$3,187 $3,437
Your upfront cost: $0
Duration
13 weeks
Study method
100% online
Available loans
- FEE-HELP
Assessments
100% online
Prior study
Not required
Study terms
- 07 Jul 2019
With a network of campuses across Brisbane and the Gold Coast, Griffith University is committed to progressive multidisciplinary teaching and research and a valuable online provider with Open Universities Australia. Already attracting students from more than 122 countries, Griffith's dedication to academic excellence is available across Australia through OUA.
University ranking
Subject details
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- Introduction
- What is ER Strategy? A Multidisciplinary Perspective Part I
- What is ER Strategy? A Multidisciplinary Perspective Part II
- The External ER Environment (a review)
- People and culture (a subset of the environment assuming a PESTEL style framework for analysis
- Industry studies --- (a subset of the environment)
- Ideology and ER Strategy
- Preparing an ER strategic plan
- Review of unit and reflection on career
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Study resources
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Instructional methods
- Audio/Video conferencing
- Discussion forum/Discussion Board
- Embedded Multimedia
- Online assignment submission
- Podcasting/Lecture capture
- Web links
- Wikis
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Online materials
- Audio-Video streaming
- Online Assessment
- Printable format materials
- Resources and Links
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In order to enrol in this subject, you must be accepted into one of the following degrees:
Elective
- GRF-EMP-MAS-2019
- OUA-PSU-GCE-2019
- UNE-PRO-GCE-2019
Special requirements
No special requirements
This subject was previously known as IRL170.
The subject examines the concept of 'employment relations strategy' and revisits core concepts central to employment relations that have been introduced in other subjects. Drawing from a number of disciplines, including Management, Strategic HRM and Industrial (now 'Employment') Relations, the subject encourages students to think in a holistic way about strategic employment relations planning in an organisation.
Is it merely reactive, via adjustments to new legislation and via incremental changes through enterprise bargaining and/or in management policies? Or can employment relations be seen as 'strategic', affecting the bottom line of the organisation? To what extent are there multiple solutions to a particular problem or issue, and what kinds of decision making are necessary to ensure the optimal solution is chosen? What is the boundary between 'HR' and 'employment relations' and, in a day-to-day sense, are the two separable?
- Report1 (30%)
- Introductory Assignment (25%)
- Report2 (45%)
Textbook information is pending.
Related degrees
postgraduate GRF-EMP-MAS-2019
Master of Employment Relations
- Standard Program
- Program with Advanced Standing
