This case study explores students' perceptions of the value of asynchronous online discussions. Postgraduate business students participated in asynchronous online discussions that are part of a blended approach to teaching, learning, and assessment. The students were required to read three refereed journal articles on global human resource information system (HRIS) implementations, write annotated bibliographies, discuss online in groups of four, and reflect on the learning experience. Students' reflections are examined to identify factors that make this a worthwhile learning experience. These reflections indicate that students valued the learning experience and viewed the online environment as an inclusive place in which to collaborate and discuss with their peers. Planning, preparation, and structure were found to be factors relating to the effectiveness of the online discussion, with timing generally being viewed as positive but seen as an issue by some students. Overall, students valued this learning and assessment strategy believing that it increased their knowledge and understanding of HRIS.

AbstractOrganisations are becoming increasingly flexible in staffing, often using a small core of permanent staff and a peripheral contingent of contract, casual and temporary employees. Recent Australian and overseas studies suggest that this is also true in the higher education sector, with a casualisation of the academic workforce, particularly in the lecturer and below range. This is creating a large group of marginalised academics, the majority of whom are women. Such academics' opportunities may be limited because of the values implicit in the university culture. The possibility of a model of permanent academics on the one hand and a ‘casual’ underclass on the other has the potential to cause significant problems and to affect the quality of education provided.

Enterprise Resource Planning (ERP) systems offer a software-based system that handles an enterprise's total information system needs in an integrated fashion. These systems are purported to incorporate "best business practice". Many universities have realized the potential of these systems as educational tools and have developed curriculum accordingly. Many companies in recent times have identified the benefits of the Human Resources functionality offered by ERP systems. However universities in Australia have not realized the potential of this functionality as a teaching tool to reinforce many of the concepts covered in a Human Resource Management curriculum. This paper outlines the experiences at Victoria University where SAP Human Resources functionality was incorporated for the first time. It also describes a number of student projects under development that will enhance this curriculum development. The paper will provide a model to other universities who are considering developing similar type of curriculum. .

Organisations are becoming increasingly flexible in staffing, often using a small core of permanent staff and a peripheral contingent of contract, casual and temporary employees. Recent Australian and overseas studies suggest that this is also true in the higher education sector, with a casualisation of the academic workforce, particularly in the lecturer and below range. This is creating a large group of marginalised academics, the majority of whom are women. Such academics' opportunities may be limited because of the values implicit in the university culture. The possibility of a model of permanent academics on the one hand and a ‘casual’ underclass on the other has the potential to cause significant problems and to affect the quality of education provided.