The unit equips students to lead human resource development initiatives by developing specialist knowledge and skills. Contemporary HRD is studied within the context of strategic employment relations, challenges around talent management, the evolution of training and development in firms and in public institutions, and with some consideration of organisational learning. By working through stakeholder differences and labour market segments, students argue as they apply knowledge to different contexts. Through argument and application comes insight into critical perspectives on building human capability, career management and development, and current and future trends in HRD in a number of countries.

Industrial Relations and Workplace Change is designed to equip current and future employment relations professionals and practitioners with the knowledge necessary to analyse and implement the processes for workplace change and workplace-level bargaining, and to compare and contrast the approaches taken in Australia with those of other countries and systems. The unit focuses on problem solving and workplace change for employee engagement and dispute resolution.

This unit is designed to put national-level employment relations into international and global perspectives. Students will be equipped to work in globalised labour markets and to assist organisations in responding effectively to international environments. The nature of globalisation, national systems of employment relations and significant contemporary human resource management issues are explored. The implications of social, cultural, political and economic factors in differing national, international and global contexts for employment relations strategies and practices are examined.

This unit enables employment relations professionals to deploy advanced practitioner skills in specific workplace and institutional contexts. The management and the negotiation of reward are emphasised. Innovations such as strategic and ‘total reward’ strategies are critically examined. These innovations relate to the key issues of market-imperatives and fairness, including the balance between collective and individually-determined reward and reward strategies related to performance.

Society shapes work and labour markets, but society in turn is influenced by work and labour markets. Key factors are dominant social values and norms as well as economic, technological, demographic and political changes. This unit equips students to analyse and respond effectively to these interactions and changes in a range of contexts. A key theme is the changing patterns and nature of work (paid and unpaid), workforce participation, and the impact on stakeholders such as individuals, families and communities. Future trends and directions in relation to work, society and labour markets are explored.

In an era of globalisation and economic and social change, workforce planning is a strategic tool, both for the management of organisations and human resource strategy, and for broader issues of public policy and economic development. The unit is designed to enable employment relations professionals to plan for building organisational capability Planning for demographic changes, skill shortages and economic shocks is crucial for managing risk and growing organisations, but makes planning more difficult and complex. The aim is for managers to influence organisations by demonstrating planning’s vital importance to sustainability and to undertake planning using quantitative tools.

Workplace interactions are dynamic, fluid and responsive to changing economic, social and political circumstances. Adopting a critical approach, the focus is on the concerns of managers and employees in their day-to-day interactions. The unit explores the impact of organisational and socio-economic change on organisations with emphasis on the impact of the new forms of work and technology, economic developments, diversity and cross-cultural communication. Dynamics equips business students with the ability to analyse and manage a changing business environment, appropriate for careers in Australia and internationally.

Work and employment are governed by legislation and require ongoing negotiation among stakeholders, sometimes with the involvement of lawyers and tribunals using dispute resolution techniques. Understanding the principles of labour and employment law helps employment relations professionals define, assess and prioritise issues in terms of their potential legal ramifications. This unit provides a foundation for professionals to balance employees’ and employers’ rights and responsibilities under changeable legislative frameworks: from engaging employees, to health, safety and welfare, to performance management, through to termination. Learning strategies include case discussion and investigating resources available for every day professional practice.