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MA Human Resource Management

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Why choose Herts?

Professional Accreditation: Accredited by the Chartered Institute of Personnel and Development (CIPD) enabling graduates to become a Chartered CIPD Member once they gain relevant experience.
Employment Prospects: Graduates have secured promotions with their current employers and work as HR Professionals for a variety of organisations, including KPMG, Tesco, and Ocado, as well as becoming independent HR consultants.
Industry Connections: You will have opportunity to attend school networking events to interact with our business partners.

Due to the ongoing Coronavirus pandemic, examinations may be replaced by an alternative form of assessment during the academic year 2020/2021. Please refer to the Programme Specification on these pages for further details.

Work placements offered

Funding available*

Students need to have an honours degree with classification 2.2 or better in any subject from a UK university or the equivalent from a recognised university overseas

a CIPD level 5 qualification and two years Human Resource Management experience


Institution code	H36
School of study	Hertfordshire Business School
Course length	Full Time, 1 Years Part Time, 30 Months Part Time, 2 Years Part Time,
Location	University of Hertfordshire, Hatfield

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Employability

Careers

This course will give you everything you need to become a critical, practical, ethical and sustainable HRM practitioner or consultant in human resource management. It will particularly appeal to those interested in a career in human resource management, industrial/employment relations and also to those responsible more generally for managing people in organisations.

What job can I get?

The course will develop your HRM expertise and facilitate real-world HRM skills. When you graduate you could work as an HRM practitioner in fields as varied as general HRM, learning and development, change management and talent management. This course sets you on a path to become an HRM practitioner or consultant in areas of people management.

Professional Accreditations

The MA Human Resource Management is accredited by the Chartered Institute of Personnel and Development (CIPD) approved centre.

Successfully complete the MA or PG Diploma and you’ll receive the Chartered Institute of Personnel and Development’s (CIPD’s) Associate Membership, meaning you can use the designatory letters Assoc CIPD after your name. You can apply to upgrade to Chartered Member if you have the relevant experience.

Upgrading to Chartered Membership enables you to use the designated letters CMCIPD further enhancing your employability.

Similar Courses

We also offer a PGDip in Human Resource Management which has CIPD accreditation.

About the course

How and where people want to work is changing. Organisations need to quickly respond to external factors. Whether they are routed in Government policies, environmental issues, or changes in society. Our world is complex, and the challenges faced by organisations need an innovative approach.

Central to this course are the themes of how to manage change and personnel development. Human resource (HR) practitioners need to think in radical ways to manage diverse attitudes and motivations of people entering the labour market. As a HR practitioner, you’ll need to find solutions to critical issues. You’ll work across departments to promote inclusive and productive environments, enabling the employee and organisation to thrive.

The intrinsic link between human resource management, an organisation’s strategic and operational requirements, and the impact on society, can be powerful. This course will give you the tools you need to improve a range of issues, from global and national equality to climate change. New ways of thinking about work and the role organisations play in the world is crucial. We will guide you to become a critical, inspiring leader of the future, starting today. You will be able to immediately apply the learning to the workplace.

Full-time study

The full-time course, taught on campus and with some online teaching, can be completed in one year.

The sandwich and advanced research pathways are two years full time.

Part-time study

As a part-time student your classes will be held on one evening session a week for two academic years from a September start date, and two and a half academic years from a January start date.

You can also select a flexible mode option with online delivery. This is a combination of live online sessions once a week with supporting online material.

Pathways

We offer a variety of pathways so you can specialise in your area of interest. The below pathways can be combined e.g. Global Sandwich or Global Advanced Research. For any questions about our pathways please email Dr Gary Pheiffer, Programme Leader.

MA Human Resource Management
MA Human Resource Management (Global)
MA Human Resource Management (Work Psychology)
MA Human Resource Management (with Advanced Research)
MA Human Resource Management (Sandwich) with a work placement

Why choose this course?

You want to help people reach their potential
You want to add value to organisations and make a positive impact on society
You’re looking for inspiring course content, with a range of optional modules to tailor your studies to suit your interests
You’re looking to gain real-life application of theory. You value a fresh approach to teaching and learning, which focuses on practice
You want a flexible programme that gives you options. We offer the chance to specialise in global human resource management, work psychology or take a general route.
You’re looking to study alongside a diverse and inspiring cohort. We expect you to be studying alongside personnel and human resource managers, line managers, trade unionists and equal opportunity officers from a variety of backgrounds. This will be a valuable opportunity to learn from the experience and perspective of your peers
You want to become a member of the CIPD. At Herts, we pay for your CIPD joining fee and the first-year student membership.

