Human Resource Management MSc
- Course Content
- Special Features
- Teaching & Assessment
- Entry Criteria
Brunel Business School has won the Times Higher Education Awards Business School of the Year 2013
About the Course
With employees now recognised as a key resource, the MSc in Human Resource Management offers students the opportunity to explore in-depth the theoretical and analytical issues in the management of human resources and the roles these play in organisation success. Students will examine a full range of HRM approaches, techniques and methodologies. The course is designed for those who wish to become human resource practitioners in academic, consultancy or commercial settings.
The course is designed for those who wish to become human resource management practitioners and/or those looking to undertake further research in academic, consultancy or commercial settings. Students will study core modules in relation to Human Resource Management Contexts, Concepts and Practices I and II, and contemporary issues such as talent and leadership recruitment and selection, reward management, performance management and facilitating learning and development in organisations. Issues in International Human Resource Management such as expatriation, managing across cultures will also be covered, as well as HR systems and processes from an international perspective. A number of leading edge elective modules are available on the programme including Global Diversity Management; Ethics and Corporate Governance.
The aim of this MSc is to provide a critical theoretical and applied knowledge and understanding of human resource management. Graduates as prospective entrants to human resources management roles, as 'thinking performers', should be able to address business and professional situations knowledgeably making contributions to improved organisational performance and delivery of sound personnel/human resources practice and services.
Course Director: Dr Savita Kumra
HRM in Context Resourcing, Performance and Assessment: This module introduces HRM as a field of science and as a framework for analysis of how organisations manage their people. In particular the module examines the rise of HRM, what it involves in contemporary organizations, the strategic nature of HRM and its practices, its impact on organisational performance and the changing in employment practices. The module provides also insight into key HRM functions such as recruitment, selection, selection assessment, organization entry and changing work roles which are central to people’s management in organisations.
International and Comparative Human Resource Management: The HRM practitioner is in a position to make a substantial contribution to helping the organisation and its managers understand and apply the knowledge and skills needed for success in an international context. This module examines human resources strategy and practices for organisations operating across national boundaries, including the European Union (EU) and its member states, the USA, Japan and South East Asia.
Knowledge Management, Social Networks and Innovation: This module explores the intersection between knowledge, social network technologies and innovation. It examines how organisations create, utilise and communicate knowledge in the global knowledge-based economy and the wider social and economic factors affecting knowledge transfer. The module identifies the exploitation of Web 2.0 which enables social engagement and processes for business development.
Organisational Behaviour: This module explores the main theories and key functions of leadership and management and their application, and you will be able to critique these as well as appreciate the contemporary issues facing leaders and managers. You will also be able to critically evaluate characteristics of effective management and how this differentiates from leadership, and discuss and assess relative strengths and limitations of key approaches to developing leaders and managers in organisations.
Understanding Business and Management Research: The module is predicated on the dominant role of both quantitative and qualitative methods in management research and the need to enable the understanding of research reports and use this information to improve the quality of work, decision-making, and the understanding of complex management problems. The latter will be instrumental in applying existing management theory and research to practical management problems as action researchers.
The specific aims are:
• To provide a balanced view of social science and business research methods enabling a critical understanding of research information.
• To acquire theoretical and practical knowledge for business management by covering issues and debates in management research as reflected in the literature.
• To provide knowledge of relevant research methods and techniques for Masters level project work.
Dissertation: A research-based dissertation is an integral element of the programme to which considerable importance is attached. Students are required to base their dissertation on empirical research into a management problem or issue of their choice (subject to approval). Dissertations are supervised by full-time members of the academic staff of the School who have a wide range of research interests and expertise. The dissertation must be submitted by the end of the academic year during which a student completes all of the taught modules of the course.
