Human Asset Management

1. To improve students’ knowledge and understanding of a variety of perspectives in the context of managing people in organisations.
2. To develop students’ ability to critically appraise alternative concepts of Human Asset Management.
3. To enable students to apply good practice in the range of functions associated with Human Asset Management.

Programme Content and Learning Objectives

The content and objectives outlined represent a framework for the practice of Human Asset Management. Differences of academic and practical opinion must be taken account of and the objectives are not to be taken as exclusive or limiting.

• Understand the connections between HRP and business strategy and planning and the direct impact of changes in the business environment on sources and suitability of potential employees.
• Critically discuss issues arising from the uncertainties of the business context. 
• Analyse, interpret and act on information relating to employee capabilities and performance.
• Analyse and interpret information about labour turnover.

• Apply traditional methods of job design and specification.
• Understand the difficulties of job design in the circumstances of changing organisation structure and culture.
• Develop new approaches to job design to take account of flexible forms of organisations and of working patterns.

• Understand the importance of consultation, communication, information management, legal requirements, personnel specification and a variety of different selection methods, so as to be able to employ people who have the potential to make an effective contribution to the organisation's success, chosen in an atmosphere of equal opportunity, free from bias.

4. Induction and Appraisal

• Implement effective introduction of employees into an organisation and, through appropriate forms of appraisal, limit induction crises and enable employees to become increasingly committed to the organisation's objectives.

• Understand the importance – to employee and employer – of regular appraisal.
• Recognise the difficulties of appraisal for different purposes and be able to conduct effective appraisals.

• Recognise the importance and relevance of employment contracts and employment law.
• Understand the importance of equity in wage and salary determination and accuracy and timeliness in their administration.

• Understand the process of bargaining and negotiation.
• Recognise the relative value of collective and individual bargaining.
• Relate bargaining and negotiation to the establishment of terms and conditions of employment (including reward).

• Understand the process of communication and its importance in all aspects of management.
• Distinguish the advantages and disadvantages of using different forms of communication in a variety of contexts.

• Understand the principles of health and safety legislation and of the impact on employee motivation and performance of a safe and healthy working environment.

10. Disciplinary, Grievance and Dismissal Policies and Procedures

• Construct effective and fair disciplinary, grievance and dismissal policies and procedures, within legal requirements, meeting organisational objectives and values.

• Adapt and apply theories of motivation and relate them to other aspects of Human Resource Management (for example, improving supervisory management and working environment; team working; the structure and management of reward and improving organisational efficiency and effectiveness).