What is a Learning Outcome? The University of Northampton uses a learning outcomes approach to the delivery and assessment of modules. Learning outcomes are statements of what someone will know or be able to do as a result of study and describe what should have been achieved if a student has satisfactorily completed the stipulated study; they are a statement of the minimum acceptable learning to be achieved. They don't stipulate what is taught or how it is taught. Learning outcomes can: • Clarify the elements of learning within programmes and modules • Make sure the assessment is appropriate • Link learning and assessment strategies • Help students clarify what is taught and assessed in modules • Help students to plan their programmes Module aim: •&?ßsp;To enable learners to understand and analyse the maininternal and external environmental forces that impact upon organisations andthe ways in which these affect the management of people and organisationalstrategy. •&?ßsp;To analyse and develop ways in which organisations can seekto respond to such environmental forces and understand the constraints andchallenges facing HR professionals in this process.
Module Description Content Welcome to the HRM in Context module - Module Description Organisations are forced to respond and have regard to the environment within which they operate in order to survive and prosper. This environment is becoming increasingly complex calling for sound and methodical methods of analysis if appropriate strategies are to be developed and allow an organisation to understand and manage change effectively. The choices and most suitable strategies fora particular organisation to follow are heavily dependent on numerous contextual issues and these are explored within this module. A broad range of key issues central to management of the environment fall within the realm of Human ResourceManagement and the module allows learners to analyse such areas and develop the skills to make informed choices on which strategies may be most and least appropriate. Within most organisations the management of strategic change is a key activity. The effective HR practitioner should be capable of analysing and predicting a range of possible scenarios that may impact upon an organisation and acting as a change agent. Such scenarios may emerge from a variety of environmental conditions within the political, economic, social, technological and legal framework or may be the result of rapidly changing and turbulent markets and competitive situations. In order to operate effectively at a strategic level, HR practitioners need to not only analyse and predict such scenarios but also to develop coherent HR strategies to enable organisations to achieve their objectives, goals and mission. In this they may be acting as change agents themselves or working with consultants and others. The change process in organisations, whether planned and strategic, unplanned and discontinuous,evolutionary or revolutionary, has profound implications for Human ResourceManagement. Change of whatever type requires innovation, creativity, learning and culture change - all of which lie...
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