Contemporary HRM: Policy, Development and Evaluation: This module aims to further explore HRM issues particularly the functions, values and actions associated with contemporary human resources management practice. It will also explore key issues and debates in respect of HRD (Human Resource Development), with a particular focus on organisational impacts and outcomes. The module will also consider the critical issues of the HR function and it's contribution to leadership development and strategic definition. Finally, the module will require learners to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and professional development.
International Management: The module has six main aims. These are to:
1. examine the important trends impacting international business and the major developing players in the international economy;
2. explore the issues and challenges of managing in an international environment and with reference to particular countries and regions;
3. understand the nature and forms of interaction between an international organisation, managerial decisions and the external environment, especially the effects of globalisation upon MNCs in both developed and developing countries;
4. facilitate understanding of the theories and concepts of international management and to use them to diagnose and solve managerial problems;
5. equip students with the analytical tools, techniques and models of negotiations, communication, and conflict resolution in international contexts;
6. explore the theories and concepts relating to the management of human resources in international context.
International Business Ethics and Corporate Governance: This module focuses on business ethics, sustainability and corporate governance in the international context. Both areas will be addressed from the perspective of the dual ‘business’ models of the shareholder and the stakeholder approaches. Further the broader societal impacts of business activities will be considered in-depth. The full range of businesses will be considered – from large corporations through to SMEs. Empirical studies will be used to apply the theoretical resources of moral philosophy, CSR, sustainability and corporate governance.
Global Diversity Management: To get insight into Global Diversity Management by examining how organizations plan, coordinate and implement a set of management strategies, policies, initiatives such as training and development activities that seek to accommodate diverse sets of social and individual backgrounds, interests, beliefs, values and ways of work in organizations with international, multinational, global and transnational workforces and operations.
The module has three main aims which are to:
• Enable students to appreciate the issues and challenges that confront managers responsible for strategic management in potentially complex, hostile and uncertain conditions
• Introduce students to concepts, topics and methodological approaches and tools relevant to the analysis of the strategic position of the organisation and the development and implementation of strategies and policies, and their major operational implications;
• Develop students’ skills of critical thinking, logical analysis, argument and judgement via the use of case study and other materials exemplar readings and other information sources.
Brunel Business School has won the Times Higher Education Awards Business School of the Year 2013
- Full accreditation from the Chartered Institute of Personnel and Development (CIPD), enabling graduates to achieve associate status, subject to membership.
- Tutors on this programme are leaders in the field of HR and active researchers within the Work and Organisation Research Centre (WORC).
- A number of Associate level memberships to the Chartered Management Institute (CMI) are available free to graduates of this programme.
- Considers key HR systems and processes from an international perspective with a focus on Corporate Social Responsibility and Global Diversity Management.
Brunel Business School is proud to announce the accreditation of MSc Human Resources Management and MSc Human Resources and Employment Relations by the Chartered Institute of Personnel and Development (CIPD). CIPD is the world’s largest Chartered HR and development professional body working together with over 100 institutions around the world to set global standards for HR and support development of HR professionals.
CIPD accreditation enables students and graduates of the MSc Human Resource Management and MSc Human Resource Management and Employment Relations to gain access to the wealth of resources provided by the Institute. These include a bi-monthly magazine, People Management, which provides key insight into contemporary HR issues in practice. The CIPD also commission major research studies into key areas of HR and HR-ER practice, providing information to students and informing decisions of practicing managers. Through their nationwide branch network, the CIPD provide a forum for practitioners and students to meet on a regular basis, engage with high profile speakers and network in respect of areas of common interest.
Examples of tutor research used in MSc Human Resources & Employment Relations include:
- Professor Neil Anderson
Professor Anderson provides several of his seminal review papers, empirical studies, and theoretical models for consideration by the students and additional readings are also provided. Students are asked to present back in small groups, having critically assessed research findings for themselves. As the findings are both confirmatory and non-confirmatory, the ensuing debate is used to improve their understanding of whether high-performance HRM practices do indeed contribute to organisational performance and profitability. Professor Anderson is also an Academic CIPD Fellow.
