• Define the term Human Resource Management. • Describe the main activities of the Human Resource Management function. • Outline the historical development of Human Resource Management. • Contextualise Human Resource Management within the macro and micro environment.

• Outline the nature of human resource planning (HRP) and how HRP links with both the organisation’s overall business strategy and with its specific recruitment strategy. • Describe the stages in the human resource planning process and recognise the importance of on-going HR planning in organisations. • Differentiate recruitment from selection activities within an organisation’s resourcing strategy. • Distinguish between terms used in recruitment such as job analysis, job design, person specification and competency frameworks. • Explain the advantages and disadvantages of different recruitment methods. • Describe ways of generating an ‘applicant pool’ and attracting candidates. • Identify what a flexible workforce is and how organisations use it. • Explain key legislation in relation to recruitment and the flexible workforce.

• Identify how the shortlisting process forms a fundamental part of the employee selection decision. • Explain how a shortlisting matrix operates. • Outline the issues involved in choosing a selection method/s for each hiring decision. • Discuss the range of employee selection methods available and outline how they operate. • Describe the limitations associated with using the interview as a selection tool. • Outline how employment legislation affects the employee selection process. • Identify the key stages involved after the final selection decision is made.

• Explain the links between employee induction, turnover and retention and how a strategic approach to their management can increase the potential overall competitiveness and success of the organisation. • Explain what employee induction is and why organisations invest in these programmes from a strategic perspective. • Discuss the impact of employee turnover on an organisation. • Identify specific practices to analyse employee turnover. • Identify what employee retention is and why it is important from a strategic perspective.

• Explain the reasons why inequality exists in the labour market and in workplaces. • Understand what we mean by the ‘social justice’ and the ‘business case’ for promoting equality. • Identify the key broad elements of equality promotion and regulation in various countries. • Discuss the controversy relating to positive discrimination and the difference between this and positive action. • Identify key differences between equality regulation in different countries. • Explain the role of HRM in promoting equality, ensuring that the workplace is free from discrimination, and in dealing with complaints. • Identify and explain the key processes and procedures utilised by organisations, namely equality policies and dignity at work policies.

• Describe the role and value of performance management. • Identify why performance management fails to deliver and what the common pitfalls are. • Explain how performance management review meetings should be conducted. • Appreciate the importance of training all staff on the theory and practice of performance management. • Critically evaluate the most common appraisal or performance management scheme types. • Appreciate the importance of evaluating performance management systems • Identify how ‘underperformance’ should be dealt with. • Understand what coaching is and its relevance to the management of performance.

• Outline the key aims and objectives of an organisation’s reward package. • Distinguish between the different elements of the reward package, i.e. pay, incentives and benefits. • Explain the factors which influence an organisation’s pay and reward decisions, and understand the advantages and disadvantages of different types of pay and reward. • List and explain the factors that affect how an organisation determines the relative value of jobs. • Outline the different approaches to job evaluation. • Describe the options available to employers who implement performance-based incentive schemes. • Discuss the idea of pay as a motivator for employees.

• Explain the differences between L&D and other terms that are used to describe these activities in organisations. • Demonstrate an understanding of the benefits of L&D for individuals and teams, organisations and society, and assess different approaches to the development of L&D strategies. • Explain how individuals can learn in organisations and how individual styles and references vary. • Evaluate the issues involved in identifying and responding to L&D needs. • Understand the key issues to be considered when designing L&D interventions. • Outline the key steps to be considered when evaluating L&D and measuring return on investment.