HRM and 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
- 06 Mar 2023
With a network of campuses spanning three cities in South East Queensland, Griffith University is committed to progressive multidisciplinary teaching and research and a valuable online provider with Open Universities Australia. Already attracting students from over one hundred countries, Griffith's dedication to academic excellence is available across Australia through OUA.
Learn more about Griffith.
QS Ranking 2022
Times Higher Education Ranking 2022
Our student advisors are here to guide you with:
- Enrolling and eligibility
- Fee and loan information
- Credit and recognition for prior learning
After successfully completing this subject, you should be able to:
1.1 Gain theoretical knowledge in terms of understanding the centrality of key human resource management and employment relations issues as an integral part of organizational strategy; the difference between the role of context ('best fit') and universalism ('best practice') in strategic HRM and the contemporary emphasis placed on the resource-based view of the firm
1.2 Gain practical knowledge in terms of what HRM can and ought to contribute to organisational and individual performance; sectoral differences in driving HR strategy; incorporate the role of technology, knowledge management and metrics/analytics
1.3 Learn problem solving and decision making skills as a manager of people; Conceptual and analytical skills in a real world setting
1.4 Achieve professional competency in applying state of the art HR & ER theories, policies and practices
1.5 Learn how to engage in effective written communication
- Introduction to the Course
- Introduction to HR & ER Strategy
- Individual/Firm Performance & Sectoral Differentiation
- Changing HR & ER Roles
- HR & ER Strategy in an International Context
- Ethics, corporate social responsibility, and sustainability
- Future of Work from a Knowledge Management perspective
- Influence of technology on HR/ER strategy
- Employee Voice
- Future of HR/ER
- Review of course material
In order to enrol in this subject, you must be accepted into one of the following degrees:
No additional requirements
This subject was previously known as IRL170.
With the increasing recognition of intellectual capital as a key sustainable competitive advantage, the HR discipline has rapidly evolved from being transactional to transformational. In their role as change agents and strategic business partners, HR professionals need to overhaul the tools of their trade by adopting a systems, contingency and global perspective. This course develops an understanding of the relationships between business strategy, organisational change strategy and HRM strategy. The course adopts a holistic understanding of HR roles and functions by looking at key concepts, such as resource based view of the firm, individual and firm performance, sectoral differentiation and corporate ethics as well as strategic influencing factors such as knowledge management, HR metrics and technology. It uses innovative assessment tasks, such as debates and reflective journals to internalise the implementation aspects of SHRM.
- Individual Research Journal (60%)
- Case Study Assignment (40%)
Current study term: 05 Mar 23 to 02 Jun 23
Check the learning management system (LMS) of your university for textbook details.