"BTEC HND in Business Module Booklet Unit 22 Managing Human ResourcesUnit level 4Unit codeF/601/1268Unit type OptionalTerm Start Date Hand out date Submission Deadline Lectures & Formative Assessments 8 WeeksSummative Assessment & Feedback 2 WeeksGuided learning hours 60Module Leader Lecturer pg. 1 0516 Table of ContentsBTEC HND in Business Module Booklet ................................................................................................................................... 11.1 Introduction ................................................................................................................................................................................. 31.2 Learning Outcome ..................................................................................................................................................................... 31.3 Essential Content ....................................................................................................................................................................... 31.4 Scheme of Work .......................................................................................................................................................................... 61.5 Teaching Ethos ............................................................................................................................................................................ 71.6 Methods of Delivery .................................................................................................................................................................. 71.7 Plagiarism ..................................................................................................................................................................................... 8 1.8 Assignment brief ....................................................................................................................................................................... 91.9 Evidence to achieve Pass, Merit and Distinction ......................................................................................................... 132.0 Glossary of academic words used in this and other assignments ......................................................................... 14pg. 2 0516 1.1 IntroductionThis unit sets the scene by looking at the different theoretical perspectives of human resource management andexploring the differences in these approaches. A variety of changes in the labour market, and the increasingdemand from employees for a more manageable work-life balance, has seen the development of much moreflexible working practices. This has been the case in all sectors of the economy and in all organisations irrespectiveof their size or the nature of their business. Some workers have a statutory right to flexible hours and all workerscan ask their employer to accommodate their needs in terms of a more flexible pattern of working. This unitexamines a variety of flexible working models and looks at practical methods that have evolved in manyorganisations to meet the needs of employers and employees. Some elements of the unit require an awareness ofthe legislative framework which determines the nature and scope of human resources policies and practices.However, the unit does not require detailed knowledge of health and safety or equal opportunities legislation. Itexamines the practical impact of this legislation on human resources policies and practices. New approaches areexplored, including the implications for human resources management of the shift from equal opportunities tomanaging diversity in the workplace. The unit explores the different methods of performance management. Itexamines issues that may affect performance at work, such as ill health and absenteeism and will develop learnerunderstanding of counselling and human resources practices that support employee welfare in the workplace.1.2 Learning OutcomeBy the end of this unit a student will:1. Understand the different perspectives of human resource management2. Understand ways of developing flexibility within the workplace3. Understand the impact of equal opportunities in the workplace4. Understand approaches to human resources practices in organisations1.3 Essential ContentLO1 Understand the different perspectives of human resource managementpg. 3 0516 The different perspectives of human resource management (HRM): ‘soft’ and ‘hard’ human resource management,‘loose’ and ‘tight’ human resourcemanagement ; models of Guest and Storey differences between HRM and IRandpersonnel practices; strategic approaches to HRMLO2 Understand ways of developing flexibility within the workplaceFlexible working models: the core and periphery workforce model (Atkinson1984); Handy’s (1989) Shamrock OrganisationTypes of flexibility: e.g. numerical, functional, temporal, locational, and financialFlexible working methods: e.g. employment of part-time and temporary staff, teleworking, homeworking, jobsharing, zero hours contracts, annual hours, staggered hours, compressed hoursLabour market and the need for flexibility: labour market demographics, employment statistics, local, regional andnational labour markets and the growing recognition of the importance of work-life balanceLO3 Understand the impact of equal opportunities in the workplaceDiscrimination in employment: forms of discrimination, e.g. gender, ethnicity, religion, disability, age, sexualorientation, educationThe legislative framework: direct and indirect discrimination; current legislation and proposed changes to the lawe.g. ageEqual opportunities in employment: equal opportunities practices and initiatives in the workplace includinginitiatives such as Opportunity 2000 and positive action approaches, codes of practice, implementing policy,training within the law and monitoring; the move from equal opportunities to managing diversityLO4 Understand approaches to human resources practices in organisationsPerformance management: the role, purpose and types of appraisal, 360 degree feedback, the skills of carrying outappraisals and giving feedback, the link of appraisals to reward managementCounselling and employee welfare: the traditional welfare function – occupational health practices and policies, themanagement of ill health at work, costs and absenteeism, accidents at work (statistics), ergonomics, alcohol anddrug abuse, HIV and AIDS, stress and stress management, workplace counsellingHealth and safety legislation: Health and Safety at Work Act (1974) and the role of the Health and SafetyCommission, European Community Directives e.g.Working Time Regulations (1998), Parental Leave (2009)Other topical issues: e-recruitment, e-learning, flexible benefits, work-life balance, employee voice, changes topension schemesRecommended ResourcesLearners should use the latest edition if available. pg. 4 0516 "