University of Leicester Online Masters in Human Resources
The Distance Learning Masters in Human Resource Management provides an insight into human resource management and training within the context of organisations at a national and international level.
You will study the way in which employee and organisational development are closely related to HR topics such as recruitment, performance appraisal, teamwork and motivation.
This degree will equip you with the skills and knowledge to engage critically with theories and practices around training and learning in the workplace and the role of the human resources practitioner. It will also develop your practical transferable skills such as oral and written presentations, problem solving, team-working, self-appraisal, and independence in the planning and management of learning
The University of Leicester School of Business is a CIPD Accredited Programme Provider.
You will also have the opportunity to gain a Level 7 CIPD qualification at the same time as studying your MSc Human Resource Management and Training. This will incur costs by joining CIPD as a student member.
Accreditations:
- Pending Chartered Institute of Personnel and Development (CIPD) approval
Benefits of a Masters in Human Resource Management
Throughout the Distance Learning Masters in Human Resource Management programme, students will engage critically with theories and practices around training and learning in the workplace and the role of the human resources practitioner, and will develop a critical understanding of the issues and problems associated with implementing practices aimed at enhancing employee performance and organisational competitiveness.
Students will also develop practical, transferable skills, which are invaluable in the workplace, such as oral and written presentations, problem solving, teamwork and collaboration.
Career Path
On the completion of the MSc HRM and Training programme, graduates will be equipped with the latest academic and professional knowledge in the field of Human Resource Management, enabling them to take up managerial responsibilities such as those of an HR manager.
Academic Progression
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Entry Requirements
Entrance is open to those who hold a first or second class honours degree in a relevant field.
If you do not have the required qualification, the university will consider applications on case by case basis if you can demonstrate at least 3 years of relevant work experience and submit a personal statement of 500-1000 words detailing relevant work experience and suitability for the course.
English language proficiency – If English is your 2nd language, you are required to submit an IELTS Test of 6.5 with 7.0 in writing OR a TOEFL Test of 250 (Computer)/600 (Paper)/90 (IBT)
As an alternative to the above English language requirements: The University of Leicester English Language Test takes only 90 minutes and is available on demand.
Firstly you take a non-credit bearing module Academic Practice before moving on to study:
Academic Practice
The purpose of this short module is to enable you to develop, improve and practice the academic skills that you will need during your studies. For example, we will be discussing appropriate academic writing styles, referencing and bibliographic conventions, the importance of thinking critically, and much more. These are all skills and capabilities that are essential to the successful completion of your module assessments, and we will be providing guidance and advice that will help you to navigate and excel in those assessments.
Employee Development and Workplace Learning
The rise of the ‘knowledge economy’ and ‘Industry 4.0’ in recent years has generated considerable interest in the role of skills, knowledge and learning within organisations.
This module traces the connection between employee development, learning and organisational success, and asks questions about how learning occurs in the workplace, why it occurs, why it is important, and how it benefits both the individual and the organisation.
You’ll examine the role of human resource practitioners in promoting and evaluating learning within organisations, both large and small, and explores the theoretical underpinnings of learning and development. You’ll be encouraged to think critically about key debates in this area, and to understand how factors such as power, conflict, inequality, and identity impact upon learning in the workplace. You’ll also consider the international context, and how employee development processes are affected by globalisation.
Managing Human Resources in a Business Context
Implementing Improvements in Organisational Performance
Performance management’ describes the attempt to maximise the value employees create (CIPD 2022).
This module aims to introduce the management of performance within organisations and areas for critical success. It will provide an opportunity to design measures and develop insights, to assess the impact of work and you will evaluate approaches to the management of performance.
You’ll use your knowledge to critically evaluate key theories relating to human resource management and performance, in relation to a given organisational context. During the module, you will also apply your skills and knowledge to develop an evidence-based business case for improving performance.
Managing Change and Technology at Work
The effective management of change is critical to the durability and success of business and organisations, and in recent years human resource managers have become the change leaders. This module will start with a consideration of why change is needed. It will explore the relationship between organisations and their environments before seeing how external and internal factors conflate to drive change.
Having familiarised ourselves with the types and the models of change which determine the practical processes, this module then goes on to explore the human side of change. Here we review the complexity of culture change, and consider the ways in which change provokes a range of human reactions.
Lastly, recognising technology as a key driver for change, this module looks at the ways in which IT not only drives change, but also, through the role of HR analytics, can be seen to prescribe the changes needed. This module takes a critical view of HR analytics and explores the ways in which technology and data exert critical influences on the ways in which we work.
Research Methods and Dissertation
The dissertation will enable you to undertake a sustained investigation in an area of your choice related to human resource management and training. It provides an opportunity for you to demonstrate the knowledge, skills and competencies acquired during the taught elements of the course.
The dissertation is the last stage of the course and may be your first experience of independent research. During this stage, you will formulate a research question, review current knowledge on the topic, apply for ethical approval, design, and organise the methodology and the implementation of your own empirical research, conduct data analysis and write up the findings.
This will require a good command of research techniques and tools together with a solid understanding of human resource management and training. You will guidance on focusing on your literature review, research methods, research project management, data analysis and write up. Additionally, you are assigned an academic supervisor who will guide and monitor you in the progression of your dissertation project.
** Modules shown represent choices available to current students. The range of modules available and the content of any individual module may change in future years.
