Skip to content

MSc

Human Resource Management (part-time)

Ladies talking at conference

Year Of Entry

2021
  • Level(s) of study: Postgraduate taught / Professional
  • Study mode(s): Part-time
  • Location: City Campus
  • Starting: September 2021
  • Course duration: Two years part-time

Please note: This course is being replaced by our new MSc Strategic Human Resource Management (part-time) course. We are no longer accepting applications for this course.

The MSc Human Resource Management is an advanced level course which presents an exciting opportunity for human resource practitioners to develop their personal and professional knowledge of HR issues and gaining a Masters qualification.

This course develops your knowledge and understanding of the conceptual frameworks, perspectives and issues associated with the management of human resources. It will enable you to apply a critical and analytical approach in an organisational context.

This course is ideal for:

  • Those who are responsible for HR decision-making within an organisation at an operational, tactical or more strategic level;
  • Those who have responsibility for the HR function and activities within an organisation, including HR development; and
  • Those who are working as an HRM or HRD consultant – either independently or in employment – to support organisations in meeting their goals.

Nottingham Business School has an established reputation for providing high quality CIPD approved professional courses for over 30 years.

Upon completion of the MSc you will be professionally recognised and have the professional level of Membership Associate (Assoc CIPD). Becoming a professional member of the CIPD can enhance your career prospects and earning potential. You can apply to upgrade to Chartered Membership once you have gained the relevant HR experience and developed the appropriate HR competencies and behaviours.

Nottingham Business School have both EQUIS and AACSB accreditation.

Accredited by:

EQUIS logo

What you'll study

The modules will introduce you to contemporary issues and current thinking around organisations and their management, in addition to the conceptual frameworks and perspectives associated with human resource management.

In the first year you will study three modules, each of which is worth 20 credit points. You will study these in sequence. Each module will be taught over a term with the assessment towards the end of the term.

In Year Two you will study a further three 20 credit point modules, and a 40 credit point dissertation. The 20 credit Business Research and Professional Skills module will be studied throughout the two years and assessed towards the end of the course.

  • Core modules

    Year One

    HRM in its Business Context (20 credits)

    The aims of this module are to provide learners with an understanding of:

    • The principal internal and external environmental contexts of contemporary organisations, including the managerial and business context, within which managers, HR professionals and workers interact in conditions of change and uncertainty.
    • Managerial decisions which have shaped different organisations’ differing responses to these dynamic environmental contexts.
    • The extent and limitations of managers’ and HR professionals’ decision making in an uncertain and changing environment.
    • Current HR practices in their managerial, organisational and external contexts, and how they shape the present HR agenda.

    People Resourcing and Talent Management (20 credits)

    Theoretically, the module will engage students to consider how future developments may affect people resourcing processes. This may be reflected in the increased use of proactive diversity management, employers branding, work-life balance initiatives and innovative approaches to job design. The module also introduces learners to major debates about theory and practice in the specific fields of flexibility and change management.

    Learning and Talent Development (20 credits)

    This module explores the related aspects of learning and development – firstly as a driver of economic, social and cultural change at governmental, organisational and individual level and secondly as an enabler of these changes. The module examines critically the meanings of ‘talent’ in the context of organisational effectiveness; learning and development policies and strategy. It also explores the extent to which learning and development professionals can influence the organisations they work within, having regard to ethical and professional standards of competence. The module develops skills of team working, critical analysis, problem solving and decision making through exploration of theoretical frameworks relevant to espoused and in-action learning and development strategies and policies. The module requires students to reflect critically on theory and practice based on their own experiences and upon case studies from a range of organisations. Students will be provided with opportunities for applied learning and continuous professional development.

    Year Two

    Employment Law (20 credits)

    The amount of regulation covering the employment relationship and the workplace has grown substantially in recent years as have the number of claims made to employment tribunals. Employment law continues to expand both in terms of volume and complexity, while additional duties actively to promote equality have been placed on public bodies. Whilst organisations can source specialist advice on more difficult and unprecedented issues from their legal advisors, senior HR managers need to be in a position to give basic advice which is accurate, timely and appropriate. Furthermore, they need to be able to anticipate legal problems associated with proposed decisions or plans before they are implemented and are often called upon to lead an organisation's response when a formal legal claim is contemplated or pursued.

    Finally, HR managers need to be sufficiently aware of major, current and coming developments in the regulatory environment so as to ensure that their organisations are fully prepared. The purpose of this module is to provide learners with the knowledge, understanding and skills required to fulfil each of these requirements to a professional standard. Because this module forms part of a management qualification and not a legal one, it is focused on enabling learners to grasp fully the key principles which underpin employment law rather than to demonstrate advanced knowledge of legislation or case law. Moreover, the focus is on situations which occur relatively regularly in workplaces rather than on more uncommon or obscure legal scenarios.

    Performance Management (20 credits)

    The overall purpose of the module is to provide knowledge and understanding of the role of performance management in supporting organisational objectives, the core concepts and processes of performance management and the approaches adopted in different organisational contexts.