- Professor Mustafa Ozbilgin
The programme’s Global Diversity Management module is designed around Professor Ozbilgin’s research in diversity management in multi-national organisations within the public private and voluntary sector. In particular, Professor Ozbilgin’s book Global Diversity Management: An Evidence Based Approach (2008) co-authored with Dr Ahu Tatli is used as the core text on the module. The book is the only empirical research based text in the field, and provides original field work on diversity management that spreads across eight years. Other Business School research by Professor Ozbilgin is used for the practice of literature reviews. Further to this Professor Ozbilgin is Academic CIPD Fellow and regularly uses CIPD reports that he has co-authored. Students also receive case studies and case reports by the tutor.
- Dr Savita Kumra
In the programme’s module on Human Resource Management: Concepts, Context and Policy Dr Kumra’s research is integral to the teaching style adopted within lectures. Dr Savita Kumra is CIPD member and has conducted research into Gender and Diversity and her findings are integrated into the session on Ethics in HRM and assessments of Human Capital. Dr Kumra’s recently published book Equality and Diversity: Theory and Practice, also provides useful readings. Students also undertake a number of in-class activities based on recently developed theoretical work, for example, in the session on Diversity the class engaged in a debate inspired by the recent Economist debate which proposed that 'Women in the Western world have never had it so good'. Teams debated the pros and cons of the proposal and a number of key points and issues were raised in the session.
Modes of Study
1-year full-time in September The taught element of the course (September to April) includes eight modules; delivery will be by a combination of lectures, seminars and tutorials/group work. A further four months (May to September) is spent undertaking the dissertation.1-year full-time in January. The taught element of the programme includes 8 modules which are delivered in two terms (four in January to April, and four in September to December); delivery will be by a combination of lectures, seminars and tutorials/group work. The dissertation is undertaken May to August, and then can be completed January to March after the second teaching term.
- Modules are typically assessed by individual assessment, or an examination in May.
- Teaching methods include lectures and informal small study groups.
- Coursework and examinations place considerable stress on the ability think and reason critically, but constructively.
- The dissertation (12,000 words) is the capstone demonstration of these skills, requiring students to conceive, justify, design and execute a major project.
- Individual and or group presentations using laptops, PCs and digital projectors.
- Accenture (UK) Limited
- Cap Gemini
- Cyprus (Government)
- CORMED International
Employability Events, Visits and Training
The School’s Business Life Employability Programme is designed to help students to acquire a range of employability and networking skills, enabling them to gain a distinct edge in the labour market and to manage their career search and development more effectively. Typical events have included:
- BAT (Bloomberg Aptitude Test) with Bloomberg
The BAT is offered as a three-hour online test taken on campus within an invigilated environment with a Bloomberg representative. BAT was designed in conjunction with leading financial institutions and academics to uncover an individual’s knowledge and skills relevant for a financial career. Students can choose to submit their names along with test scores or anonymously during job recruitment drives.
- Meet the Professionals Showcase
A professional association is an organisation formed to unite and inform people who work in the same occupation. There are many advantages to joining professional bodies: typically they offer training and access to research, as well as networking opportunities like conferences and forums. Brunel Business School regularly invites key professional bodies to showcase these benefits to Business School students on campus. Professional bodies who regularly take part in the Showcase include: ACCA, ICAEW, CIPFA, CIMA, BCS, OR, CMI, CILT, CIPD, CII, CBI, CFA, CIM and CIPR.
- Psychometric testing
A comprehensive overview of the tests currently being used by graduate employers for the selection of candidates for jobs and the opportunity to experience a range of on-line aptitude and ability tests under test conditions. Students will also receive confidential feedback on your performance and advice and tips to help you maximise your results.
- Assessment centres
The opportunity to experience a range of assessment centre exercises and tasks from the perspective of the candidate and the assessor.
