BS4S43 - HRM and Industrial Relations 01 Sep 2024 - 31 Aug 2030 | Version 0
Associated Module Information
| Module Code: | BS4S43 | ||
|---|---|---|---|
| Module Title: | HRM and Industrial Relations | ||
| Faculty: | Faculty of Business and Creative Industries | ||
| Faculty Group: | Professional Development | ||
| Faculty Sub Group: | Professional Development | ||
| Module Leader: | Karl Greenhough | ||
| Module Team: | Kevin Brown, Kevin Ellis-Brush | ||
| First Intended Intake: | SEP 2024 | Final Year of Intake: | 2029 |
| Date Closed: | |||
| Credit Value: | 20 | Credit Level: | 7 |
| Language: | English | ||
| Percentage of Module Taught in Welsh: | 0 | ||
| Equivalent Module: | |||
| HECOS codes: | 100085 - human resource management | ||
| HECOS Code Weighting: | 100 | ||
Document Version Information
| Version | 0 |
|---|---|
| Valid From | 01 Sep 2024 |
| Valid To | 31 Aug 2030 |
Module Aims
This module is designed to provide clinicians with an in-depth understanding of Human Resource Management (HRM) and Industrial Relations within the healthcare context, focusing on the UK National Health Service (NHS). It aims to equip learners with the skills to manage and enhance employee relations, understand the dynamic nature of the employment relationship, and apply HRM strategies effectively in healthcare settings.
Content Summary
The content of the module will encompass a range of critical topics that underpin the efficient management of human resources and maintain robust employee relations within healthcare settings. Here is a breakdown of the key topics to be covered:
•\tStrategic HRM:
o\tAligning HRM strategies with overall NHS strategic objectives.
o\tThe role of HRM in supporting the delivery of patient-centred care.
o\tStrategic workforce planning to meet the future demands of healthcare.
•\tRole of the State:
o\tThe state's influence on employment relations within the NHS.
o\tUnderstanding the regulatory framework governing employment.
o\tThe impact of state legislation on HRM practices.
•\tRole of Trade Unions:
o\tThe function and influence of trade unions in the healthcare sector.
o\tTrade unions' impact on employment terms, conditions, and practices.
•\tLine Management:
o\tPrinciples of line management.
o\tThe role of clinicians as managers and how they can support HR functions.
•\tProblems at Work:
o\tCommon workplace issues faced by healthcare professionals.
o\tStrategies for addressing problems such as staff shortages, burnout, and work-life balance.
o\tDeveloping supportive policies to mitigate workplace issues.
•\tManaging Conflict:
o\tSources of conflict.
o\tTechniques and strategies for conflict resolution.
•\tDiscipline and Grievance:
o\tUnderstanding disciplinary processes.
o\tHandling grievances: from initial complaint to resolution.
o\tEnsuring procedural fairness and legal compliance in disciplinary actions.
•\tAlternative Dispute Resolution (ADR):
o\tOverview of ADR mechanisms.
o\tDetermining when and how to use ADR methods.
o\tAdvantages and limitations of ADR in healthcare settings.
•\tMediation:
o\tThe mediation process within the context of the NHS.
o\tRoles and responsibilities of mediators.
Each topic will be explored through the lens of the NHS, considering the unique environment in which clinical staff operate. By combining theoretical knowledge with practical applications, the module aims to enhance the HRM competencies of clinicians, enabling them to lead effectively and foster a harmonious work environment conducive to high-quality patient care.
You might consider the following statement to communicate that the content may be subject to change:
1. Please note that while we endeavour to adhere to the outlined syllabus, the content of this module may be updated to reflect the latest developments in the field and to ensure the highest quality of learning experience. We reserve the right to make amendments to the module content and reading list to keep the course relevant, up-to-date, and in line with current academic and industry standards
Learning and Teaching Methods
| Activity Type | Hours |
|---|---|
| Lecture | 10 |
| Tutorials | 30 |
| Independent Study | 130 |
| Formative Assessment - Independent | 10 |
| Groupwork | 10 |
| Problem/Challenge based learning | 10 |
| Total Hours Selected | 200 |
Learning Outcomes
| # | Learning Outcome |
|---|---|
| LO1 | Critically evaluate the strategic role of HRM and employment relations within healthcare organisations, considering the complex legal, social, economic, and psychological aspects of the employment relationship in the context of the Health Care Sector. |
| LO2 | Synthesise professional HRM and Industrial Relations practices into coherent strategies to enhance organisational performance, staff engagement, and high-quality patient care. |
Module Requisites
N/A
Assessment Criteria
| Assessment Category | Assessment Type | Description | Duration | Word Count | Weight (%) | Best of? | Pass Mark |
|---|---|---|---|---|---|---|---|
| Asynchronous Assessment | Report 1 | A written report that draws on knowledge and material from the module and a predetermined case study or article(s) | 0 | 4000 | 100 | No | 40 |
Assessment Matrix
| Assessment Type | Learning Outcomes | ||
|---|---|---|---|
| LO1 | LO2 | ||
| Report 1 | ✔ | ✔ | |