Master Award in
Strategic Human Resource Management
Master Award could transfer 20 credits and 50% tuition fees to Master’s programs of UKeU and/or Partner University.
Master Award in Strategic Human Resource Management
The aim of this award is to develop learners’ understanding of how the effective strategic management of human resources supports the achievement of organisational objectives in different contexts. Learners will evaluate the contribution of strategic human resource management, and the application of leadership and management theory for organisational benefit.
Could transfer 20 credits and 50% tuition fee to the Master of Business Administration (MBA) of UKeU.
Learning Outcomes:
1. Understand the role of management of human resources
- 1.1 Critically justify the importance of human resource management in organisations.
- 1.2 Assess the role and purpose of the strategic human resource management function and activities in an organisation.
- 1.3 Evaluate how human resource management is related to other functional areas.
2. Be able to create a human resource plan for an organisation.
-
2.1 Assess the business factors to consider before human resource planning.
-
2.2 Determine human resource requirements in different organisational contexts.
-
2.3 Develop a human resource plan for an organisation.
3. Understand the role of legal and ethical issues in developing human resources policy.
-
3.1 Explain the purpose of human resource policy.
-
3.2 Assess the impact of regulatory and legal requirements on human resource policies in an organisation.
-
3.3 Assess the impact of business ethics, CSR, and sustainability requirements on human resource policies for an organisation.
4. Be able to plan develop human resource strategies.
-
4.1 Critically analyse the impact of an organisational strategy, structure and culture on the management of human resources.
-
4.2 Develop a structured, relevant and comprehensive HR strategy.
-
4.3 Critically monitor the effectiveness of human resources management.
5. Understand HRM approaches within organisations and their relationships with organisational performance.
- 5.1 Critically evaluate the relationships between business strategy and human resource management.
- 5.2 Explain the implementation and measurement of HR approaches using relevant metrics.
- 5.3 Monitor and evaluate a human resource strategy that supports organisational mission, vision, values and objectives.
Topics:
Critical explanation of the nature and importance of human resource management in organisations
Course Coverage:
- Definition; features of HRM approach; HRM models: D Guest, M Patterson, best practice model, contingency model, Harvard Framework; personnel management and HRM; activities of HRM.
Assessing the role and purposes: Strategy
Course Coverage:
- HRM strategy; organisational strategy; HRM strategy benefits for organisations; organisational performance and HRM strategy; HRM strategy influence on organisational strategy; organisational strategy influence on HRM strategy; value creation; human capital management; HRM strategy business focus; effective HRM.
Evaluating contributions of human resource management
Course Coverage:
- Evaluation of human resource management contribution e.g. characteristics, importance, techniques; the changing patterns of effective human resource management; the effect of globalisation; the use of IT.
Analysing the business factors
Course Coverage:
- Growth in business; changes in business; labour market competition; labour cost substitution; development of employee; control of labour cost; operations location; work nature changing; productivity increase; efficiency increase; technological impact; competition in business; declination of business.
Determining human resource requirements
Course Coverage:
- Personnel prerequisites identification: experiences, skills, qualifications, numbers; personnel matching to organisational prerequisites; basic prerequisite factors: skills, demand and supply of labour, workforce; external factors: policies of governments, education, employment, regional or industrial training; competitions in the labour market.
Developing a human resource plan
Course Coverage:
- Human resource planning e.g. features and requirements; functionalities e.g. selection and recruitment, retention, skill development, upskilling, reskilling, succession planning; outputs; resource demand; success factors; planning length e.g. short, medium, and long; costs and benefits of business; empowerment and talent management.
Explaining the purpose of human resource policy
Course Coverage:
- Policy purposes; selection and recruitment; diversity and equality; development and training; expenses and benefits; discipline; performance improvement; rewards; pay; health and safety; discipline; information confidentiality; working time; paternity or maternity leave; harassment or bullying; management of change; grievance and dismissal; intellectual property: copyrights, patents; protected disclosure/whistle blowing; alcohol, drugs, or smoking.
