UNIT 06: STRATEGIC HUMAN RESOURCE MANAGEMENT

Unit Reference Number F/616/2739

Unit Title Strategic Human Resource Management
Unit Level
Total Qualification Time (TQT) 200 Hours
Guided Learning Hours (GLH) 80 Hours
Number of Credits 20
Mandatory / Optional Mandatory
Unit Grading Structure Pass / Fail

Unit Aims
The aim of this unit is to develop learners’ understanding of competing and contrasting
perspectives of strategic HRM. The unit develops learners’ understanding of how HRM
strategies and practices contribute to organisational and employee performance, and the
problems and complexities of operationalising an HRM strategy within different types of
organisation.

Learning Outcomes and Assessment Criteria

Learning Outcome – Assessment Criterion –

The learner will: The learner can:
1 Understand the role and 1.1 Illustrate key concepts and models governing
importance of human Strategic Human Resource Management.
resource management in
1.2 Evaluate the role and importance of Strategic
achieving organisational
Human Resource Management in organisations.
effectiveness.
1.3 Analyse the frameworks of Strategic Human
Resource Management.
2 Understand the formulation 2.1 Analyse the strategic human resource process.
and implementation of human
2.2 Assess the approaches of Strategic Human
resource strategies.
Resource Management.
2.3 Analyse the development and implementation of
human resource strategies.
3 Be able to critically analyse 3.1 Evaluate appropriate human resource strategies
the use and application of a for an organisation.
range of HR strategies
3.2 Assess human resource strategies and their
designed to improve
application in an organisation.
employee and organisational
performance.
4 Be able to critically evaluate 4.1 Review current literature and perspectives on
various key perspectives Strategic Human Resource Management.
within Strategic Human
4.2 Evaluate contemporary issues affecting Strategic
Resource Management.
Human Resource Management.
Indicative contents

Topic Course Coverage

Learning Outcomes 1 and 2  Definitions and models of strategic HR management
The SHRM Framework (e.g. contingency model, best practice model,
Harvard Framework, Ulrich’s model, control based,
resources based etc.), fundamentals and
characteristics of strategic HR management, types of
strategies, approaches to strategy, criteria for
successful strategy
 Legal requirements, human capital management,
improving organisational performance through
strategic HR management, alignment of HR and
corporate strategy
Learning Outcomes 2 and 3  Setting strategic direction, Long term v short term,
Development and implementation Audits, designing the management system, planning
of HR strategies total workforce/demand forecasting, generating
required human resource, developing people and
performance, reward management systems,
assessing organisational, competence,
performance/development strategies
 Strategic HR role of frontline management,
conducting a strategic review, setting out the strategic
HR plan, Implementing HR strategies
Learning Outcomes 2, 3 and 4  Organisational, development, transformation, culture
Types of HR strategies and their management, knowledge management, developing
application trust and reward); talent management, succession
planning; Resourcing strategies (HR planning,
flexibility, retention and talent management etc.);
Learning and development strategies (learning
culture, learning, organisation, organisational learning
strategies, individual learning), performance
management (definition and purpose, scope, process
and approaches)
 Reward strategy (purpose, characteristics, structure,
developing the strategy, effective strategies, impact
on management)
 Employee relations strategy (issues, background,
HR approach, policies, partnership agreements,
employee voice strategies
Learning Outcomes 1 and 4  Internationalism and challenges for strategic HR
Contemporary issues and management, diversity management and equal
perspectives on SHRM opportunities, downsizing and its strategic
implications, globalisation, culture/equality and
diversity, work life balance
 OTHM DIPLOMA IN BUSINESS MANAGEMENT | (RQF) SPECIFICATION

Assessment
To achieve a ‘pass’ for this unit, learners must provide evidence to demonstrate that they
have fulfilled all the learning outcomes and meet the standards specified by all assessment
criteria.

Learning Outcomes Assessment criteria Assessment type Word count

to be met covered (approx. length)
All 1 to 4 All ACs under LO 1 to 4 Coursework 3500 words

Indicative Reading list

Bratton, J., Grint, K. and Nelson, D. L. (2005) Organizational Leadership. New York:
Thomson South Western.

Colquitt J, LePine, J. and Wesson, M. (2010) Organizational Behaviour. Boston: McGraw-

Hill.

Farnham, D. (2010) Human Resource Management in Context, Strategy, Insights &

Solutions. London: CIPD

Gill, R. (2006) Theory and Practice of Leadership. London: Sage.

Gilmore, S. and Williams, S. (2012) Human Resource Management. 2nd Edition. Oxford:
Oxford University Press
th
Gold. J., Thorpe, R. and Mumford, A. (2010) Leadership and Management Development, 5
Edition. CIPD

Kouzes, J. M. and Posner, B. Z. (2008) The Leadership Challenge. 4th Edition. New York:
Jossey-Bass. London: CIPD.

Mabey, C. and Finch-Lees, T. (2008) Management and Leadership Development. London:

Sage.

Northouse, P. G. (2009) Introduction to Leadership, Concepts and Practice. London: Sage

Robbins, S. and Judge, T. (2009) Organizational Behaviour. New Jersey: Person Prentice Hall

Storey, J. (2004) Leadership in Organisations; Current Issues and Key Trends. London:
Rutledge. Times/Prentice Hall.

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