7MER Managing Employment Relations

The employment relationship is the pillar of all human resource (HR) management activity. It is used to effectively manage all interactions with employees to achieve their goals. It encompasses social, legal, psychological and economic interactions.

What is the Purpose and Aim of 7MER Managing Employment Relations?

Once the module has been completed, it is expected that learners should demonstrate a deep understanding of a variety of employment relations and debates, at the national and international level. The understanding should be from both the theoretical and behavioural perspectives.

The module will enable learners to comprehensively understand, analyze and evaluate the different theories and perspectives that compete in managing employment relations and their effect on employees, organizational management and climate.

Leaners of the module will be provided with opportunities to critically apply the knowledge, activities and behavioural competencies gained to enable them to manage employment relations at various types of organizations ranging from small or large, private or public, local or multinational.

Learners will be enabled to critically evaluate and review the functions and roles of various stakeholders in employment relations and the processes and structures that are necessary for managing employment relationship smoothly.

Once Learners complete the module they should be able to critically assess the effect of contextual changes on employment relations practices and the performance of the organization. This will be done from a managerial perspective to enable them to gain insights on how to create and implement effective employment relations policies and procedures.

The module is tailored to enable learners to critically reflect on theory and practice from an ethical and professional perspective to provide opportunities for continuous professional development and learning.

Who is Suited for this Module?

This module is tailored for persons with interests and responsibilities in:

• Human resource (HR) decision making in an organisation at various levels be it at operational, tactical or more strategic levels.
• HR functional management role and are seeking to enhance and develop their career
• HR function and activities within an organisation without a specialist function
• Consultancy of organisations to support them in meeting their goals. They can be independent or employed individuals.
• HR career and CIPD professional membership aspirations

What are the Learning Outcomes?

It is expected that on completion of this module learners will be able to clearly understand, analyse and evaluate:

• The various theories and perspectives on employment relations
• The impact of local, national and global contexts shaping employment relations climates
• The diverse roles and functions played by various parties in the control and management of the employment relationship.
• The significance of organisational level employment relations processes in supporting performance and implementation of organisational-policies and practices
• How employment relations procedures are important in mitigating risks in the organisation in areas such as redundancy, discipline, grievance, dismissal etc
• The integration of various employment relations processes and what effect they have on practice, policy and organisational outcomes such as performance and employee engagement.

What is the Assessment Criteria?

Assessment in this module is done through a combination of different methods to ensure all the learning outcomes are measured in a manner that improves the learner’s experience. The design assessment is in a way that allows learners to demonstrate mastery of the concepts and ability to connect theory to practice and communicate clearly in the HR field.

Assessment of learners will entail the following:

• Formative and preparative assessment for the un-seen assessment
• A 3-hour time-constrained and un-seen assessment under controlled conditions.