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  2. HRM Fundamentals [MAN5730]

Faculty of Business and Law

School: Business

This unit information may be updated and amended immediately prior to semester. To ensure you have the correct outline, please check it again at the beginning of semester.

  • Unit Title

    HRM Fundamentals

  • Unit Code

    MAN5730

  • Year

    2015

  • Enrolment Period

    1

  • Version

    2

  • Credit Points

    20

  • Full Year Unit

     N

  • Mode of Delivery

    On Campus
    Online

Description

Students will examine the management of people as key organisational assets in achieving high performance organisations and competitive advantage. Human Resource Management (HRM) is relevant to both specialist and line managers, and students will approach the effective management of people from a strategic, operational and project perspective. The link between HRM, strategy and performance is explored along with developing high commitment people strategies and the impact this can have on organisational performance. Students will gain and apply knowledge of the contribution of HRM functions and activities such as resourcing and staffing, HRM planning, learning and development, performance and reward management and compensation and will address the impact of the legal, social and economic context on people management.

Equivalent Rule

Unit was previously coded MAN5250

Learning Outcomes

On completion of this unit students should be able to:

  1. Apply knowledge and skills to demonstrate judgement and problem solving of contemporary HRM issues.
  2. Appraise literature and theories on selected HRM topics and issues.
  3. Develop HRM responses to contemporary social, legal and economic developments.
  4. Evaluate the contribution that effective HRM can make to organisational performance.
  5. Formulate strategies for effective HRM in relation to recruitment and retention, learning and development, compensation and performance management.
  6. Present their knowledge, skills and ideas to specialist and non-specialist audiences.

Unit Content

  1. Introduction and the evolution of HRM.
  2. The context of HRM & IR.
  3. Human Resource Planing & Work Design.
  4. Talent Attraction & Selection.
  5. Talent Retention & Development.
  6. Management of Performance.
  7. Strategic Rewards Management.
  8. Health & Safety.
  9. Evaluating HRM.
  10. Current Issues.

Additional Learning Experience Information

The on-campus version of the unit will run in a blended learning format with a mix of three-hour seminars and self-paced work. The former will include debates, case studies, lectures, presentations, class discussions, guest speakers and other relevant activities, the latter will involve self-directed readings, critical analysis, on-line discussions and reflections. The lecturer's role in this unit is primarily to guide and facilitate learning.

Assessment

GS1 GRADING SCHEMA 1 Used for standard coursework units

Students please note: The marks and grades received by students on assessments may be subject to further moderation. All marks and grades are to be considered provisional until endorsed by the relevant Board of Examiners.

ON CAMPUS
TypeDescriptionValue
ProjectProject40%
JournalLearning Journal30%
ParticipationParticipation30%
ONLINE
TypeDescriptionValue
ProjectProject40%
JournalLearning Journal30%
ParticipationParticipation30%

Text References

  • ^ Nankervis, A., Baird, M., Coffey, J. & Shields, J. (2014).  Human resource management: Strategies and practices (8th ed.).  Melbourne: Thomson. Note: Seminal Reference.
  • Armstrong, M.  (2012).  A handbook of human resource management (11th ed).  London: Kogan Page
  • Bratton, J. & Gold, J.  (2012).  Human resource management.  Theory and practice.  (5th ed).  London: Palgrave Macmillan.
  • Kramar, R; Bartram, T; DeCieri, H; Noe, R; Hollenbeck, JR; Gerhart, B; Wright, P.M. (2014).  Human resource management in Australia: Strategy/people/performance. (5th ed). Sydney: McGraw-Hill Australia Pty. Ltd.
  • Leatherbarrow, C., Fletcher, J. & Currie, D. (2013). Introduction to human resource management: A guide to HR in practice (2nd ed.). London: Chartered Institute of Personnel and Development.
  • McPhail, R., Jerrad, M., Southcombe, A. (2015). Employment relations: An integrated approach. South Melbourne: Cengage.
  • Noe, R. A., Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2014). Fundamentals of HRM.  McGraw Hill, Irwin.
  • Roper, I., Prouska, R. & Ayudhya, U. C., N. (2010). Critical Issues in human resource management. London; Chartered Institute of Personnel and Development.
  • Stone, R. (2014). Human resource management (8th ed.). Milton: Wiley.

^ Mandatory reference

Disability Standards for Education (Commonwealth 2005)

For the purposes of considering a request for Reasonable Adjustments under the Disability Standards for Education (Commonwealth 2005), inherent requirements for this subject are articulated in the Unit Description, Learning Outcomes and Assessment Requirements of this entry. The University is dedicated to provide support to those with special requirements. Further details on the support for students with disabilities or medical conditions can be found at the Access and Inclusion website.

Academic Misconduct

Edith Cowan University has firm rules governing academic misconduct and there are substantial penalties that can be applied to students who are found in breach of these rules. Academic misconduct includes, but is not limited to:

  • plagiarism;
  • unauthorised collaboration;
  • cheating in examinations;
  • theft of other students' work;

Additionally, any material submitted for assessment purposes must be work that has not been submitted previously, by any person, for any other unit at ECU or elsewhere.

The ECU rules and policies governing all academic activities, including misconduct, can be accessed through the ECU website.

