Employment Relations Strategy
PostgraduateGRF-EHR7072021
Course information for 2021 intake View information for 2025 course intake
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.
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- Study method
- 100% online
- Assessments
- 100% online
- Entry requirements
- Part of a degree
- Duration
- 13 weeks
- Loan available
- FEE-HELP available
Employment Relations Strategy
About this subject
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.
- 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
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%)
For textbook details check your university's handbook, website or learning management system (LMS).
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Entry requirements
To enrol in this subject, you must be admitted into a degree.
Additional requirements
No additional requirements
Study load
- 0.125 EFTSL
- This is in the range of 10 to 12 hours of study each week.
Equivalent full time study load (EFTSL) is one way to calculate your study load. One (1.0) EFTSL is equivalent to a full-time study load for one year.
Find out more information on Commonwealth Loans to understand what this means to your eligibility for financial support.