Strategic Human Resource Management (HRM) is an integrative course where students study and experience a wide range of organisational issues, which have an important human resource management component. The course provides a forum for discussing strategic human resource issues and considers the broader context within which, Human Resource decisions are made. The course aims to provide students with an understanding of the linkages between business strategies and HR practice and explores how HR practice can contribute to the creation of a sustainable competitive advantage. The course draws heavily on research about and best practice in national and international companies and also considers the difference between rhetoric and reality in human resource management. In particular it aims to: Develop a sophisticated understanding amongst students of the contribution of human resource management to organizational performance Familiarise students with the current research and practice literature on linking HRM and business strategy Equip students with the consulting skills necessary to design strategic human resource systems Develop skills and awareness in the areas of recruitment, appraisal, development, rewards Appreciate employment legislation as an important context for employee relations Help participants understand and manage the relationship between organisational change and the psychological contract Understand the role of HR in the global environment and the development of expatriate managers.

Connecting Business Strategy and HRM including strategic fit versus best practice approaches; the context of human resource management; linking hrm and business performance; research evidence on the impact of hrm on company performance; high performance work systems; workforce planning; recruitment, competencies, selection interviewing and testing; goal setting and performance management, strategic pay and rewards; managing change in unionised and non unionised environments; the learning organisation and defensive routines; downsizing and the psychological contract, HRM in the global economy and the development of international managers; HR and strategic workplace design; Workplace of the future.

Understand the concept of HRM and its relevance to organisations. Analyse the organisational context of HRM in organisations. Understand the contribution of different stakeholders to the delivery of HRM. Understand the international and global dimensions of HRM. Explain and evaluate the contribution of the HRM function.

To develop managers awareness of the value of human resource management in the organisation. To increase managers awareness of their role in managing people.

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The module will utilise a range of learning methods including lectures, case studies, role-plays and simulations. Students will work in teams to develop their social skills. Graduate attributes will be developed in the following ways: Knowledgeable: Students will gain a deep knowledge of through practical examples, coursework and in-class groupwork; Proactive: Students are expected to be proactive in their own learning through independent study and self-directed learning; Responsible: Students will develop a sense of responsibility through class discussions on various ethical issues; Collaborative: Students will be required to participate in class discussions and group work; Articulate: Students will become articulate in expressing advice through the use of in-class discussions, presentations and written coursework