Introduction

1- Introduction 2- Understand environmental forces impacting organizations: Analyze key internal and external forces. 3- Describe the changing nature of HRM in response to environmental forces. 4- Explain the impact of globalisation and international forces on HR strategies and practices. 5- Explain the impact of demographical, social & technological trends on HR strategies and practices. 6- Explain the impact of government policy and legal regulation on HR strategies and practices. 7- Explain strategic contexts and terminology. 8- Carry out stakeholder analysis and environmental audit. 9- Identify the role of HR professionals in strategic planning. 10- Identify a range of organizational contexts. 11- Evaluate the application of an HR function in an organizational context in achieving set goals and objectives. 12- Introduction 13- Understand HR strategy development: Describe different approaches in developing HR strategy. 14- Identify links between HR strategy and organizational performance. 15- Identify the role of different concepts in creating high performing organizations. 16- Understand the nature of leadership: Identify the nature and approaches to the study of leadership. 17- Explain the significance of the leadership role in creating and sustaining high performing organizations. 18- Evaluate the contribution of HRM and HRD functions: Identify the aims, objectives, and practices of HRM and HRD. 19- Understand organizational dynamics. 20- Formulate strategies in different functions of HR Management and Development. 21- Promote professionalism and ethical approach to HRM and HRD practice: Describe the changing role of HR function in an organization. 22- Introduction 23- Contextual and environmental themes and trends: Explain relevant themes and trends in employee resourcing and talent management. 24- Strategic significance: Explain the importance of employee resourcing and talent management in achieving organizational goals. 25- Employment market variations: Explain how employment markets differ and the implications for organizations. 26- Long and short-term resourcing and talent planning: Propose methods for effective planning in both the long and short term. 27- Human Resource Planning Process: Explain the process of human resource planning. 28- Professional functions: Understand the various functions associated with talent and succession planning. 29- Theoretical perspective of learning and talent development: Explain the theoretical basis of learning and talent development. 30- Process and practices of learning and talent development: Understand the process and practices involved in learning and talent development. 31- Analyze the environmental context: Analyze the external factors influencing employee resourcing and talent management. 32- Evaluate learning and talent development: Assess the effectiveness of learning and talent development strategies. 33- Introduction 34- Understand linkages between performance, HR practices, and organizational performance: Identify linkages between HR practices and organizational performance. 35- Identify barriers and blockages to expected performance standards: Identify expected performance standards and barriers. 36- Analyze key HR and employment practices influencing employee performance. 37- Understand linkages between performance, HR practices, and organizational performance: Identify linkages between HR practices and organizational performance. 38- Introduction 39- Understand employee relations theoretical perspectives: Explain different theories and models related to employee relations. 40- Assess impact of environmental factors on employee relations: Analyze how external factors such as economic, social, and technological. 41- Explain the role of employment law: Understand the legal framework that governs employee relations and the rights and responsibilities of both employee. 42- Explain the role of government in employee relations: Understand how government policies and regulations influence employee relations. 43- Assess how changes in trade unionism have affected employee relations. 44- Explain the role of management in employee relations within an organization. 45- Evaluate the integration of employment relations processes and their impact on organizational outcomes. 46- Explain the concept of employee participation and involvement in the decision-making process. 47- Introduction 48- Identify suitable business issue: Choose a relevant topic for the project. 49- Analyze existing literature and HR policies: Review relevant literature and contemporary HR practices related to the chosen issue. 50- Set coherent aims and objectives: Define clear goals and justify the research methods to be used. 51- Select appropriate research method: Determine the most suitable research method for the chosen topic. 52- Undertake systematic analysis: Analyze quantitative and/or qualitative information and interpret the findings. 53- Formulate conclusions and recommendations: Develop conclusions and recommendations for improvement or development. 54- Develop persuasive business report: Create a logical and clear written argument consistent with the chosen discipline's traditions for senior management. 55- Write reflective account: Reflect on what has been learned during the project and how it can be applied in the future. 56- Introduction 57- Introduction and Background: Provide an overview of the situation, identify the organization, core business, and initial problem/opportunity. 58- Consultancy Process: Describe the process of consultancy development, including literature review, contracting with the client, research methods. 59- Literature Review: Define key concepts and theories, present models/frameworks, and critically analyze and evaluate literature. 60- Contracting with the Client: Identify client wants/needs, define consultant-client relationship, and articulate value exchange principles. 61- Research Methods: Identify and evaluate selected research methods for investigating problems/opportunity and collecting data. 62- Planning and Implementation: Demonstrate skills as a designer and implementer of an effective consulting initiative, provide evidence. 63- Principal Findings and Recommendations: Critically analyze data collected from consultancy process, translate into compact and informative package. 64- Conclusion and Reflection: Provide overall conclusion to consultancy project, reflect on what was learned about consultancy, managing the consulting. 65- Understand how to apply solutions to organisational change.