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Module Specifications..

Current Academic Year 2023 - 2024

Please note that this information is subject to change.

Module Title Strategic HRM and Employee Engagement
Module Code HR5007
School DCUBS
Module Co-ordinatorSemester 1: Edel Conway
Semester 2: Edel Conway
Autumn: Edel Conway
Module TeachersEdel Conway
NFQ level 9 Credit Rating 10
Pre-requisite None
Co-requisite None
Compatibles None
Incompatibles None

This module focuses on the nature of Strategic Human Resource Management (SHRM) and Employee Engagement in organisations. It analyses the topic based on the following key themes: (1) the strategic role of HR in the organisation; (2) the role of the HR function/ HR professional in strategic HRM; (3) designing and aligning HR systems for high performance; (4) linking HR practices to performance; (5) the role of employees who are at the ‘receiving end’ of these HR practices; (6) a critical overview of SHRM research. The module examines the nature of HR strategies, systems and practices and the theories underpinning the creation of HR systems that may lead to high performance. It also evaluates the strategic importance of the HR practices that comprise these systems in engaging employees. Finally, at a practical level, the module provides a research-focused/ evidence-based appraisal that will enable participants to critically evaluate and re-configure the role of HR in their own organisations.

Learning Outcomes

1. Evaluate the nature of HRM and the role of the HR function and HR manager within the organisation
2. Evaluate the relationship between business strategy, HRM, engagement and performance
3. Critique models of and research on Strategic HRM at a variety of levels from a research and practical perspective
4. Evaluate and re-configure the role of HR in their organisation
5. Develop engagement processes for use within their organisation

Workload Full-time hours per semester
Type Hours Description
Assignment Completion36Individual Assignment
Group work20Presentation
Assignment Completion12Reflection
Independent Study140Reading etc
Total Workload: 250

All module information is indicative and subject to change. For further information,students are advised to refer to the University's Marks and Standards and Programme Specific Regulations at: http://www.dcu.ie/registry/examinations/index.shtml

Indicative Content and Learning Activities

Assessment Breakdown
Continuous Assessment100% Examination Weight0%
Course Work Breakdown
TypeDescription% of totalAssessment Date
Reflective journalParticipants are expected to contribute to the various cases outlined above, as well as to additional activities that take place during the course of the module. Class participation is defined as: indicating a knowledge and understanding of any required case or journal readings; active engagement in the learning process through asking questions; commenting and debating the issues that arise etc. In order to demonstrate active participation, students are required to complete a learning journal that documents 10 entries for each session of the module. Each entry should document elements of the class that participants found of value and what they might do with new insights gained. The averag10%Sem 2 End
PresentationIn your assigned teams, you are asked to design a one-hour long learning experience for the class. The topic or theme of the session should be based on how a feature of strategic HRM operates within one (or possibly a number) of the team’s organisation(s). In doing so, you should not focus simply on the topic itself but you should aim to relate it to the following: • The role of the HR Manager/Department • The link between HR and performance • The relationship to HR strategy and organisational strategy • The impact on employees’ engagement with the organisation.25%Once per semester
AssignmentCritically evaluate the strategic role of HR within your own organisation. Taking into account other important internal factors (e.g. the role of line managers, or financial/ resources constraints) and external factors (e.g. competitive/ governmental/ economic constraints), in what ways should this role be developed over the next three years to (a) to achieve better alignment with your organisation’s strategic direction, (b) to foster higher levels of employee engagement and (c) to improve organisational performance. This assignment will require you to (1) display an understanding of the possible roles that the HR function can play within an organisation (30%); (2) identify and critically e65%Sem 2 End
Reassessment Requirement Type
Resit arrangements are explained by the following categories;
1 = A resit is available for all components of the module
2 = No resit is available for 100% continuous assessment module
3 = No resit is available for the continuous assessment component
This module is category 1
Indicative Reading List

    Other Resources

    Programme or List of Programmes
    MHRMSc in Leadership and People Strategies

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