Year
2024Credit points
10Campus offering
Prerequisites
Nil
Incompatible
HRMG213 Sustainable Staffing and Remuneration
Teaching organisation
150 hours over a twelve-week semester or equivalent study period
Unit rationale, description and aim
Developing and implementing sustainable staffing, remuneration and benefits strategies is fundamental to organisational competitiveness and a crucial task for human resource practitioners, line managers, supervisors and business owners. The aim of this unit is to equip students with the knowledge and skills to design, implement, and evaluate staffing, remuneration and benefits practices and systems to support achievement of organisational outcomes that contribute to social justice and the common good.
The unit begins by considering the internal and external environments faced by contemporary organisations including domestic and global competitiveness, labour market trends, technological change and industrial transitions. Students will explore the central elements of strategic, evidence-based approaches to recruitment, selection, talent acquisition, onboarding, remuneration and benefits. The unit will equip students with the knowledge and skills for these key HR activities, taking account account of legal requirements and diversity and equity. Unit topics include job analysis and job design, employer branding, leveraging hidden talent pools, traditional and innovative recruitment and selection tools (including e-recruitment and HR analytics), and remuneration and benefits systems as key employee value propositions.
Learning outcomes
To successfully complete this unit you will be able to demonstrate you have achieved the learning outcomes (LO) detailed in the below table.
Each outcome is informed by a number of graduate capabilities (GC) to ensure your work in this, and every unit, is part of a larger goal of graduating from ACU with the attributes of insight, empathy, imagination and impact.
Explore the graduate capabilities.
| Learning Outcome Number | Learning Outcome Description | Relevant Graduate Capabilities |
|---|---|---|
| LO1 | Explain the key concepts, theories and frameworks related to recruitment and selection, remuneration and benefits, and how they support businesses to meet their strategic organisational objectives | GC1, GC11 |
| LO2 | Design effective and efficient staffing processes, remuneration and benefits strategies, incorporating job analysis and design, recruitment techniques, selection tools, remunerations and benefits systems while also ensuring the human dignity and the legal obligations for these processes | GC2, GC8 |
| LO3 | Examine the impact of a well designed and implemented staffing, remuneration and benefits strategies and practices that take into accounts workers’ rights, ethical perspectives and quality of work life to add value for organisations and society | GC1, GC12 |
| LO4 | Critically evaluate contemporary staffing, remuneration and benefits practices with sustainability characteristics for different positions and roles within organisations | GC2, GC7 |
Content
Topics in this unit build on the introductory coverage in the HRMG200 unit.
Topics will include:
- Introduction to recruitment, selection and talent acquisition
- Job analysis and job design: Traditional and emerging approaches, developing position and role descriptions and selection criteria
- Recruitment techniques and good practices: Legal, ethical, diversity and equity issues, traditional and innovative recruitment methods including e-recruitment and HR analytics, developing recruitment ads, employer branding and employee value propositions
- Employee selection aligned to business strategy
- Employment offers, employment conditions, and onboarding/induction processes
- Introduction to employee remuneration and benefits as attraction and retention strategies
- Theories of remuneration and benefits
- Analysing and designing remuneration and benefits systems for current and future workers
- Contemporary practices and trends in staffing, remuneration and benefits systems
Learning and teaching strategy and rationale
Multi-Mode
This unit takes an inquiry-based learning approach to guide students to develop the knowledge associated with recruitment, remuneration and benefits. Students will explore the theories, concepts and frameworks underpinning the management of contemporary staffing remuneration and benefits strategies and practices in a series of on campus workshops. These workshops are designed to support students to actively participate in the application of this knowledge both individually and in groups by sharing stories and insights and reflecting on experiences. By participating in the workshops, students will systematically develop their understanding of the critical aspects of strategic, evidence-based approaches to staffing, remuneration and benefits and how to design solutions to challenges faced by HR practitioners and those with responsibility for recruitment. Students receive regular and timely feedback on their learning, which includes information on their progress. This approach is designed to interest students who prefer to learn within a social environment and builds in expert support for HR skills development.
ACU Online
This unit uses an active learning approach to support students in the exploration of knowledge essential to the discipline. Students are provided with choice and variety in how they learn. Students will explore the theories, concepts and frameworks underpinning the management of contemporary staffing remuneration and benefits strategies and practices via online mode. Students are encouraged to contribute to asynchronous weekly discussions. Active learning opportunities provide students with opportunities to practice and apply their learning in situations similar to their future professions. Activities encourage students to bring their own examples to demonstrate understanding, application and engage constructively with their peers. Students receive regular and timely feedback on their learning, which includes information on their progress
Assessment strategy and rationale
In order to pass this unit, students are required to complete and submit three graded assessment tasks and achieve an aggregate mark of at least 50%. Marking will be in accordance with a rubric specifically developed to measure your level of achievement of the learning outcomes for each item of assessment. You will also be awarded a final grade which signifies your overall achievement in the unit. The assessment strategy for this unit allows students to sequentially build and develop their knowledge and skills of staffing, remuneration and benefits of organisations to the point where students can develop a sustainable recruitment and selection strategy for a case organisation. To develop this level of capability, students will demonstrate their knowledge of sustainable staffing, remuneration and benefits in a recruitment proposal, further develop their understanding by analysing and presenting on a case study on remuneration and then apply their knowledge and understanding by presenting recommendations in the final assessed report.
