PDHUMRMD - Postgraduate Diploma in Human Resource Management

The course is accredited by the Chartered Institute of Personnel and Development (CIPD) and London Metropolitan University is a CIPD approved centre. The course is delivered in Full Time mode across two semesters with three modules per semester (two cores and one designated subject option choice); in Part Time mode it is delivered with two modules per semester, across three semesters (two cores, two designated subject option choices, followed by two cores).

The CIPD requirements strongly influence the structure of the course. The CIPD’s skills requirements are delivered across all four core modules; hence all four are required to meet CIPD’s requirements for Developing Skills for Business Leadership. These are delivered specifically within the first and last semesters of the Part Time programme and across both semesters of the Full Time mode of study. In the final semester there are two concurrent modules – The Reflective Practitioner and Consultancy, Change and Professional Development – which permits a focused semester and assists with completion rates on the Management Research Report.

The course is delivered Full Time starting in September; and Part time starting in both September and February.

Programme structure:

Full/time September starters are expected to take their Core modules:
in Autumn Semester - HR7134 Contextualising Management & HR7135 Leading, Managing and Developing People

in Spring Semester - HR7148 The Reflective Practitioner and Consultancy, HR7045 Change and Professional Development

1. To provide an opportunity for applicants to gain appropriate professional qualifications within the field of human resource management.
2. To provide the opportunity for postgraduate education which benefits individuals across a wide range of occupations concerned with employment and human resource management, by enabling them to relate, consider and evaluate, their practical experience to relevant theoretical and empirical research-based ideas and concepts.
3. To provide maximum scope for both professional and scholarly development including research skills and opportunities for personal development planning and reflection.
4. To provide a sound theoretical basis for/and systematic understanding of people management together with a critical awareness of current issues and insights informed by people management practice.
5. To develop an appreciation and understanding of the nature and significance of the contexts influencing people management practices, processes and interventions.

On completion of the course, students will:

• Develop and articulate an informed and cogent perspective on current and emerging initiatives in the field of employment and people management.
• Recognise and account for the nature of the roles and functions of human resource practitioners, together with those of other managers at both operational and strategic levels and develop strategies for maximising personal effectiveness in such a specialist role.
• Demonstrate the ability to analyse situations in complex organisational and wider employment contexts, using a range of conceptual frameworks and applying appropriate techniques for problem analysis and resolution.
• Devise appropriate proposals to alleviate and resolve issues in organisational and employment contexts, informed as appropriate by recognised best practice and contemporary academic and professional developments within the people management field.
• Apply specific techniques and skills to analyse organisational and employment situations, in the planning of solutions to issues and in the presentation of proposals to key decision-makers.
• Work with others, individually and in groups, and at various levels in the application of people management approaches for handling employment-related problems.
• Develop and maintain a programme of continuing learning and development appropriate to the student’s own professional career progression.

- Develop and articulate an informed and cogent perspective on current and emerging initiatives in the field of employment and people management:

Contextualising Management
Leading, Managing and Developing People
HRM: Resourcing and Talent Management
Learning and Talent Development
Managing Employment Relations in Contemporary Organisations
Employment Law and Practice
Employee Engagement
Consultancy, Change and Professional Development
Reflective Practitioner

- Recognise and account for the nature of the roles and functions of human resource practitioners, together with those of other managers at both operational and strategic levels and develop strategies for maximising personal effectiveness in such a specialist role:

Contextualising Management
Leading, Managing and Developing People
HRM: Resourcing and Talent Management
Learning and Talent Development
Managing Employment Relations in Contemporary Organisations
Employment Law and Practice
Employee Engagement
Consultancy, Change and Professional Development
Reflective Practitioner

- Demonstrate the ability to analyse situations in complex organisational and wider employment contexts, using a range of conceptual frameworks and applying appropriate techniques for problem analysis and resolution:

Contextualising Management
Leading, Managing and Developing People
HRM: Resourcing and Talent Management
Learning and Talent Development
Managing Employment Relations in Contemporary Organisations
Employment Law and Practice
Employee Engagement
Consultancy, Change and Professional Development
Reflective Practitioner

- Devise appropriate proposals to alleviate and resolve issues in organisational and employment contexts, using as appropriate accepted best practice within the people management field:

Contextualising Management
Leading, Managing and Developing People
HRM: Resourcing and Talent Management
Learning and Talent Development
Managing Employment Relations in Contemporary Organisations
Employment Law and Practice
Employee Engagement
Consultancy, Change and Professional Development
Reflective Practitioner

- Apply specific techniques and skills to analyse organisational and employment situations, in the planning of solutions to issues and in the presentation of proposals to key decision-makers:

Contextualising Management
Leading, Managing and Developing People
HRM: Resourcing and Talent Management
Learning and Talent Development
Managing Employment Relations in Contemporary Organisations
Employment Law and Practice
Employee Engagement
Consultancy, Change and Professional Development
Reflective Practitioner

- Work with others, individually and in groups, and at various levels in the application of people management approaches for handling employment-related problems:

Contextualising Management
Leading, Managing and Developing People
HRM: Resourcing and Talent Management
Learning and Talent Development
Managing Employment Relations in Contemporary Organisations
Employment Law and Practice
Employee Engagement
Consultancy, Change and Professional Development
Reflective Practitioner

- Develop and maintain a programme of continuing education, training and development for the student’s own professional career progression:

Contextualising Management

Leading, Managing and Developing People
Learning and Talent Development
Consultancy, Change and Professional Development
Reflective Practitioner

N/A

Assessment methods include assignments written in report format, in essay format, comparative analyses, case studies, a learning log, presentations, group work and exams, (although there are only two exams on the course, and both are in the first semester in HR7134 and HR7135.) There will also be a Management Research Report (approx. 7500 words) and action learning set presentation, which carries 30 credits.

Students are normally required to undertake research in an organisation and must gain access to an organisation in time to take the final modules that deliver the management research report aligned to CIPD’s requirements (including the production of recommendations and a costed action plan) and the production of a learning log. It is anticipated that students should spend the equivalent of at least one day a week carrying out their research in the organisation. Where significant problems arise in gaining appropriate access to an organisation on which to base the management research report, it may be possible with agreement by the module leader to conduct desk-based research, for example the analysis of WERS data.

None

3x 20 credit modules together give the PG Certificate in Human Resource Management. HR7148 and HR7045 are co-requisites.

CIPD approved as follows:

Advanced level Award in Human Resources (one module of 20 credits or higher)

Advanced level Certificate in Human Resources (two core modules (HR7134 and HR7135) plus two designates (each of 20 credits or higher)

Advanced level Diploma in HRM/HRD (four core modules and two designate modules; 120 credits in total)

Successful completion of the PG DIP HRM, in conjunction with joining the CIPD, leads to the CIPD's Advanced Level Diploma, the highest educational award offered by the professional body under its current qualifications scheme.

This Advanced Level Diploma plus relevant experience enables you to apply for membership assessment via CIPD, and you can be upgraded to a professional (Chartered) level of CIPD membership.

Achieving the CIPD's Advanced Level Diploma is of major significance in gaining HR roles not only in the UK but also abroad.

Upgrading to Chartered Membership or Chartered Fellowship of the CIPD enables you to use the designate letters CMCIPD or CFCIPD, further enhancing your employability.

A good bachelor’s degree (2.2) in any subject/a three-year diploma in business that includes good grades in HR subjects. Students may be considered with HND/HNC or CPP/CTP/CHRP or equivalent CIPD qualifications.

Exceptionally, candidates with significant HR experience at a senior level may be considered. Interviews are generally required for non-standard entry. IELTS: Minimum of 6.

In order to obtain the CIPD’s Advanced Level Diploma, students need to apply for membership of the CIPD as they join the course.