    Managing Employee Relations and Employee Engagement (20 credits)

    This module will provide learners with a comprehensive understanding of employment relations perspectives and debates, both national and international, from a theoretical and behavioural competency perspective. Notions of participation, involvement, commitment and engagement will be explored for their utility in enhancing employer/employee relations. Upon completion of the module learners will be aware of and able to critically appraise approaches, practices and skills associated with employee relations and employee engagement. They will also have had an opportunity to appreciate and evaluate an interdisciplinary perspective as a way of beginning to understand the employment relationship.

    Business Research and Professional Skills (20 credits)

    The aims of this module are to enable students to develop specific skills that are pivotal to successful management practice and effective leadership. By providing opportunities to put theory into practice, this module encourages students’ critical thinking and problem solving skills, develops their team working and interpersonal skills, gives them the opportunity to enhance their IT proficiency, and interpret financial information and financial resources. By harnessing these skills, the module enables students to improve their credibility at work.

    Applied Dissertation (40 credits)

    The aims of this module are:

    a) To enable students to make effective use of the full range of academic and other published materials which deal with issues of HRM and employee relations.

    b) To help students develop confidence and skill to support assignments and the dissertation, through the use of published materials, reflection on their own experiences and the carrying out of personal research work.

    The project or dissertation should enable students to:

    1. Focus on a complex and important issue in human resource management and its strategic context,
    2. Undertake effective, competent and ethical research (normally this will be primary research and analysis)
    3. Integrate theory and practice to demonstrate creativity in problem solution,
    4. Incorporate understanding taken from a critical review of the appropriate literature,
    5. Be sensitive to the requirements of the different audiences for the project,
    6. Demonstrate the ability to critically reflect on the process and outcome of the project.

How you’re taught

Teaching normally takes place for first year students on Monday afternoons from 1 pm to 6 pm, and year two students on Thursday afternoons from 1.00pm to 6.00pm. Attendance in both years is mostly on a weekly basis. Your induction will be held over two full days and will include a residential.

Assessments are carried out through assignments and exams that are based on your organisation. Part of the assessment for the Research Methods and Professional Skills module will be evidence of the development of HR skills for business leadership, and your continuing professional development (CPD).

Nottingham Business School has an established reputation for providing high quality CIPD approved professional courses for over 30 years.

Careers and employability

Career Development

Graduates on our MSc HRM have reported enhanced career opportunities that enabled them to operate confidentially at a more senior level within the HR field. The roles they have secured include the Head of Learning, Training and Development; HR business partner; corporate HR officer and directorate human resources manager.

Accreditation

Upon completion of the MSc you will be professionally recognised and have the professional level of the CIPD Membership Association (Assoc CIPD). Becoming a professional member of the CIPD can enhance your career prospects and earning potential. You can apply to upgrade to Chartered Membership once you have gained the relevant HR experience and developed the appropriate HR competencies and behaviours.

Nottingham Business School will pay for your student membership for the duration of the course.

Re:search Re:imagined

To us, research is about more than writing papers and proposing new ideas. By daring to think differently, we’re disrupting the research landscape and finding the answers to the questions that really matter. From ethics, innovation and entrepreneurship to behavioural science, we’re inspiring the brightest minds to rise up and find solutions to some of the most significant global challenges facing society.

Find out more: ntu.ac.uk/research

Entry requirements

You will need one of the following:

  • Honours degree;
  • Applicants must have substantive work experience in a HR related role which gives them exposure to HR work such as grievances, disciplinaries, recruitment processes, organising or delivering development sessions.
  • Applicants must be employed in a HR role to enable them to undertake a work-based project.
  • Applicants with non-standard entry qualifications and / or relevant experience will be considered on an individual basis.

Other requirements:

  • Academic reference
  • You may be required to take part in an informal interview to assess whether you have the level of work experience and exposure to HR work in your job role to enable you to complete assessments.

English language entry requirements

If English is not your first language you need to show us that your language skills are strong enough for intensive academic study. We usually ask for an IELTS test and we accept some alternative English Language tests.

You will need to following to apply for this course:

  • IETLS 6.5 (with a minimum of 5.5 in each skill)

For a list of our language requirements please visit our English language page.

How to apply

Please note: This course is being replaced by our new MSc Strategic Human Resource Management (part-time) course. We are no longer accepting applications for this course.

Please read our notes on the University's commitment to delivering the educational services advertised.

Please note: This course is being replaced by our new MSc Strategic Human Resource Management (part-time) course. We are no longer accepting applications for this course.

Please read our notes on the University's commitment to delivering the educational services advertised.

Fees and funding

Home fees for 2021 entry

Study routeHome fees
Part-time £5,250 per year

For details on course fees and any funding available please visit our fees and funding page for further information and any additional support.

International / EU fees for 2021 entry

Study routeInternational  / EU fees
Part-time £8,650 per year

For details on course fees and any funding available please visit our fees and funding page for further information and any additional support.

Still need help?

+44 (0)115 941 8418