Hrm strategy\/BUHRM5912 Human Resource ManagementPaper Details
\nAlso as discussed, the essay can be approached in a number of ways. We discussed two ways in class: a micro (strategic HR functions) and macro (linking with organisation structure and culture) approach; and an internal (organisation focus) and external (e.g. industry context) approach. Another possible way is to focus on the debate between universal approaches to HRM (best practice models) and compare this with the contingency (best fit) approach, which links HR practices specifically to business strategy.<\/p>\n
Any of these approaches is acceptable. The key is to focus on developing a consistent overall argument to answer the question and to organise your answer around this argument.
\nCourse Description
\n(Higher Education)
\nCRICOS Provider No. 00103D Page 1 of 17
\nSchool: Federation Business School
\nCourse Title: Human Resource Management
\nCourse Code: BUHRM 5912
\nTeaching Location: Mt Helen
\nCredit Points: 15
\nSemester, Year: 1, 2016
\nPrerequisite(s): Nil
\nCorequisite(s): Nil
\nExclusion(s): Nil
\nASCED Code: 080301
\nProgram Level:
\nLevel of course
\nin Program
\nAQF Level(s) of Program
\n5 6 7 8 9 10
\nIntroductory X
\nIntermediate
\nAdvanced
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 2 of 17
\nOrganisation:
\nStaff
\nPrescribed Text
\nThis course will be conducted on the presumption that students have a copy of:
\nStone, R.J. (2013). Managing Human Resources (4th ed.). Milton, QLD: John Wiley & Sons (Australia), Ltd. ISBN 978
\n0 730 30255 1
\nThis is also available as a Wiley E-Text.
\nStudent Responsibility
\nIt is the responsibility of every student to be aware of the requirements for this course, and understand the specific details
\nincluded in this document.
\nFor full details of programs and school procedures, please refer to the Federation Business School Programs Handbook
\navailable at http:\/\/federation.edu.au\/faculties-and-schools\/federation-business-school\/student-resources\/continuingstudents\/timetables
\nStudents should be aware of the content of the handbook, particularly:
\n\u2022 Special Consideration process and forms
\n\u2022 Assignment Coversheet
\n\u2022 Submission of tasks and assignments
\n\u2022 Grading codes
\n\u2022 Appeal process
\n\u2022 Unsatisfactory progress \u2013 Early Intervention
\nIt is emphasised that this course requires a significant commitment outside of formal class contact. The learning tasks in
\nthis course may include classes (lectures, tutorials or seminars), required reading, the preparation of answers to set
\nquestions, exercises and problems, and self-study. In addition, students may be required to complete an assignment, test
\nor examination.
\nThe table below is an example of the suggested time allocations for this course.
\nClasses 5 meetings 36 hours
\nReading 4 hours per meeting 20 hours
\nPreparation of weekly HR Simulation decisions, preparation
\nof the HR Simulation report, and preparation for the HR
\nSimulation Presentation
\n2 hours for the simulation practice
\nrounds, 2 hours for each weekly
\ndecision, 24 hours on the report
\nand 4 hours on the presentation
\n46 hours
\nPreparation of assignment 24 hours
\nStudy and revision for test and end of semester examination 24 hours
\nTOTAL 150 hours
\nLecturer Details Tutor Details
\n(if relevant)
\nName Dennis Mortimer
\nEmail Contact d.mortimer@federation.edu.au
\nOffice Location &
\nCampus Mt Helen
\nPhone Contact 0404799992
\nConsultation Hours By appointment with lecturer
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 3 of 17
\nAttendance and Participation
\nIt is in students\u2019 interest to make every effort to attend all the classes for this course and to complete all preparatory and
\nassessment tasks. It is our experience that those students who do not attend class or carry out the associated activities
\nare more likely to do poorly or to fail the course completely.
