Registry
Module Specifications
Archived Version 2005 - 2006
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| Module Aims | |||||||||||||||||||||||||||||||||
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To develop in students an understanding of the integrated and systematic approach required to meet an organisation's need for human resources.
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| Learning Outcomes | |||||||||||||||||||||||||||||||||
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· Students will understand the complexity of factors involved in planning for, obtaining and rewarding employees. · Students will be able to design suitable recruitment advertisements and evaluate advertising media and other methods of recruitment. They will be able to design application forms. · Students will be able to apply the methods of manpower forecasting within the framework of human resources planning. · Students will be able to conduct selection, discipline and exit interviews and will understand the processes involved in the interview situation. | |||||||||||||||||||||||||||||||||
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| NOTE | |||||||||||||||||||||||||||||||||
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Assume that a 5 credit module load represents approximately 75 hours' work, which includes all teaching, in-course assignments, laboratory work or other specialised training and an estimated private learning time associated with the module. | |||||||||||||||||||||||||||||||||
| Indicative Syllabus | |||||||||||||||||||||||||||||||||
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Human Resource Planning: Human resource planning and links to strategic planning; assessing current manpower needs; strategies for effective planning. Recruitment and Selection: Procedures for drafting advertisements; selecting advertising media; the use of external agencies; legal provisions; methods of selection; choosing application forms; psychological tests; evaluating selection decisions. The induction process. Employment Equality: Employment law as it exists in an Irish context; the importance of equality and diversity policies in organisations; methods to ensure equality programmes are implemented effectively. Performance Management: The use of performance management system and their links to reward and development in organisations; the main types and features of performance management systems that exist in organisations. Job Evaluation: The range of approaches and their suitability in various situations; involvement of employees; maintaining the schemes. Reward Strategies: The nature of reward strategies; links with human resource strategies; motivation theories underlying the design of reward systems; the design of wage and salary systems. Performance Related Pay: Incentive schemes; merit-based schemes; performance-related pay; individual, group and plant-wide incentives. Fringe Benefits: The nature and range of fringe benefits; the benefits package. Computerised Personnel Information Systems: The application of technology to employment administration, record-keeping and the personnel database; querying and information retrieval; data protection. | |||||||||||||||||||||||||||||||||
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| Indicative Reading List | |||||||||||||||||||||||||||||||||
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Essential: Taylor, S. (2005) People Resourcing. London: CIPD. Supplementary: Armstrong, M. (2001) A Handbook of Human Resource Management Practice (9th Edition). London: Kogan Page. Beardwell, I., Holden, L. and Claydon, T. (2004) Human Resource Management: A Contemporary Approach (4th Edition). London: Pitman Publishing. Corbridge, M. and Pilbeam, S. (1998) Employee Resourcing. London: Financial Times Pitman Publishing. Gunnigle, P., Heraty, N. and Morley, M. (2002) Human Resource Management in Ireland. Dublin: Gill & Macmillan. Leopold, J., Harris, L. and Watson, T. (2005) The Strategic Managing of Human Resources. London: Financial Times Pitman Publishing. Leopold, J., Harris, L. and Watson, T. (1999) Strategic Human Resourcing. London: Financial Times Pitman Publishing. Marchington, M. and Wilkinson, A. (2005) Human Resource Management at Work: People Management and Development (3rd Edition). London: CIPD. Roche, W., Monks, K. and Walsh, J. (1998) Human Resource Strategies. Dublin: Oak Tree Press. Taylor, S. (1998) Employee Resourcing. London: Institute of Personnel and Development. Torrington, D., Hall, L. & Taylor, S. (2005) Human Resource Management (6th Edition). Essex: Pearson Education. | |||||||||||||||||||||||||||||||||
| Programme or List of Programmes | |||||||||||||||||||||||||||||||||
| AF | BA in Accounting & Finance | ||||||||||||||||||||||||||||||||
| BS | Bachelor of Business Studies | ||||||||||||||||||||||||||||||||
| BSI | Business Studies ( with INTRA ) | ||||||||||||||||||||||||||||||||
| BSSA | Study Abroad (DCU Business School) | ||||||||||||||||||||||||||||||||
| BSSAO | Study Abroad (DCU Business School) | ||||||||||||||||||||||||||||||||
| EBF | BA in European Business (French) | ||||||||||||||||||||||||||||||||
| EBG | BA in European Business (German) | ||||||||||||||||||||||||||||||||
| EBS | BA in European Business (Spanish) | ||||||||||||||||||||||||||||||||
| EBT | BA in European Business (Trans.Studies) | ||||||||||||||||||||||||||||||||
| ECSA | Study Abroad (Engineering & Computing) | ||||||||||||||||||||||||||||||||
| ECSAO | Study Abroad (Engineering & Computing) | ||||||||||||||||||||||||||||||||
| HMSA | Study Abroad (Humanities & Soc Science) | ||||||||||||||||||||||||||||||||
| HMSAO | Study Abroad (Humanities & Soc Science) | ||||||||||||||||||||||||||||||||
| IBLFG | BA in Inter. Business & Lang. (Fr/Ge) | ||||||||||||||||||||||||||||||||
| IBLFS | BA in Inter. Business & Lang. (Fr/Sp) | ||||||||||||||||||||||||||||||||
| IBLGS | BA in Inter. Business & Lang. (Ge/Sp) | ||||||||||||||||||||||||||||||||
| IBLJ | BA in Inter. Business & Lang. (Japanese) | ||||||||||||||||||||||||||||||||
| SHSA | Study Abroad (Science & Health) | ||||||||||||||||||||||||||||||||
| SHSAO | Study Abroad (Science & Health) | ||||||||||||||||||||||||||||||||
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