Analysing the impact of regulatory and legal requirements on human resource policies in an organisation
Course Coverage:
- Legislation of employment; rights and responsibilities of employment; payment-related regulatory and legal rights; data protection, conditions, and contract terms.
Analysing the impact of ethical requirements on human resource policies in an organisation
Course Coverage:
- Ethics in human resource management e.g. discrimination, harassment, racism, gender preference, nepotism, favouritism; employee satisfaction; compliance and grievance.
Analysing the impact of an organisational strategy, structure, and culture on the management of human resources
Course Coverage:
- Culture and structure; culture-led theoretical models: Schein, Hofstede, Handy; culture of organisation; interrelationships between HRM activities and culture.
Proposing an effective and appropriate HR strategy
Course Coverage:
- The requirement for effective human resource strategies; SMART objective target settings (specific, measurable, achievable, realistic, time-based).
Critically monitor the effectiveness of human resource management and provide recommendations
Course Coverage:
- The importance of monitoring effective human resource management; policies, strategies, operations; HRM contributions; benefits; costs; use of resources; effectiveness; ineffectiveness; information collection on HRM performance; performance indicator development; evaluation of HRM performance indicators; quantitative measurement: person output, productivity, retention of employees, staff turnover, cost saving; qualitative measurement: stakeholder perspectives, employee attitude surveys, HRM performance benchmarking, service level standards and agreements of HRM; costs and benefits utility analysis; HRM improvement proposals and activities.
Discuss the relationship between people development and HRM
Course Coverage:
- Planning for people development and human resource management; functionalities: employment, development, retention, skill enhancement, planning of succession; HR resourcing; success criteria; planning of milestones: short, medium, or long-term; case studies of businesses: benefits, costs, SMART (specific, measurable, achievable, realistic, time-based) target settings.
Explain organisational theory underpinning HRM
Course Coverage:
- The organisational structure theories: Handy, Mintzberg, Weber; HRM impacts and structure forms: product-based, functional, divisional, geographical; matrix: centralisation, decentralisation.
Discuss the interrelationship between employee relations/HRM practices and the management of change
Course Coverage:
- Employee relations e.g. concept, features, and application; best-fit practices; absence; discipline and grievance; consultation and communication; employee engagement; psychological contract; flexible working hours.
Developing the HRM process, recruitment, and selections
Course Coverage:
- The requirement of human resources; personnel requirement identification e.g. number, experiences, qualifications, set skills; human resource match to organisational demands; factors of human resource development, recruitment, and selection e.g. person profile, requirement of labour, requirement of skills; external factors of recruitment and selection; demand for labour; labour supply; national-level policies as related to human resources e.g. education, employment, training, regional, industrial; competition in the labour market.
Developing employee motivational and appraisal strategies
Course Coverage:
- Employee motivation e.g. features, importance, and practices; career progression; rewards; bonuses and pay rise; promotion; emotional support; job satisfaction.
Critically analysing the role and employee retentions in organisations
Course Coverage:
- Employee retention e.g. importance and trends; employee turnover; competitive remuneration benefits; stay interviews; employee development.
Explore and discuss the purpose of leadership in different kinds of organisations
Course Coverage:
- Leadership e.g. definition, features, characteristics, types, purposes of leadership; direct and indirect leadership; features of managers or leaders; leadership skills; followership; 10 managerial roles of Mintzberg.
Evaluate leadership practices in an organisational context
Course Coverage:
- Styles of management and leadership: persuasive; autocratic; charismatic; participative; laissez-faire; management and leadership influence on an organisation; style impact on strategic decisions; situation-led adaptation of management and leadership styles.
Creating a human resource strategy that supports organisational mission, vision, values, and objectives
Course Coverage:
- Strategic leadership development; leadership requirement for organisational aspects e.g. mission, vision, and objectives; strategic development; organisational strategy formulation.
