Employment Relations Strategy
Examine where employment relations and HR management intersect. Draft your own employment relations strategies.Ask if organisations are more influenced by the push of legislation or the pull of internal strategy when defining employment relations.
Your upfront cost: $0
- 19 Jul 2021
QS RANKING 2021
Times Higher Education Ranking 2021
On completion of this subject students will be able to:
- understand the concept of employment relations strategy using different conceptual lenses
- understand the difference between and the overlap of employment/industrial relations and human resource management, in theory and in practice
- conduct a data collection process in order to gather background information for an employment relations strategy
- develop an employment relations strategy for an organisation
- critique employment relations strategy from different conceptual positions.
- 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
In order to enrol in this subject, you must be accepted into one of the following degrees:
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%)
Current study term: 18 Jul 21 to 15 Oct 21
Check the learning management system (LMS) of your university for textbook details.
Master of Employment Relations
- Standard Program
- Program with Advanced Standing