PGDip

Human Resource Management

Female in conference room
  • Level(s) of study: Professional
  • Study mode(s): Part-time
  • Location: City Campus
  • Starting: September 2018
  • Course duration: Two years part-time

The Postgraduate Diploma in Human Resources Management is an advanced-level course which helps to build on your HR, leadership and development skills. This course will develop your knowledge and understanding of the major elements of managerial, personnel and development principles and practices.

This course is ideally suited to:

  • Those who have completed the Certificate in HR Resources and would like to develop to the next level;
  • Those who are looking to develop a career in HR management or development;
  • Those who need to understand the role of HR or Leadership and Development in the wider organisational and environmental context;
  • Those seeking to progress and further develop their professional knowledge; and
  • Those wanting to study a recognised qualification

You’ll be able to demonstrate a critical understanding of contemporary issues and current thinking around organisations and their management, as well as the conceptual frameworks, perspectives and issues associated with the management of human resources.

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 Postgraduate Diploma in HRM is approved by the Chartered Institute of Personnel and Development (CIPD) and successful completion of the course leads to Associate membership of the CIPD.

Nottingham Business School is in the 1% of business schools worldwide to have both EQUIS and AACSB accreditation.

Accredited by:

EQUIS logo
Financial Times

What you'll study

This course begins in September. Take a look at the academic calendar for term dates.

  • Core Modules

    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.

    Business Research and Professional Skills

    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 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.

  • Elective Modules

    A specialist elective module allows you to develop skills and knowledge in an area of your own particular interest. The options we traditionally offer include:

    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.

    Performance Management

    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.

    Employment Law

    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.

    These may also include:

    Reward Management

    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.

    Designing, Delivering and Evaluating learning and Development Provisions

    This module will aim to:

    • Understand the role and impact of external and internal factors and the opportunities and limitations of these for design and delivery of learning and development interventions.
    • Specifying and analysing the role of stakeholders in identifying learning and development needs
    • Consideration of a range of theories of individual and collective learning.
    • Factors determining and influencing learning and development plans.
    • Skills associated with facilitating learning of groups and individuals.
    • A range of approaches to and methods and techniques of validation and evaluation.
    • Definitions and understandings of ethics including philosophical bases associated with design and delivery of learning and development.

    Developing Coaching Competence

    This module focuses on:

    • Coaching and mentoring – overview, definitions; differences; rationale for coaching and mentoring
    • The coaching framework; coach, coachee and supervision; manager - the manager as coach
    • Implementation issues - skills, knowledge, processes and resources that are needed to ensure effective coaching and mentoring practice
    • Critical evaluation of the benefits of coaching
    • Ethical dilemmas, potential risks, relevant ethical and legal requirements and their impact on coaching and mentoring

    HRM in an International Environment

    This module focuses on international dimensions of human resource management with an emphasis on:

    • Evaluating talent management and knowledge diffusion in international organisations including MNCs: including international business environment; staffing strategies and global talent flows; managing and developing global talent; HRM knowledge management and diffusion; cross-cultural management and multicultural working, and so forth.
    • Critically assessing the business internationalisation and associate contextual factors in relation to human resourcing decisions and strategic positioning; universalist and comparative HRM paradigm; organisational structures and cross-cultural implication.
    • Critically evaluating global workforce planning; management choices on international staffing strategies; policies and practices on enhancing talent mobility within the organisation, and attracting and retaining global talent.
    • Managing and developing global talent including international managers, expatriates, in patriates and repatriates; organisation-wide training and development programme and associated cross-cultural implications.
    • Managing and diffusing HRM via mechanisms used to support the knowledge management and diffusion function; the diffusion of HRM practices within the organisation including between the headquarter and subsidiaries, and between subsidiaries.
    • Evaluating cross-cultural management and its impact on HRM; managing multicultural workforce and diversity.

Course specification

View the full course specification
Please note that course specifications may be subject to change

Nottingham Business School joins world top 5% with global AACSB accreditation

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?

30

Assessment

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

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.

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. You will need permission from the organisation to use their data during your course.

Career Development

Our graduates have gone on to become senior HR practitioners and attribute this to the positive impact that their studies have had on their subsequent careers. They have progressed to work for companies including Boots, Rolls Royce and Experian, and in roles such as HR officer, HR business partner and HR manager.

Accreditation

The Postgraduate Diploma in HRM is approved by the Chartered Institute of Personnel and Development (CIPD), and successful completion of the course leads to Associate membership of the CIPD.

Entry requirements

  • Honours degree;
  • Employment in a HR role to enable you to undertake a work-based project;
  • Applicants with a 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

Ready to join us? Then apply as soon as you can. Just click the Apply button at the top of the page and follow the instructions for applying. Make sure you check the entry requirements above carefully before you do.

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

Ready to join us? Then apply as soon as you can. Just click the Apply button at the top of the page and follow the instructions for applying. Make sure you check the entry requirements above carefully before you do.

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

Fees and funding

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

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?

Nottingham Business School
+44 (0)115 848 4460