Module title: Employee Resourcing

SCQF level: 11:
SCQF credit value: 20.00
ECTS credit value: 10

Module code: HRM11102
Module leader: Kirsteen Grant
School The Business School
Subject area group: Management
Prerequisites

There are no pre-requisites for this module to be added

2018/9, Trimester 2, Face-to-Face, Edinburgh Napier University
Occurrence: 002
Primary mode of delivery: Face-to-Face
Location of delivery: CRAIGLOCKHAR
Partner: Edinburgh Napier University
Member of staff responsible for delivering module: Kirsteen Grant
Module Organiser:


Learning, Teaching and Assessment (LTA) Approach:
Learning & teaching methods including their alignment to LOs;
LO1-3 A participative approach to teaching and learning will be adopted in the 3 hour weekly lecture/workshops. These teaching sessions will make use of lecture input, case studies, small and large group discussions, role play, class exercises and presentations. Learning will be supported by module materials, a recommended text, directed reading of articles, books and on-line publications via WebCT. Students are given weekly directed reading and will be expected to prepare for classes in advance by reading a selection of cases and articles.

embedding of employability/PDP/scholarship skills;
LO1-3 The students will be engaging in group discussions/debate and presentations, encouraging the development of critical thinking, verbal presentation of arguments, team working and co-operation and consideration of the views of others. Specialist guest speakers are invited to deliver state of the art examples of resourcing interventions and through these sessions, students are afforded the opportunity to network and examine and debate current practice in HR. Assessments allow the students to practice critical writing, research and time management skills, and encourage the students to challenges the way in which things are done and apply the theory and research perspectives gained in the lectures and workshops to the practice of employee resourcing. Specialist skills workshops, allow student the opportunity to practice and gain feedback on their skill development in this area.

assessment (formative and summative);
Student's submit 2 summative assessments - a management report (week 8) requires the students to analyse a current employee resourcing issue and develop/justify recommendations for process enhancement. This assessment allows some degree of choice as to the topic area examined, to increase the relevance of module content and enhance student engagement with the topic area. Students are encouraged to

Formative Assessment:
The University is currently undertaking work to improve the quality of information provided on methods of assessment and feedback. Please refer to the section on Learning and Teaching Approaches above for further information about this module’s learning, teaching and assessment practices, including formative and summative approaches.

Summative Assessment:
The University is currently undertaking work to improve the quality of information provided on methods of assessment and feedback. Please refer to the section on Learning and Teaching Approaches above for further information about this module’s learning, teaching and assessment practices, including formative and summative approaches.

Student Activity (Notional Equivalent Study Hours (NESH))
Mode of activityLearning & Teaching ActivityNESH (Study Hours)
Face To Face Lecture 12
Face To Face Practical classes and workshops 24
Independent Learning Guided independent study 154
Face To Face Practical classes and workshops 8
Face To Face Centrally Timetabled (Digital) Exam 2
Total Study Hours200
Expected Total Study Hours for Module200


Assessment
Type of Assessment Weighting % LOs covered Week due Length in Hours/Words
Report 50 1-3 8 , WORDS= 2000
Centrally Time Tabled Examination 50 1-3 13 HOURS= 2, WORDS= 0
Component 1 subtotal: 50
Component 2 subtotal: 50
Module subtotal: 100

Description of module content:

The Employee Resourcing module examines the range of methods and approaches used by employers to resource their organisations to enable them to meet their strategic goals. In examining these, the module is structured under the umbrella heading of Talent Management and takes account of both internal and external contextual factors influencing organisational approaches to talent, human resource (HR) planning, flexibility, recruitment, selection, diversity, health and wellbeing, performance management, and reward management. The module recognises the challenge for organisations, HR and line managers to minimise employee costs at the same time as trying to maximise employee value, and it provides scope to debate the theory and philosophy of employee resourcing within the reality of its everyday use.

Learning Outcomes for module:

LO1: Critically explore the theory and practice related to the strategic aspects and operational activities concerned with employee resourcing and how these are integrated with other areas of HRM practice.
LO2: Critically reflect on the knowledge and skills required in employee resourcing interventions.
LO3: Evaluate current developments and academic research in employee resourcing and demonstrate an ability to make appropriate recommendations to organisations on design, implementation and enhancement of employee resourcing interventions.

Indicative References and Reading List - URL:
Employee Resourcing