Monitoring and evaluating the human resource strategy
Course Coverage:
- Monitoring and evaluation e.g. general features, criteria; organisational mission, vision, values, and objectives monitoring; monitoring and evaluating strategy formulation.
Indicative reading list
Core texts:
- Rees, G. and Smith, P. E. (2017) Strategic Human Resource Management: An international perspective. Sage Publications
Additional reading:
- Avery, G. (2004) Understanding Leadership. London: Sage
- Bradley, F. (2005) International Marketing Strategy. New Jersey, FL: Prentice Hall.
- Bratton, J., Grint, K. and Nelson, D. L. (2005) Organizational Leadership. New York: Thomson South Western. • Brooks, I. (2009) Organisational Behaviour: Individuals, Groups, and Organisations. Harlow: FT Prentice Hall.
- Buchanan, D. and Huczynski, A. (2007) Organisational Behaviour. Harlow: FT Prentice Hall
- Colquitt J, LePine, J. and Wesson, M. (2010) Organizational Behaviour. Boston: McGraw-Hill.
- Daft, R. (2006) The Leadership Experience. New York: Thomson South Western.
- Du Brin, A. J. (2007) Leadership: Research Findings, Practice and Skills. Boston: Houghton Mifflin.
- Gill, R. (2006) Theory and Practice of Leadership. London: Sage.
- Gold. J., Thorpe, R. and Mumford, A. (2010) Leadership and Management Development, 5th Edition. CIPD
- Kouzes, J. M. and Posner, B. Z. (2008) The Leadership Challenge. 4th Edition. New York: Jossey-Bass. London: CIPD. • Mabey, C. and Finch-Lees, T. (2008) Management and Leadership Development. London: Sage.
- Martin, J. (2005) Organisational Behaviour and Management. London: Thomson Learning. Mullins, L. J. (2010) Management and Organisational Behaviour. 9th Edition. Harlow: Financial Times
- Northouse, P. G. (2007) Leadership Theory and Practice. London: Sage
- Northouse, P. G. (2009) Introduction to Leadership, Concepts and Practice. London: Sage
- Robbins, S. and Judge, T. (2009) Organizational Behaviour. New Jersey: Person Prentice Hall
- Storey, J. (2004) Leadership in Organisations; Current Issues and Key Trends. London: Rutledge. Times/Prentice Hall.
Entry requirements
To enroll The Master Award, the learner must possess:
- Graduated with a Bachelor’s degree from an accredited university or achieved a Level 6 Diploma according to the European Qualifications;
- For a degree from non-recognized universities; The learner should have followed Accreditation of Prior Experiential Learning for Qualifications (APEL.Q) policy of MI Swiss and/or University Partners;
- Learners must be over 21 years old.
English requirements
If a learner is not from a predominantly English-speaking country, proof of English language proficiency must be provided.
- Common European Framework of Reference (CEFR) level B2 or equivalent;
- Or A minimum TOEFL score of 101 or IELTS 5.5; Reading and Writing must be at 5.5 or equivalent.
The UKeU reserves the highest decision-making authority regarding admissions and may accept or reject applicants following a thorough review of each applicant’s profile, ensuring that only those capable of benefiting from the course are admitted. Qualifications from diploma mills or fake universities/institutions will not be accepted by UKeU and/or Partner University.
After graduating with Master Award, learners receive all certified documents from the UKeU.
Certified Documents:
- e-Certificate from the UK eUni Worldwide (UKeU);
- Hard copy certificate from UK eUni Worldwide (UKeU) (Optional);
- Accreditation of Prior Experiential Learning for Qualifications (APEL.Q) certified from UKeU for credit and tuition fee transfer.
Because the course is accredited and recognized, learners can easily use their qualifications in the workplace and enjoy many opportunities for career advancement. In addition, if you wish to pursue a degree from UKeU and/or a Partner University, all credits and 50% paid tuition fees can be transferred.