\nLate Submission
\nAssessment tasks submitted after the due date, without prior approval\/arrangement, will be penalised at 10% of the
\navailable marks per day. Requests for extension of time must be made with the lecturer concerned and based on Special
\nConsideration
\nguidelines http:\/\/policy.federation.edu.au\/student_services_and_administration\/enrolment\/special_consideration\/ch0
\n1.php
\nModeration of Results
\nModeration refers to the practice of quality assurance of assessable tasks and marking carried out at any of the School\u2019s
\nPartner Providers\u2019 locations. Moderation addresses the interests of students, staff, the School\u2019s partners and external
\nstakeholders. Moderation seeks to ensure that:
\n\u2022 Good practice in assessment is being applied consistently across the institution and its programs;
\n\u2022 Student performance is being properly, fairly and consistently judged for all students undertaking the same course
\nof study; and
\n\u2022 Standards expected of, and achieved by, students are appropriate, reliable and comparable to good practice at the
\nUniversity and nationally.
\nStandardisation of assessment may result in a student\u2019s mark being amended. This is your guarantee that your results
\nare comparable to Federation University results in all locations.
\nCourse Evaluation
\nWe welcome feedback as one way to keep improving this course. Students are encouraged to provide course feedback
\nthrough eVALUate, the University\u2019s online student feedback system. eVALUate will be available to students during
\nWeeks 10 and 11 by the Student Survey dashboard system using FedUni student user names and passwords.
\nMoodle
\nMoodle is used to host course resources for all courses. Students can download lecture and tutorial notes to support
\nclass participation. Students login to Moodle at https:\/\/moodle.federation.edu.au\/login\/index.php
\nGenerally, assessments are submitted online through Moodle. Should you need assistance, please use the available
\nresources and support through the drop-down menus in Moodle.
\nPlagiarism:
\nPlagiarism is the presentation of the expressed thought or work of another person as though it is one\u2019s own without
\nproperly acknowledging that person.
\nStudents must not allow other students to copy their work and must take care to safeguard against this happening. In cases
\nof copying, normally all students involved will be penalised equally; an exception will be if the student can demonstrate the
\nwork is their own and they took reasonable care to safeguard against copying.
\nPlagiarism is a serious offence. Please refer to the following documents:
\n\u2022 Statute 6.1: Student Discipline
\n\u2022 Regulation 6.1: Student Discipline
\n\u2022 Regulation 6.1.1: Plagiarism
\nAdopted Reference Style:
\nX APA Australian MLA Chicago
\nOther (please specify)
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 4 of 17
\nThe link to the library website for more information is: FedUni Library \u2013 Referencing
\nLearning Outcomes:
\nKnowledge
\nK1 Outline the human resource management process within an organisation in order to determine the role of
\nhuman resource management (HRM) in strategic planning
\nK2 Differentiate between different human resource management strategies
\nK3 Evaluate the effectiveness of human resource management functions
\nK4 Appraise the principal elements of human resource management and assess their relationship to the
\nstrategic and operational management of organisations
\nK5 Examine human resource management principles and theories and judge their generalisation to both
\ndomestic and global organisations
\nSkills
\nS1 Critique existing and relevant literature and evaluate HRM theories\u2019 impact upon human resource
\nmanagement
\nS2 Interpret HRM needs and benefits and determine the most appropriate HRM method(s) for management
\nS3 Prepare a report for management which communicates the development of strategies to improve HRM
\npractices within the organisation
\nApplication of knowledge and skills
\nA1 Transfer and apply HRM concepts in new and varied situations
\nA2 Use independent judgement in developing a solution to an HRM problem in a new situation
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 5 of 17
\nCourse Content:
\nThe topics that may be covered are:
\n\u2022 Introducing HRM
\n\u2022 The management of human resources in the firm.
\n\u2022 The scope, objectives and strategic aims of HRM;
\n\u2022 Human resource planning and information systems;
\n\u2022 Job analysis, design and evaluation;
\n\u2022 Recruitment and selection
\n\u2022 Managing employee retention and turnover;
\n\u2022 Human resource development;
\n\u2022 Reward and compensation systems, performance related pay;
\n\u2022 Performance management;
\n\u2022 Evaluating human resource management
\n\u2022 Industrial relations
\n\u2022 Workplace issues and themes such as equal opportunity, quality management and global perspectives
\nof HRM
\nValues:
\n\u2022 Appreciate the important role human resource management plays in the workplace
\n\u2022 Believe in the need for organisations to utilise effective human resource management strategies
\n\u2022 Want to contribute to the effective human resource management of staff in an organisation
\n\u2022 Support the role that effective human resource management can play in improving the quality of work life
\nfor individuals and in improving organisational effectiveness
\nLearning Tasks and Assessment:
\nAt the University a PASS is usually achieved at 50%. For courses listed below, a mark of at least 40% in the examination
\nmust additionally be achieved.
