The role of HR has developed dramatically over the years and now business leaders are recognising that people are the biggest drivers within their organisation providing them with the biggest risk and value, therefore need to be treated differently.
In response to these changes the CIPD have developed numerous courses which help develop HR professionals to help enhance your skills which will benefit your organisation.
Nottingham Business School has an established reputation for providing high quality CIPD approved courses and has offered the equivalent of a CIPD Foundation Level course for over 30 years.
The CIPD Diploma in Human Resource Practice is a intermediate level course which enables you to develop your skills of HR and L&D through studying more professional areas, widening your breadth of HR and L&D knowledge.
This course will enable you to:
- Continue studying after successful completed of the Certificate level.
- Understand the role of HR or L&D in the wider organisational and environmental context.
- Develop your knowledge and understanding of the major elements of managerial, personnel and development principles and practice.
- Demonstrate a critical understanding of contemporary issues and current thinking about organisations and their management in relation to external and internal contexts.
- Provide you with knowledge and a critical understanding of conceptual frameworks, perspectives and issues associated with the management of human resources, and enable you to apply this to practical, organisational situations.
The Postgraduate Diploma in HRM is approved by the Chartered Institute of Personnel and Development (CIPD) as meeting the knowledge requirements that are pre-requisite for Chartered Membership or Chartered Fellowship of the CIPD.
What you'll study
During the course you will be doing five core modules and a specialist elective module allows you to develops skills and knowledge in an area of your own particular interest. In your second year, whilst completing your applied management research report, you will elect one module.
HRM in its Business Context
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
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
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.
Research Methods and Professional Skills
The purpose of this module is to enable students to acquire the knowledge and skills to be able to formulate, plan and conduct effective research projects either individually or as a team member. Specific content includes: the choice, design and application of research and analytical methods; developing conceptual frameworks; planning a research project and writing a research proposal; developing sound analysis and arguments; research ethics; summarising and presenting research findings.
Applied Management Research Report
Key elements of professional competence are strategic awareness, a business orientation and a concern with adding value through HR practice. Qualified professionals should be able to research relevant topics and write reports that can persuade key stakeholders in the organisation to change or adopt a particular policy and practice. This module provides the opportunity for learners to demonstrate the ability to diagnose and investigate a live, complex business issue from an HR perspective, to locate the work within the body of contemporary knowledge, to collect and analyse data, to derive supportable conclusions and to make practical and actionable recommendations for change, improvement or enhancement of current practice. The applied nature of the report requires a critical evaluative approach, empirical investigation and analysis and a combination of academic research and business report writing skills. It requires reflection on the implications for professional practice from an ethical, professional and continuous professional development standpoint.
Managing Employee Relations and Employee Engagement
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.
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.
The aims of this module are to provide learners with an understanding of:
- The relationship between the environment, strategy and systems of reward management.
- The conceptual apparatus and theoretical debates informing reward management.
- Traditional, contingent and knowledge bases for transactional and relational rewards.
- The design of internally-consistent reward structures that recognise labour market and equity constraints.
- Executive and expatriate rewards in an international context.
- Key contemporary issues in reward management.
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.
Electronic Human Resource Management (E-HRM)
The aims of this module are to develop the students’ understanding of E-HRM and enable them to explore how developments in this area can inform, enable and shape human resource decision making in organisations at strategic and operational levels. This module will also enable them to develop and use appropriate human capital metrics across the HR remit. In addition they will explore the developing role of the HRIS specialist and the skills and knowledge necessary to undertake this role.
Corporate Social Responsibility and Diversity in HRM
This module focuses on two key concepts in contemporary management thinking and practice: Corporate Social Responsibility (CSR) and Organisational Diversity. These concepts will be critically analysed as applications of the discourses and practices of what is commonly known as Business/Managerial Ethics. They will also be explored in relation to both the ethical issues within HRM and the claim sometimes put forward that HRM should be the corporate champion of business ethics (including CSR and Diversity). In this context the module will start with a critical exploration of the concept of Business Ethics at the individual, corporate and international level, followed by the study of the discourses and practices of CSR and Organisational Diversity.
Designing, Delivering and Evaluating Learning and Development Provision
The design and delivery of learning and development always occurs in a specific context. It is important therefore that this module develops a critical understanding of the role and influence of a range of contextual factors on the design, delivery and evaluation of learning and development plans and interventions. There is a well-established body of knowledge and theory on learning processes and their application in instructional design and facilitating learning that also influences design and delivery of learning and development plans and events. This body of knowledge therefore forms a significant component of the module. The module as a whole is intended to develop the professional knowledge and skills required to perform effectively in specialist roles associated with the design, delivery and evaluation of learning and development. It requires learners to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.
View the full course specification
Please note that course specifications may be subject to change
How you’re taught
Study and support
Attendance in both years is mostly on a weekly basis and teaching normally takes place in the afternoons and evenings. The induction will take place over two full days and there will be a residential during HRM in its Business Context.
Teaching and learning
We recognise that many of you are experienced, mature professionals and that undertaking a professional qualification indicates a tendency towards self-motivated learning. We aim to develop your skills by:
- Utilising your individual work and life experiences
- Applying theory to relevant organisational contexts, both real and simulated
- Focusing on group as well as individual activities
- Incorporating a wide range of teaching and learning methods.
How many contact hours will there be?
54 per module
How many places are available?
Assessment is carried out internally through Nottingham Business School. The modules are designed so that the required knowledge and skills are appropriately assessed.
This is primarily carried out through:
- Assignments that are organisationally based
- Examinations that incorporate case studies and issue-based questions
Careers and employability
This course does not offer placements, but the course assignments are based on real-world issues. Applicants must therefore be in employment, or be able to gain access to an organisation upon which to base assignments.
- Applicants should have a first degree or other qualification at an equivalent level or be able to provide sufficient evidence of their capability to successfully complete this programme.
- In addition, applicants should also have relevant work experience related to management and/or human resource management.
- Applicants with educational qualifications at a lower level than a first degree will be asked to provide some evidence of their capability to study at HE Masters level. Typically these applicants might be asked to complete a short assignment that would be assessed at interview by the Programme Leader. Applicants who have completed the Certificate in Human Resource Practice or the Certificate in Personnel Practice will be assessed on an appropriate piece of work from that programme.
How to apply
Applications should be made online using the apply online button at the top of the page
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