Postgraduate Course: Managing Employment Relations (CMSE11169)
Course Outline
| School | Business School |
College | College of Humanities and Social Science |
| Course type | Standard |
Availability | Not available to visiting students |
| Credit level (Normal year taken) | SCQF Level 11 (Postgraduate) |
Credits | 15 |
| Home subject area | Common Courses (Management School) |
Other subject area | None |
| Course website |
None |
Taught in Gaelic? | No |
| Course description | Course Objectives
- This core course explores the management of employment relations with the focus on developing an informed and critical understanding of how it is done and why.
- Students will be able to appreciate that HRM activity does not occur in a social, legal or institutional vacuum, but is often shaped and constrained by the global and/or national economic and labour market contexts, key institutions, and the interests, and interaction, of a range of labour market actors.
- The course offers a critical and detailed exploration of the roles and interaction of these key actors/stakeholders in systems of employment relations in developed economies (with a more in-depth analysis of the British context) i.e. unions, management, the state and various global actors - including contemporary developments affecting their current policy postures and priorities.
- Course content aims to develop an informed understanding of the chief organisational processes that require management in any system of employment relations (including employee voice and participation mechanisms; collective bargaining and pay determination; anti-discrimination laws and the management of diversity; and the handling of dismissal, discipline and grievances). |
Entry Requirements (not applicable to Visiting Students)
| Pre-requisites |
|
Co-requisites | |
| Prohibited Combinations | |
Other requirements | For Business School PG students only, or by special permission of the School. Please contact the course secretary. |
| Additional Costs | None |
Course Delivery Information
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| Delivery period: 2013/14 Semester 2, Not available to visiting students (SS1)
|
Learn enabled: Yes |
Quota: None |
|
Web Timetable |
Web Timetable |
| Course Start Date |
13/01/2014 |
| Breakdown of Learning and Teaching activities (Further Info) |
Total Hours:
150
(
Lecture Hours 20,
Seminar/Tutorial Hours 8,
Summative Assessment Hours 2,
Programme Level Learning and Teaching Hours 3,
Directed Learning and Independent Learning Hours
117 )
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| Additional Notes |
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| Breakdown of Assessment Methods (Further Info) |
Written Exam
60 %,
Coursework
40 %,
Practical Exam
0 %
|
| No Exam Information |
Learning Outcomes
On completion of this course, the student will be able to:
1. Knowledge and Understanding:
1. knowledge and understanding of the chief characteristics and institutions of employment relations¿ systems in developed nations;
2. the ability to critically discuss current managerial and public policy approaches towards key employment matters;
3. an understanding of the prescription and practice of how labour is organized, utilised, motivated, rewarded and disciplined.
4. insight into the practical and conceptual significance of change processes currently affecting the conduct of employment relations in the UK and overseas;
5. familiarity with the national and international contexts within which employment relations take place, including national and European regulatory frameworks, corporate governance structures and cultural issues.
2. Intellectual skills:
1. be able to discern and comment critically upon the chief economic and ideological premises driving government and managerial approaches to employment relations;
2. display in written work developing abilities to digest, synthesise and critically evaluate contrasting perspectives from the literature in reaching sustainable/practical conclusions.
3. Professional/subject-specific/practical skills
1. have secured an understanding of employment relations¿ processes that support organisational performance, including the design and implementation of policies and practices in a range of employment areas such as pay determination, diversity management, and employee engagement, involvement and participation;
2. appreciate the importance of employment relations procedures that help contain and resolve conflicts, and have a firm understanding of how to design and implement procedures in the areas of discipline, grievance and dismissal;
3. have the ability to locate appropriate academic and practitioner resources on employment relations topics;
4. have improved their analytical, writing and presentation skills according to accepted disciplinary conventions.
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Assessment Information
Group Presentation (10%)
Coursework assignment (30%)
Examination (60%)
|
Special Arrangements
| None |
Additional Information
| Academic description |
Not entered |
| Syllabus |
Not entered |
| Transferable skills |
On completion of the course students should be able to:
1. competently communicate and exchange ideas in both large and small group settings;
2. critically evaluate evidence and present a balanced argument;
3. plan, organise and prioritise work effectively. |
| Reading list |
Dibben, P., Klerck, G. and Wood, G. (2011), Employment Relations: A Critical and International Approach, London: CIPD.
Dundon, D. and Rollinson, D. (2011), Understanding Employment Relations (2nd edition), Maidenhead: McGraw-Hill.
Gennard, J. and Judge, G. (2010), Managing Employment Relations (5th edition), London: CIPD. |
| Study Abroad |
Not entered |
| Study Pattern |
Not entered |
| Keywords | HRM-MER |
Contacts
| Course organiser | Dr Sara Chaudhry
Tel: (0131 6)51 5672
Email: Sara.Chaudhry@ed.ac.uk |
Course secretary | Miss Rachel Allan
Tel: (0131 6)51 3757
Email: Rachel.Allan@ed.ac.uk |
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© Copyright 2013 The University of Edinburgh - 13 January 2014 3:46 am
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