Human Resource Management - MSc

The main topics of study are as follows:

• Postgraduate study skills
• Time Management
• Working in groups
• Teams and team-building
• Learning and influencing others
• Interpersonal communication and relationships
• Ethical behaviours
• Decision making
• Coaching and mentoring
• Information-handling skills: Interpreting and managing financial resources, IT skills
• People management skills
• Self-awareness and personal development planning

This module will provide students with an in-depth and critical understanding of the major internal and external environmental contexts within which human resource managers operate in public, private and NGO sectors. It will also provide insights in terms of customising and delivering effective HR strategies consistent with the cultural or organisational contexts. The awareness of markets, products and services is now a key attribute for HR practitioners. Prospective practitioners need to be aware of the wide range of contexts in which HR work takes place, and the influence of external bodies of various kinds, and this applies to all types of practitioner, including the personnel and development generalist or specialist, line manager or consultant. The manager of people also needs to develop an analytical and critical reflective approach to the subject, to enable him or her to distinguish between the conflicting solutions put forward to human resource problems.

Topic areas are as follows:

• Contemporary organisations and their principle environments
• The managerial and business environment within which HR professionals work
• How organisational and HR strategies are shaped by and developed in response to internal and external environmental factors
• The market and competitive environments of organisations and how organisational leaders and the HR function respond to them
• Globalisation and international forces and how they shape and impact on organisational and HR strategies and HR practice
• Demographic, social and technological trends and how they shape and impact on organisational and HR strategies and practices
• Government policy and legal regulation and how these shape and impact on organisational and HR strategies and practices.
• Ethical frameworks and HRM

 "Key elements of professional HRM&D competence in organisations are a strategic business orientation and a concern with adding value through HR practice. This module introduces students to the aims and objectives of HRM&D function in organisations and how these are met in practice.

The module is designed to introduce students to the range of practical skills required by HR professionals. Building on their understanding of the basic notions in the field

 "This module aims to provide learners with a rigorous framework of knowledge and understanding concerning people management and development that they will need whatever the degree of specialisation they later elect to follow. It has a number of distinct learning objectives. Firstly

This module develops the necessary knowledge and skills for students to be able to successfully complete a scholarly dissertation under the supervision of a member of staff.

Topics are as follows:

• Introduction to the HRM Project
• Identifying suitable project topics
• Literature search and Literature Review
• Data collection and questionnaire
• Research Methodologies
• Preparing the dissertation proposal
• Structuring a Project Report
• Data Analysis

This module will provide students with a range of theoretical and practical knowledge, providing them with the opportunity to think critically and evaluate the theory and practice of employee resourcing. This will enable students to develop and apply employee resourcing tools and techniques to specific organisational contents in which they might operate.

The curriculum will provide students with a range of theoretical and practical knowledge, providing them with the opportunity to think critically and evaluate the theory and practice of employment relations. This will enable students to develop and apply employment relations to specific organisational contexts and consider the implications of employment relations for employee commitment, organisational change and organisational performance in a competitive global economy.

This module will provide students with a range of theoretical and practical knowledge, providing them with the opportunity to think critically and evaluate the theory and practice of reward and performance management. This will enable students to develop and apply reward and performance management tools and techniques to specific organisational contents in which they might operate.

This module will provide students with a range of theoretical and practical knowledge, providing them with the opportunity to think critically and evaluate the theory and practice of employee resourcing. This will enable students to develop and apply employee resourcing tools and techniques to specific organisational contents in which they might operate.

This module aims to provide an understanding of the importance of HR analytics in practice. It will also ensure that students have hand-on experience to apply current quantitative techniques and tools to a variety of problems encountered in HR. Special emphasis will be given to the analysis of diversity within companies and how HR analytics can contribute to a better understanding on how this relates to performance, retention and the wider organisational climate.

This module aims to provide learners with a rigorous framework of knowledge and understanding concerning the process of strategy formulation and implementation. It seems to enhance their understanding of the context in which businesses and public sector organisations operate, and how the HR function can enhance overall capability.

The indicative topics of study are as follows:

• Fundamentals of strategy and its defining characteristics. Differences between strategy and implementation.
• The role of context in shaping strategy 
• How the HR function supports the process of strategy development and implementation
• How enhanced people management skills and processes support the management of change and foster a culture of adaptability
• Leading culture change, and the key challenges that organisations and individual managers face
• History and origins of Strategic Human Resource Management (SHRM)

Under the supervision of an expert on the HRM field, this module advances students' knowledge and skills linked to the diagnosis and investigation of a complex business issue from an HR perspective. Upon the completion of this module students will be able to position identified issue within the body of contemporary HR knowledge, collect and analyse data, derive supportable conclusions and make practical and actionable recommendations for change, improvement or enhancement of current practice.

The applied nature of the report requires a critical evaluative approach, empirical investigation and analysis and a combination of academic research and business report writing skills. For those students who do not wish to undertake empirical research, they can produce a systematic literature review. The systematic literature review will provide theoretical insights that advance our understanding of management and organizations. They must extend theory in ways that develop testable knowledge-based claims. To achieve this, students can develop new management and organization theory, significantly challenge or clarify existing theory, synthesize recent advances and ideas into fresh by identifying and delineating a novel theoretical problem.

It requires reflection on the implications for professional practice from an ethical, professional and continuous professional development standpoint, including an account of what has been learned during the project and how this can be applied in the future.

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