Module Database Search
MODULE DESCRIPTOR | |||
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Module Title | |||
HRM Knowledge Into Practice: Finding, Keeping And Growing People | |||
Reference | BSM825 | Version | 4 |
Created | August 2021 | SCQF Level | SCQF 11 |
Approved | March 2017 | SCQF Points | 30 |
Amended | September 2021 | ECTS Points | 15 |
Aims of Module | |||
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This module will equip students with the strategic and operational knowledge and skills required for resourcing, developing and managing talent within organisations in a global context. |
Learning Outcomes for Module | |
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On completion of this module, students are expected to be able to: | |
1 | Evaluate and critically analyse the major features and impact of national and international employment markets on methods used by organisations to recruit, select and develop their talent. |
2 | To critically evaluate strategies, policies and methods for resourcing, managing and developing talent in organisations. |
3 | Initiate,develop, implement and evaluate strategies and interventions for resourcing and developing staff. |
4 | Develop and evaluate resourcing and talent management strategies for competitive advantage in major employment markets. |
5 | Manage learning, talent development, retirement, redundancy and dismissal practices fairly, efficiently and in accordance with legal, professional and ethical requirements. |
Indicative Module Content |
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The module examines and explains those activities which are essential throughout the employment lifecycle, including resource planning, recruiting, managing and developing talent in organisations. This will include two associated strands; Resourcing and Talent Management, and Learning and Development. Specific topics will include the nature of work; changing labour markets; national and international labour trends; HR planning; flexible working; skills shortages; attracting, retaining, motivating and developing talent; terms and conditions of employment; employment legislation; fairness and diversity; work life balance; employee turnover; effective, professional and lawful release of employees from an organisation; retirement; succession planning; subcontracting; employer branding; learning within organisations; the business case for learning and development; learning theory; identification of learning needs; production of training plans; delivery methods and evaluation of training activities; government agendas and initiatives; the strategic role and impact of the Human Resource Development function; Learning and Development strategies, policies and procedures. A major focus of the module will be demonstrating how these two specialist areas work together to provide the organisation with a capable and motivated workforce. |
Module Delivery |
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This module will be delivered using a variety of methods, focussing primarily on student centred learning. This will include lectures, workshops, tutorials and seminars, with a strong emphasis on student participation. Online students will achieve this through access to a range of interactive materials to facilitate learning, including online lectures, presentations and tutorials, plus synchronous and asynchronous activities, encompassing groupwork areas and discussion fora. |
Indicative Student Workload | Full Time | Part Time |
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Contact Hours | 72 | 72 |
Non-Contact Hours | 228 | 228 |
Placement/Work-Based Learning Experience [Notional] Hours | N/A | N/A |
TOTAL | 300 | 300 |
Actual Placement hours for professional, statutory or regulatory body |   |   |
ASSESSMENT PLAN | |||||
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If a major/minor model is used and box is ticked, % weightings below are indicative only. | |||||
Component 1 | |||||
Type: | Coursework | Weighting: | 50% | Outcomes Assessed: | 3, 4 |
Description: | Skills Assessment: Learning Intervention | ||||
Component 2 | |||||
Type: | Coursework | Weighting: | 50% | Outcomes Assessed: | 1, 2, 5 |
Description: | Essay |
MODULE PERFORMANCE DESCRIPTOR | ||||||||
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Explanatory Text | ||||||||
The calculation of the overall grade for this module is based on 50% weighting of C1 and 50% weighting of C2 components. An overall minimum grade D is required to pass the module. | ||||||||
Coursework: | ||||||||
Coursework: | A | B | C | D | E | F | NS | |
A | A | A | B | B | C | E | ||
B | A | B | B | C | C | E | ||
C | B | B | C | C | D | E | ||
D | B | C | C | D | D | E | ||
E | C | C | D | D | E | E | ||
F | E | E | E | E | E | F | ||
NS | Non-submission of work by published deadline or non-attendance for examination |
Module Requirements | |
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Prerequisites for Module | None. |
Corequisites for module | None. |
Precluded Modules | None. |
INDICATIVE BIBLIOGRAPHY | |
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1 | STEWART, J. and RIGG, C., 2011. Learning and talent development. London: CIPD. |
2 | PAGE-TICKELL, R., 2014. Learning & development. London: Kogan Page. |
3 | GOLD,J. et al., 2013. Human resource development: theory and practice. 2nd ed. Basingstoke: Palgrave Macmillan. |
4 | TAYLOR, S., 2014. Resourcing and talent management. 6th ed. London: CIPD. |
5 | PILBEAM, S and CORBRIDGE, M., 2010. People resourcing and talent planning. 4th ed. Harlow: Pearson Education. |
6 | LEWIS, D. and SARGEANT, M., 2015. Employment law: the essentials. 13th. ed. London: Chartered Institute of Personnel and Development. |
7 | MARCHINGTON, M. and WILKINSON, A., 2012. Human resource management at work. 5th ed. London: CIPD. |
8 | GOLD, J., THORPE, R. and MUMFORD, A., 2010. Leadership and management development. 5th ed. London: CIPD |