\nBUACC1506, BUACC1507, BUACC1521, BUEBU1501, BUECO1507, BUECO1508, BUENT1531, BUHRM1501,
\nBULAW1502, BULAW1503, BUMGT1501, BUMKT1501, BUMKT1503, BUTSM1501, BUTSM1502, BUACC5901,
\nBUACC5930, BUACC5937, BUECO5903, BUHRM5912, BULAW5911, BULAW5914, BULAW5915, BUMGT5921,
\nBUMKT5901, BUMKT5922.
\nStudents are strongly advised to attempt ALL assessment tasks. Students who do not submit a task(s) or fail a task(s) in
\nthe semester will be identified as a \u2018student at risk\u2019 of unsatisfactory academic progress (outlined in the School
\nHandbooks) and will be directed to the School\u2019s Intervention Program. Students who encounter difficulties or who are
\notherwise concerned regarding their progress should consult their lecturer.
\nAssessment criteria set out the details by which performance in each task will be judged. This information will give a clear
\nand explicit understanding of the expected standards to be achieved relative to the marks awarded.
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 6 of 17
\nLearning
\noutcomes
\nassessed
\nAssessment Task Assessment
\nType
\nWeighting Week Due
\n1. K1, K2, K3
\nS1
\nA1
\nStudents are required to assess
\ninfluences on the effectiveness of HRM
\npractices in an organisation and how
\noutcomes may be improved.
\nIndividual
\nEssay
\n20% Friday 1 April
\n(5.00 p.m.)
\n2. K2, K4, K5
\nS1, S2, S3
\nA2
\nStudents need to analyse how best to
\nmanage a HR department and work
\ncooperatively and productively in a
\ngroup to apply HRM principles to
\nensuring improved HR outcomes. They
\nwill need to engage in research and
\nenquiry to provide support for their
\nsolution.
\nHR On Line
\nSimulation \u2013
\nReport,
\nPresentation,
\nand
\nperformance
\nranking
\n40%
\n(20% report,
\n10%
\npresentation,
\n10%
\nperformance
\nranking)
\nReport:
\nMonday 30th
\nMay (5.00
\np.m.)
\nPresentation:
\nMonday 6th
\nJune (at
\nallocated
\ntime in class)
\nPerformance
\nranking is
\nbased on
\ncumulative
\nweekly
\nperformance
\nin the on line
\nsimulation
\nover the 8
\nrounds
\n3. K1, K2, K3, K4
\nA1
\nThe exam requires students to have a
\ncritical understanding of principal
\nelements of HRM and their
\nrelationships to the strategic and
\noperational management of
\norganisations
\nExam 40% Take home
\nexam, due
\non 9th June
\n(5.00 p.m.)
\nAssessment Task 1: Essay
\n1) Assessment Details
\nAnswer the question which will be distributed separately.
\n2) Criteria used to grade this task
\nThe criteria for assessment of this task are set out in the Appendix.
\n3) Task Assessor
\nLecturer
\n4) Suggested time to devote to this task
\n20 hours
\n5) Submission details
\nEssays are due on Friday 1 April. Essays are to be submitted via Moodle.
\n6) Feedback and return of work.
\nMarked essays will be returned on day 3 of the teaching schedule.
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 7 of 17
\nAssessment Task 2: HR Simulation (Group \u2013 Performance Rank, Report and Class
\nPresentation)
\n1) Assessment Details;
\nThis is a group based assessment that consists of three parts:
\n1. Group performance ranking at the completion of the HR on line simulation
\n2. Group report on the group\u2019s learning from the simulation
\n3. Group class presentation based on the group\u2019s learning from the simulation
\nGeneral Background:
\nThis assessment involves students participating in an on line Human Resource Management simulation. Students
\nwill be allocated to teams in the first class.
\nEach team is assigned to manage the HR department of a simulated company (a 4.5 star hotel) for a simulated
\nperiod of two years.
