The module aims to develop a critical understanding of interpersonal and organisational processes that influence the nature of employment relationship between employees and employers. The module presents competing perspectives on various organisational concepts and provide a comprehensive and uncompromising view of contemporary developments in management, work, and employment. The critical approach enables learners to unpack the meaning behind managerial practise and to develop a rigorous understanding of work and employment relationship.

1. Critically discuss and contrast the contemporary literature and research in the fields of organisational behaviour, human resource management, employee relations and labour process

2. Evaluate competing perspectives on the nature of the employment relationship

3. Explain in-depth the meaning behind the managerial behaviour and organisational approach to management of people

4. Analyse howsocial relations in the workplace influenceworkplace behaviour at theindividual and group level

5. Synthesise the knowledge of varying people management strategies to predict organisational outcomes

This module develops students' analytic capability to enhance the performance of their human capital. Through the identification of key drivers that predict sector-specific outcomes, students will be equipped with the tools to inform decisions and HR investments. In addition, the module complements other HR modules by recognising the importance of information management and systems in the HRM decision-making process, strategic HRM, organisational change and development and HR evaluation.

1. Critically evaluate the context ofHuman Resourceanalytics across different types of work and organisations.

2. Evaluate key drivers that predict sector-specific outcomes and thetools thatinform decisions and HR investments

3. Analyse how analytics might help inform HR activities such asrecruitment and selection, talent management, motivation, reward and retention.

4. Evaluate the needs of a Human Resource Information System and how these needs determine the design.

5. Analyse how security and privacy of Human Resource Information Systems can be managed in different contexts.

This module introduces the student to different research methods, approaches and philosophies. In addition, students develop the skills to identify a research question, critically review academic and/or professional literature to address that question, and learn about ethics in research. This builds a solid foundation for the student's thesis. It reinforces how research influences management practice and vice versa, and students develop a high level of research skill that will be useful in their career.

1. Evaluate different research methods, approaches and philosophies

2. Define an originalresearch question

3. Evaluate the significance of data to address a research question

4. Develop a research proposal

5. Operate independently and responsibly, and take a positive and active role in his or her learning

The module aims to develop a critical awareness of business integrated functions linked with the managing of people and the knowledge of contemporary approaches to management in organisations. The learners will be able to critically discuss the strategic importance of people in developing of dynamic capabilities for sustainable competitive advantage. In addition, the module develops fundamental business development skills and analyse the various ethical issues the graduates may face in their future careers.

1. Articulate and trace the historical lineage of management and work organisations with reference to the classical school and later systems and contingency analysis.

2. Identify the major external influences on organisations and be able to deploy toolsto analyse the broader contextual environment in which organisationsoperate.

3. Analyse anorganisational internal environment and propose appropriate strategy to achieve sustainable competitive advantage

4. Explain in depththe human resource management integration in varying organisational processes including quality, knowledge, continues improvements and business development

5. Evaluate the importance of organisational ethics and social corporate responsibility

The module aims to develop a comprehensive understanding of how labour markets work and how they are affected by institutions and labour market policies. The module considers the strategic interactions between labour supply and labour demand and acknowledges the importance of distortions and imperfections in these interactions. In addition, the module outlines the origins of unemployment and analyses the role of government in reducing unemployment and increasing participation. It addresses the process of wage differentials and explains why similar workers are paid differently and have different career progression paths. The module outlines the role of public policy in maintaining efficient labour markets in society.

1. Identify and critically discuss the key issues related to the field of labour economics

2. Formulate a balanced, critical evaluation of policy debates around current labour economic issues.

3. Confidently discuss academic research in the field of labour economics and policy.

4. Develop competence in communicating and solving labour market problems in a collaborative work environment.

The module explores contemporary issues in employee relations across an international context. The module navigates the role of institutions and actors in the employment relationship such as the state, trade unions, educational institutions and employer associations in different countries. Students will learn regarding national institutional approaches to employee voice. Furthermore, areas such as co-operation, conflict, working time differences and the impact of automation and artificial intelligence on the employment relationship will also be explored.

1. Evaluate how institutional and cultural forces shape the employee relations landscape.

2. Critically evaluate how the different actorsimpact employmentrelationship.

3. Analyse how variousvoice mechanisms shape employer-employee power dynamics.

4. Critically evaluate emerging challenges and opportunities in managing employee relationship internationally.

5. Evaluate various approaches to conflict resolution in various contexts.

6. Explain how contemporary work practisesimpacts the employment relationships

The module will equip students with the tools to identify, attract, motivate and retain those who are likely to differentially contribute to organisational competitive advantage. Students will develop competencies in identifying high potential incumbents along with the ability to recruit and manage a diverse workforce to enhance innovation and performance. The module also develops a critical understanding of importance of performance management and its processes. Finally, the module develops a practical skill in designing an innovative total rewards model to attract, motivate and retain a valuable talent in an organisation.

