Industrial Relations and Human Resource Management
Industrial Relations and Human Resource Management at Waikato prepares you to play the important role of managing people's work and their environment. You'll be ready for a career in employment relations, human resources, workplace change and education and training.
Industrial Relations and Human Resource Management (IR&HRM) builds your skills through papers in Education Studies, Human Resource Management, Labour Studies and Psychology. This interdisciplinary approach gives you a multi-perspective understanding of how legislation frames IR&HRM, the relationship between education and training and employability in a globalised environment.
We gear programme content and learning experiences to prepare for employment as well as for those who want to further their studies. You'll benefit from combined learning with the Labour Studies and Social Policy programmes, as well as a multitude of other programmes in Economics, Education Studies, Geography, Psychology, Sociology and Women’s and Gender Studies.
Labour Studies, Education Studies and Psychology are particularly advantageous to combine with IR&HRM due to their strong focus on disciplinary fields. While subjects such as Geography, Sociology and Women’s and Gender Studies have a more theoretical perspective and interdisciplinary focus. You are also encouraged to explore second majors or supporting subjects relevant to your long term career aspirations such as Economics.
During your IR&HRM studies at Waikato, you'll learn how to increase organisations' productivity through how its employees interact and relate with each another.
Key information
| Study Locations: | Hamilton; Tauranga; Online |
|---|---|
| Faculty: |
Study Industrial Relations and Human Resource Management in these qualifications
- Bachelor of Arts
- Bachelor of Communication Studies
- Bachelor of Computing and Mathematical Sciences with Honours
- Bachelor of Health, Sport and Human Performance
- Bachelor of Laws
- Bachelor of Media and Creative Technologies
- Bachelor of Music
- Bachelor of Science
- Bachelor of Science (Technology)
- Bachelor of Social Sciences
- Bachelor of Tourism
- Certificate
- Diploma
- Graduate Certificate
- Graduate Diploma
Industrial Relations and Human Resource Management as a specialisation of
- Bachelor of Arts
- Bachelor of Communication Studies
- Bachelor of Computing and Mathematical Sciences with Honours
- Bachelor of Health, Sport and Human Performance
- Bachelor of Laws
- Bachelor of Media and Creative Technologies
- Bachelor of Music
- Bachelor of Science
- Bachelor of Science (Technology)
- Bachelor of Social Sciences
- Bachelor of Tourism
- Certificate
- Diploma
- Graduate Certificate
- Graduate Diploma
Career opportunities
- Employment Court Official
- Human Capital Development Strategist
- Human Resource Manager, Adviser or Officer
- Industrial Relations Mediator or Facilitator
- Payroll Manager or Administrator
Papers
Papers available within this subject
Available Industrial Relations and Human Resource Management papers
Prescriptions for the GradCert(IR&HRM) and GradDip(IR&HRM)
A Graduate Certificate and Graduate Diploma are available to graduates who have not included Industrial Relations and Human Resource Management at an advanced level in their first degree. Each programme of study for the Graduate Certificate must include LBST201 and HRMG342. Each programme of study for the Graduate Diploma must include LBST201, PCSS231, HRMG342 and LBST331.
For further details, contact the Faculty of Arts and Social Sciences Office.
Graduate Study
Students who major in IR&HRM and who have adequate grades may undertake interdisciplinary graduate programmes in the broad area of IR&HRM by enrolling in a PGCert(LabSt), PGDip(LabSt), or BSocSc(Hons) or MSocSc in Labour Studies and completing a IR&HRM specialisation.
See Labour Studies for admission requirements.
To complete the IR&HRM specialisation within the PGCert(LabSt), PGDip(LabSt) or BSSocSc(Hons), students must complete 120 points at 500 level comprising LBST531, LBST532 and LBST591, 30 points from HRMG543, HRMG544, HRMG545 or HRMG574 and 30 points from LBST541, LBST542, PCSS530, PSYC571, PSYC572, PSYC573, PSYC579 and PSYC585.
To complete the IR&HRM specialisation within the MSocSc in Labour Studies, students must complete 180 points at 500 level comprising LBST531, LBST532, LBST592, SSRP503, SSRP504, 30 points from HRMG543, HRMG544, HRMG545 or HRMG574 and 30 points from LBST541, LBST542, PCSS530, PSYC571, PSYC572, PSYC573, PSYC579 and PSYC585.
Students wishing to specialise in IR&HRM at graduate level may enrol in the IR&HRM specialisation within the PGCert(LabSt), PGDip(LabSt) or BSocSc(Hons) in Labour Studies. The requirements for the specialisation are prescribed in the FASS Graduate Handbook or may be obtained from the Programme Convenor for IR&HRM.