The UKeU’ Master Award means:
UKeU Master Award is the award at the master level and is equivalent to:
- Level 7 certificate of Regulated Qualifications Framework (RQF) of UK
- Level 10 certificate of Scottish Credit and Qualifications Framework (SCQF)
- Level 7 certificate of Credit and Qualifications Framework (CQFW)
- Level 7 certificate of European Qualifications Framework (EQF)
- Level 9 certificates of the Australian Qualifications Framework (AQF)
- Level 7 certificate of ASEAN Qualifications Reference Framework (AQRF)
- Level 9 certificate of the African Continental Qualifications Framework (ACQF)
Learners can transfer all credits and 50% of their tuition fees when enrolling in UKeU and/or Partner University academic programs if they wish to pursue an academic degree.
Credits transfer:
Learners can transfer 20 credits from the Master Award course when participating in the Master program. Please see the credit transfer policy HERE.
Tuition fee transfer:
When enrolling in the Master program, graduates from the Master Award will receive a fee reduction equal to 50% of the tuition fees paid for the Master Award. Please refer to the tuition fee transfer policy HERE.
The UKeU Micro Degree course allows learners to transfer credits and 50% of their tuition fees toward full degree programs offered by UKeU and/or Partner University. UKeU reserves the right to limit admissions once enrollment exceeds the set quotas.
Apply Policy:
- To participate in the UKeU Micro Degree course, learners need to meet the entry criteria corresponding to each level. Please see the “Entry” tab for more details.
- UKeU will not accept applicants whose entry qualifications are from fake universities or institutions that are not accredited.
- For Master Award courses, if an entry bachelor is unavailable, learners must demonstrate a minimum of 5 years of work experience in the relevant field. Please note that a bachelor’s degree is required for the Master’s program at UKeU and Partner University so that you could study Master Award but could not move to the Master’s program of UKeU and/or Partner University.
- English is not a mandatory entry requirement for Micro Degree course, but candidates need to ensure that English is used in reading documents, listening to lectures, and doing assignments. Applicants should note that English is a mandatory requirement when switching to an academic program at UKeU and Partner University.
Apply Process:
- Step 1: To request a consultation for a course that best suits your needs, please email support@ukeu.uk. Our admissions department will contact you to guide you through the required documentation and the next steps in the application process.
- Step 2: Once your application documents are approved and the application fee is paid, UKeU will issue a Letter of Acceptance (LOA). You will then follow the provided instructions, including payment of the tuition fee.
- Step 3: After the tuition fee is paid, UKeU will issue a confirmation letter, provide your login details for the e-learning system, and send you all relevant documents.
- At this point, you have officially become a UKeU student. Welcome, and enjoy your learning journey!
The UKeU Micro Degree course is fully online, allowing you to study anytime and anywhere. You also have the option to attend live classes with UKeU. Final exams will be uploaded to the system and assessed by the UKeU academic board. Learners are required to submit assignments on time; failure to do so will require payment of a resit fee (with up to two attempts allowed). Continued non-compliance on a third occasion will result in being considered as having discontinued the course, and tuition fees will not be refunded.
Pricing Plans
Take advantage of one of our non-profit professional certified courses with favorable terms for your personal growing carreers.
- Live Class (Optional)
- Full online videos
- e-Books
- Self study contents
- Online tutor videos
- Assignment guide
- e-Certificate
- Hard copy certificate from UKeU and/or Partner Universities
- APEL.Q certified from UKeU for credit and tuition fee transfer
- Deliver hard copy certificate and all certified documents to your home
- Transfer full credits & 50% tuition fees to equivalent academic programs
- Opportunity to get scholarships when becoming Partner Universities' international students
UKeU MICRO DEGREE
Contact us
If you interested this micro degree course, please feel free to contact with us! Please note that this course is not for profit and learning with full online model.