External factors impacting HRM and management strategies:
Globalisation, technological trends, social and demographic trends, economic and political trends, developments in public policy, supply and demand within the labour market, legal and regulatory development and the importance of mitigating risk, different organisational settings and the approach to HRM.

People management practices:
Approaches to people management, including those that link to improved organisational performance, initiatives to improve engagement, organisational design and development, employment relations, stakeholder management and communication, formal and informal development methods, data analytics, ethical challenges faced by HRM and management

Leadership change and innovation:
Leading for effective change management, addressing resistance to change, organisational resilience, systems thinking

Ethical decision-making, sustainability and inclusion:
Initiatives aimed at improving ethics and values, policy and practice related to improving employee wellbeing, CSR and sustainable management practices, improving organisational performance through improving diversity and inclusion

A 3,000 word assignment to assess all module learning outcomes which will analyse current HRM and management practices with the intention of identifying areas for potential improvement and making recommendations. (LO1-5)

Tutor-led learning assisted by recommended texts, articles, and other sources, including on-line systems and case studies. Student-centred learning will include tasks and activities supported by background reading. Small group activities will enable participants to develop knowledge and understanding of module themes as well as relevant skills and facilitate discussion of issues that draws on their experience. Independent enquiry and consolidation of understanding will be expected and encouraged, with students utilising information from a range of paper and electronic sources.

1. Understand ways in which changes to the external environment affect the organisation’s approach to strategic people management and organisational culture
Knowledge and Understanding

2. Critically evaluate the characteristics required for effective leadership at all levels in an organisation, within different cultural norms
Learning

3. Evaluate current developments in talent management to enhance retention and organisational performance
Enquiry, Analysis

4. Understand how change, innovation and creativity can promote improvements in organisational performance and employee engagement.
Knowledge and Understanding

5. Promote the benefits of positive interrelationships between organisational commitment to ethics, sustainability, inclusion and wellbeing.
Application

CIPD: Chartered Institute of Personnel and Development
Journals:
Human Resource Management Journal
International Journal of Human Resource Management
Human Relations
Work, Employment and Society

Armstrong, M. and Taylor (2014). Armstrong ¿s Handbook of Human Resource Management Practice, (14th edition) London: Kogan Page. (E-book)
Bach, S and Edwards, M. (2013) Managing Human Resources: Human Resource Management in Transition (5th Edition), Wiley.
Rees, G. and French, R (2013) Leading, Managing and Developing People (4th Edition) Kogan Page.
Thomas, D, Petersen M (2016) Cross-cultural management: Essential Concepts (4th Edition) Sage Applications
Bratton, J (2020) Organizational Leadership, Sage Publications

This module focuses on how HRM and management strategies can be used effectively to improve organisational performance. The module examines approaches to cross-cultural management and leadership and critically evaluates the strategies used.