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MODULE DESCRIPTOR
Module Title
HRM Knowledge Into Practice: Creating And Maintaining Engagement
Reference BSM824 Version 2
Created February 2017 SCQF Level SCQF 11
Approved February 2017 SCQF Points 30
Amended February 2017 ECTS Points 15

Aims of Module
To evaluate and discuss how the employment relationship is affected by the management of employees and reward strategies, exploring the impact of these upon the achievement of wider HR and business objectives.

Learning Outcomes for Module
On completion of this module, students are expected to be able to:
1 Critically evaluate the strategic impact of local, national and global contexts in relation to employment relations and reward management.
2 Critically evaluate key issues in employee relations and reward management from a national and international perspective.
3 Critically assess the role and impact of relevant legislation, parties, policies and procedures in the employment relationship, including the nature of individual and collective bargaining and negotiation.
4 Design and evaluate appropriate reward packages that recognise legal, labour market and equity constraints.
5 Analyse the importance of appropriate management strategies for maintaining and building effective employment relationships, taking into account the ongoing nature of change.

Indicative Module Content
This module investigates the links between employee relations, reward and engagement, recognising that the process of change can impact upon these key strategic areas. Content will therefore include employee relations in context; external influences including national, international, economic and historical institutions and participants in employee relations; strategies and policies, including discipline, grievance, redundancy; managing conflict, including bargaining, negotiating and dealing with individual and collective disputes, in unionised and non-unionised environments; improving employee relations through involvement, participation and consultation, whilst taking into account relevant employment legislation; theoretical concepts and principles applicable to employee reward; the relationship to business strategy; key frameworks for developing and implementing reward strategy in different sectors; contingent and contribution reward; performance-related pay; share ownership and financial participation; financial, non-financial and employee benefits components of reward; reward management in particular contexts, such as ex-patriate and executive reward.

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 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
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: Negotiation and reflective essay
Component 2
Type: Coursework Weighting: 50% Outcomes Assessed: 1, 2, 4, 5
Description: Report based on case study

MODULE PERFORMANCE DESCRIPTOR
Explanatory Text
Both courseworks have equal weighting therefore the overall mark for the module will be an aggregate of the two individual marks. An aggregate of 40% is required to pass the module. Requirements for each grade are noted below.
Module Grade Minimum Requirements to achieve Module Grade:
A Overall aggregate mark of 70% or over, with no component below 35%.
B Overall aggregate mark of 60 - 69%, with no component below 35%.
C Overall aggregate mark of 50 - 59%, with no component below 35%.
D Overall aggregate mark of 40 - 49%, with no component below 35%.
E 35 - 39% on weighted aggregate. Fail
F 34% or less on weighted aggregate or on either component. 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 requirements or equivalent.
Corequisites for module None.
Precluded Modules None.

INDICATIVE BIBLIOGRAPHY
1 GENNARD, J. and JUDGE, G., 2016. Managing Employment Relations. 6th ed. London: CIPD.
2 PERKINS, J., and WHITE, G., 2016 Reward Management: Alternatives, Consequences and Contexts. 3rd Edition. London, Chartered Institute of Personnel and Development
3 MARCHINGTON, M., WILKINSON, A., DONNELLY, R, KYNIGHOU, A; 2016. Human Resource Management at Work. 6th ed. London: CIPD.
4 ARMSTRONG, M., 2012. Armstrong's Handbook of Reward Management Practice: Improving Performance Through Reward. 4th ed. London: Kogan Page.
5 CORBY, S., PALMER, S. and LINDOP, E., 2009. Rethinking Reward. London: Palgrave Macmillan.
6 FARNHAM, D. 2015. The Changing Faces of Employment Relations, 1st Edition. London. Palgrave
7 ARMSTRONG, M. 2014. A Handbook of Human Resource Management Practice., 13th Edition. London: Kogan Page
8 LEWIS, D. and SERGEANT, M., 2017. Employment Law: the Essentials.

 

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