Course specification and structure
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PMHUREMA - MA Human Resource Management

Course Specification


Validation status Validated
Highest award Master of Arts Level Masters
Possible interim awards Postgraduate Diploma, Postgraduate Certificate, Advanced Diploma in Professional Development
Total credits for course 180
Awarding institution London Metropolitan University
Teaching institutions London Metropolitan University
School Guildhall School of Business and Law
Subject Area Business and Management
Attendance options
Option Minimum duration Maximum duration
Full-time 1 YEARS  
Part-time 2 YEARS  
Course leader Aidan Mckearney

About the course and its strategy towards teaching and learning and towards blended learning/e-learning

This course focuses on the issues and challenges facing stakeholders in the Human Resource Management field.

We recognise that one of the key resources are the academic staff and how they utilise their scholarship and research to enhance student learning, undertake research activity and produce research publications, professional training, consultancy and other third-stream activity. Our courses benefit from the research activity conducted by staff which helps to inform our teaching. Many of our staff are recognised as experts in their respective fields. This research activity generates an active research culture in which you are exposed to the latest developments and cutting edge ideas through the course, by opportunities to attend regular research seminars and by stimulating ideas for your own dissertation.

Each module consists of a mixture of scheduled classes, guided learning, and self-directed learning. Teaching and learning is undertaken through lectures, seminars, discussions, group activities, workshops, projects and self-managed study. A wide range of delivery and assessment is incorporated to encourage this and particularly within a framework of digital literacy. The University’s online learning platform is used for all modules to give full access to the range of teaching materials, including class-based materials, links to academic and professional sources of knowledge and skills development, additional and supplementary reading and viewing, as well as online blogs, forums and collaborative learning and exchange arenas. Additional online access to materials, including journals, industry materials and governmental reports is available through the University’s library and online access. This is reflected in the classroom and online experiences encouraged and required and in the range of assessment detailed below in section two of the specification.

Course aims

This course aims to:

1) Provide the opportunity for postgraduate education which benefits individuals across a wide range of occupations concerned with human resource management, by enabling them to relate their practical experience to relevant theoretical and empirical research-based ideas and concepts.

2) Enhance students’ critical awareness of current issues and strategic developments in human resource management taking account of the nature and significance of national and international contexts e.g. employment systems, public policy, labour markets and organisational practice.

3) Offer a broad education whilst also allowing students to specialise in areas of occupational and academic interest (through both choice of designates and the dissertation).

4) Stimulate conceptual understanding that enables students to critically evaluate current research, scholarship and practitioner debates in the field of human resource and employment management and development, and to evaluate methodologies, developing critiques of them and, where appropriate proposing new developments in knowledge and understanding.

5) Enable students to design and conduct their own research.

6) Develop students’ skills in interpersonal relationships in the work context and facilitate critical self-reflection and ongoing appraisal on the knowledge and skills gained and the implications for career development and progression.

7) Provide an opportunity for applicants to gain appropriate professional qualifications within the field of human resource management.

Course learning outcomes

On completion of the course, students will:

1) Have acquired an understanding of the historical, cultural, economic, legal, social and political factors which affect ‘stakeholders’ attitudes, expectations, behaviour and strategies within a range of human resource and employment contexts;

2) Be able to utilise an appropriate range of theoretical and analytical perspectives and techniques in the investigation and analysis of employment and human resource issues and problems;

3) Be able to recognise and explain the environment and context in which human resource and employment management decisions are made and identify the practical implications of implementing policies and strategies in the human resource and employment management areas taking account of key actors, environment and context;

4) Be able to investigate and analyse complex employment and human resource management problems by undertaking competent empirical research drawing upon relevant current bodies of knowledge and appropriate research tools;

5) Analyse strategic and operational issues within organisations, and devise appropriate proposals and solutions to alleviate and resolve issues in organisational and employment contexts, using as appropriate accepted best practice within the people management field;

6) Demonstrate specialist knowledge and research skills in order to produce an academically sound and professionally relevant dissertation based on independent, original study and research;

7) Have developed general study skills (problem solving, group work, communication, presentation etc.) and be able to assess their own personal, professional and scholarly development needs and implement person¬al, professional and scholarly development plans;

8) Be able to contribute to debates on human resource management through appropriate scholarly/practitioner presentation, discussion and writing.

