MSc and Postgraduate Diploma in Human Resource Management
Syllabus
Organizational analysis [6000010]
An overview of the different levels of analysis within organizational research. Emphasis will be placed
on the different paradigms from which to analyse organizations, and the roles of theories and facts.
Evidence-based and reflexive practice will be evaluated, as well as some specific foci on analysing
power, gender and ethics. The aim of this module is to provide a sound basis from which to explore,
evaluate and critique any issue within occupational psychology or organizational behaviour.
Organizational research [6000010]
Introduces the areas of knowledge which are necessary to critically evaluate research reports and papers,
and provides the knowledge needed to carry out a quantitative or qualitative research project. Areas
covered will include: research design; sampling; both qualitative and quantitative approaches to
data collection; the statistical analysis of quantitative data; the preparation of research reports
and the use of different paradigms in research.
Employment relations [6000030]
This module provides an overview of current developments in employee relations. It considers the influence
of employers, employees, trade unions and the state in shaping the employment relationship. Areas
covered include the issues of management strategy and strategic choice; flexibility in employment
and managing diversity; the reform of pay determination and performance management; the role of trade
unions and the management of conflict; and the role of the state as an employer. The aim of the course
is to develop a critical understanding of changing patterns of employee relations.
International human resource management [6000040]
This module addresses the issues raised by international and comparative Human Resource Management.
It explores the impact of national culture, the debates in the comparative HRM literature and examples
of differences in the way HRM is conducted around the world. It also examines how international organisations
deal with the extra complexity that operating internationally brings to HRM.
Practices in human resource management [6000050]
This module is concerned with the practice of human resource management in organisations. It considers
issues relating to the links between HRM strategy, policy and practice, highlighting potential models
of best practice and barriers to successful implementation, where appropriate. It discusses HRM policy
and practice concerning recruitment and selection, organisational exit, performance management, careers,
training and development, job design and reward. It examines employee relations and equal opportunities
in the context of their relationship with HRM.
Leadership and human resource management [91 600 0060]
This module discusses different approaches to managing and leading people at work. In particular two main topics are covered: first, Human Resource Management, which focuses on theory and practice of the management of employment or people in organizations. Second, Leadership, which focuses largely on the management of “soft factors” at work from the perspective of leader and followers and the processes evolving between them.
Selection and assessment [6000100]
This module is designed to cover the key issues involved in selecting and assessing people at work.
Various selection methods are described, and the criteria used for evaluating them are discussed.
The nature and causes of good job performance, and issues relating to the process of job selection,
are considered. A discussion of the validity of various job selection methods is followed by an examination
of the psychological processes involved in selection. Finally, the fairness of selection systems
is considered.
Life career development [6000120]
This begins by examining the concept of career from a variety of perspectives. It considers the process
of occupational choice and occupational socialisation and different types of career path. Various
ways of representing people's careers and ways of intervening in career development are discussed.
Students are helped to understand their own life-career development and consider ways in which they
can help themselves and others make role transitions.
Career counselling and coaching [6000130]
Students are helped to develop an understanding of the theoretical basis of career counselling. This
is achieved by exploring ideas from the main approaches to counselling generally, and drawing out
the implications and applications particularly relevant to career counselling. The module then considers
session management, assessment and the use of information and communication technology in career
counselling. Ethical and professional issues are also addressed.
Work and well-being [600140]
The aim of this module is to develop an understanding of the nature and extent of relationships between
work and well-being. Areas covered include the determinants of well-being; relationships between
work and well-being; work and well-being in the context of everyday life; unemployment; the role
of individual differences; stress; and the use of organizational and individual interventions aimed
at influencing well-being.
Motivation and performance at work [6000150]
Examines contemporary work motivation theories within a coherent framework and the causes of high performance.
Areas to be covered will include: content, need, process, and cognitive theories of work motivation;
the identification and measurement of performance criteria; explanations for high performance; and
the relationship between performance and a variety of organizational variables including pay, leadership,
groups, job design, work systems, technical change, involvement and commitment, attribution and self-efficacy,
and goal setting.
Training and development [6000160]
The meaning of training and development is explored. Several models of effective training are introduced,
and ways of identifying training needs are examined. Theoretical approaches to learning are discussed.
Various training methods are covered in relation to both theoretical aspects of learning and the
nature of the material to be learnt. Finally, the ways in which training can be evaluated are considered.
New technology at work [6000170]
New forms of computer-based technology present both opportunities and challenges for organizations.
How can this technology be designed to facilitate effective use? What new ways of working are implicated
by advanced technologies? This module covers a range of psychological and organizational issues pertaining
to the use of new technology at work, from designing and evaluating the human-machine interface to
analysing the management of technological change.
Dissertation [6000500]
The dissertation takes that form of an empirical study, quantitative or qualitative, conducted by the student
on some aspect of Organizational Psychology and Human Resource Management. The study is written up
as a scientific report of not more than 10,000 words, including bibliography and notes but excluding
appendices.