| Module |
Credits |
Compulsory/optional |
|
PG HRM Management Project (CIPD)
|
15 Credits |
Compulsory |
| The report 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 prepare a management research report containing costed recommendations based on their research and an appropriate action plan for a specific organisation(s). The report is supported by an online research methods training module, individual supervision and student-led support group meetings. |
|
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 |
