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Module Descriptors

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Session: 2022/23

Last modified: 30/05/2022 16:13:01

Title of Module: Managing Employee Relations

Code: HURM11006 SCQF Level: 11
(Scottish Credit and Qualifications Framework)		 Credit Points: 10 ECTS: 5
(European Credit Transfer Scheme)
School:School of Business & Creative Industries
Module Co-ordinator:Andrew   Burnett

Summary of Module

This module aims to develop an understanding of the relationship between employees and employers and to demonstrate how the effective management of this relationship or employee relations can add to organisational performance and individual satisfaction.  The module begins by looking at the environment within which employee relations operates, a key element of this will be the legal environment; it then examines the actors involved such as the state, (including the role of the state as legislator), management, employees and trade unions.  It goes on to consider the processes involved, e.g. employee involvement and participation.  Skills developed during the module will relate to negotiation, managing change, discipline and grievance.


Module Delivery Method
Face-To-FaceBlendedFully OnlineHybridCHybridOWork-based Learning
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Face-To-Face
Term used to describe the traditional classroom environment where the students and the lecturer meet synchronously in the same room for the whole provision.

Blended
A mode of delivery of a module or a programme that involves online and face-to-face delivery of learning, teaching and assessment activities, student support and feedback. A programme may be considered “blended” if it includes a combination of face-to-face, online and blended modules. If an online programme has any compulsory face-to-face and campus elements it must be described as blended with clearly articulated delivery information to manage student expectations

Fully Online
Instruction that is solely delivered by web-based or internet-based technologies. This term is used to describe the previously used terms distance learning and e learning.

HybridC
Online with mandatory face-to-face learning on Campus

HybridO
Online with optional face-to-face learning on Campus

Work-based Learning
Learning activities where the main location for the learning experience is in the workplace.


Campus(es) for Module Delivery
The module will normally be offered on the following campuses / or by Distance/Online Learning: (Provided viable student numbers permit)
Paisley:Ayr:Dumfries:Lanarkshire:London:Distance/Online Learning:Other:
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Term(s) for Module Delivery
(Provided viable student numbers permit).
Term 1

 

Term 2check markTerm 3

 

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Learning Outcomes: (maximum of 5 statements)

On successful completion of this module the student will be able to:

L1. Critically assess the context of employee relations

L2. Appraise the role of the main actors involved in employee relations

L3. Critically analyse the skills required for effective employee relations management.

Employability Skills and Personal Development Planning (PDP) Skills
SCQF Headings During completion of this module, there will be an opportunity to achieve core skills in:
Knowledge and Understanding (K and U) SCQF Level 11.

Critical understanding of the main theories, principles and concepts in employee relations.
Critical awareness of the current issues in employee relations.

Practice: Applied Knowledge and Understanding SCQF Level 11.

Appling a range of research instruments and techniques of enquiry to investigate issues in employee relations.
Using specialised skills in negotiation, interviewing and conflict management.
Demonstrating originality and creativity in the application of practice.

Generic Cognitive skills SCQF Level 11.

Identifying and defining abstract problems concerned with managing people and employee relations
Dealing with complex issues in the management of people and making decisions in the absence of complete or consistent data.
Applying critical analysis, evaluation and synthesis to employee relations issues and situations

Communication, ICT and Numeracy Skills SCQF Level 11.

Undertaking critical evaluation of numerical and graphical data concerning organizational and employee performance.
Making effective use of information retrieval systems and use information technology applications to present documents in an appropriate form.
Communicating effectively with peers in negotiation and conflict management situations.

Autonomy, Accountability and Working with others SCQF Level 11.

Practicing activities in a way which allows critical reflection of own and others’ roles and responsibilities
Working effectively, together with others in groups or teams, taking a leadership role where appropriate.
Dealing with complex, professional and ethical issues.

Pre-requisites: Before undertaking this module the student should have undertaken the following:
Module Code:
Module Title:
Other:
Co-requisitesModule Code:
Module Title:

* Indicates that module descriptor is not published.

