Employment Relations and Human Resource Management

BMAN24332 Employment Relations and Human Resource Management 20 Semester 2 Undergraduate Level 2 Nathaniel Tetteh Unit coordinator Alliance Manchester Business School 1 FHEQ level (Framework for Higher Education Qualifications) ' Middle part of Bachelors ' European Credit Transfer & Accumulation System Rating : 10.0 The Employment Relations and Human Resource Management course unit examines work, employment and the management of people within its wider social and economic context. A core focus in the course will be the British experience of these issues but wider European and global developments will also be assessed. The central theme of the course is the employment relationship, with a focus on the academic and practical nature of employment relations and human resource management (HRM), including the objectives and methods of the actors within employment relations and HRM; workers, trade unions, management/employers and governments/the state. The development of and relationship between employment relations and HRM, and the tensions between the two academic fields and areas of practice, will be assessed to develop theoretical knowledge of the study of the employment relationship. The approach is both descriptive and analytical, and draws on some concepts that students will have encountered in first-year foundation courses. The Employment Relations and Human Resource Management course unit examines work, employment and the management of people within its wider social and economic context.  A core focus in the course will be the British experience of these issues but wider European and global developments will also be assessed. The central theme of the course is the employment relationship, with a focus on the academic and practical nature of employment relations and human resource management (HRM), including the objectives and methods of the actors within employment relations and HRM; workers, trade unions, management/employers and governments/the state. The development of and relationship between employment relations and HRM, and the tensions between the two academic fields and areas of practice, will be assessed to develop theoretical knowledge of the study of the employment relationship. The approach is both descriptive and analytical, and draws on some concepts that students will have encountered in first-year foundation courses. The course unit aims to develop students’ knowledge and understanding of work, employment and human resource management within its wider social and economic context, combining strong academic foundations with practical insights of relevance to future careers involving the management of people. • Identify the factors which shape the nature and content of the employment relationship, e.g. management strategies; HRM policies and practices; government policies; trade union activities; economic and labour market conditions.  • Appraise the nature of the objectives and methods adopted by the various parties who seek to influence the content and dynamics of the employment relationship (employers and HR managers, trade unions, employees and the state).  • Analyse and critically assess the policies and practices of various interest groups (e.g. employers, unions and the state) e.g. HRM; collective bargaining; state regulation of employment rights; union-management partnership; union organising; industrial action.  • Examine and critically assess current trends and issues in employment relations and HRM.  • Use of library, electronic and online resources • Demonstrate ability to independently gather, sift, synthesise and organise material from various sources (including library, electronic and online resources), and to critically evaluate its significance. Students will develop a wide range of knowledge of employment relations and human resource management, which is vital for those expecting to manage people in the future. They will also develop the ability to: apply frameworks to analyse situations; critically evaluate employment and HRM policies and practices; work as part of a team; and present focused arguments both orally and in writing. Other They will also gain considerable practical knowledge relevant to employment issues that they are likely to face in careers as general or human resources managers – employers value highly the wider knowledge of business, economic, employment and policy issues that students will gain from this module. • Introduction to the fields of employment relations and HRM  • The changing nature of labour markets, employment relations and HRM   • The role of the state in the employment relationship   • Management, HRM and the employment relationship    • Changing trade union influence, membership levels and union ‘renewal’   20 hours lectures; 10 hours Seminars.  Independent study: 170.   Notional hours of learning: 200 hours 0 Other 100% Formative: Essay– optional formative assignmentSummative: Individual Essay (100%) Formative: An individual feedback form will be returned to each student and this can discussed one-to-one prior to the final summative essay deadlineSummative: As per school guidelines on summative written work  None N Bingham C. Employment Relations : Fairness and Trust in the Workplace . Second edition. SAGE; 2023. https://read.kortext.com  Williams S. Introducing Employment Relations : A Critical Approach . Fifth edition. Oxford University Press; 2020.  Farnham, D. (2015) The Changing Faces of Employment Relations: Global, comparative and theoretical perspectives. Palgrave.  Colling T and T. Work, the Employment Relationship and the Field of Industrial Relations. 3rd ed. (Terry Mike, ed.). Wiley; 2010.  Lectures 20 Seminars 10 0 170 Pre-requisites: None Co-requisites: None Dependent courses: NoneProgramme Restrictions: BSc Management / Management (specialism), IM and AccountingCore to BSc Management (Human Resources) specialism