Overview

Framework:
RQF
Level:
Level 3
Unit No:
L/617/6661
Credits:
3
Guided learning hours:
24 hours

Aim

The aim of this unit is to develop a learner’s understanding of the human resource management (HRM) role within an organisation where consideration is given to internal relationships and the impact of HRM activities on an organisation’s strategic aims.

Unit Learning Outcomes

1

Understand human resource management (HRM).

  • Evolution
    Pre industrial revolution; during industrial revolution (passive personnel management); post industrial revolution (active HRM); contemporary (strategic HRM, human capital development).
  • HRM;
    Role
    Recruitment and selection; training and development; employee relations; interpreting HR related legislation; HR strategy development.
    Responsibilities
    Create, implement and monitor HR related policies and procedures; report HR related matters to senior managers; ensure organisation wide compliance with relevant legislation; ensure the organisation has sufficiently qualified and experienced people in the right place and at the right time.
  • Relationship
    Supporting role; collaborative decision maker; provide expert/specialist HR advice; HRM link between managers and senior decision makers.

Assessment Criteria

  • 1.1

    Explain the contribution of HRM to an organisation and how the function has evolved over time.

  • 1.2

    Explain the roles and responsibilities of human resource managers and practitioners.


2

Understand recruitment and selection in an organisation.

  • Importance
    To support current and future strategies; predict future skill requirements; identify skill gaps; predict the impact of technology on jobs; maintain an appropriate lead time from recruitment, through training, to deployment.
  • Process
    Identify requirement – create job description and person specification – promote requirement – assess and interview candidates – select new employee – produce, agree and sign contracts.

Assessment Criteria

  • 2.1

    Explain why human resource planning is important to an organisation.

  • 2.2

    Describe the different stages of the recruitment and selection process used by a specific organisation.


3

Understand the role of HRM in maximising employee and organisational effectiveness.

  • Motivate and reward
    Set SMART goals which reflect skills and abilities; offer relevant rewards and benefits; recognise performance; prioritise work-life balance.
  • Discipline
    Create, implement and monitor discipline policies; operate appropriate and legal disciplinary procedures; offer advice and guidance on disciplinary matters; act as arbitrator in internal disputes.
  • Monitor and manage
    Maintain records of appraisals; maintain disciplinary records; conduct trend analysis; conduct gap analysis; provide coaching; support mentoring.

Assessment Criteria

  • 3.1

    Explain how HRM can support managers to motivate and reward employees.

  • 3.2

    Explain how HRM can support managers to discipline employees.

  • 3.3

    Explain how HRM can support the monitoring and management of employee performance.