In an ever changing business environment, organisations are looking to HR professionals to respond to and shape future performance and success, facilitate management and development within a global context, and embrace innovative approaches that will meet the demands placed on modern organisations.
Focusing on areas such as strategy, people resourcing, reward management, employment relations and leadership, this MA is designed to develop recent graduates and those in the early stages of their career who want delve deeper into the field and enhance career progression. Not only does the course address highly relevant topics of people management and development but it is also grounded in the professional standards of the Chartered Institute for Personnel and Development, ensuring you meet internationally recognised HR benchmarks.
Core to the course is the develop of capabilities in utilising people related data, metrics, and analytics for insight driven and informed practice to further the priorities of the organisation. The course also has a number of activities such as case studies, student led appraisals and residential which all embed an understanding of the application of theory in practice. We also have flexible learning modes, either over 1 year full-time or 2 years part-time with a combination of time slots integrating evening and weekend options, as well as an enhanced 15 month version if you want a more graduated approach to undertaking study.
The module aims to encourage students to develop a strong sense of self-awareness and of their strengths and weaknesses as managers and colleagues. It seeks to develop students’ professional practice and its application in ways which ensure successful people management, development practice and effective leadership.
The module explores the role of HR analytics in providing an organisation with insights for effectively managing and leading employees, so that business goals can be reached quickly and efficiently. Students will critically evaluate the measurement, collection, analysis and reporting of data relating to people management and development. They will explore how metric and analytics are used to maximise return on the skills and abilities of employees.
The module will enable students to promote and deliver people management and development activities to strengthen business performance. Students will develop the confidence to build leadership and management skills, create a good place to work, encourage collaboration and promote organisational authenticity. The module will consider how the changing employment landscape is influencing the impact which people management and development activities have on a business.
The module will enable students to demonstrate a critical awareness of people management and development strategies. They will understand how research can add value to business, by critically reviewing current people management and development practice. Students will identify and undertake empirical research into complex business issue from a people management and development perspective. Students will produce a 7000 word report.
The module will enable students to demonstrate a critical awareness of people management and development strategies. They will understand how research can add value to business, by critically reviewing current people management and development practice. Students will identify and undertake empirical research into complex business issue from a people management and development perspective. Students will provide a 15, 000 word report.
The module provides students with knowledge and critical understanding of reward management. Students will critically evaluate current reward theories and practices. It will develop the skills required to research and analyse reward within an organisational context, and to present findings and recommendations to senior management. It aims to give students credibility in the subject of reward, so that they can join, or progress further, in the HR profession.
The module will develop students’ ability to analyse an organisation’s objectives and its human resources to determine what performance management (PM) strategy would be appropriate and what processes would best suit the environment in which they operate. Students will be able to explain and evaluate the different techniques used in PM and their connection to learning and development and performance related pay. They will be able to conduct a successful performance interview both from a manager and employee point of view.
The module will develop students’ ability to critically analyse the concept of employee engagement and its relationship to organisational effectiveness. Students will review what engagement means to organisations and evaluate a range of definitions and tools used to measure and enhance engagement and organisational performance. Students will be able to create plans to improve performance that are intended to fit the organisation and be sustainable.
The module aims to provide students with a critical knowledge of employment law, an understanding of its development and how it applies in the workplace. It will focus on UK and EU employment law. Students will understand how organisations must comply with employment law, anticipate legal problems associated with proposed employment-related decisions or plans and defend their organisation against legal actions brought against them by employees.
The module aims to consider the motives, cases and underlying dynamics of contemporary employment relations. It considers the processes and outcomes of the interactions between the main actors within the employment relationship, with a particular focus on the institutions that govern employment relations in the UK.
The module aims to explore the practical and aspects of recruitment, selection, employee retention and dismissal, and equip students with the knowledge and skills required for resourcing and talent management within a global context. It will also discuss diversity management, employer branding, work–life balance initiatives and innovative approaches to job design, in the context of resourcing and talent management. Students will reflect critically on theory and practice from an ethical and professional standpoint.
The module aims to enable students to develop a critical understanding of the theories and historical development of the practice of organisation development. Students will identify organisational and individual capability requirements and align strategy, people and processes to optimise effectiveness and achieve organisation goals. They will also design interventions that drive the appropriate culture, behaviours, skills, and performance and provide insight and leadership on change management strategy, planning and implementation.
The module aims to develop knowledge necessary to design, deliver and evaluate coaching and mentoring programmes and services in organisations and their application in supporting personal and performance development through an evidence-based approach.
The module aims to develop a critical understanding of the complexities and contested nature of leadership and management, as well as opportunities for development. It seeks to develop leadership and management in facilitating organisational, team and individual change and growth. Students will draw on knowledge and theory in leadership and management and learning and development.
The module aims to develop the 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. It will provide students with strategies and tools required to assess the impact of learning and development.
You can find more information about this course in the programme specification. Module and programme information is indicative and may be subject to change.
Start: October 2017, September 2017 (EU/INT induction)
Duration: 1 year full-time, Usually 2 years part-time
Start: October 2017, September 2017 (EU/INT induction), January 2018
Duration: 1 year full-time, 2 years part-time
Start: October 2017, (September 2017 - EU/INT induction)
Duration: 1 year full-time, Usually 2 years part-time