MA International Human Resource Management

Overview & facilities

Taught by an international team of top HRM academics, this CIPD-accredited course teaches you the skills and knowledge to act as a human resource professional, within a global context. The course meets the needs of those wanting a career in HR, as well as busy professionals already working in the field, and is available full time or part time.

You will be introduced to the tools and techniques of human resource management in an international context, and then specialise by choosing options that allow you to explore issues that are either generalisable best practice or are focused on more specific areas of study reflecting the expertise within the department of HRM.

For the MA you finish with a dissertation. The whole programme is accredited to CIPD standards allowing the opportunity to apply for membership upon graduation.

Accredited by theChartered Institute of Personnel and Development (CIPD)
The Chartered Institute of Personnel and Development (CIPD) is the UK’s major professional body within the human resources, industrial relations and organisational development fields. You will be able to join the CIPD as a student member on successful completion of the course (subject to joining fees) with full access to the CIPD website. You will have gained all the knowledge and demonstrated all the skills to enable you to progress into professional membership.

Middlesex University provides one of the best environments in the UK for human resource management education.

• The most popular UK university for international students to study HRM*
• One of the UK’s largest and most respected HRM departments
• We have one of the UK’s top research profiles in the discipline with staff including six professors, six associate professors and four visiting professors.
• Ideal for those wishing to work in international companies, NGOS, trade unions or development organisations.
• The part-time course is designed so that working people only need to have one afternoon away from the office each week.

Find out more about the Human Resource Management Department at Middlesex. 

*British Council 2009

Content & modules

Modules

• Year 1

  Employee Relations and Engagement (30 Credits) - Optional

  The module will develop students ability to critically evaluate employment relations strategies and their relationship to employee engagement and their links to organisational performance. Students will consider how engagement is measured and embedded in organisational cultural to promote high levels of individual and organisational performance. Students will be provided with opportunities to participate and reflect on their experiences of employee relations processes. This module matches the professional CIPD standard for employment relations, and employee engagement.

  Globalisation and Work (30 Credits) - Optional

  This module aims to examine new ways of working and new production paradigms in an internationalised economy, expressed through country and sectoral case studies. Changes in the international division of labour will be studied and government, employer, NGO, international financial institutions and trade union responses recorded. Particular attention will be focused on debates and controversies surrounding corporate social responsibility and international labour standards.

  Human Resource Management and Public Policy (30 Credits) - Optional

  The aim of this module is to consider the social, political and economic context that shapes HR decision making in organisations. It examines, more specifically, the role of public policy in shaping both organisational strategies and also the influence of national-level social, political and economic factors in shaping dominant management paradigms.

  Individual Learning and Development (30 Credits) - Optional

  This module aims to promote an evidence based approach to enabling the development of intellectual, social and professional skills necessary to design and implement effective and fit-for-purpose learning and development interventions to support personal and performance development of individuals in organisations. The module will develop the professional knowledge and skills required to perform effectively in specialist roles associated with design, delivery and evaluation of learning and development. The module will provide students with the experience of a range of learning and development interventions with a specific focus on coaching and mentoring as a management development tool in organisations.

  International Strategic People Managment (30 Credits) - Compulsory

  The module aims to provide students with a critical understanding and awareness of the internal, external and international environments and how they impact on organisational and HR strategies. International strategic human resource management and development will be critically reviewed in terms of its implementation and contribution to the organisation and the interactions of HR with other functional groups within a global context. The module will also go on to explore and critically evaluate key concepts and theories in organisational behaviour and characteristics and approaches of effective managers and leaders in a variety of international settings. Students will also be required to critically review the implementation of theory, contemporary working practices and the management of the change process with regard to international HRM. This module matches the CIPD professional standards HRM in context, and leading, managing and developing people.

  Learning and Management Development (30 Credits) - Optional

  This module aims to develop a critical understanding of the potential and limitations of the contribution of learning, management and talent development policies and strategies to formulating and achieving objectives at national, organisational, group and individual levels. The module will enable the development of intellectual, social, professional and personal skills to perform effectively in the associated professional roles. The module encompasses the development of leadership and management at all levels and draws on the established body of knowledge and theory in both leadership and management and learning and development and thus enable learners to develop a critical understanding of the complexities and contested nature of leadership and management development. The module provides an opportunity to reflect critically on theory and practice from a professional and ethical standpoint and thus provides opportunities for Continuous Professional Development.

  People Management for the Diverse Workforce (30 Credits) - Optional

  This module aims to enhance a student s abilities to manage confidently and effectively in international HRM, with a special emphasis on people resourcing and talent management issues in the UK. It does this through developing critical understanding about: the link between resourcing initiatives and strategy, the use of resourcing and talent management tools, with related English employment law, cultural differences/ similarities and skills of cross cultural analysis, psychological and structural influences on behaviours, the cultural, structural and supra- national regulatory aspects that determine human resource management strategy in an international context.

