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Learning Outcomes – the learner will:
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Assessment Criteria – the learner can:
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Indicative content
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1. Understand the role of management of human resources.
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1.1 Critically justify the importance of human resource management in organisations.
1.2 Assess the role and purpose of the strategic human resource management function and activities in an organisation.
1.3 Evaluate how human resource management is related to other functional areas.
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Critical explanation of the nature and importance of human resource management in organisations: definition; features of HRM approach; HRM models: D Guest, M Patterson, best practice model, contingency model, Harvard Framework; personnel management and HRM; activities of HRM.
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2. Be able to create a human resource plan for an organisation.
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2.1 Assess the business factors to consider before human resource planning.
2.2 Determine human resource requirements in different organisational contexts.
2.3 Develop a human resource plan for an organisation.
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Assessing the role and purposes: Strategy: HRM strategy; organisational strategy; HRM strategy benefits for organisations; interrelationships between HRM and organisational strategies; organisational performance and HRM strategy; HRM strategy influence on organisational strategy; organisational strategy influence on HRM strategy; value creation; human capital management; HRM strategy business focus; effective HRM.
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3. Understand the role of legal and ethical issues in developing human resources policy.
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3.1 Explain the purpose of human resource policy.
3.2 Assess the impact of regulatory and legal requirements on human resource policies in an organisation.
3.3 Assess the impact of business ethics, CSR, and sustainability requirements on human resource policies for an organisation.
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Evaluating contributions of human resource management: evaluation of human resource management contribution e.g., characteristics, importance, techniques; the changing patterns of effective human resource management; the effect of globalisation; the use of IT.
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4. Be able to plan develop human resource strategies.
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4.1 Critically analyse the impact of an organisational strategy, structure and culture on the management of human resources.
4.2 Develop a structured, relevant and comprehensive HR strategy.
4.3 Critically monitor the effectiveness of human resources management.
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Analysing the business factors: growth in business; changes in business; labour market competition; labour cost substitution; development of employee; control of labour cost; operations location; work nature changing; productivity increase; efficiency increase; technological impact; competition in business; declination of business.
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5. Understand HRM approaches within organisations and their relationships with organisational performance.
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5.1 Critically evaluate the relationships between business strategy and human resource management.
5.2 Explain the implementation and measurement of HR approaches using relevant metrics.
5.3 Monitor and evaluate a human resource strategy that supports organisational mission, vision, values and objectives.
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Determining human resource requirements: personnel prerequisites identification: experiences, skills, qualifications, numbers; personnel matching to organisational prerequisites; basic prerequisite factors: skills, demand and supply of labour, workforce; external factors: policies of governments, education, employment, regional or industrial training; competitions in labour market.
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