Bachelors in Human Resource Management (Distance learning)
The UK Distance Learning Bachelors in Human Resource Management is studied as a progression, from the Diploma to the full Bachelors.
Studying the BSc gives you the opportunity to not only build on the theories and topics covered within the Diploma level, such as examining organisational behaviour, HRM, employee relations and employment development, but also to focus in-depth on some of the key issues within HRM today.
This Distance Learning Bachelors in Human Resource Management degree programme consists of core and elective modules, which are assessed by assignments, followed by research methods and the dissertation.
On completion of the BSc HRM, graduates will understand the key principles of high-performance working and critically review the links between performance and HRM practices. They will develop the skills to evaluate the tensions between the interests of employers and employees in the management of performance as well as identify recent trends and issues concerning flexible learning in the workplace.
BSc HRM Graduates tend to grow towards senior executive positions within the human resources department, or even move towards a more specialised field such as training, management or industrial relations within organisations.
- Successful graduates can enhance their skills and knowledge by pursuing the MSc in HRM and Training
For entry at the diploma level, applicants require A-levels or equivalent qualifications PLUS at least 3 years relevant work experience.
For entry at the BSc level applicants must possess either
- University of Leicester Diploma in HRM or Lifelong Learning and Industrial Relations
- Or, an equivalent University of Leicester qualification (e.g. foundation degree)
- Or, an equivalent qualification (in level and content) to the Diploma, received within the past five years from a reputable academic institution.
IELTS 6.5 or equivalent is required if English is not your first language
Academic Writing Skills
All students on the course begin their studies with a short introductory module called Academic Writing Skills. This prepares you for the academic requirements of the course and introduces you to the range of resources available to ensure you are confident as you progress to your first module.
This module serves as a broad introduction to social science research methods, covering a range of quantitative and qualitative methods such as survey research and interviewing. It also discusses more complex issues such as epistemology and ontology and prepares you for the dissertation.
Choose three option modules from:
This module critically examines the rise and development of e–learning in training and HRM. It attempts to move on from the initial claims that e-learning heralded a ‘revolution’ in workplace learning and uses recent research to place e-learning in the context of other training methods and the concept of blended learning.
Industrial Relations in a Changing Economy
This module examines the consequences of changing organisational structure and ownership for individual workers and for the conduct of industrial relations. In particular, it focuses on contemporary trends, including outsourcing and other forms of organisational fragmentation.
Labour Market Themes, Issues and Controversies
This module examines long-term changes to the labour market focusing on issues such as recruitment, retention, skills, qualifications and labour supply, and how the HR function can respond to these challenges. It also looks at labour markets in a global context.
High-Performance Work Practices
This module critically explores the links between HRM practice and worker performance. The module focuses on High Performance Work Practices (HPWPs) – an approach to labour management, work organisation, and management strategy, which focuses on combining practices in a manner which secures performance via greater employee involvement and commitment. A central debate discussed here concerns the extent to which HPWPs can secure ‘mutual gains’ for both employers and employees. ‘Pluralist’ and ‘unitarist’ perspectives on HPWPs are each considered to highlight more general issues concerning tensions between the interests of employers and employees in the pursuit of performance.
Equality and Diversity
This module seeks to explain inequality in the labour market in terms of competing socio-economic approaches. Despite extensive legislation for equal treatment and non-discrimination, labour markets throughout the world remain strongly segregated. More recently, the focus has shifted to ‘Diversity Management’ as the solution to the shortcomings of the legislative approach and the ‘fatigue’ of equal opportunities policies. The module asks ‘why does inequality persist?’ and ‘what are the implications of these alternative approaches?’ We will explore the implications of various approaches to promoting equality and diversity in organisations, the ways in which equality and diversity policies are put into practice and, taking the example of Europe, the social and legislative frameworks within which this takes place.