MAN5730|2|1

Faculty of Business and Law

School: Business

This unit information may be updated and amended immediately prior to semester. To ensure you have the correct outline, please check it again at the beginning of semester.

  • Unit Title

    HRM Fundamentals

  • Unit Code

    MAN5730

  • Year

    2015

  • Enrolment Period

    2

  • Version

    2

  • Credit Points

    20

  • Full Year Unit

     N

  • Mode of Delivery

    On Campus
    Online

Description

Students will examine the management of people as key organisational assets in achieving high performance organisations and competitive advantage. Human Resource Management (HRM) is relevant to both specialist and line managers, and students will approach the effective management of people from a strategic, operational and project perspective. The link between HRM, strategy and performance is explored along with developing high commitment people strategies and the impact this can have on organisational performance. Students will gain and apply knowledge of the contribution of HRM functions and activities such as resourcing and staffing, HRM planning, learning and development, performance and reward management and compensation and will address the impact of the legal, social and economic context on people management.

Equivalent Rule

Unit was previously coded MAN5250

Learning Outcomes

On completion of this unit students should be able to:

  1. Apply knowledge and skills to demonstrate judgement and problem solving of contemporary HRM issues.
  2. Appraise literature and theories on selected HRM topics and issues.
  3. Develop HRM responses to contemporary social, legal and economic developments.
  4. Evaluate the contribution that effective HRM can make to organisational performance.
  5. Formulate strategies for effective HRM in relation to recruitment and retention, learning and development, compensation and performance management.
  6. Present their knowledge, skills and ideas to specialist and non-specialist audiences.

Unit Content

  1. Introduction and the evolution of HRM.
  2. The context of HRM & IR.
  3. Human Resource Planing & Work Design.
  4. Talent Attraction & Selection.
  5. Talent Retention & Development.
  6. Management of Performance.
  7. Strategic Rewards Management.
  8. Health & Safety.
  9. Evaluating HRM.
  10. Current Issues.

Additional Learning Experience Information

The on-campus version of the unit will run in a blended learning format with a mix of three-hour seminars and self-paced work. The former will include debates, case studies, lectures, presentations, class discussions, guest speakers and other relevant activities, the latter will involve self-directed readings, critical analysis, on-line discussions and reflections. The lecturer's role in this unit is primarily to guide and facilitate learning.

Assessment

GS1 GRADING SCHEMA 1 Used for standard coursework units

Students please note: The marks and grades received by students on assessments may be subject to further moderation. All marks and grades are to be considered provisional until endorsed by the relevant Board of Examiners.

ON CAMPUS
TypeDescriptionValue
ProjectProject40%
JournalLearning Journal30%
ParticipationParticipation30%
ONLINE
TypeDescriptionValue
ProjectProject40%
JournalLearning Journal30%
ParticipationParticipation30%

Text References

  • ^ Nankervis, A., Baird, M., Coffey, J. & Shields, J. (2014).  Human resource management: Strategies and practices (8th ed.).  Melbourne: Thomson. Note: Seminal Reference.
  • Armstrong, M.  (2012).  A handbook of human resource management (11th ed).  London: Kogan Page
  • Bratton, J. & Gold, J.  (2012).  Human resource management.  Theory and practice.  (5th ed).  London: Palgrave Macmillan.
  • Kramar, R; Bartram, T; DeCieri, H; Noe, R; Hollenbeck, JR; Gerhart, B; Wright, P.M. (2014).  Human resource management in Australia: Strategy/people/performance. (5th ed). Sydney: McGraw-Hill Australia Pty. Ltd.
  • Leatherbarrow, C., Fletcher, J. & Currie, D. (2013). Introduction to human resource management: A guide to HR in practice (2nd ed.). London: Chartered Institute of Personnel and Development.
  • McPhail, R., Jerrad, M., Southcombe, A. (2015). Employment relations: An integrated approach. South Melbourne: Cengage.
  • Noe, R. A., Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2014). Fundamentals of HRM.  McGraw Hill, Irwin.
  • Roper, I., Prouska, R. & Ayudhya, U. C., N. (2010). Critical Issues in human resource management. London; Chartered Institute of Personnel and Development.
  • Stone, R. (2014). Human resource management (8th ed.). Milton: Wiley.

^ Mandatory reference

Disability Standards for Education (Commonwealth 2005)

For the purposes of considering a request for Reasonable Adjustments under the Disability Standards for Education (Commonwealth 2005), inherent requirements for this subject are articulated in the Unit Description, Learning Outcomes and Assessment Requirements of this entry. The University is dedicated to provide support to those with special requirements. Further details on the support for students with disabilities or medical conditions can be found at the Access and Inclusion website.

Academic Misconduct

Edith Cowan University has firm rules governing academic misconduct and there are substantial penalties that can be applied to students who are found in breach of these rules. Academic misconduct includes, but is not limited to:

  • plagiarism;
  • unauthorised collaboration;
  • cheating in examinations;
  • theft of other students' work;

Additionally, any material submitted for assessment purposes must be work that has not been submitted previously, by any person, for any other unit at ECU or elsewhere.

The ECU rules and policies governing all academic activities, including misconduct, can be accessed through the ECU website.

MAN5730|2|2