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MODULE DESCRIPTOR
Module Title
Managing Human Resources in a Business Context
Reference BSM541 Version 6
Created February 2017 SCQF Level SCQF 11
Approved August 2013 SCQF Points 15
Amended February 2017 ECTS Points 7.5

Aims of Module
To provide, from a Human Resource Management perspective, an understanding of the key issues and concepts associated with, and impacting on, resource planning and organisational strategic decision-making for firms operating within global, local and national business environments.

Learning Outcomes for Module
On completion of this module, students are expected to be able to:
1 Understand, analyse and critically evaluate contemporary organisations, their principal environments and the managerial and business environment within which HR professionals work.
2 Understand, analyse and critically evaluate how organisational and HR strategies are shaped by and developed in response to external and internal environmental factors, including financial information and resources.
3 Understand, analyse and critically evaluate the market and competitive environments of organisations and how organisational leaders and the HR function respond to them.
4 Understand, analyse and critically evaluate globalisation and international forces and their impact upon organisational and HR strategies and practices.
5 Understand, analyse and critically evaluate how demographic, social and technological trends, and government policy and legal regulation, shape and impact upon organisational and HR strategies and HR practices.

Indicative Module Content
Context of management and decision-making; strategy; strategic decision-making; strategic planning processes; resource based view; the link between HRM and business strategy; horizontal and vertical integration; concepts and contexts of global business; external and internal environmental analytical techniques and responding to these in the business; corporate social responsibility; professional and corporate ethics; sustainability; the role of the CIPD; resource planning; demographics; work patterns; models of employment; work systems; best fit/best practice; criteria for evaluating the HR function; continuous improvement; structure, content and interpretation of simple balance sheets, profit and loss accounts and trading statements.

Module Delivery
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
Contact Hours 36 36
Non-Contact Hours 114 114
Placement/Work-Based Learning Experience [Notional] Hours N/A N/A
TOTAL 150 150
Actual Placement hours for professional, statutory or regulatory body    

ASSESSMENT PLAN
If a major/minor model is used and box is ticked, % weightings below are indicative only.
Component 1
Type: Examination Weighting: 100% Outcomes Assessed: 1, 2, 3, 4, 5
Description: A three hour examination based on a seen case study.

MODULE PERFORMANCE DESCRIPTOR
Explanatory Text
The minimum mark required to pass the module is 40%. Grade awarded for the module depends on the overall percentage grade achieved in the examination, as noted below.
Module Grade Minimum Requirements to achieve Module Grade:
A 70% or above
B 60 - 69%
C 50 - 59%
D 40 - 49%
E 35 - 39% Fail
F 34% or less Fail
NS Non-submission of work by published deadline or non-attendance for examination

Module Requirements
Prerequisites for Module None in addition to SCQF level 11 entry qualifications or equivalent.
Corequisites for module None.
Precluded Modules None.

INDICATIVE BIBLIOGRAPHY
1 ARMSTRONG, M. and TAYLOR, S., 2014. Armstrong's handbook of strategic human resource management. 13th ed. London: Kogan Page. ebook
2 BOXALL, P., 2011. Strategy and human resource management. 3rd ed. London: Palgrave.
3 KEW, J. and STREDWICK, J., 2013. Human resource management in a business context. 2nd ed. London: CIPD.
4 LEOPOLD, J., HARRIS, L. and WATSON, T., 2009. The strategic managing of human resources. 2nd ed. Harlow: Prentice Hall. ebook
5 MARCHINGTON, M., WILKINSON A., DONNELLY, R. & KYNIGHOU, A., 2016. Human resource management at work. 2nd ed. London: CIPD

 

Robert Gordon University, Garthdee House, Aberdeen, AB10 7QB, Scotland, UK: a Scottish charity, registration No. SC013781