Course learning outcomes / Module cross reference

- Have acquired an understanding of the historical, cultural, economic, legal, social and political factors which affect ‘stakeholders’ attitudes, expectations, behaviour and strategies within a range of human resource and employment contexts:

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
Research Methods in Human Resource
Management
Human Resource Management Dissertation

- Be able to utilise an appropriate range of theoretical and analytical perspectives and
techniques in the investigation and analysis of employment and human resource issues and 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
Research Methods in Human Resource
Management
Human Resource Management Dissertation

- Be able to recognise and explain the environment and context in which human resource and employment management decisions are made and identify the practical implications of implementing policies and strategies in the human resource and employment management areas taking account of key actors, environment and context:

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
Research Methods in Human Resource
Management
Human Resource Management Dissertation

- Be able to investigate and analyse complex employment and human resource management Contextualising Management Leading, Managing and Developing People
problems by undertaking competent empirical research drawing upon relevant current bodies of knowledge and appropriate research tools:

HRM: Resourcing and Talent Management
Learning and Talent Development
Managing Employment Relations in
Contemporary Organisations
Employment Law and Practice
Employee Engagement
Research Methods in Human Resource
Management
Human Resource Management Dissertation

- Analyse strategic and operational issues within organisations, and devise appropriate proposals and solutions 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
Research Methods in Human Resource
Management
Human Resource Management Dissertation

- Demonstrate specialist knowledge and research skills in order to produce an academically sound and professionally relevant dissertation based on independent, original study and research:

Research Methods in Human Resource
Management
Human Resource Management Dissertation

- Have developed general study skills (problem solving, group work, communication, presentation etc) and be able to assess their own personal, professional and scholarly development needs and implement personal, professional and scholarly development plans:

Contextualising Management
Leading, Managing and Developing People
Learning and Talent Development
Research Methods in Human Resource
Management
Human Resource Management Dissertation

- Be able to contribute to debates on human resource and employment management through appropriate scholarly/practitioner presentation, discussion and writing:

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
Research Methods in Human Resource
Management
Human Resource Management Dissertation

Principle QAA benchmark statements

Business & Management

Assessment strategy

The course is assessed formatively and summatively using blended learning as a starting point. Therefore assessment encourages engagement in digital literacy objectives as well as a range of assessment including the formal examinations for two core modules required by the CIPD. Additional approaches to assessment are informed by an understanding of building from one assignment whose formative feedback leads to development of a subsequent assignment, usually but not exclusively within the module. Methods include reports, essays, reflective portfolios, case studies, group presentations, individual blogs and the preparation of research proposals. The dissertation is approx. 15,000 words (60 credits) and meets the CIPD’s requirements for a management research report.

Organised work experience, work based learning, sandwich year or year abroad

Students are required to undertake research and prepare a dissertation to meet CIPD’s requirements including the production of recommendations, a costed action plan and a reflective statement on their learning. Students are normally required to focus their dissertation on issues in the workplace and must gain access to an organisation in time to take the final module that requires them to work on their dissertation. 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 dissertation, it may be possible with agreement by the module leader to conduct desk-based research, for example the analysis of WERS data.

Modules required for interim awards

Contextualising management, Leading, managing and developing people, Research methods in HRM and the HRM Dissertation are core to gaining the MA in HRM and must be combined with three 20 credit options (from Section 27) to gain the required 180 credits. Students may gain a PG Certificate in Human Resources with 60 credits (3 x 20 credit modules from Section 27). Students may gain a PG Diploma in Human Resources with 120 credits (6 x 20 credit modules from Section 27).

CIPD approved as follows:

Students must have gained the MA in Human Resource Management and have joined CIPD to achieve Associate CIPD membership with recognition of the knowledge requirements needed for upgrading to Chartered membership status. Students who have gained the PG Diploma in Human Resources and have joined CIPD achieve Associate CIPD membership.

