MSc/Postgraduate Diploma/Postgraduate Certificate Human Resource Management (part-time)

Content

The course content has recently been reaccredited by the CIPD and the modules listed are aligned to core knowledge and behaviours of the new Profession Map.

The part-time course is intended primarily for employees who have already started their HR career, who are looking for a professional qualification to enhance their professional standing and career prospects. It's also ideal if you're employed outside HR and wish to join the profession. Contact Programme Leader Dr Tinkuma Edafioghor for more details.

The flexible structure of our human resource management postgraduate curriculum means that you can choose to complete the course to either a Master's level or a Postgraduate Diploma level, if you are not concerned about achieving a full Master's. Students who opt for the Postgraduate Diploma will complete the same taught programme as Master's students, but do not go on to complete the Research in HRM dissertation module.

The elective modules listed are those that are most likely to be available, but they may be subject to change.

Compulsory modules

The first year provides an introduction to the theory, practice and context for human resource management. It consists of the following compulsory modules:

• Change - considers the causes and nature of change, issues of structuring for change, the cultural and political contexts for change, how to lead change as well as the more practical considerations of designing, planning and implementing change.
• Critical People Analytics - explores the needs and purpose of critical people analytics, searching and evaluating data suitable for critical analytics, evaluating analytical methodologies, as well as addressing ethical issues in critical analytics.
• Culture and Behaviour - explores the role played by organisational systems/ processes (including organisational culture and leadership) and individual differences in achieving organisational success and employee well-being.Topics include  personality and work performance, motivation, leadership, understanding individual differences, organisational and national culture.
• HR Professional Portfolio - evidences the core behaviours which, along with core knowledge and specialist knowledge, comprise the CIPD 2020 Profession Map. The core behaviours are relevant to all people professionals, and the Profession Map sets the international benchmark for the HR profession. There is a focus on ethical and evidence-based decision-making, the portfolio reflecting the CIPD's stance that certain ways of thinking and acting should be universal and consistent, even in changing situations
• HRM in the Business Environment - considers how human resources contribute to the organisation's business strategy that both reacts to external influences in the environment and identifies future changes that provide opportunities for advantage in an extremely competitive world. It provides a wider understanding of the context in which business decisions are taken and the major influences on those decisions, critically analysing the role of HR professionals in these processes.
• People Practice - analyses the theoretical and conceptual frameworks relating to people practice and the link between HRM strategy and practice and organisational effectiveness. It explores the cornerstones of HRM in practice through reviewing how concepts such as people resourcing, rewarding effort, learning and development and employee relations are applied in an organisational context.

Elective modules

In the second year of the course, you'll complete the remaining two of the above compulsory modules, as well as two elective modules, which allows you the opportunity to focus  on more specialist interests. You'll select two electives from the following list but they may be subject to change and only the most popular four will run:

• Employee Relations and Employment Law - considers how people professionals are expected to successfully respond to, if not anticipate, opportunities and challenges underlying the transformation of work. Plus how contemporary processes such as organisational fragmentation, individualisation, internationalisation, digitalisation, and juridification, have profound implications on the management of the employment relationship.
• Equality, Diversity and Inclusion from a Comparative Perspective - critically examines equality, diversity and inclusion (EDI) from a comparative, intersectional perspective, and in relation to human resource management policies and practices. It explores main theoretical concepts and latest developments in research and these apply practically and within a labour market and organisation perspective.
• International Employment Relations - explores work and employment in different countries and world regions. A comparative and international perspective is applied to provide a fine appreciation of the cultural and historical implications of work in the global economy. We'll also explore the impact of international and regional labour standards and 'privatised' efforts of multinational corporations and other agencies to promote good employment relations and workplace practice.
• Learning and Development - aims to blend theory with practice and focuses on the key elements of the theories of learning and skills development. These elements inform an understanding of how individuals learn, and how that affects what individuals choose to do long term in their employment.
• Managing Reward - explores the strategic role of reward processes in developing organisational reward policies and practices, promoting flexibility and innovation. It analyses 'new pay' and different approaches to rewarding performance at the individual, team and organisational level, reward and diversity (equal pay and job evaluation), the case of 'special groups', the role of international reward and the role of benefits and non-financial reward in total rewards. In addition, the design, implementation, maintenance and evaluation of reward management systems, with regard to professional standards and best practice, on the basis of an accurate diagnosis of an organisation's needs.

Research in HRM module

If you wish to complete the full Master's course, then you will need to complete this module, which is  designed to develop your applied understanding and research skills.  Students typically base their research project on their own organisation.

The University continually enhances our offer by responding to feedback from our students and other stakeholders, ensuring the curriculum is kept up to date and our graduates are equipped with the knowledge and skills they need for the real world. This may result in changes to the course. If changes to your course are approved, we will inform you.

Learning and Teaching

We use a range of teaching methods on this course, with the aim of making the content as interactive, theoretically accessible, and practically focused as possible. You will learn through a combination of tutor-led and student-led activities, including small group work, group presentations and discussion, student-led seminars, case studies and role plays. Practical skills development is integral to the course and a number of skills workshops are included in the curriculum. The tutors come from a mix of academic and practitioner backgrounds.

For more details, see our glossary of teaching and learning terms.

Study time

The course starts in September. The part-time MSc takes two years eight months. During the 20-month taught phase, you will attend classes on one afternoon and evening a week, with occasional all-day training events. Although it is possible to finish the course in two years eight months, you can tailor your rate of study to suit your circumstances, or spread the commitment and cost by studying on a module-by-module basis. The part-time Postgraduate Diploma can be completed within two years.

Study support

As some students join the course without an undergraduate degree, or after a long break from education, there is plenty of tutorial support while you adjust to master's level study. This includes a study skills course in the early weeks and assessment activities, with ready access to tutors' advice and feedback on your progress.

Assessment

A range of different forms of assessment are used throughout the course, including written assignments, tests, exams, a reflective log, presentations and group exercises. Assessment of skills and competence also forms part of the overall assessment strategy.

For more detail see our full glossary of assessment terms.