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.
There will be no new enrolments in Industrial Relations and Human Resource Management in 2020.
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.
|Study Locations:||Hamilton, Tauranga, Online|
Papers offered differ by location. The Catalogue of Papers has full location info.
|Area of Study:|
Study Industrial Relations and Human Resource Management in these qualifications
Study Industrial Relations and Human Resource Management as a specialisation of
- Employment Court Official
- Human Capital Development Strategist
- Human Resource Manager, Adviser or Officer
- Industrial Relations Mediator or Facilitator
- Payroll Manager or Administrator
Available Industrial Relations and Human Resource Management papers
|Code||Paper Title||Points||Occurrence / Location|
|EDSOC202||Planning Learning Opportunities for Adults||15.0||23A (Online)|
|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||15.0||23A (Hamilton)|
|Employees can be challenging. This paper uses the latest HRM research and practice to examine how employees are acquired, managed, accommodated, trained and developed to improve individual and organisational performance.|
|SOCPY200||Social Policy and Social Issues||15.0||23A (Online) & 23A (Tauranga)|
|The paper continues the study of social policy at 200 level. The focus of this paper is on the welfare state, the policy cycle as well as social problems, such as poverty.|
|Code||Paper Title||Points||Occurrence / Location|
|EDSOC302||Adults Learning for Life||15.0||23B (Online)|
|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.|
|HRMGT302||Human Resource Management in Legal Context||15.0||23A (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||15.0||23B (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||15.0||23B (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.|
|PSYCH317||Organisational Psychology||15.0||23A (Hamilton) & 23A (Tauranga)|
|This course offers a general introduction to how psychology can be used to build better workplaces and work lives. It takes a problem-solving approach, introducing key work psychology concepts and building student understanding of how to apply them to work, while providing an awareness of how business priorities inform applied psyc...|
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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.
School of Social Sciences
Phone: 0800 800 145 or +64 7 838 4138
General Enquiries: [email protected]