100 Level
| Code | Paper Title | Occurrence / Location |
|---|---|---|
| ARTSC110 | Old Worlds - New Worlds | 19A (Hamilton) & 19A (Tauranga) |
| This cross-disciplinary paper offers students with a rich background for study within the Bachelor of Arts. It is structured around metaphors of journey and cultural encounter and focuses on a variety of texts, images and sounds. | ||
| ARTSC111 | Social Science Theory and Action | 19A (Hamilton) & 19A (Tauranga) |
| This paper introduces University of Waikato social scientists as researchers. Each presenter's research will be discussed to demonstrate how it illustrates key themes of the social sciences and their specific disciplines. | ||
| STMGT101 | Introduction to Management | 19A (Hamilton), 19B (Hamilton), 19B (Tauranga) & 19C (Zhejiang University City College, Hangzhou China) |
| Explores the world of management in organisations, the roles of managers and how they strategise, plan, organise, and motivate staff to achieve goals. | ||
| WKEMP100 | Work, Employment and Society | 19B (Hamilton) |
| The purpose of this paper is to focus on the interdisciplinary account of the changing forms and social contexts of work from ancient times to the present and beyond. | ||
200 Level
| Code | Paper Title | Occurrence / Location |
|---|---|---|
| EDSOC202 | Planning Learning Opportunities for Adults | 19A (Hamilton) |
| This paper investigates fundamental concepts of adult learning and then studies some adult learning theorists whose work is relevant to programme development. Major bottom-up and top-down approaches are taken to understand the dynamics of programme development. Students develop and apply their own approach to development, implement... | ||
| HRMGT202 | Human Resource Management | 19A (Hamilton) |
| Employees can be challenging. This paper uses latest HRM research and practice to examine how employees are acquired, managed, accommodated, trained and developed to improve individual and organisational performance. | ||
| HRMGT203 | Remuneration and Reward | 19B (Hamilton) |
| This paper provides students an understanding of a range of pay practices and how and when each of these can influence employee behaviour and human capital to affect organisational performance. | ||
| WKEMP201 | Employment Relations in New Zealand | 19A (Hamilton) |
| This paper examines the employment relations legislation and its impact on employers, unions and workers. Other issues considered include occupational health and safety, industrial training and practice of employment relations | ||
300 Level
| Code | Paper Title | Occurrence / Location |
|---|---|---|
| EDSOC302 | Adults Learning for Life | 19B (Hamilton) |
| This paper explores the character of adult learning including analysis of social issues in the field. It focusses on areas within lifelong learning where social inequalities are most prevalent. | ||
| HRMGT300 | Women and Management | 19T (Hamilton) |
| This paper analyses: 1) women's different employment experiences and career outcomes, 2) the implications of gendered employment outcomes, and 3) government and organisation initiatives designed to redress gendered employment outcomes. | ||
| HRMGT302 | Human Resource Management in Legal Context | 19A (Hamilton) |
| This paper addresses the role of employment law in human resource management. A case-oriented approach is taken to equip management practitioners with practical skills. | ||
| HRMGT303 | Strategic Human Resource Management | 19B (Hamilton) |
| This paper teaches students how HR practices can be combined to influence human capital and/or employee behaviour to improve an organisation's performance and implement its strategy. | ||
| HRMGT304 | Human Resource Management of Diversity and Inclusion | 19B (Hamilton) |
| New Zealand's workforce demographic profile has changed significantly due to an ageing workforce, women entering paid employment, and immigration. This paper analyses the HRM implications of this diversity. | ||
| HRMGT306 | Human Resource Management | 19A (Hamilton) |
| Employees can be challenging. This paper uses latest HRM research and practice to examine how employees are acquired, managed, accommodated, trained and developed to improve individual and organisational performance. | ||
| PSYCH307 | Psychological Research Methods | 19B (Hamilton) & 19B (Tauranga) |
| The paper covers research theory and methods, making students critical consumers of psychological research. It expands on concepts taught in PSYCH211 to build more advanced research skills. | ||
| PSYCH317 | Organisational Psychology | 19B (Hamilton) & 19B (Tauranga) |
| This course offers a general introduction to the psychology of work and organisational behaviour. | ||
| SOCIO302 | Globalisation and International Development | 19A (Hamilton) |
| This paper examines the impact of globalisation on both developed and developing countries. Special focus is placed on the labour-capital relation. Applied methods of comparative analysis are also introduced. | ||
| WKEMP300 | Education, Skill and Employment | 19A (Hamilton) & 19A (Online) |
| The purpose of this paper is to focus on policy and practice in the field of paid work, education and training. This encapsulates tertiary education a field that includes: adult and community education; higher education; vocational education and training; human resource development; and workplace learning. | ||
400 Level
| Code | Paper Title | Occurrence / Location |
|---|---|---|
| LEGAL420 | Employment Law | 19A (Hamilton) |
