Registry
Module Specifications
Archived Version 2014 - 2015
| |||||||||||||||||||||||||||||||||||||
Description The purpose of this module is to provide an understanding of the role of HR to prompt performance and commitment in organisations and resolve conflict. This involves an analysis of a number of key HR areas: performance management, reward, grievance and discipline, absenteeism and turnover. The module examines the role of performance management and reward in supporting the strategic objectives of the organisation in different business environments. It explores design decisions and identifies the knowledge and skills needed for effective performance review processes and reward strategies that are transparent, fair, ethical and improve people performance in modern organisations. The module will equip learners with the necessary skills and a critical understanding of the performance review process. It will also help students to understand the spectrum of reward techniques available to organisations and the linkages between reward, performance and strategic objectives. The module requires learners to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development. | |||||||||||||||||||||||||||||||||||||
Learning Outcomes 1. Evaluate the strategic importance of managing performance for organisations including the design and implementation of policies and practices in the areas of performance management, reward, discipline, grievance, and absenteeism. 2. Discuss and evaluate strategies for rewarding and keeping good performers in the organisation and managing underperformers. 3. Understand key elements of the performance management process including performance management and appraisal, reward management, absenteeism management and management of poor performance. 4. Utilise appropriate skills to undertake a range of performance management functions relating to managing performance and reward, disciplinary hearings, absenteeism and employee release from the organisation. 5. Evaluate the professional, ethical and legal obligations associated with managing performance | |||||||||||||||||||||||||||||||||||||
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 Performance Management StrategiesPerspectives on Performance Management. Behaviour-Orientated Approaches. Obtaining data about performance.Performance appraisalVarieties of Performance Appraisal. Problems with Appraisals. Legal & Ethical Issues.Reward ManagementImportance of pay in HRM, main types of payment systems, design issues, significance of fairness in rewards, how rewards fit with performance management systemsEmployee withdrawalDefining voluntary release. Causes of absenteeism. Turnover trends. Explaining & Reducing Turnover.Grievance and disciplinaryThe role of discipline and grievance in employment relations | |||||||||||||||||||||||||||||||||||||
| |||||||||||||||||||||||||||||||||||||
Indicative Reading List
| |||||||||||||||||||||||||||||||||||||
Other Resources None | |||||||||||||||||||||||||||||||||||||
Programme or List of Programmes |
GDHRM | Grad Dip in Human Resource Management |
MHRM | MSc in Human Resource Management |
- See the module specification for HR565 in 2003 - 2004
- See the module specification for HR565 in 2004 - 2005
- See the module specification for HR565 in 2005 - 2006
- See the module specification for HR565 in 2006 - 2007
- See the module specification for HR565 in 2007 - 2008
- See the module specification for HR565 in 2008 - 2009
- See the module specification for HR565 in 2009 - 2010
- See the module specification for HR565 in 2010 - 2011
- See the module specification for HR565 in 2011 - 2012
- See the module specification for HR565 in 2012 - 2013
- See the module specification for HR565 in 2013 - 2014
- See the module specification for HR565 in 2014 - 2015
- See the module specification for HR565 in 2015 - 2016
- See the module specification for HR565 in 2016 - 2017
- See the module specification for HR565 in 2017 - 2018
- See the module specification for HR565 in 2018 - 2019
- See the module specification for HR565 in 2019 - 2020
- See the module specification for HR565 in 2020 - 2021
- See the module specification for HR565 in 2021 - 2022
- See the module specification for HR565 in 2022 - 2023
- See the module specification for HR565 in 2023 - 2024
- See the module specification for the current year