Overview of assessments
Multi mode
| Brief Description of Kind and Purpose of Assessment Tasks | Weighting | Learning Outcomes | Graduate Capabilities |
|---|---|---|---|
Assessment Task 1: e Recruitment Proposal This assessment task consists of a recruitment and selection 1200-word proposal to a company considering recruiting via electronic methods. Utilising the knowledge gained in the first five weeks of the unit, the proposal solution must include the steps involved in the process of job analysis and job design, attraction and selection and consider possible ethical and diversity and equity issues that can arise in e-recruitment. Submission Type: Individual Assessment Method: Proposal (Recruitment &Selection) Artefact: Written Proposal | 30% | LO1, LO2 | GC1, GC2, GC8, GC11 |
Assessment Task 2: Remuneration Presentation This assessment task consists of a 15-minute presentation on the topic of remuneration. This task requires students as a group collectively to analyse, examine, reflect, and respond to a real-world scenario and apply remuneration knowledge and skills developed in the unit. Students need to deploy critical analysis to evaluate relevant staffing and remuneration theories and their impact on organisations and society in terms of ethics and diversity and equity. Individual group members are required to complete a Peer Evaluation Tool provided. Submission Type: Group Assessment Method: Presentation Artefact: Oral/Visual Media Presentation | 30% | LO3, LO4 | GC1, GC2, GC7, GC12 |
Assessment Task 3: Case Study Report This assessment consists of a comprehensive case study analysis, which will be completed individually. This task requires students to apply and integrate the frameworks, models, and concepts related to recruitment, selection and remuneration through analysis of a case study and provide a 1750-word report. Students will be asked to reflect on the learnings from this unit and determine the most ethical, practical and evidence-based recruitment and remuneration solution for the most sustainable outcome for the organisation. Submission Type: Individual Assessment Method: Analytical Report Artefact: Written Report | 40% | LO1, LO4 | GC1, GC2, GC7, GC11 |
Online
| Brief Description of Kind and Purpose of Assessment Tasks | Weighting | Learning Outcomes | Graduate Capabilities |
|---|---|---|---|
Assessment Task 1: e Recruitment Proposal This assessment task consists of a recruitment and selection 1200-word proposal to a company considering recruiting via electronic methods. Utilising the knowledge gained in the first five weeks of the unit, the proposal solution must include the steps involved in the process of job analysis and job design, attraction and selection and consider possible ethical and diversity and equity issues that can arise in e-recruitment. Submission Type: Individual Assessment Method: Proposal (Recruitment &Selection) Artefact: Written Proposal | 30% | LO1, LO2 | GC1, GC2, GC8, GC11 |
Assessment Task 2: Remuneration Presentation This assessment task consists of a 10-minute video presentation on the topic of remuneration. This task requires students independently to analyse, examine, reflect, and respond to a real-world scenario and apply remuneration knowledge and skills developed in the unit. Students need to deploy critical analysis to evaluate relevant staffing and remuneration theories and their impact on organisations and society in terms of ethics and diversity and equity. Submission Type: Individual Assessment Method: Presentation Artefact: Video Presentation/PPs | 30% | LO3, LO4 | GC1, GC2, GC7, GC12 |
Assessment Task 3: Case Study Report This assessment consists of a comprehensive case study analysis, which will be completed individually. The aim of the assessment is for students to apply and integrate the frameworks, models, and concepts related to recruitment and remuneration by analysing a case study and provide a 1750-word report. Students will be asked to reflect on the learnings from this unit and determine the most ethical and professionally sound recruitment and remuneration application for the organisational sustainable outcome. Submission Type: Individual Assessment Method: Analytical Report Artefact: Written Report. | 40% | LO1, LO4 | GC1, GC2, GC7, GC11 |
Representative texts and references
Books
Goldstein, H.W., Pulakos, E.D., Passmore, J. and Semedo, C., 2017. The Psychology of Employee Recruitment, Selection and Retention. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, John Wiley and Sons Chichester.
Martocchio, J., 2017 Strategic Compensation: A Human Resource Management Approach, 9th Edition Pearson.
Nankervis, A.R., Baird, M., Coffey, J. & Shields, J., 2023, Human resource management: strategy and practice, 11th Asia-Pacific edition, South Melbourne, Vic. Cengage Learning.
Articles
Budhwar, P., Chowdhury, S., Wood, G., Aguinis, H., Bamber, G. J., Beltran, J. R., Boselie, P., Lee Cooke, F., Decker, S., DeNisi, A., Dey, P. K., Guest, D., Knoblich, A. J., Malik, A., Paauwe, J., Papagiannidis, S., Patel, C., Pereira, V., Ren, S., Rogelberg, S., Saunders, M. N. K., Tung, R. L., … Varma, A. (2023). Human resource management in the age of generative artificial intelligence: Perspectives and research directions on ChatGPT. Human Resource Management Journal, 1–XXX. https://doi.org/10.1111/1748-8583.12524.
Dineen, B. R., Yu, K. Y. T., & Stevenson-Street, J. (2023). Recruitment in personnel psychology and beyond: Where we've been working, and where we might work next. Personnel Psychology, 76, 617–650. https://doi.org/10.1111/peps.12548.
Hennekam, S., Peterson, J., Tahssain-Gay, L. & Dumazert, J.-P. (2021) Recruitment discrimination: how organizations use social power to circumvent laws and regulations, The International Journal of Human Resource Management, 32:10, 2213-2241, DOI: 10.1080/09585192.2019.1579251
Wingate, T. G., & Bourdage, J. S. (2024). What are interviews for? A qualitative study of employment interview goals and design. Human Resource Management, 1–26. https://doi.org/10.1002/hrm.22215
Academic Journals
The list of academic journals below, although not exhaustive, may be of assistance in preparing assignments:
- Academy of Management Journal
- Asia Pacific Journal of Human Resources
- Harvard Business Review
- HR Monthly
- Human Resource Management (US)
- Human Resource Management Journal (UK)
- Human Resource Planning (US)
- International Journal of Human Resource Management
- Journal of Industrial Relations
- Personnel Journal (US)
- Personnel Management
- Personnel Review
- Work, Employment and Society