MSc Human Resource Management (International)

• A good honours degree (minimum 2:2) from a recognised Higher Education institution within Britain, or equivalent from a recognised overseas institution;
• A keen and informed interest in HRM and persuasive reasons for believing that a career in Human Resource Management is suited to your particular strengths, interests and abilities.

English Language Requirement:

• If English is not your first language, you will be required to meet the UK Border Agency and Universities minimum English Language requirements such as the International English Language Test (IELTS) overall score of 6.5 with 5.5 in each component.

The first stage of the course consists of five compulsory modules which place international human resource management in the context of political, economic, social, legal, cultural and managerial developments across the world. They engage with ethical and professional issues in managing people, and introduce core concepts and functions of management.

• Managing People in Organisations offers a dual emphasis on the nature of differences between individuals (and how to measure them), and the management and leadership of organisational structures and change.
• The International Employment Context maps the factors which interact to create the distinctive character of different countries' labour markets and employment systems, and explores their influence on business strategy.
• International Human Resource Management introduces the set piece functions and activities of HRM in the context of international, multinational and transnational organisations.
• Applied Human Resource Management and Business Skills develops professional competency in a range of general management and HRM-specific skills underpinning successful management practice and effective leadership. These include interpersonal skills, interviewing, delivering training and understanding finance.
• Investigating a Business Issue from an HR Perspective focuses on the nature of research including planning and designing the research, data collection, data analysis and interpretation, and writing-up.

At the beginning of the course, there is also dedicated tuition in skills associated with postgraduate study in the UK.

Optional modules

You then choose four other modules from the list of optional modules below:

• International Resourcing and Talent Management* ** analyses key linkages between organisational strategy and HR strategy in the areas of employee selection, performance management and career development practices.
• Equality and Diversity from a Comparative Perspective** charts the rise of equality and diversity concerns within organisations in a comparative international context. Considers the implications of equality and diversity for HR practice in recruitment, reward, management and work-life balance.
• International Employment Relations* ** takes a comparative approach to studying corporate governance systems, and economic management and labour policies in the economies of the UK, France, Germany, Japan, Russia, China, South Africa and India.
• International Standards and Employment Law** describes and assesses emerging international (eg United Nations, International Labour Organisation, European Union etc) standards relevant to HR policy and practice in the light of their implications for specific labour markets and for HRM practitioners.
• Performance Management* develops insight into the theoretical issues and concepts surrounding performance management, and an understanding of the practices which contribute to improving the performance of individuals, teams and the organisation.
• Managing Reward* considers the strategic role of reward processes in developing organisational change programmes, and promoting flexibility and innovation. Topics include different approaches to rewarding performance, equal pay and gender issues, the case of 'special groups', and the role of international reward.
• Management and Career Development considers both employees' needs and organisational systems for management and career development. Topics include competency approaches, management development, career management and a practical exercise involving designing and running an assessment centre for developmental purposes.
• Employment Law enhances your knowledge of employment law in the UK and enables you to make constructive contributions to achieving compliance with relevant legislation in the workplace. The module includes a mock employment tribunal.
• Resourcing and Talent Management explores the contribution that resourcing and talent management activities can make to organisational success, with topics such as identifying and developing talent, managing turnover and retention, downsizing and rebuilding human capital, and wellness at work.
• Employee Relations develops the knowledge and understanding of employee relations required by HR practitioners. You will learn about the implications of the internationalisation of employee relations policies and EU membership on employee relations policies, issues and practices.