\nEach team manages a different company, and each team competes with the other teams in the class to produce the
\nbest overall HR outcomes.
\nEach team must make decisions each week on a range of HR areas and submit these on the simulation website.
\nFor Part 1, each group must make weekly decisions, in accordance with the schedule below, covering the following
\nareas:
\nWages, workforce demographics, recruitment and selection, training and development, other programs\/policies you
\ncould implement and productivity.
\nFull details are set out in the Student Manual for the HR Simulation. Students should be fully familiar with the contents
\nof the manual prior to the commencement of the competitive rounds of the simulation. In addition, students will be able
\nto complete two practice rounds of the simulation before the competitive rounds commence.
\nFor Part 2, each group must submit a report based on its learning experiences in the simulation. The report must
\nanswer the following question:
\nCompare your group\u2019s intended strategy and tactics at the start of the simulation with your overall results
\nand explain what happened and why. In this context, discuss and reflect on the overall strengths and
\nweaknesses of your HR department at the end of the simulation and what changes, if any, you would
\nmake in the future on the basis of your learning.
\nThe questions require groups to reflect on both their performance and their learning experiences from the simulation.
\nAs such, the report should include a discussion and reflection of learning on the following:
\n\u2022 Group processes
\n\u2022 Learning experiences
\n\u2022 Interface between theory and practice
\nThe report is NOT to be simply a narrative of what happened, it is a reflective critique. Answers to the questions
\nshould include a mixture of objective information drawn from your group\u2019s results in the simulation, together with
\nreflection on the event or situation, and its implications (So what What now ) How should our group manage the
\nevent or situation in the future What is the justification for that What connections can be made beyond what
\nhappened )
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 8 of 17
\nSignificant emphasis should be given to the \u2018Reflection\u2019 component of each question. In preparing your reflections,
\ngroups may draw attention to a wide range of issues, ideas or matters that bear on their own attitudes, performance
\nor experiences of some relevance to professional practice, or on broader impressions of professional HR practices
\nand processes; and this can incorporate students\u2019 prior learning in other units of study in HRM.
\nFor Part 3, each group is required to present their key findings of their Simulation Report and learning experiences
\nfrom the simulation to the full class in a presentation of 20-30 minutes, including questions. Presentations will be
\nevaluated on the basis of both their content, and the effectiveness of their presentation in explaining the issues and
\nengaging with the audience.
\n2) Criteria used to grade this task.
\nThe criteria used to asses each of the three elements of this task are set out in the Appendix.
\n3) Task Assessor
\nLecturer
\n4) Suggested time to devote to this task;
\n18 hours for Part 1, 24 hours for Part 2, and 4 hours for Part 3 (although content for the presentation is also included
\nin the suggested time allocated for Parts 1 and 2)
\n5) Submission details
\nFor Part 1 (performance ranking), each group is to submit its weekly decisions on the Simulation website according
\nto the following schedule:
\nDecision Date Time
\nRound 1
\nComplete all required decisions,
\nincluding the special incident
\nThursday 24 March 11:30pm
\nRound 2
\nComplete all required decisions,
\nincluding the special incident
\nThursday 31 March 11:30pm
\nRound 3
\nComplete all required decisions,
\nincluding the special incident
\nThursday 7 April 11:30pm
\nRound 4
\nComplete all required decisions,
\nincluding the special incident
\nThursday 14 April 11:30pm
\nRound 5
\nComplete all required decisions,
\nincluding the special incident
\nThursday 21 April 11:30pm
\nRound 6
\nComplete all required decisions,
\nincluding the special incident
\nThursday 28 April 11:30pm
\nRound 7 Thursday 5 May 11:30pm
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 9 of 17
\nComplete all required decisions,
\nincluding the special incident
\nRound 8
\nComplete all required decisions,
\nincluding the special incident
\nThursday 12 May 11:30pm
\nFor Part 2 (report), each group leader must submit the group report by Monday 30th May (5.00 p.m.), via Moodle.
\nFor Part 3 (class presentation), each group will present in the final class (Monday 6th June) at their allocated time
\n6) Feedback and return of work.