What will I study?

We offer a problem-based learning approach to our teaching so you can gain real life skills for the workplace. Together we’ll explore complex issues arising from research, practices and current debates. You’ll analyse human resource management at an individual, organisational, national and international level. We’ll teach you how to recognise ethical dilemmas and corporate responsibility issues to ensure that the organisations you work with are sustainable. You’ll develop an inquiry practice-orientated mindset, showing expert problem-solving, decision making and evaluation skills.

We offer a blended learning approach, including individual and group work, one-to-one sessions, workshops, study trips, guest speakers and live projects/case studies. Formal lectures will be kept to a minimum (and available online if you can’t be with us in person or want to review later).

We value our students as HR practitioners in training. To reflect this, our teaching, learning and assessment will share this core value. For example, our tutors will facilitate and role model human resource management practice.

Our focus is on experiential real-life learning, where you’ll be immersed in activities that bridge the gap between theory and practice. You’ll be assessed in this way too, with each assessment having two sections: a critical review of theory and application of that theory to practice. For example, you could carry out small consultancy work, deliver a presentation or write a brief to the board of directors to evidence your knowledge.

The world of human resource management is complex and unpredictable. By studying at Herts, you’ll gain the skills and strategies you need to help individuals, organisations and your own career thrive.

Level 7

Module	Credits	Compulsory/optional
PG HRM Dissertation/Management Research Project (CIPD)	45 Credits	Compulsory
The dissertation provides the opportunity for students to develop and apply postgraduate level skills of independent research, analysis, evaluation, writing and presentation; and to deepen students' knowledge and understanding of a specific subject and its location within the HRM discipline as a whole. Further, it is to provide the student with the opportunity to concurrently prepare a management research report containing costed recommendations based on their research and an appropriate action plan for a specific organisation(s). The dissertation is supported by an online research methods training module, individual supervision, student-led support group meetings and a number of program tutorial sessions.
Working Lives in a Changing Environment	15 Credits	Compulsory
To address the module aims, indicative content includes an analysis of labour market trends, changing demographics regarding diversity and ageing population and skills gaps; the impact of digital working and flexible working on working lives; the ways that flexible employment, the gig economy and non-standard, atypical contracts affect working lives; how developments in public policy and societal pressures affect people practice; the impact of technology and new organisational forms and ways of working on the way people experience their work; and equity and distributive justice in organisations.
Strategic People Management and Development	15 Credits	Compulsory
The development of contemporary people management with reference to relevant theory of HRM and strategy: best practice, best fit and resource-based models. The benefits and challenges of aligning people management with organisational strategy, culture and values and the integration of different components of HRM and application of systemic thinking. The impact of people management practices on organisational performance and employee experience: creating value for stakeholders through people plans and practices. Key issues and debates concerning the contribution of people management to organisational success. The role and structuring of the HR function and role of line managers in HR. The role and scope of people management activities; different approaches and application to practice in the areas of resourcing, performance management, learning and development, employment relations, diversity, and organisational design and development specifically, plus application of new technological developments and big data to people management. Ethical issues in the field.
Business Research in People Practice	15 Credits	Compulsory
The module content will provide an understanding of the importance of information in the context of HR analytics, research approaches and how to evaluate the role of HR analytics. Content will reflect current practice, techniques and debates including data mining, modelling, forecasting and data visualisation; business simulated dataset analysis (big data) e.g. MV and SEM analysis; environmental scanning; HR matrices and benchmarking; practical discussion of business cases; the changing role of HR managers and response to those changes; and HR analytics and business strategy.
Personal Effectiveness and Leadership	15 Credits	Compulsory
The module provides an overview of the main principles that support personal effectiveness, ethical behaviour, and business acumen in organisations. It examines how ethical behaviour promotes inclusion and how this, in turn, can support business improvement. Key skills such as critical thinking, team-working, and communication are examined as they support students to become more personally effective in areas such as decision-making and networking. The module demonstrates how factors, such as resilience, self-evaluation and leadership, can increase business acumen. It supports student in becoming personally effective by using evidence-based practices in the management of their continuous development and behaviours that support the goals of organisations. The content illustrates key behaviours that can make students more personally effective and lead to business improvements. Key concepts and models that demonstrate ethical behaviours and inclusion are provided.
Employment Law	15 Credits	Optional
This module examines a range of aspects of employment law. It analyses the rights and duties of employers and employees, and examines the role of the law in regulating the employment relationship. The module considers sources from which employment law is derived and the institutions, in which it is administered, and the significance and content of the contract of employment. The module then progresses to consider individual employment law topics: equal pay, legislation regulating discrimination on the grounds of sex and race, wrongful dismissal, unfair dismissal, and redundancy. The collective employment issues of trade union membership and activities and industrial action are also dealt with.
Contemporary Employment relations	15 Credits	Optional
This module aims to develop an understanding of Employment Relations by looking at the different approaches of key actors including government and the state, employers and trade unions. It provides an understanding of the historical, political and institutional context to the employment relationship, and addresses the key changes in work and employment which have characterised globalisation and particularly the 21st century such as flexibility and precarity. It also looks at equality at work, and assesses the role of legislation in achieving this. The module analyses questions of power in the modern employment relationship, and how some changes have been brought about. It encourages students to critically evaluate different theories and perspectives on employment relations. It also equips students to understand important aspects of the employment relationship such as conflict resolution. discipline and grievance, dismissal, collective bargaining, negotiation, conflict and industrial sanctions, conciliation, mediation and arbitration and diversity management.
Sustainable Organisational Change and Development	15 Credits	Optional
The module seeks to explore experientially how change and OD theories can be applied in work setting and to develop diagnostic, facilitation, intervention strategies and associated skills. Key theories may include OD approaches, Lewin, Processual views, Psychodynamic views, post-modern critic and client centred theories. Diagnostic, design/interventions and evaluation models will be explored. Situational decision making, ethical practice, insights focused, valuing people will be emphasised.
Strategic Reward	15 Credits	Optional

