Employment relationships are the bedrock of every human resource management (HRM) activity. It is used to manage all contacts with employees effectively in order to accomplish their objectives. It covers interactions on social, legal, psychological, and economic levels.
What is the Purpose and Objective of 7MER's Employment Relations Management?
After completing the cipd level 7 module, learners are required to exhibit a thorough awareness of a variety of employment relations and debates at the national and international level. The comprehension should be theoretical as well as behavioural.
The module enables learners to comprehend, analyse, and evaluate the various ideas and viewpoints on employment relations management and their impact on employees, organisational management, and climate.
The module's learners will have opportunities to use their acquired information, actions, and behavioural competences critically in order to manage employment relations in a variety of different types of businesses, whether small or large, private or public, local or multinational.
Learners will be able to critically assess and review the responsibilities and roles of various stakeholders in employment relations, as well as the processes and structures required for successful employment relationship management.
After completing the programme, learners should be able to evaluate the impact of contextual changes on employment relations practises and organisational performance. This will be done from a managerial viewpoint in order to provide insight into the process of developing and implementing good employee relations rules and procedures.
The module is designed to encourage learners to reflect critically on theory and practise from an ethical and professional standpoint, hence facilitating chances for ongoing professional development and learning.
Who is a Good Candidate for this Module?
This module is designed for anyone with an interest in and responsibilities for: • Human resource (HR) decision-making at various levels within an organisation, whether operational, tactical, or more strategic.
• Human resources functional management job and are looking to advance their career
• Human resources functions and activities carried out within an organisation in the absence of a specialist function
• Organizational consulting to assist them in achieving their objectives. They may be self-employed or employed.
• Aspirations for a career in human resources and CIPD professional membership
What are the Educational Objectives?
After completing this module, learners should be able to comprehend, analyse, and evaluate the following:
• The many theories and viewpoints on labour relations
• The influence of local, national, and global contexts on the climates of employment relations
• The numerous tasks and functions that various parties do in controlling and managing the employment relationship.
• The critical role of employment relations procedures at the organisational level in facilitating performance and the implementation of organisational policies and practises
• The critical role of employee relations procedures in managing risks within an organisation in areas such as redundancy, punishment, grievance, and dismissal, among others.
• The integration of multiple human resource processes and their impact on practise, policy, and organisational outcomes such as performance and employee engagement.
What are the Evaluation Criteria?
Assessment in this module is accomplished through a variety of approaches in order to guarantee that all learning outcomes are assessed in a way that enhances the learner's experience. The evaluation is designed in such a way that learners may demonstrate their knowledge of the concepts, their ability to connect theory to practise, and their capacity to speak properly in the human resources area.
The following will be used to assess learners:
• A formative and preparatory examination for the unseen assessment • A three-hour time-constrained and unseen assessment conducted under controlled conditions
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