\nFor Part 1, progressive feedback is available on the simulation website after the completion of each weekly round,
\nwith the final outcome available shortly after he completion of the final round.
\nFor Part 2, marks and comments will be available two weeks after the due date.
\nFor Part 3, marks and feedback will be available at the completion of the final class.
\nAssessment Task 3: Final Exam
\n1) Assessment Details;
\nThis is a take home exam using the case study format.
\n2) Criteria used to grade this task;
\nThe criteria for assessment of this task are set out in the Appendix.
\n3) Task Assessor
\nLecturer
\n4) Suggested time to devote to this task;
\n24 hours
\n5) Submission details
\nThis is a take home exam. Completed papers are to be submitted via Moodle by 5.00 p.m. on 9 June.
\n6) Feedback and return of work.
\nGrades will be available following processing of results by the School\u2019s assessment committee.
\nSequence:
\nAs semesters and contact hours vary between teaching locations, delivery is usually scheduled across three hours a
\nweek for 12 weeks. As the University offers many programs in a variety of formats please contact local lecturers for
\nfurther information about the schedule.
\nPlease note that the sequence and content of lectures and tutorials may need to be changed and the following
\ninformation should be used as a guide only.
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 10 of 17
\nDAY 1
\nMONDAY 7 MARCH 2016
\nSession 1: 9.00 am \u2013 12.30 pm
\nOverview of the course
\nThe HRM function
\nReadings: Chapter 1
\nSession 2: 1.30 \u2013 4.30 p.m.
\nThe Strategic role of HRM and HRM planning
\nCase Study: Outsourcing at Oz Airlines, pp 90-91
\nOverview of the HR Simulation and initial practice \u2013
\nComputer Lab: 3.30 \u2013 4.30
\nReadings: Chapter 2
\nDAY 2
\nMONDAY 21 MARCH 2016
\nSession 1: 9 00 am \u2013 12.30 pm
\nJob analysis & design of work
\nCase Study: Motivated or
\nmanipulated Pp 201-202
\nReadings: Chapter 5
\nSession 2: 1.30 \u2013 4.30 pm
\nRecruitment & selection
\nClass Exercise: Graduate Trainee Positions at Pacific
\nInternational Airlines. Pp 288-290
\nComputer Lab: 4:30 to 5:30 HR Simulation
\nReadings: Chapters 6 & 7
\nDAY 3
\nMONDAY 11 APRIL 2016
\nSession 1: 9.00 am \u2013 12.30 p.m.
\nPerformance management
\nSession 2: 1.30 pm \u2013 4.30 pm
\nHuman resource development
\nCase Study: A matter of costs. p 391
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 11 of 17
\nCase Study: Appraisals at Yarra
\nBank. Pp 347-348
\nEthical Dilemma: The Stressed
\nSales Representative. p 347
\nReadings: Chapter 8
\nEthical Dilemma: Out of hours training at Yarra Bank.
\np 390
\nComputer Lab: 3:30 to 4:30 HR Simulation
\nReadings: Chapter 9
\nDAY 4
\nMONDAY 16 MAY 2016
\nSession 1: 9.00 am \u2013 12.30 pm
\nEmployee motivation and
\nremuneration
\nCase Study: To bonus or not to
\nbonus. Pp 466-467
\nJohnson Technology. Pp 473-474
\nReadings: Chapter 11
\nSession 2: 1.30 pm \u2013 4.30 p.m.
\nIndustrial Relations
\nCase Study: No job satisfaction at State General
\nHospital. Pp 519-521
\nClass Exercise: Negotiation Exercise
\nComputer Lab: 3:30 to 4:30 HR Simulation
\nReadings: Chapter 12
\nDAY 5
\nMONDAY 6TH JUNE 2016
\nSession 1: 9.00am \u2013 12.30 p.m.
\nManaging a safe, healthy and
\ndiverse workforce
\nCase Studies: The toxic boss. Pp
\n568-569
\nBazza\u2019s Outdoor Apparel \u2013 A case
\nfor discrimination pp 614-615
\nSession 2: 1.30 pm \u2013 4.30 pm
\nGroup Presentations
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 12 of 17
\nReadings: Chapters 13 and 14
\nAdditional Resources:
\nThe following list may be used as a guide. Useful sources are likely to include referred journal articles
\nand text and reference books. The internet can be a useful source for material (but must be used with
\ncaution and discrimination) and journal articles may be located via library databases.
