Bachelor of Business (Human Resource Management)

In this subject, you learn to approach people management from a stakeholder’s perspective. It emphasises the way that management, labour and the state, along with other key stakeholders, act, both separately and together, to structure the employment relationship. You will gain an initial introduction to the disciplines of industrial relations, human resource management, and employment relations, and to the key stakeholders in the employment relationship. Building on those learnings, we will give you a theoretical and empirical analysis of employment relations processes, with particular emphasis given to recent changes in the role and perspectives of stakeholders.

This subject will build your analytical and research abilities. You will develop capacity to identify, diagnose and engage with industrial relations challenges from different stakeholder perspectives. You will work with real-world industrial relations, look at individual employees’ workplace and labour market experiences. You will also work with the goals and activities of managers; and the role and practices of tribunals, enforcement agencies, employer associations and trade unions.

You will work collaboratively on problems using online research to investigate contemporary practice, such as the drivers behind enterprise agreements and the implications of institutional arrangements and trade unions for productivity, equity and human resource utilisation.

You will gain an insight into the development of people and their skills is essential to the 21st century workplace. By examining the key processes of employee learning, development and career management, participants will understand HRD’s impacts on workers’ employability and careers, organisational effectiveness and economic sustainability. You will be introduced to concepts of workplace learning, case study discussions and research into current HRD trends in Australian and international workplaces.

Through portfolio reports and case studies, students analyse a range of comparative systems and structures of employment relations and the strategic management of global organisations. This analysis includes a focus on key human resource functions including recruitment, training, reward and evaluation of the impact of society, politics, economics and culture of host countries on human resource strategies. You will also examine the role of global stakeholders and assess the implications for human rights that arise from globalisation.

You will be introduced to critical perspectives in reward management. Through case studies you will consider the wider context in which reward strategies are devised. You will also consider the strategic decisions that arise if reward is to meet regulatory requirements, organisation objectives and the expectations of the workforce. You will examine the component parts of contemporary reward and critically assess the relationship between performance and reward.

You will identify and assess contrasting approaches to negotiation and the importance of strategy and judgement in negotiation. Develop your skills through a team-based online negotiation and a critique of the experience of this negotiation. Examine conciliation, mediation and arbitration with a particular focus on advocacy practice in industrial tribunals.

You will use HRM knowledge to develop policies and procedures that take account of the psychology of individuals and groups as well as rising expectations for socially responsible management. The complexities and rewards around managing diverse workforces receive particular attention. Through the challenge of real-world activities, you will be introduced to the difficult judgements that confront HRM professionals around people at work.

Analyse the human resource and industrial relations strategies of the major employment relations stakeholders. While the principal focus is on the organisational level of analysis and on the strategic interventions introduced by management, you will also analyse the strategic roles of government, trade unions, and employer associations. Through a range of learning activities, you will examine the relationship between business strategies and HR/IR strategies, strategic HR/IR interventions, the concept of strategic choice as it concerns stakeholders and the evaluation of strategy.

Managing and Developing Careers focuses on employability and career progression. This subject will focus on portfolio development utilising case studies and industry research to assist students in improving their employment opportunities.

Management Analytics provides students with introductory knowledge in identifying, analysing and interpreting data to assist business management practices. Students will work with data, learning how to effectively use it to make decisions in a business environment. Students will further understand how these decision-making models and forecasting practices can improve management processes, human resources and business metrics.

This subject focuses on forces driving innovation, creativity and technical change at the levels of entrepreneurship, enterprise, economy and society. It also examines the effects of innovation at these various levels. The subject takes a multi-disciplinary approach utilising critical thinking, debates, problem-solving, policy analysis and case studies.

You will learn to apply theory and skills developed throughout the discipline in Human Resource Management to real-world organisational and policy challenges and opportunities. Learn how to use employment relations concepts and “metrics” to design implementation plans and to evaluate policies, practices and change initiatives. Your skills in communication and problem solving will be assured in this subject.