, J. Doing your Research Project. Buckingham: Open University Press. Easterby-Smith, M., Thorpe, R. and Lowe, A. Management Research: an Introduction. London: Sage. Glaser, B. and Strauss, A. The Discovery of Grounded Theory. Chicago: Aldine. Miles, M. and Huberman A., Qualitative Data analysis: A Sourcebook of New Methods. Beverley Hills, CA: Sage Saunders, N. K. Lewis, P. and A. Thornhill. Research methods for business students. Harlow: Pearson. Yin, R. K., Case Study Research Design and Methods. London: Sage Please note: students will receive further more comprehensive guidance on reading appropriate to their research area Journals Academy of Management Journal Academy of Management Executive Academy of Management Perspectives Empowerment in Organizations Human Resource Development International Human Resource Development Review Journal of International Business Studies Journal of Management Development Journal of Managerial Psychology Journal of Organizational Behaviour Journal of Organization Change Management Organizational Dynamics The Leadership and Organization Development Journal Participation and Empowerment: An International Journal British Journal of Industrial Relations Industrial Relations Journal Journal of Occupational and Organisational Psychology Work, Employment and Society Gender, Work and Organisation Personnel Review Websites www.acas.org www.cipd.co.uk www.e-reward.co.uk www.equalityhumanrights.com www.incomesdata.co.uk www.employment-studies.co.uk
Teaching and learning activities Details of teaching and learning activities Research Workshops (10 X 1 hour sessions) 1. Introduction to the module 2. Identifying a research question and a viable project 3. Literature Review 4. The structure of the dissertation 5. Quantitative Research Rethods Part 1 6. Quantiative Research Methods Part 2 7. Qualitative Research Methods Part 1 8. Qualitative Research Methods Part 2 9. Research Ethics Gaining empirical Access 10. Presenging and submitting the dissertation Individual consultation sessions provide personalised guidance to the students and in light of the mutual research interests. Student Presentations (Formative) 15 MINUTES FOLLOWED BY QUESTIONS Allocation of study hours (indicative) Where 10 credits = 100 learning hours SCHEDULED This is an indication of the number of hours students can expect to spend in scheduled teaching activities including lectures, seminars, tutorials, project supervision, demonstrations, practical classes and workshops, supervised time in workshops/ studios, fieldwork, and external visits. Study hours 10 GUIDED INDEPENDENT STUDY All students are expected to undertake guided independent study which includes wider reading/ practice, follow-up work, the completion of assessment tasks, and revisions. 190 PLACEMENT The placement is a specific type of learning away from the University. It includes work-based learning and study that occurs overseas. TOTAL STUDY HOURS 200 Assessment tasks Details of assessment on this module RESEARCH PROPOSAL (10%) (SUMMATIVE 1000 WORDS -/+10%) LEARNING OBJECTIVES ASSESSED 2 COURSEWORK (90%) (SUMMATIVE 6000 WORDS -/+10%) LEARNING OBJECTIVES ASSESSED 1-6 Types of assessment task 1 Indicative list of summative assessment tasks which lead to the award of credit or which are required for progression. WRITTEN Written exam N/A % weighting (or indicate if component is pass/fail) COURSEWORK PRACTICAL Written assignment/ essay, report, dissertation, portfolio, project output, set exercise Oral assessment and presentation, practical skills assessment, set exercise 100% 1 Set exercises, which assess the application of knowledge or analytical, problem-solving or evaluative skills, are included under the type of assessment most appropriate to the particular task.
EXAMINATION INFORMATION Area examination board Business Refer to University for guidance in completing the following sections External examiners Name Position and institution Date appointed Date tenure ends Dr Andrew Timming St Andrews University 01/08/2014 30/09/2018 QUALITY ASSURANCE Date of first approval Only complete where this is not the first version Date of last revision Only complete where this is not the first version Date of approval for this version 2012 2016 Version number 2.1 Modules replaced Specify codes of modules for which this is a replacement January 2017 editorial external examiner HR371, HR372, HR383, Available as free-standing module? Yes No x