\nBoxall, P. & J. Purcell (2003). Strategy and Human Resource Management. Houndmills, Basingstoke: Palgrave MacMillan.
\nCooper, R. (2009). Forward with Fairness Industrial Relations under Labor in 2008, Journal of Industrial Relations, Vol.
\n51, No. 3, pp. 285-296.
\nDe Cieri, H., Kramar, R., Noe, R.A., Hollenbeck, J.R., Gerhart, B. & Wright, P. M. (2005). Australia: Pearson
\nDessler, G., Griffiths, J. & Lloyd-Walker, B. (2007). HRM. (3rd Ed.), Australia: Pearson Education Ed.). Houndmills
\nHampshire: Macmillan.
\nFlorian, P. (2009). Determinants of Work-life Balance: Shortcomings in the Contemporary Measurement of WLB in Largescale
\nSurveys. Social Indicators Research, 92( 3) pp. 449-469.
\nGomez-Mejia, LR, Balkin, DB & Cardy, RL (2012), Managing human resources, (7th ed. ), Pearson, Upper Saddle River.
\nHartel, C.E.J., Fujimoto, Y., Strybosch, V.E., & Fitzpatrick, K (2007). Human Resource Management Transforming Theory
\ninto Innovative Practice. Australia: Pearson
\nKramar, R, Bartram, T, De Cieri, H, Noe, R, Hollenbeck, J, Gerhart, B, Wright, P (2010), Human Resource Management
\nin Australia, 4th edn, McGraw Hill.
\nMcKenna, E. & Beech, N. (2008). Human resource Management A Concise Analysis (2nd Edition). United Kingdom:
\nPrentice Hall
\nMello, J. A. (2011). Strategic HRM 3rd ed. South Western-Cengage Learning, Ohio, USA
\nNankervis, A, Compton, R & Baird, M (2011), Human resource management: Strategies & processes, 7th edn, Thomson,
\nVictoria.
\nSappey, R., Burgess, J., Lyons, M. & Buultjens, J. (2009). Industrial Relations in Australia Work and Workplaces 2nd ed.
\nAustralia: Pearson
\nShen, J., Chanda, A., D\u2019Netto, B. & Monga, M. (2009). Managing diversity through human resource management: an
\ninternational perspective and conceptual framework, The International Journal of Human Resource
\nManagement, Vol. 20, Issue-2, February, pp. 235 \u2013 251.
\nTakeuchi, N. (2009). How Japanese manufacturing firms align their human resource policies with business strategies:
\ntesting a contingency performance prediction in a Japanese context. The International Journal of Human
\nResource Management, Vol. 20, Issue-1, January, pp. 34\u201356.
\nTaormina, R. J. & Gao, J. H. (2009) Identifying acceptable performance appraisal criteria: An international perspective. Asia
\nPacific Journal of Human Resources, Vol. 47, No.1, pp.102-125.
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 13 of 17
\nTeicher, J., Holland, P., and Gough. R. (Eds.), (2006). Employee Relations Management, Second Edition. Frenchs Forest,
\nNSW: Prentice-Hall.
\nNOTE: You should not restrict your reading to the listed texts. To successfully complete this subject you are strongly
\nencouraged to also read HRM and related peer reviewed journals and peruse selected newspapers and other news
\nmagazine articles for issues relevant to HRM.