People Resourcing	15 Credits	Optional
The module aims to develop a critical knowledge and understanding of key talent resourcing strategies within the wider national and international employment market. It covers attraction and selection of talent and the alternative interventions that can be utilised to suit the needs of the organisation. Current resourcing issues such as flexibility, measurement and assessment, work life balance, legal compliance in resourcing, global mobility strategies and technological advancements such as the use of artificial intelligence in recruitment and selection. Contemporary HR developments in the field of resourcing in a global context will be the basis of much of the debate within the module. The module also enables students to develop a range of skills to perform effectively in a professional resourcing or line managerial role and to provide opportunities for related continuous personal and professional development.
Strategic Learning and Development	15 Credits	Optional
The module seeks to explore experientially how learning and development theories can be applied in the workplace. The module will explore facilitating a culture and environment for individuals and organisations to learn and grow, and to understand the current and future capability needs of an organisation, as well as how to develop a learning culture that drives engagement and continuous development can be shaped and developed. Module content may include theories and research around learning, training design and delivery, a blend of learning approaches, which may include face-to-face, digital, social collaborative and coaching, as well as the application of motivational and behavioural science theories and interventions to ensure effective training and learning. Systematic training cycle and ID approaches such as ADDIE, social learning theories, social collaborative learning, use of digital technology and media in learning, situated learning and community of practice, coaching and mentoring, and facilitation of learning.
Ethics In Business: A Global Perspective	15 Credits	Optional
The module will cover issues related to ethics in business, sustainable organisational development and behaviour, and corporate social responsibility in a global context. Content includes: ethical theory, corporate social responsibility, sustainability (economic, social and environmental), global and national inequalities. These issues will be examined in the context of globalisation and across the supply chains of multinational companies.
Global HRM	15 Credits	Optional
This module is designed to provide an in-depth and theoretically informed exposition of the human resource complexities in managing across borders as a primary strategic concern of multinational corporations (MNCs). It is organised around international and comparative themes on an integrated basis. In exploring international HRM themes, students examine the challenges of managing staff in home and host localities, including the selection, training and rewarding of expatriates. Cultural awareness will be explored through the examination of diverse institutional and cultural environments in host destinations for MNCs. These include North America, 'Western' and 'Eastern' Europe, Japan, China and a selection of emerging/developing countries.
People Management Across Cultures	15 Credits	Optional
This module is designed to provide an in-depth and theoretically informed consideration of the complexities of managing across cultures within the context of people management practices. The module explores the link between national, regional, industry and organisational cultures. It draws upon cultural theorists in order to explore cultural dimensions related to time, space and change; cross-cultural communication; co-operation in multicultural teams; ethics; and research on cultural differences on constructs such as motivation and leadership. It allows for an exploration and understanding of how cultural differences are, and can be, addressed by individuals involved in managing across cultures.
Effective Work Psychology	15 Credits	Optional
The module provides an overview of the application of psychological theory and research to understanding, predicting and influencing behaviour at work. A broad overview of key theories and concepts are investigated and evaluated. The module covers research perspectives and methods for analysis and investigation in understanding behaviour in a variety of work contexts and situations. Topics may include key psychological theories (biological, social, individual differences, cognitive. developmental), understanding effective relationships and communication, dysfunctional work behaviours, wellbeing and stress, Identity and attachment.
Contemporary Issues in Work Psychology	15 Credits	Optional
The module will apply relevant work psychology literature to both current and future organisational themes with a view to inform and develop contemporary human resource management practices. Contemporary business issues will be identified and explored, and work psychology theories which could potentially aid understanding of the resulting human behaviour in the workplace will be evaluated. Relevant work psychology theories will be discussed in terms of their efficacy of explaining current business themes. The role of work psychology theory in human resource management will be appraised and key debates as to how work psychology theories can be applied to human resource problems will be discussed. Conceptual frameworks, case discussions, and skill-oriented activities will be applied to each topic. Content could include: stress, well-being, work-life balance and burnout; job analysis and job crafting; globalisation and the virtual workplace; the design and use of work technologies; Business Agility and Innovation in Work; fairness, justice and diversity in the workplace

