Registry
Module Specifications
Archived Version 2011 - 2012
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Description The purpose of this module is to provide students with a balanced theoretical and practical understanding of employee resourcing activities in a range of organisational contexts. The module has been designed to enable students to develop knowledge of key employee resourcing theories and concepts, as well as the ability to apply this knowledge to organisational problems. In this module, students will develop knowledge and skills to enable them to engage in a range of activities associated with employee resourcing including the recruitment and selection of staff, the management and reward of performance and the release of people from the organisation. Students are expected to attend lectures and tutorials, engage in group work and participate in class discussions. | |||||||||||||||||||||||||||||||||||||
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Learning Outcomes 1. Evaluate key employee resourcing concepts, theories and techniques. 2. Explain the environmental context in which employee resourcing is designed, operated, reviewed and improved. 3. Discuss the relationship between employee resourcing and other key areas of HRM in organisations. 4. Evaluate the ethical and legal obligations associated with employee resourcing. 5. Utilise appropriate skills to undertake a range of day to day employee resourcing functions relating to recruitment, selection, managing performance and reward and employee release from the organisation. | |||||||||||||||||||||||||||||||||||||
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 |
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Indicative Content and
Learning Activities Introduction to Employee ResourcingThe context of employee resourcing; employee resourcing activities and goals; future developments in employee resourcing.Human Resource PlanningThe labour market in Ireland. HRP process and links to strategic planning; assessing current human resource needs; strategies for effective planning.Recruitment and SelectionAdvertisements; selecting advertising media; the use of external agencies; methods of selection; application forms; psychological testing; assessment centres; evaluating selection decisions. Contracts of employment. Legal considerations. The induction process.Performance ManagementPerformance management and performance appraisal.Employment EqualityEquality legislation. Developing equal opportunities policies and implementing equality in practices. Positive action. Flexible working; work-life balance. Diversity management.Reward ManagementThe nature of reward strategies; links with human resource strategies; motivation theories underlying the design of reward systems; the design of systems. Fringe benefits. Performance-related-pay.HR and TechnologyThe contribution of information technology to employee resourcing and its application to employment administration; record keeping and the personnel database; querying and information retrieval; data protection; legal considerations.Exiting the OrganisationRetirement; redundancy; dismissal; legal considerations.Ethics and ProfessionalismEthical framework for judging HR practices; professional considerations when managing human resources. | |||||||||||||||||||||||||||||||||||||
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Indicative Reading List
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Other Resources None | |||||||||||||||||||||||||||||||||||||
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