Human Resource Management

Lecturing staff

Dr Rory Donnelly (module coordinator)
Email - r.donnelly@bham.ac.uk

Dr Geraint Harvey
Email: g.harvey@bham.ac.uk

Modular value: 20 credits
Assessment: One 2,000-word assignment (50%) and one three hour written exam (50%)

This module aims to:

  • Examine the origin and meanings of Human Resource Management and the nature of the employment relationship; 
  • Assess critically the concept of Strategic Human Resource Management; 
  • Examine key HRM activities such as recruitment, selection, reward, managing work time and employee diversity; 
  • Examine HRM and employee involvement and performance; 
  • Examine the relationship between HRM, work reorganisation and economic performance. 

Learning Outcomes:

By the end of the module the student should be able to:

  • Review and critically evaluate major contemporary research and debates in the field of HRM 
  • Understand, analyse and critically evaluate the market and competitive environments of organizations and how the HR function responds to them 
  • Evaluate major theories relating to motivation, commitment and engagement at work and how these are put into practice by organizations 
  • Contribute to the promotion of effective flexible working in organizations 
  • Understand, analyse and critically evaluate contemporary organizations and their principal environments 
  • Understand, analyse and critically evaluate how organisational and HR strategies are shaped by and developed in response to internal and external environmental factors 
  • Understand, analyse and critically evaluate the integration of employment relations processes and how they impact on policy, practice and organisational outcomes such as performance and employee engagement 
  • Understand, analyse and critically evaluate government policy and legal regulation and how these shape and impact on organisational and HR strategies and practices 
  • Understand, analyse and critically evaluate demographic, social and technological trends and how they shape and impact on organisational and HR strategies and HR practices