1. Critically evaluate how organisational strategy influences the management of talent.

2. Evaluate and select appropriate recruitment and selection methods to ensure that the best person for the job has been selected from thepool of candidates

3. Design and implement effective performance appraisal strategies to improve individual performance

4. Design and implement innovative rewards packages to attract, motivate and retain an organisational talent

5. Critically discuss the various talent management strategies during downsizing

The module aims to explain core concepts concerned with the role and effectiveness of training and development in organisations and to identify and develop the skills necessary to be an effective trainer. An emphasis is placed upon the learner's ability to establish a T&D function and in identifying T&D priorities. Specifically, the learners will develop skills in designing, delivery, and evaluation of T&D activities. Finally, the module encourages learners to consider the type of characteristics and actions a learning organisation needs to portray, through its leadership and its people, to make a positive impact on society and the environment.

1. Analyse the strategic role of T&D in sustainingorganisational competitive advantage

2. EvaluateT&D needs at theorganisational and individual level

3. Design and deliver a T&D programme taking into consideration the individual employee’sability to learn

4. Evaluatethe effectiveness of T&D initiatives andassess their return on investment

5. Critically discuss the importance of multiskilled flexible employees in contemporary organisations

Change is a continuous process that requires organisations to take various steps to ensure survival and remain competitive. The global context places significant pressure on businesses to remain relevant to an increasingly discerning customer base. Central to organisational sustainability is the effective management of change strategies that enable better employment relations, improve innovation capacity, strengthen connections with local communities and create meaningful social and environmental polices. This module enables learners to broaden their understanding of organisational change as a process that is not only complex, but one that exists along a nexus of economic, social and environmental connections;impacting and shaping human capital development needs.

1. Critically discuss the impact of the global process on production and consumption and its implications for human capital development needs

2. Evaluate the challenges and opportunities that exist for organisations andemployees in adapting to more socially responsible and environmentally friendly policies

3. Critically analyse the role of the HR function as an agent of change insupporting and developingsustainableorganisational strategy

4. Explain in detail the potentialof networking and co-operation activities in building sustainable economic, social and environmental practices

5. Synthesise the knowledge of various change and sustainable strategiesto determine an alternative approach to what we produce and how we consume

This module will examine a range of contemporary issues that reflect the workplace at the time of delivery. The objectives are to enable students to develop knowledge on current HR/ER topics and to recognise that HR/ER is an evolving area that requires practitioners to continuously stay abreast of developments if they are to proactively respond to changes in the workplace.

1. explore a range of contemporary HR/ER issues from multiple perspectives

2. assess the impact of a range of contemporary HR/ER issues on the workplace

3. demonstrate the ability to use a range of resources (practical and theoretical/academic) to develop effective workplace solutions

4. recommend appropriate management actions to address the challenges posed by issues that arise in the workplace

The module aims to equip students with a comprehensive knowledge of employment and industrial relations law. It seeks to examine the key features of law which apply to the Employer/Employee relationship and the legal implications of that relationship. The module also aims to develop a critical understanding of the theoretical foundations of mediation and negotiation, and it includes an analysis of conflict theory and approaches to conflict intervention. The module is structured around theoretical presentations and skills development through exercises and role-play.

1. Demonstrate an awareness of the sources of employment law and a specialised knowledge of the employment law framework in Ireland.

2. Demonstrate practical skills in the applicationof employment law, provide evidence of workplace compliance and articulate a detailed knowledge of enforcement mechanisms.

3. Demonstrate a comprehensive knowledge of Industrial Relations law in Ireland and how this effects the Employer/Employee relationship.

4. Apply an advanced knowledge of the individual employment rights inIreland and the obligations that these place on employers.

5. Analyse the nature of work based conflict and the impact on interpersonal relationships and organisations.

6. Articulate the principles, forms, and approaches that are used in mediation and negotiation.

7. Apply the skills of negotiation or mediation to construct a coherent approach and evidence-backed argument for persuading others.

8. Assess the impact of The Mediation Act, 2017 and the role of the Workplace Relations Commission in mediation.

The Thesis module enables the learner to develop a considered and valuable piece of research in the Human Resource Management or Employee Relations area. This module will require the student to formulate, research, analyse and submit a dissertation upon a pre-agreed research problem. Students, with supervision, will be required to manage their own research process, from inception to submission. The practical tools for this module will be provided to the students through the dedicated Research Methods Module on Semester 2 of the programme.

1. Analyse and critically evaluate secondary sources in a chosen area of HRM or ER fields of research and to develop an in-depth literature review.

2. Critically assess and apply appropriate primary research data collection methodologies to the chosen research topic.

3. Analyse the data collected and present findings of the empirical investigation.

4. Demonstrate problem-solving and reflective critical thinking, in dialogue with the literature.

5. Work independently within the required time frame.