Course Resources Archive

The cornerstone of all human resource (HR) management activity is the employment relationship – as a legal, social, economic and psychological exchange. This module will provide learners with a comprehensive understanding of employment relations perspectives and debates, both national and international, from a theoretical and behavioural competency perspective. It will enable learners to understand, analyse and evaluate competing theories and perspectives associated with managing employment relations strategies and their outcomes on organisational climate, employees and management. The module provides opportunities for learners to critically apply the activities, knowledge and behavioural competencies required for managing employment relations practices in union and non-union, small and large, private, public and indigenous and multinational organisations and will enable learners to review and critically evaluate the roles and functions of different stakeholders in employment relations and the structures and processes required to manage the employment relationship effectively. Learners will also be able to assess the impact of contextual changes on employment relations practices and organisational performance from a managerial perspective and gain insights into the creation and implementation of effective employment relations procedures and policies.  The module requires learners to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.

On completion of this module learners will be able to understand, analyse and critically evaluate:

1. Different theories and perspectives on employment relations.
2. The impact of local, national and global contexts shaping employment relations climates.
3. The roles and functions of the different parties to control and manage the employment relationship.
4. The importance of organisational-level employment relations processes that support organisational performance, including the design and implementation of policies and practices in the areas of: employee engagement; diversity management; employee communication, involvement and participation negotiation and bargaining; conflict resolution; and change management and management control.
5. The importance of employment relations procedures that help mitigate organisational risk, including the design and implementation of policies and practices in the areas of discipline, grievance, dismissal and redundancy.
6. The integration of employment relations processes and how they impact on policy, practice and organisational outcomes such as performance and employee engagement.

Work Based Learning delivery students will devise an agreed work plan with their Advisor to meet their individual learning needs to achieve the module learning outcomes

The Library Catalogue contains full details of the current reading list for this module. Further details may also be found in the Module Guide.