| Module |
Credits |
Compulsory/optional |
|
HRM Practice and Perspectives
|
15 Credits |
Compulsory |
| The module provides an introduction to human resource management (HRM): its historical development, relevant theories and key issues. It examines the role of the HR professional and the organisation and delivery of the function. It also aims to develop a critical understanding of the organisational and external contexts within which HR professionals operate, whether in the market, public or 'third' sectors. Political, economic, demographic, social and technological influences and trends will be examined and evaluated as well as consideration of how leading organisations respond to the dynamic context. The module also outlines the skills and competencies required of an HR professional and seek to enable students to develop these. |
|
Organisational Behaviour: Theory and Practice
|
15 Credits |
Compulsory |
| The module begins by charting the epistemological and ontological foundations of the study of organisations, and then goes on to examine the development of organisational practice and organisational theory over time.
The focus of the module then switches to examine a range of organisational issues such as: organisational structure; groups; equality and diversity, control; conflict; motivation and personality; leadership and decision-making; technology and job design; culture and change.
The role of diverse actors and the relationships that occur between actors within the structures in organisations is an overarching theme, drawing on both the student's own experience and the theoretical perspectives
introduced earlier. |
|
Employment Relations: Theory and Practice
|
15 Credits |
Compulsory |
| The module encourages students to critically evaluate different theories and perspectives on employment relations. It also equips students to be able to practically undertake important aspects of the employment relationship such as bargaining and conflict resolution. The module considers the roles of the key actors in employment relations: management, trade unions and the State. The module evaluates different employment relations approaches and evaluates the design and application of processes, policies and procedures in areas such as: discipline and grievance, dismissal, collective bargaining, individual and collective negotiation, employment engagement, conflict and industrial sanctions, conciliation, mediation and arbitration and diversity management. The module also focuses on the impact of legislation, both European and domestic, on employment relations. |
|
Postgraduate Research Methodology for HRM
|
15 Credits |
Compulsory |
| This module prepares the students for the preparation of a research proposal as the first step towards undertaking either an individual research dissertation in HRM or an HRM research report. The aim of the dissertation and HRM research report is to provide 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 HRM. |
|
Strategic HRM
|
15 Credits |
Compulsory |
| This module aims to provide students with a critical understanding of the key issues and debates in Strategic Human Resource management and an appreciation of the importance of managing people strategically. Different approaches to strategy and strategy making are introduced and the HR implications considered. The history and origins of Strategic HRM are explored as well as the forces shaping SHRM at work. The main theoretical models are considered as well as their application in practice, and the contribution of SHRM to organisational performance evaluated. Key themes, emergent issues and tensions are reviewed. Managing people strategically is considered in relation to employee resourcing, performance and reward, development and relations. |
|
People Resourcing
|
15 Credits |
Compulsory |
| The module aims to develop a critical knowledge and understanding of key people resourcing and talent management strategies within the wider national and international employment market. It covers attraction, selection and retention of employees and the alternative interventions that can be utilised to suit the needs of the business. Current resourcing issues such as flexibility, employee engagement, work life balance and the debate about outsourcing and off shoring are key elements of the module. Contemporary HR developments in the field of resourcing and talent management 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. |
|
Managing 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 draw s upon cultural theorists in order to explore cultural dimensions related to time, space and change; cross-cultural communication; co-operation in multicultural teams. It allow s for an exploration and understanding of how cultural differences are, and can be, addressed by individuals involved in managing across cultures. The module also enables students to develop a range of skills to perform effectively in a cross-cultural team setting. |
|
Remuneration: Strategy and Practice
|
15 Credits |
Optional |
| This module aims to provide students with the know ledge and understanding of how relevant remuneration policies and practices are planned, implemented and evaluated to support strategic organisational goals, and of
the environments which impact on these goals and strategies. Critical understanding is developed to enable students to reflect on the strength and limitations of different approaches to remuneration and the effect on
individual and organisational performance. Fairness and flexibility issues are also encompassed. The module considers the influences on pay and benefits management in the private, public and third sectors as w ell as the specific challenges involved in international and executive pay arrangements. |
|
Leadership and Management Development
|
15 Credits |
Optional |
| This module explores how leadership and management development can contribute to organisational effectiveness and the drive for high performance. We will explore the key stakeholders and other factors that can affect successful implementation of leadership and management development programmes.
Students analyse and interpret how success can be measured, including assessment of a range of measures of success including staff satisfaction, customer satisfaction and profitability; and links between these factors.
We will analyse how organisational change affects the roles of development needs of managers; and critically evaluate how leadership and management development can be integrated with other management approaches to contribute to the successful implementation of organisational change programmes. |
|
International and Comparative 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. |
|
Comparative Employment Relations
|
15 Credits |
Optional |
| The aims of this module are to enable students to critically explore employment relations from international perspective, analysing the complex employment relations policies, strategies and practices that organisations pursue in the context of globalisation.
The module explores the functional and strategic requirements of international employment relations in an international context and how international issues of economic, technological, political, cultural, environmental and social pressures impact on international employment relations. The module explores the theory and evidence for convergence and globalisation in employment relations practices, and critically assesses the methodological issues behind such comparative international research. |
|
PG HRM Dissertation
|
45 Credits |
Optional |
| This is an individual research dissertation for the Human Resource Management. The aim of the dissertation is to provide 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. The dissertation is supported by an online, postgraduate research methods training module, individual supervision and student-led support group meetings. |
|
PG HRM Dissertation/Management Research Project (CIPD)
|
45 Credits |
Optional |
| This is an individual research dissertation for students who wish to achieve the outcomes required for both the Masters degree in Human Resource Management and be able to apply for professional membership of the CIPD (equivalent to the CIPD Advanced Diploma in HRM). The aim of the
dissertation is to provide 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 programme tutorial sessions. |
|
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. |
