HRM 325 Strategic Management Human Resources

Upon successful completion of this module, students will havedemonstrated

K1 An understanding of the origins and models of human resource management

K2 Critical understanding of the relationship between business strategy and the core human resource competencies required within organisations.

K3 Critical understanding of a range of SHRM policies applied to a range of organisational contexts

K4 Critical understanding of the HRM variables that can support organisational development and change

S1 The ability to demonstrate the cognitive skills of critical thinking andanalysis

S2 The ability to conduct effective independent research from arrange of theoretical andempirical research sources

S3 The ability to diagnose and formulate relevant HRM policy interventions consistent with organisational goals

Operating as a HRM Consultant in, within a Centre of Expertise, (Ulrich, 1998), the Regional Business Innovation and Skills department has commissioned you to research and produce an informative and advisory paper that will inform, structure debate and enlighten business leaders, from both Private and Public sector organisations, of the theoretical basis, models and practices of SHRM.

The aim of this work isto provide businessleaders with the knowledge and understanding of SHRM to shape and structure debate, and facilitate their decision making, when developing an effective HRMstrategy.

It is important, that you share your knowledge and application of the approaches companies can use to strategically manage their Human Resources. The specific aim of this work is to promote understanding of the theoretical basis of SHRM, Performance Management and Reward whilst managing the EmploymentRelations.

You will apply your knowledge and understanding of SHRM to produce a 3000 word report [+/- 10%] in which you will critically analyse and evaluate HRM literature, theories, models and practices before making recommendations of where and how improvements can be made within an organisation. It is strongly suggested that each task includes a brief Introduction, main body, (with sub-headings), Conclusion, Appendices if needed, with Reference List. Your work will be grounded in academic theory, and supported with, authoritative and reliable academic sources.

Explain the relationship between business strategy and the human resource strategy with further explanation of vertical alignment and horizontal integration across theorganisation. Critically evaluate, compare and contrast, the theoretical basis and models of SHRM. You should explain, critically analyse and inform your client of the strategic perspectives of Best fit/Contingency, Best Practice/Universalist and Resource Based View, (RBV). Your work will then critically evaluate the specific HR practices of Performance Management and Reward. You will Make recommendations to propose how your client could design/re-design a performance management system, to support organisational development and change. This task will be supported by, and make reference to, authoritative and reliable academicsources.

Explain and critically discuss the nature and theoretical perspectives of Employment Relations.You will Identify and critically evaluate the roles of the actors within the Employment Relationship with analysis of the changing nature of employment relations. You will make recommendations of how mechanisms of employee participation and employee voice can contribute to improved employment relations within an organisational context. This task will be supported by, and make reference to, authoritative and reliablesources.

For further information regarding Assessment Regulations, extenuating circumstances or extensions and academic integrity, please refer to your Programme Handbook on the University of Sunderland in London information page on Canvas.