| This course is a practical survey of employment law in New Zealand. It examines the formation, operation, and termination of the employment relationship as well as personal grievances, remedies and the employment insitutions. | ||
500 Level
| Code | Paper Title | Occurrence / Location |
|---|---|---|
| ADLNG500 | Issues in Adult and Tertiary Education | 19B (Hamilton) |
| This paper will investigate issues in current theory, policy and practices in adult and tertiary education locally and internationally. In the course of this enquiry, students will be expected to critique multiple perspectives, develop a coherent philosophical base and a research design to address a specific issue. | ||
| HRMGT544 | Human Resource Management Strategy | 19A (Hamilton) |
| This paper provides students with the opportunity to evaluate and discuss the latest research in human resource management strategy. This focus is on examining theories of internal fit, which address how and why human resource practices link together to increase business performance, and external fit, which address how and why huma... | ||
| HRMGT574 | Women and Organisations | 19B (Hamilton) |
| In this paper we examine the contribution of feminist research to our understanding of women and management. Two themes pervade the paper. We examine the management of women (by women or men). This entails a critical analysis of the experiences of women both in and out of employment. We also examine the experiences of women who asp... | ||
| PSYCH571 | Psychology of Careers | 19B (Hamilton) |
| This paper introduces students to vocational psychology including the theory and practice of psychology applied to the analysis, assessment and practice of career development and management. Students will apply career development theory and practice to the development of their own career portfolio. | ||
| PSYCH572 | Selecting and Managing for Performance | 19A (Hamilton) |
| This paper blends personnel selection theory, research and practice, including job analysis and the most prevalent selection methods: interviews, references, application blanks, paper and pencil tests, assessment centres and work samples. This course is particularly relevant for students interested in organisational psychology, and... | ||
| PSYCH573 | Training and Development | 19A (Hamilton) |
| This paper focuses on the development, implementation and evaluation of training programmes. This paper is particularly relevant for student interested in organisational psychology, as well as those interested in developing training or workshop-based interventions to improve professionals' knowledge, skills or work behaviour. | ||
| PSYCH579 | Topical Issues in Organisational Psychology | 19B (Hamilton) |
| This paper examines theoretical and empirical issues concerning the psychology of work behaviour in organisations. Students evaluate the application of psychological theory and research to behaviour in organizations and develop a critical awareness of psychological contributions to the study of organisations. | ||
| PSYCH585 | Leadership and Change | 19B (Hamilton) |
| This paper focuses on the processes and outcomes of organisational change management, and the knowledge and skills required of organisational psychologists who function as organisational consultants. | ||
| SOCPY531 | Advanced Employment Relations 1: The Employment Relations Framework | 19A (Hamilton) |
| Students will be expected to analyse and to discuss the Employment Relations Act in its social and economic context and also to focus on specific issues such as good faith bargaining. | ||
| SOCPY532 | Advanced Employment Relations 2: Current Policies and Practices | 19B (Hamilton) |
| The paper is concerned with a number of topics of contemporary relevance to New Zealand employment relations, and in particular issues of labour market flexibility, employment equity, employee participation, employee health and safety and workplace privacy. | ||
| SOCPY591 | Dissertation | 19C (Hamilton) |
| A report on the findings of a theoretical or empirical investigation. | ||
| SOCPY592 | Dissertation | 19C (Hamilton) |
| A report on the findings of a theoretical or empirical investigation. | ||
As Human Resources Coordinator for Carter Holt Harvey Packaging, Kirsten needs a good grasp of all things HR principals and relevant legislation to ensure she can do her job effectively.
Read stories from other students
Scholarships and prizes
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Visit our Scholarship Finder for information about possible scholarships
Subject links
Subject Requirements
IR&HRM is available as a major for the BSocSc.
IR&HRM is available as a major for the BSocSc. IR&HRM may also be taken as a second major or as a supporting subject within other undergraduate degrees, subject to academic approval of the Faculty or School of Studies in which the student is enrolled.
To complete a major in IR&HRM, students must gain 120 points above 100 level in IR&HRM, comprising HRMG241, LBST201, PCSS231, HRMG342, LBST331, and one of HRMG343, HRMG374, LBST301, PCSS330 or PSYC317. It is recommended that students intending to major in IR&HRM include LBST101, SOCY101 and STMG191 in the first year of their programme of study in order to meet prerequisites for study at 200 and 300 levels. It is also recommended that students complete a supporting subject in Education Studies, Labour Studies or Psychology, or a second major in another social science subject.
To complete a supporting subject in IR&HRM, students must include LBST201 and HRMG342.
Documents
Contacts
Faculty of Arts and Social Sciences:
Phone: 0800 800 145 or +64 7 838 4138
General and Undergraduate Email Enquiries: indr-fass@waikato.ac.nz