Certificate in Human Resource Management

Module 1
Human Resource Management and Employment Law
Aim: The overall aim of this module is to provide an understanding of the Human Resource Management functions in organisations. In particular, we will focus on the key processes and systems and how they relate to effective organisational performance. To complete the learning of this module, we will also highlight the impact of external and legislative environment which may impact on HR systems and practices.

Two points worth emphasising in this module — firstly, the learning materials will focus more on elements of HRM that are likely to make an impact on organisational performance and less on 'systems' (or more routine). A good example of the latter is the detail of legislative provision, though the learning materials will highlight important aspects and identify sources for further consultation, e.g. the Employment Ordinance in Hong Kong.

Secondly, despite the fact that we do not want to repeat all the legal provision in the learning materials, where the course members have professional responsibilities over those areas, we would suggest course members familiarise themselves with the content of the relevant legislation, e.g. the health and safety regulations.
The main units to be covered in this module are:
Unit One: Key Historical Developments in Human Resource Management
Unit Two: An Overview of Human Resource Functions
Unit Three: Contemporary Issues in Human Resource Management
Unit Four: The Impact of Employment Law and HR Practices

Module 2
Performance Management and Job Design
Aims: The overall aim of this module is to provide an understanding of strategic performance management (PM) and its operation at various levels within the organisation. Module 2 will also identify the pivotal role of job analysis (JA) in relation to human resource (HR) practice and in underpinning performance at the organisational level. In addition, we will consider how PM relates to changing practices of work organisation and control.
The main topics to be considered in this Module are:
Unit One: An Overview of Performance Management
Unit Two: Job Design in Support of Performance Management
Unit Three: Performance Management: an Organisational Perspective
Unit Four: Performance Management: an Individual Perspective
Unit Five: Performance Management: a Team and Process Perspective

Module 3
Organisational Change and the Role of Human Resource Management and Training
Aim: The aim of this module is to tackle one of the most frequent topics in human resource management (HRM) – managing organisational change. Two factors – intensifying competition in a global environment and rapid advances in information technology – have made change a permanent feature of organisational life. In this module, you will explore the implications of constant organisational change on the world of work and consider how change impacts on the workforce, systems at work and in what ways the HR function can facilitate the 'change' process.
The main topics to be considered in this Module are:
Unit One: The Nature and Complexity of Change
Unit Two: Factors Influencing Adaptation to Change
Unit Three: Models of change
Unit Four: The Role of the Change Agent
Unit Five Supporting Change Through Human Resources

Module 4
Training Needs Analysis and Training in Organisations
Aim: Most people think they understand the meaning of training. However, most people may have difficulties in distinguishing training from education and training from learning. Without knowing the nature and meaning of training, we are unlikely to succeed in training. The main aims of this module are therefore to:

• Explain what training is and why training is important
• Strategic HRM and the role of the trainer
• Introduce the 'training cycle' and its first stage – training needs analysis (TNA)
• Introduce the different methods used in TNA.

The main topics to be considered in this Module are:
Unit 1 Training & Development and the Role of the Trainer

Unit 2 The Organisational Approach to Training
Unit 3 Training Administration in Organisations
Unit 4 The Training Cycle and Training Needs Analysis
Unit 5 Methods of Data Collection and Training Needs Analysis

Module 5
Designing and Delivering Training
Aim: In this Module we consider the process of learning, the factors that motivate people to learn, the development of learning theory and its practical application in delivering training. We consider how training plans provide an appropriate structure from which learning events can be designed, and how the development of relevant objectives is essential to provide a basis on which to measure the learning/training process and its outcomes. The various methods of delivery available to the designer are discussed and appraised, and suggestions are made on how to select the most appropriate method.
The main topics to be considered in this Module are:
Unit 1 Human Motivation
Unit 2 Learning Theories and Practice
Unit 3 Training Policy and Plans
Unit 4 The Learning Event Model (Part A): Training Design
Unit 5 The Learning Event Model (Part B): Training Content, Media and Techniques

Module 6
Assessment and Training Evaluation
Aim: In this Module, you will learn what 'evaluation' means, which theories underpin evaluation, and why we should evaluate. We will also examine why trainers often neglect the stage of evaluation in the training process.
The main topics to be considered in this Unit are:
Unit One: The Meaning of Evaluation - the Theory
Unit Two: The Meaning of Evaluation in Practice
Unit Three: Theoretical Frameworks for Evaluation
Unit Four: Methods of Evaluation
Unit Five: Evaluation at Three Levels

From To
1 May 2007 May 2008
2 July 2007 July 2008
3 October 2007 October 2008

Email Link: Sally.gatward@le.ac.uk


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