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Learning and Teaching
Learning Activities
During completion of this module, the learning activities undertaken to achieve the module learning outcomes are stated below: 		Student Learning Hours
(Normally totalling 200 hours):
(Note: Learning hours include both contact hours and hours spent on other learning activities)
Laboratory/Practical Demonstration/Workshop12
Asynchronous Class Activity6
Independent Study82
100 Hours Total

**Indicative Resources: (eg. Core text, journals, internet access)

The following materials form essential underpinning for the module content and ultimately for the learning outcomes:

Gennard, J.; Judge, G.; Bennett, T. and Saundry, R., (2016), “Managing Employment Relations”, 6th Edition, Chartered Institute of Personnel and Development, London

Rollinson, D and Dundon, T (2011) Understanding Employment Relations. 2nd ed. London: McGraw Hill


Ackers, P. and Wilkinson, A. (ed). (2003) Understanding work and employment: industrial
relations in transition. Oxford: Oxford University Press.


Beaumont, P. and Hunter, L. (2005) Making consultation work: the Importance of process.
London: Chartered Institute of Personnel and Development.

Blyton, P and Turnbull, P (2004) The Dynamics of Employee Relations. Basingstoke: Palgrave MacMillan

Daniels, K. (2006) Employee Relations in an organisational context. London: Chartered
Institute of Personnel and Development


Daniels, K, Employment law for HR and business students. London: Chartered Institute
of Personnel and Development. (2008)


Edwards, P. (ed). (2003) Industrial Relations: Theory and Practice. Oxford: Blackwell.

Hollinshead, G., Nicholls, P. and Tailby, S. (eds) (2003) Employee Relations, Harlow: Prentice Hall.

Kersley, B et al. (2005) Inside the workplace: first findings from the 2004 workplace
employment relations survey. Economic and Social Research Council.


Kirkton, G. and Greene, A.M. (2005) The dynamics of managing diversity: a critical approach. 2nd ed. London: Elsevier Butterworth-Heinemann.

Marchington, M., Wilkinson, A. and Acker, P. (2001) Management choice and employee
voice. London: Chartered Institute of Personnel and Development.
Rose, E. (2008) Employment relations. 3rd ed. Harlow: Financial Times Prentice Hall
Storey, J. (2005) Employee information and consultation: an overview of theory and practice.
London: Macmillian.
Williams, S. and Adam-Smith, D. (2009) Contemporary employment relations: a critical introduction. Oxford: Oxford University Press.


(**N.B. Although reading lists should include current publications, students are advised (particularly for material marked with an asterisk*) to wait until the start of session for confirmation of the most up-to-date material)

Engagement Requirements

In line with the Academic Engagement Procedure, Students are defined as academically engaged if they are regularly engaged with timetabled teaching sessions, course-related learning resources including those in the Library and on the relevant learning platform, and complete assessments and submit these on time. Please refer to the Academic Engagement Procedure at the following link: Academic engagement procedure

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Supplemental Information

Programme BoardManagement, Organisations & People
Assessment Results (Pass/Fail) No
Subject PanelManagement, Organisations & People
ModeratorStephen Gibb
External ExaminerS Tyrrell
Accreditation DetailsCIPD
Version Number

1.02

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Assessment: (also refer to Assessment Outcomes Grids below)
Individual written report worth 100% of the module mark
(N.B. (i) Assessment Outcomes Grids for the module (one for each component) can be found below which clearly demonstrate how the learning outcomes of the module will be assessed.
(ii) An indicative schedule listing approximate times within the academic calendar when assessment is likely to feature will be provided within the Student Handbook.)

Assessment Outcome Grids (Footnote A.)

Component 1
Assessment Type (Footnote B.) Learning Outcome (1) Learning Outcome (2) Learning Outcome (3) Weighting (%) of Assessment ElementTimetabled Contact Hours
Portfolio of written workcheck markcheck markcheck mark1000
Combined Total For All Components100% 0 hours

Footnotes
A. Referred to within Assessment Section above
B. Identified in the Learning Outcome Section above

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Note(s):
  1. More than one assessment method can be used to assess individual learning outcomes.
  2. Schools are responsible for determining student contact hours. Please refer to University Policy on contact hours (extract contained within section 10 of the Module Descriptor guidance note).
    This will normally be variable across Schools, dependent on Programmes &/or Professional requirements.

Equality and Diversity
The Equality, Diversity and Human Rights policy underpins student engagement. We aim to make UWS a fair and equal place to study an institution which addresses specific issues covering all aspects of equality, diversity and human rights. Where required module assessment will be adapted to meet student requirements.
http://www.uws.ac.uk/equality/
UWS Equality and Diversity Policy
UWS Equality and Diversity Policy
(N.B. Every effort will be made by the University to accommodate any equality and diversity issues brought to the attention of the School)

2014 University of the West of Scotland

University of the West of Scotland is a Registered Scottish Charity.

Charity number SC002520.

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