Arrangements for promoting reflective learning and personal development

The course follows CIPD requirements for the maintenance of reflection and personal development planning. It also includes a reflective skills based portfolio, also requiring continuing professional development and personal development planning. The dissertation requires a section on personal reflection.

Arrangements on the course for careers education, information and guidance

Career opportunities are often afforded to existing students from alumni of the course and these are announced to current students online. The expertise and professional experience of the range of tutors teaching on the course are available to students and are taken up particularly by students making career decisions and when researching in their own organisations. This is supplemented by the University’s own careers advice service, which organises job and volunteering fairs and other networking events. We also run a series of guest lectures with industry speakers.

Other external links providing expertise and experience

There are many invited practitioners and academics on our guest lecture programme, from our visiting professors, consultants, HR and legal experts. The University and the postgraduate HRM programmes have close links with the Branch network of the CIPD and we host introductory, specialist knowledge and prize-giving sessions throughout the year. We also have a CIPD Professional Adviser who is available to give advice on CIPD upgrading.

Professional Statutory and Regulatory Body (PSRB) accreditations & exemptions

You will need to join the CIPD when you begin your course.

Upon successful completion of the MA, you’ll gain Associate Membership of the CIPD from which you can apply for professional upgrading linked to your professional experience to achieve Chartered Membership or Chartered Fellowship. Our dedicated CIPD professional adviser can guide you on your application to upgrade to Chartered status.

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

Career opportunities

The University has a high reputation for employability - 93% of our graduates are in work or further study within six months after graduating.

Completing our Human Resources Management MA and you'll possess a significant career advantage. Recent graduates have gained full-time posts from their placements in financial services, leisure and tourism, major international charitiesand the health sector.

Other graduates that have gone on to work in the private sector have moved from administrative and PA positions to being in charge of strategic HR projects. We also have graduates who have moved up into international HR management positions for global companies.

Entry requirements

You will be required to have:

  • a good bachelor’s degree (2.2) in any subject or a three-year diploma in business that includes good grades in human resources (HR) subjects

In certain circumstances, you may be considered if you have significant HR experience at a senior level. Interviews are generally required for non-standard entry, and your IELTS results must be a minimum of 6.

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

All applicants must be able to demonstrate proficiency in the English language. Applicants who require a Tier 4 student visa may need to provide a Secure English Language Test (SELT) such as Academic IELTS. For more information about English qualifications please see our English language requirements.

Official use and codes

Approved to run from 2013/14 Specification version 1 Specification status Validated
Original validation date 01 Sep 2013 Last validation date 01 Sep 2013  
Sources of funding HE FUNDING COUNCIL FOR ENGLAND
JACS codes N600 (Human Resource Management): 100%
Route code HUREMA

Course Structure

Stage 1 Level 07 September start Not currently offered

Code Module title Info Type Credits Location Period Day Time
HR7134 Contextualising Management Core 20        
HR7135 Leading, Managing and Developing People Core 20        
HR7155 Research Methods in Human Resource Management Core 20        
HR7P00 Human Resource Management Dissertation Core 60        
BL7106 Employment Law and Practice Option 20        
HR7060 Employee Engagement Option 20        
HR7146 Managing Employment Relations in Contemporary O... Option 20        
HR7159 Resourcing and Developing Talent Option 20        

Stage 1 Level 07 January start Offered

Code Module title Info Type Credits Location Period Day Time
HR7134 Contextualising Management Core 20 CITY SPR TUE EV
HR7135 Leading, Managing and Developing People Core 20 CITY SPR THU EV
HR7155 Research Methods in Human Resource Management Core 20 CITY SPR MON EV
HR7P00 Human Resource Management Dissertation Core 60 CITY SPR NA NA
          CITY SUM NA NA
BL7106 Employment Law and Practice Option 20 CITY SPR WED EV
HR7060 Employee Engagement Option 20 CITY SPR TUE EV
HR7146 Managing Employment Relations in Contemporary O... Option 20 CITY SPR MON EV
HR7159 Resourcing and Developing Talent Option 20 CITY SPR THU EV