Key staff

Dr Gary Pheiffer
Programme Leader
Find out more about Dr Gary Pheiffer

Further course information

Course fact sheets
MA Human Resource Management	Download

Programme specifications
MA Human Resource Management	Download
MA Human Resource Management	Download

Additional information
Sandwich placement or study abroad year	n/a
Applications open to international and EU students	Yes

Student experience

At the University of Hertfordshire, we want to make sure your time studying with us is as stress-free and rewarding as possible. We offer a range of support services including; student wellbeing, academic support, accommodation and childcare to ensure that you make the most of your time at Herts and can focus on studying and having fun.

Find out about how we support our students

You can also read our student blogs to find out about life at Herts.

Funding and fees
Other financial support

Find out more about other financial support available to UK and EU students

Living costs / accommodation

The University of Hertfordshire offers a great choice of student accommodation, on campus or nearby in the local area, to suit every student budget.

View detailed information about our accommodation

Fees 2021
UK Students

Full time
- £9450 for the 2021/2022 academic year
Part time
- £790 per 15 credits for the 2021/2022 academic year
EU Students

Full time
- £13950 for the 2021/2022 academic year
Part time
- £1160 per 15 credits for the 2021/2022 academic year
International Students

Full time
- £13950 for the 2021/2022 academic year
Part time
- £1160 per 15 credits for the 2021/2022 academic year
* Find out about our Herts graduate/alumni 20% discount on tuition fees

*Tuition fees are charged annually. The fees quoted above are for the specified year(s) only. Fees may be higher in future years, for both new and continuing students. Please see the University's Fees and Finance Policy (and in particular the section headed "When tuition fees change"), for further information about when and by how much the University may increase its fees for future years.

View detailed information about tuition fees

Read more about additional fees in the course fact sheet

International/EU applicants without pre-settled status in the UK

Apply through our international/EU application portal

Home and EU applicants with pre-settled/settled status in the UK

2021

Start Date	End Date	Link
28/09/2021	25/09/2022	Apply online (Full Time)
24/09/2021	11/07/2022	Apply online (Part Time)
27/09/2021	30/09/2022	Apply online (Part Time)
23/01/2022	11/07/2022	Apply online (Part Time)
24/01/2022	31/01/2023	Apply online (Part Time)

2022

Start Date	End Date	Link
28/09/2022	25/09/2023	Apply online (Full Time)
24/09/2022	11/07/2023	Apply online (Part Time)
23/01/2023	11/07/2023	Apply online (Part Time)

Please note that some of the images and videos on our course pages may have been taken before social distancing rules in the UK came into force.

MA Human Resource Management

Why choose Herts?

Work placements offered

Funding available*

Careers

What job can I get?

Professional Accreditations

Similar Courses

About the course

Full-time study

Part-time study

Pathways

Why choose this course?

What will I study?

Key staff

Further course information

Student experience

Other financial support

Living costs / accommodation

Fees 2021

UK Students

Full time

Part time

EU Students

Full time

Part time

International Students

Full time

Part time

International/EU applicants without pre-settled status in the UK

Home and EU applicants with pre-settled/settled status in the UK

2021

2022