  Research and Professional Practice with Dissertation (60 Credits) - Compulsory

  This module provides students with knowledge and skills to be an effective HR practitioner. Students are given the opportunity to consolidate and synthesise their learning in HRM through a predominantly self-managed in-depth study leading to an in-company dissertation. In order to achieve this, it is this module s purpose to provide students with, the knowledge framework and key skills, that will not only help them to successfully undertake this dissertation, but that are essential to an HR professional in general. This module matches the CIPD professional standards developing skills for business leadership and investigating a business issue from a HR perspective.

  Resourcing and Management Development (30 Credits) - Optional

  This module aims to develop students awareness of strategic and operational aspects of recruitment, selection, retention and development of employees with a focus on managers. It equips learners with the knowledge and skills required for resourcing and management development within a global context. Planning to enable an organisation to meet its future demands for skills is an increasingly important HR role and this is central to this module. The module encompasses the development of leadership and management at all levels and draws on the established body of knowledge and theory in both leadership and management and learning and development. This module matches the professional CIPD standards talent management and resourcing, and leadership and management development.

  Sustainability and Human Resource Management (30 Credits) - Optional

  This module aims to introduce students to the emerging concepts and practices in Sustainable HRM. It provides students with an understanding of the role of HRM in managing an organisations impact on the triple bottom line social, environmental and economic performance . The module requires critical reflection on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development. For example, it will help students to formulate sustainable human resource strategies and to develop appropriate HR tools.

  The Organisation in International Context (30 Credits) - Compulsory

  This module aims to develop a critical appreciation of the theory and practice of organisation design and development. It compares and contrasts choices of suitable organisational designs and links to organisational effectiveness. The module will also explore the significance of organisational and national culture and it relationship with organisational effectiveness. The course also develops a comprehensive and critical understanding of the key global changes and critically evaluates their influence in shaping and re-shaping organisations. The international context will be an integral theme throughout the module and particular reference will be made to the difficulties and ethical considerations encountered when managing organisations within differing political, economic and social contexts. The module matches the professional CIPD standard Organisational design and development.

  The Resilient Workplace: building wellbeing at work (30 Credits) - Optional

  This module offers a new area of study and expertise to promote wellbeing and resilience in today s workplace. In the context of recession, wellbeing and mental health are under pressure and there is a clear need to build resilient workplaces and skilled professionals to manage them. Interest in and research about the link between work and mental health is developing in the UK, including the Foresight Report, New Horizons Work Recovery and Inclusion, and the Black Report, Working for a Healthier Tomorrow. The CIPD s recent research on stress in the workplace is part of an increasing body of evidence about both the importance of mental health in relation to absence and sick leave, and also the immense difficulty that organisations continue to face in handling this issue. It is also the case that recent attempts to scale up psychological therapies IAPT are tied closely to the objective of getting people back into work, based on research carried out by Richard Layard from the London School of Economics LSE

  Total Reward (30 Credits) - Optional

  The aim of this module is to introduce learners to the concept and practice of Total Reward. Total reward is a strategy that organisations adopt to motivate staff by financial and non-financial means, whilst aiming for high performance. All the usual pay and benefits subjects will be covered, together with a substantial input on performance management. The module matches the CIPD professional standards of Performance Management and Reward Management.

Modules MA

Compulsory:

·         HRM4015 International Strategic Human Resource Management

·         HRM4020 The Organisation in International Context

·         HRM4030 Research and Professional Practice in HRM – with Applied Dissertation

 Choose two from:

·         HRM4040 Total Reward

·         HRM4045 Employee Relations and Employee Engagement

·         HRM4050 Resourcing and Management Development  (By choosing this option you may not choose Learning

·         HRM4055 Individual Learning and Development

·         HRM4060 Learning and Management (By choosing this option you may not choose Resourcing and Management Development as your other option)

·         HRM4070 People Management for the Diverse Workforce (By choosing this option you may not choose Resourcing and Management Development as your other option)

·         HRM4075 The Resilient Workplace: building wellbeing at work

·         HRM4080 Sustainability and HRM

·         HRM4085 HRM and Public Policy

·         HRM4370 Globalisation and Work

Entry & applying

Standard entry requirements

For the MA International Human Resource Management we normally require a second class honours degree or above, or an overseas equivalent qualification. Your first degree doesn't have to be in business. Applicants without a degree who have practical experience in personnel work will also be considered, but you will need to demonstrate your ability on the basis on courses already attended, references supplied, a 2,000-word essay and an interview. Part time students should be currently employed or have past experience in posts with significant personnel-related responsibilities.