\nSome useful resources: Journals
\nAsia Pacific Journal of Human Resources
\nHuman Resource Management Journal
\nInternational Journal of Employment Studies
\nPersonnel Journal
\nPersonnel Review
\nThe International Journal of Human Resource Management
\nWeb sites:
\nAustralian Human Resources Institute
\nhttp:\/\/www.ahri.com.au\/
\nSociety for Human Resource Management
\nhttp:\/\/www.shrm.org\/
\nGreat place to find articles on HR topics
\nhttp:\/\/scholar.google.com.au\/
\nThe link to the library website for more information is:
\nhttp:\/\/www.federation.edu.au\/current-students\/assistance,-support-and-services\/academic-support\/learning-andstudy\/resources\/general-guide-for-the-presentation-of-academic-work<\/p>\n
Course Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 14 of 17
\nMarking Guides\/Rubrics:
\nEssay (20%)
\nStudent Name: Student No.:
\nAssessment Criteria HD
\n80-
\n100%
\nD
\n70-
\n79%
\nC
\n60-
\n69%
\nP
\n50-
\n59%
\nMF
\n40-
\n49%
\nF
\n0-
\n39%
\nMark
\nDemonstrated understanding of the HRM topic
\n\u2022 demonstrated understanding of the necessary
\nconcepts\/theories
\nQuality and completeness of the analysis and discussion
\n\u2022 interpreted the instruction\/question appropriately.
\n\u2022 the introduction is appropriate to the type and format of
\nresponse and clearly outlines the focus.
\n\u2022 the body of the response is well structured, with coherent and
\nlogical development of key ideas in appropriate
\nsections\/paragraphs.
\n\u2022 the conclusion is appropriate to type and format of the
\nresponse, successfully summarising the key
\nideas\/issues\/findings
\nAbility to analyse critical incidents and to apply HRM solutions
\n\u2022 demonstrated the ability to analyse critical incidents
\n\u2022 demonstrated ability to apply HRM solutions
\nWritten expression & Correct presentation (format, completed
\nand signed cover page, word count, line spacing, spell check
\netc.), and clarity of expression
\n\u2022 the writing style is appropriate to the task.
\n\u2022 the writing is fluent, exhibiting grammatically correct sentences
\nthat are appropriately punctuated.
\n\u2022 there are no spelling or typing errors and due regard is given to
\nrules of capitalisation and abbreviation, etc.
\n\u2022 key ideas from the literature are effectively paraphrased and
\ncited, and direct quotes are appropriately incorporated
\n\u2022 the response conforms to the appropriate style guide advice
\nand the requirements of the specified format (font, margins etc)
\nEvidence of appropriate reading & research (academic and
\nother relevant journals, text and reference books), Use of intext
\nreference, completion of a full reference list using APA
\nstyle.
\n\u2022 used sufficient and appropriate material from relevant and
\ncredible sources to effectively support the key points
\n\u2022 in-text citations and direct quotes follow referencing guide rules
\n\u2022 reference list and\/or bibliography appropriately compiled
\nTOTAL MARKS OBTAINED
\nComments:<\/p>\n
Course Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 15 of 17
\nEvaluation of HR Simulation Portfolios (20%)
\nMarking Criteria
\nVery Poor
\nPoor
\nSatisfactory
\nGood
\nVery good
\nMark & comments
\nEvidence of critical analysis,
\nevaluation
\nand judgment
\nEvidence of ability to carry out a
\ndetailed analysis of an
\norganisation\u2019s requirements and
\nadhere to a budget
\nEvidence of the ability to apply
\nknowledge to a practical situation
\nEvidence of the ability to think
\nlaterally in regard to management
\nfor continuous improvement
\nTotal available marks \u2013 20
\nTotal mark obtained<\/p>\n
\/20
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 16 of 17
\nEvaluation of HR Simulation Presentations (10%)
\nCriteria Fail Pass Credit Distinction High
\nDistinction
\nDemonstrated
\nindependent
\ncritical thinking
\nMerely
\nregurgitated
\ninformation
\nMerely
\ndescribed the
\nissue under
\nexamination
\nSome
\nevidence of
\nanalytical
\nskills, but a
\ndominant
\ntendency to
\ndescribe.
\nRelatively
\ngood analytical
\nskills.
\nHighly
\ndeveloped
\nanalytical
\nskills
\nStructure of
\npresentation
\nDisjointed,
\npoorly
\nstructured.
\nArgument
\npoorly
\nconstructed
\nwith some
\ncoherence.
\nRelatively
\ncoherent but
\nstill difficult to
\nunderstand in
\nsome
\nsections.
\nA coherent line
\nof argument
\nbut not
\nthoroughly
\nsustained.
\nA sustained
\ncoherent
\nand logical
\nline of
\nargument.
