MSc Human Resource Management

The module is primarily concerned with developing and improving a range of definable skills that are pivotal to successful management practice and to effective leadership. These include thinking and decision-making skills, the management of financial information, a range of team-working and interpersonal skills and others associated with developing personal effectiveness and credibility at work.

The module also seeks to develop further more-specialised skills that are of particular significance to effective higher-level people management and provides opportunities for applied learning and continuous professional development. Finally, the module seeks to help learners make the most of their formal programmes of study with the inclusion of key postgraduate study skills and requires critical reflection on theory and practice from an ethical and professional standpoint.

A variety of learning methods will be used in this module including lectures, group discussion, practical demonstration and role play, hands-on computer exercises and individual reading. Topics covered:

• Continuing Professional Development (CPD)
• Questioning Techniques
• Negotiation Skills
• Discipline and Grievance
• Finance
• Dealing with Difficult Situations
• Coaching and Mentoring

The aim of this class is to provide a critical understanding of current developments in employee relations in the UK. It aims to provide a conceptual and theoretical understanding of the dynamics and the contours of the employment relationship. Particular attention will be focused on exploring the resilience of the traditional institutions and modes of employment regulation, as well as exploring current attempts to recast the dynamics of employee relations.

10 credits

The aim of the module is to build upon core theories and strategic practices of HRM by examining emerging developments in people management, within complex and volatile global business environments.

10 credits

This module examines the interdisciplinary nature of reward management in an organisational context, presenting different theoretical and philosophical approaches to pay determination (e.g. economic, psychological, legal, and political) in relation to contemporary trends in employment policy and employee relations.

Reward management strategies that consider relative value, individual and collective contribution and labour markets will be examined. Specific subjects covered within this module include: pay and reward strategies within private, public and third sector organisations; legal constraints in determining pay structures; job analysis techniques; pay differentials for disadvantaged groups; and non-monetary reward. International comparisons will be made available as appropriate.

Learning and development in this class is designed to appeal to a range of learning styles, and to integrate argument, action, and reflection. This means that the format of the learning periods combines lecturing, group work on case studies and discussion. A variety of teaching methods will be adopted including formal lectures, guest lectures, individual reading, and applied exercises including group presentations.

The aim of this module is to explore human resource management as both a strategic function and essential aspect of the management role, which creates value for both business organisations and stakeholders through the effective organisation of people and associated work systems. The module examines the business context and socio-economic drivers which shape corporate strategies and in turn, shape the strategic policies and practices of human resource management.

20 credits.

The aim of the module is to build upon core theories and strategic practices discussed in Semester One HR916 HRM in a Business Context, by critically examining both HRM and HRD practices for building and managing productive, effective, and healthy workers.

This module will utilise a central two-hour lecture to disseminate core knowledge and generate class discussion. On-line learning materials provide links to case studies and tasks which will be discussed in additional 1-hour seminars designed to engage student reflection on the class material.

The aim of this class is to help students to understand People Resourcing issues within organisations and related concepts in order that they can become thinking practitioners in the field. General knowledge-based objectives include developing knowledge and understanding of a number of issues facing practitioners within organisations who are responsible for ensuring that the organisation is effectively resourced with people.

The learning methods will combine elements of formal presentations, individual reading, group discussions, and class feedback sessions. Learning and development in this class is designed to appeal to a range of learning styles, and to integrate argument, action, and reflection. This means that the format of the learning periods combines lecturing, group work on case studies and discussion.

The aim of this class is to help students prepare for undertaking their Integrated Dissertation and Research Report. Sessions covered include research design, ethical consideration in research and analysing and presenting data.

This module aims to explore causes and patterns of labour mobility in a global context. A key focus will be on the issue of diversity management within and between nation states in an era of more integrated markets and the practical implications these have for managers working in different political and economic contexts.

10 credits

This module is primarily focused on human resource management within multinational companies providing a broad base to understand how companies address the challenges of managing globally. The module focuses on key challenges in staffing the multinational enterprise considering aspects such as recruitment and selection, training and development, reward management and performance management.