The MSc International Human Resource Management commences with a 15 credit Critical Reading, Writing and Literature Research unit, followed by eight 15 credit units, finishing with a 15 credit Methodological Approaches to Research and 30 credit Professional Project.
Please open the relevant tabs below for more unit information or download the unit factsheet.
CRITICAL READING, WRITING AND LITERATURE RESEARCH
This unit develops critical thinking, reflective writing, and other study skills, including analysis and referencing, to study at master’s level and in particular to introduce students to research skills needed to successfully produce a literature review as well as unit essays. You will pick a topic area, perhaps related to the professional project that you might intend to study to further research and apply the tools learned in the sessions.
This unit critically evaluates the sources and types of people data available and investigates how data can be used to gain insights into key HR issues and to generate solutions to people problems. The unit engages with the debate about value-added HR and explores the role of HR Analytics in enabling the HR function to add value and demonstrate this and explores how to interpret key people metrics. It critically analyses the practical and ethical challenges associated with HR Analytics (e.g. capability, confidentiality, sensitive data).
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
The unit examines the key features of IHRM and employment systems by reviewing the way human resources are managed across countries and within Multinational Corporations (MNCs). An examination of the context that shapes national systems and organisational HR practices in different locations and the influence of cultural dimensions are central themes. The differences between HRM and IHRM is positioned as a backdrop to understanding the challenges with which MNCs are faced as well as the pressures imposed by globalisation on local employment systems.
MANAGING EMPLOYMENT RELATIONSHIPS
This unit explores the regulation of employment relationships in an international context including the role of the state, trade unions and employer’s associations. It critically analyses approaches to creating and sustaining effective employment relationships across the economy, investigates voice, conflict, and conflict resolution mechanisms.
MANAGING PEOPLE FOR PERFORMANCE
This unit provides an overview of HRM theory and practice using the employee life cycle as a framework. It explores how and why HRM aims to be strategic and critically evaluates models such as best practice, best fit and system thinking models. It explores contemporary developments within the employee life cycle, such as key trends in resourcing, performance, engagement and L&D, including models of coaching and mentoring.
PERFORMANCE IN AN INTERNATIONAL CONTEXT
This unit explores performance on an organisational, multinational company and employee level. It critically evaluates the research evidence about the impact of HRM practices on organisational performance and seeks to identify the key contributions HR practice make to important employee outcomes. The unit explores performance at the employee level including establishing, managing, and measuring performance expectations (both inputs and outputs), developing employees to deliver against these and reviewing performance and managing underperformance. The unit also provides an understanding of the applicability of performance management systems in other international contexts.
PROFESSIONAL PRACTICE IN HRM
This unit explores what it means to be professional in HR including the role of the CIPD in promoting professional practice. It investigates the importance of HR Professionals fully engaging with the purpose of an organisation and understanding its commercial context and explores ethical behaviour in practice, including the barriers and the role of HR Professionals in promoting ethical practice.
REWARD IN AN INTERNATIONAL CONTEXT
This unit investigates the strategic and operational approaches to and challenges of rewarding people in a fair and equitable way across countries. The unit includes topics such as approaches to pay determination and progression, pay frameworks, variable pay, total reward, expatriate management, benefits, and reward in an international context. Contemporary debates in the field are discussed, such as pay inequalities.
WORK AND WORKING LIVES IN A GLOBAL WORLD
This unit explores the ways in which short-term and long-term trends in the internal and external environments impact work and working lives now and in the future. Examples of areas for investigation include the role of technology and critically evaluating whether, how and to what extent this can enhance work and working lives; investigating how change impacts on work and working lives in theory and practice; global labour market trends and current issues and their implications for work and working lives.
METHODOLOGICAL APPROACHES TO RESEARCH
This unit develops critical thinking, reflective writing, and other study skills to study at master’s level and in particular to introduce students to general research methods needed to successfully develop a project proposal or research brief. You will pick a topic area, perhaps related to the professional project that you might intend to study, to further research and apply the tools learned in the sessions.
This unit provides students with a chance to conduct a research project on their chosen area of study. It is envisaged students will choose a professional area they enjoy to investigate in-depth. The unit expects students to bring together and employ all the skills they have learnt via previous online units. Indicative content includes key research concepts, critical literature review, research methods, case studies, and policy recommendations. Students will be able to undertake either a desk-bound project using secondary data or a ‘live’ empirical project, using their own workplace or carrying out fieldwork.