\nEngagement
\nwith audience
\nVery little or
\nno
\nengagement;
\nreads from
\nslides or
\nnotes
\nSome
\nengagement,
\nbut mainly
\nrelies on
\nnotes or
\nslides
\nA good
\nattempt but
\nsometimes
\ndoesn\u2019t come
\noff, or
\nsometimes
\nmisreads
\naudience, but
\nat other times
\nengages
\naudience with
\nthe issue.
\nGenerally
\ngood audience
\nengagement
\nand
\ninvolvement;
\ngenerally
\nenhances
\naudience
\nappreciation of
\nthe issue.
\nConsistentl
\ny engages
\nand
\ninvolves
\naudience in
\na
\nmeaningful
\nway which
\nenhances
\ntheir
\nappreciatio
\nn of the
\nissue.
\nCourse Description:
\nBUHRM5912 Human Resource Management
\nCRICOS Provider No. 00103D Page 17 of 17
\nComments:
\nTotal available marks \u2013 10
\nTotal mark obtained<\/p>\n
\/10
\nCriteria for assessing team performance in the competitive rounds, with a mark out of 5 to be
\nallocated to each team\u2019s performance as at the end of Round 8 (10%)
\n\u2022 Team performance will be assessed on the basis of a balanced scorecard approach
\n\u2022 The factors on which team performance will be assessed will be advised prior to the
\ncommencement of the competitive rounds of the simulation
\n\u2022 Team performance is out of 10
\n.
\n\u2022 Marks will be allocated on the basis of team scores at the end of Round 8, as follows:
\n\u2022 90 or more: Mark of 10
\n\u2022 85-89: Mark of 9
\n\u2022 Between 75-84: Mark of 8
\n\u2022 Between 65-74: Mark of 6
\n\u2022 Between 50 -64: Mark of 4
\n\u2022 Below 50: Mark of 0
\nBUHRM5912 Human Resource Management
\nEssay Question
\nFirst Semester 2016
\n\u2018If HRM is to contribute to the effectiveness of organisations, it needs to be
\nstrategic, and HR strategy needs to be integrated with business strategy.\u2019
\nDiscuss.
\nGeneral advice:
\nYou should start by becoming familiar with the discussion in chapter 1 of the textbook,
\nespecially from pages 25-40. This reading will give you a basic idea of the issues to be
\ndiscussed in the question.
\nThen undertake additional reading on the issues. One way is to follow up some of the material
\nreferred to in the footnotes in the pages of the text listed above. The full details of the
\nfootnotes can be found at the end of the chapter.
\nYou can also use the Fed Uni library search engine to find other academic references. A useful
\nway to do this is to type some of the keywords from the question into the search box on the
\nlibrary website.
\nPlease write in normal essay style. Avoid the use of sub-headings; instead introduce new
\nmaterial through the use of an introductory sentence, and conclude each section with a
\nsummary sentence that also links to the next section of the essay.
\nResearch and referencing requirements:
\nYou MUST include a minimum of 4-6 academic references in your research. Academic
\nreferences are those which have been peer reviewed for quality assurance. These include
\narticles from academic journals and academic textbooks from reputable publishers.
\nIt is always best to use the library database, or the references from the textbook, to choose
\nyour material. Wikipedia is not peer reviewed, and many other internet sources similarly are
\nnot peer reviewed and cannot be verified. This is why you should only use the library database
\nor references from the textbook (which you can search using the library database).
\nReferencing must be in APA format. In-text citations must be included, as well as a full
\nreference list at the end of the essay.<\/p>\n","protected":false},"excerpt":{"rendered":"
Hrm strategy\/BUHRM5912 Human Resource ManagementPaper Details Also as discussed, the essay can be approached in a number of ways. We discussed two ways in class: a micro (strategic HR functions) and macro (linking with organisation structure and culture) approach; and Read More …<\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[],"tags":[],"class_list":["post-94373","post","type-post","status-publish","format-standard","hentry"],"_links":{"self":[{"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/posts\/94373","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/comments?post=94373"}],"version-history":[{"count":0,"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/posts\/94373\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/media?parent=94373"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/categories?post=94373"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.benedictsol.com\/blogs\/wp-json\/wp\/v2\/tags?post=94373"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}