International entry requirements

We accept the equivalent of the above from a recognised overseas university, to find out more about the requirements from your country, see further information under support in your country.

English language requirements

You must have competence in English language and we normally require Grade C GCSE or an equivalent qualification. The most common English Language requirements for international students are IELTS 6.5 (with minimum 6.0 in all four components) or TOEFL paper based 575 (no less than 4.5 in test of written English) or TOEFL internet based 90 (with no less than 19 in each component) Middlesex also offers an Intensive Academic English course (Pre-Sessional) that ranges from 5-17 weeks, depending on your level of English. Successful completion of this course would meet English language entry requirements. For more information on applying for the pre-sessional please email english@mdx.ac.uk. For details of other equivalent English language requirements that Middlesex accepts see international entry requirements.

How to Apply

Apply now

Applications for postgraduate study should be made directly to the university. The quickest way to apply is by making an online application, once you have created your account and completed your application, you will be able to track the progress of your application online. Alternatively, you can fill in an application form and return it to the appropriate admissions office. UK and EU students should apply directly to the London office. Non-EU international students can apply to our international admissions office in London, or use our network of regional offices across the world to assist you with your application.

Fees & funding

The tuition fee for MA International Human Resource Management for the academic year 2012/13 is as follows:

UK/EU Students

Full-time students: £9,000
Part-time students: £75

Find out about our flexible payment plans for UK/EU students, and how they can help you spread the cost of your course.

International Students

Full-time students: £11,700

Careers & placements

According to the Destination of Leavers in Higher Education national survey, the vast majority of Middlesex graduates who leave this programme move into employment in the HR sector. This is due to our excellent links with the HR profession.

What can you do with a HRM diploma?
Our MA Human Resource Management graduates are highly successful in obtaining well-paid employment and many receive several job offers. As a graduate you will have excellent career prospects and the range of potential employers will be vast including within the private, public and not-for-profit sectors.

Where do our graduates go?
Based on data from the respondents of the 2009-10 Destination of Leavers in Higher Education survey, six months after graduating:

• 88% of Middlesex MA HRM graduates were in employment
• 12% were assumed to be unemployed or doing something else, such as travelling

Middlesex graduates from this group have been successful at gaining employment in the following roles:

Head of Global Information, HR Manager, HR Associate, HR Officer, Senior HR Manager, Director, Branch Development Mgr, HR Adviser, Head of HR, Service Manager.

in the following companies:

LB Waltham Forest, Majestic Wine, Al Huda, CIPD, Weatherford International, NHS Yorks, Emirates, Debenhams, Allen & Overy, Skanska, Kings College, British Council, Notore Chemicals, London Ambulance Service, TVU, Cyprus Telecommunications, Self Employed, Serco, B&Q, PWC, Threadneedle Asset Mgt, Next, Hurley Group, BPS, Wyke College, LB Lambeth, Imperial College, Sainsbury, SG Hambos Bank, Prelude Consulting, Merseycare, Coventry Hospital, UCH

Salary
The average full-time salary for graduates in this group was £42,000.

Graduate Roles
Below are just a few career opportunities that would be open to you as a graduate.  

Human Resources (HR) Officer
Human resources officers, also known as personnel officers develop, advise on and implement policies relating to the effective use of personnel. Their work usually involves staff recruitment, employee record keeping, staff training and development, counselling staff, dealing with grievances and disciplinary procedures, promoting equal opportunities and health and safety and dealing with staff pay, benefits, redundancy and employment.

Equal Opportunities Officer/Manager
Equal opportunities officer/manager work towards eliminating discrimination both in recruitment and in employment. They do this through promoting, developing and implementing equal opportunities policies and practices, usually in conjunction with the HR manager. You will also monitor performance against key indicators.

Employee Relations Officer
An employee relations officer advises on employment matters including the interpretation of legislation, company policies and their application. They role is to maintain good employee relations and, where necessary, support investigatory and disciplinary hearings. They also assist with other HR projects as and when requested and contribute to the development of HR policies and procedures.

Training and Development Officer/Manager
The role of a training and development officer/manager is to liaise with managers in identifying staff training needs, and creatively design bespoke training programmes that help to maintain a motivated and skilled workforce.

Compensation and Benefits Manager
A compensation & benefits manager develops, implements and administers the organisation's rewards and benefit policies. They oversee a number of key areas including the delivery of reward solutions, providing direction on reward issues, the provision of expert advice on pay and benefits, benchmarking current salaries and benefits to ensure competitiveness within the market place and overseeing the delivery of payroll.

Recruitment Consultant
A recruitment consultant work on behalf of employer clients to recruit staff for job vacancies. They provide advice to both clients and candidates on salary levels, training requirements and career opportunities. Developing solid relationships with clients is essential to the role.