- Myers Briggs Type Indicator
Widely used in organisations for individual type assessment to help people understand team dynamics. This will help students to identify own preferred style of communication, information processing and decision making and help you gain an insight into how other team members prefer to communicate and make decisions.
An opportunity to take the Team Role questionnaire with a personalized report. This will provide students with a common vocabulary to help form productive working relationships, select and develop high-performing teams, raise self-awareness, increase personal effectiveness, identify talent in the workplace and aid recruitment decisions.
UK Industrial and Commercial Visits
Where possible, events and external visits are arranged with UK organisations to help demonstrate theory in practice.
- CV Writing for Masters Students
A good quality CV is crucial and takes time to perfect. Students on taught masters are invited to attend this special training session on how to prepare Curriculum Vitae towards a targeted job or sector.
- CV Writing Drop-in Clinic for Masters Students
Masters students are invited to bring along their CVs for a one-to-one review session with a careers advisor or as a follow-up to the Graduates School’s CVs writing for Masters Students.
- How to Succeed in Assessment Centres (Masters Students)
This session will help students to prepare for assessment centres which are used as part of an organisation’s recruitment processes for jobs in industry or academia, in particular for highly competitive positions.
- Interview Techniques for Masters Students
A training session especially for masters students that explores the whole competitive process of the interview from preparation to presenting and demonstrating your interest on the day.
- Transferrable Skills for Masters Students
Students are encouraged to widen their skills base during postgraduate study in response to employer demand for transferrable skills as well as intellectual knowledge.
For further Masters Skills Training Courses, visit the Graduate School.
Graduates of this programme have a good record of securing employment in the field of Human Resource Management.
At Brunel we provide many opportunities and experiences within your degree programme and beyond – work-based learning, professional support services, volunteering, mentoring, sports, arts, clubs, societies, and much, much more – and we encourage you to make the most of them, so that you can make the most of yourself.
UK/EU students: £9,000 full-time
International students: £14,750 full-time
Brunel University is offering Academic Excellence Scholarships to postgraduate students (15%) and scholarships for Brunel Alumni (15%).
UK/EU students can opt to pay in six equal monthly instalments: the first instalment is payable on enrolment and the remaining five by Direct Debit or credit/debit card.
Overseas students can opt to pay in two instalments: 60% on enrolment, and 40% in January for students who commence their course in September (or the remaining 40% in March for selected courses that start in January).
Fees quoted are per annum and are subject to an annual increase.
Entry RequirementsA 2:1 UK Honours degree or an equivalent internationally recognised qualification in management, business studies or a cognate discipline (with a large component of management related subjects in their degree).
Applicants from non-business/management disciplines (and without any business/management element) will be eligible if they have a first class Honours degree or the overseas equivalent.
Applicants with a lower second class degree (2.2) in a management; business studies or cognate discipline may be considered, providing they can show evidence of significant relevant work experience (minimum 2 years full-time post qualification).
Applicants with non-degree qualifications will be also considered who have relevant work experience (minimum 5 years full-time) and will be assessed on an interview basis.
Applicants may be required to attend an interview.
Entry criteria are subject to change.
English Language Requirements
- IELTS: 6.5 (min 6 in all areas)
- Pearson: 58 (51 in all subscores)
- BrunELT: 65% (min 60% in all areas)
Brunel also offers our own BrunELT English Test and accept a range of other language courses. We also have a range of Pre-sessional English language courses, for students who do not meet these requirements, or who wish to improve their English.
Our International Pathways and Language Centre offers a range of foundation and pre-masters courses to provide you with the academic skills required for your chosen course.
The Pre-Masters course has been designed to prepare international students who have not qualified for direct entry to Brunel University London’s Master’s degrees. Undertaking a Pre-Master’s course will give you time to adjust to the rigorous research and independent study requirements of a postgraduate degree. This will ensure you get the most out of your master’s studies at Brunel University London and go on to achieve graduation in your chosen field. See details.