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MODULE DESCRIPTOR
Module Title
HRM Knowledge Into Practice: Finding, Keeping And Growing People
Reference BSM825 Version 2
Created February 2017 SCQF Level SCQF 11
Approved February 2017 SCQF Points 30
Amended February 2017 ECTS Points 15

Aims of Module
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
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
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
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: Skills Assessment: Learning Intervention
Component 2
Type: Coursework Weighting: 50% Outcomes Assessed: 1, 2, 5
Description: Essay

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 grade 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 additions to SCQF level 11 entry qualifications or equivalent.
Corequisites for module None.
Precluded Modules None.

INDICATIVE BIBLIOGRAPHY
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

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