HRM and Employment Relations Strategy
PostgraduateGRF-EHR7072027
Course information for 2027 intake View information for 2026 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.
- Study method
- 100% online
- Assessments
- 100% online
- Enrol by
- 21 Feb 2027
- Entry requirements
- Part of a degree
- Duration
- 13 weeks
- Price from
- $4,437
- Upfront cost
- $0
- Loan available
- FEE-HELP available
HRM and Employment Relations Strategy
About this subject
After successfully completing this subject, you should be able to:
- Critically analyse strategic HRM and employment relations theories and approaches and their relationship to organisational strategy and performance.
- Critically evaluate how organisational, industry, institutional and broader environmental contexts shape HRM and employment relations strateg
- Develop and justify evidence-based HRM and employment relations strategies and recommendations that align people management with organisational objectives and workforce needs.
- Design and conduct applied research to critically analyse HRM and employment relations issues using relevant scholarly, practitioner and organisational evidence.
- Communicate evidence-based HRM and employment relations analysis.
This course evaluates student performance for Assurance of Learning purposes for the program learning objective (PLO): Apply evidence based research at an advanced level using innovative, creative and entrepreneurial approaches in business contexts.
- Strategic human resource management and employment relations
- Aligning people strategy with organisational goals
- Individual, organisational and sector performance
- The evolving role of HR professionals
- HR and employment relations in a global context
- Ethics, sustainability and corporate responsibility
- Knowledge management and the future of work
- Technology and workforce strategy
- AI and people management
- Employee voice and engagement
- Emerging trends in HR and employment relations
You'll strengthen your ability to:
- Explain how human resource management and employment relations contribute to organisational strategy and performance.
- Evaluate different approaches to strategic human resource management, including best practice, best fit and resource-based perspectives.
- Assess the influence of organisational context, industry conditions and global trends on people management strategies.
- Apply knowledge of technology, analytics and knowledge management to contemporary HR and employment relations challenges.
- Analyse the role of ethics, sustainability and corporate responsibility in workforce strategy.
- Strengthen professional skills in problem-solving, communication, teamwork and decision-making.
This subject was previously known as IRL170.
People capability is increasingly recognised as a source of long-term organisational success. As organisations navigate technological change, evolving workforce expectations and new ways of working, human resource (HR) professionals are playing a more strategic role in helping organisations achieve their goals.
This subject examines how human resource management (HRM) and employment relations strategies are developed, implemented and aligned with broader organisational priorities. You'll explore key concepts that inform workforce strategy, including the resource-based view of the firm, organisational performance, sectoral differences and strategic change.
A strong focus is placed on the factors influencing the future of work, including digital transformation, AI, workforce analytics and knowledge management. You'll consider how organisations can use these tools and approaches to build capability, support employee performance and respond to changing business needs. Through assessment tasks including debates and reflective journals, you'll explore how HRM strategies are implemented in real organisational settings.
You’ll also examine the broader responsibilities of people leaders, highlighting the importance of ethics, sustainability and employee voice in creating productive and inclusive workplaces. You’ll investigate how organisations balance performance objectives with employee wellbeing, organisational culture and social responsibility.
Consistent with Griffith Business School's emphasis on responsible leadership and preparing future-focused business professionals, this subject develops both strategic insight and practical management capability. It’s particularly relevant for those seeking to lead people, influence organisational performance or contribute to workforce strategy.
Note: You should not enrol in this subject if you have previously completed 7011EHR HRM and Employment Relations Strategy or IRL170 HRM and Employment Relations Strategy at Griffith University.
- Practice-based assignment (60%)
- Written assignment (40%)
For textbook details check your university's handbook, website or learning management system (LMS).
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Entry requirements
Part of a degree
To enrol in this subject you must be accepted into one of the following degrees:
Elective
- GRF-EMP-MAS-2027 - Master of Human Resource Management and Employment Relations
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.
Related degrees
Once you’ve completed this subject it can be credited towards one of the following courses
Master of Human Resource Management and Employment Relations
PostgraduateGRF-EMP-MAS