Human Resource Management - MA

More about this course

The Human Resources Management MA is an ideal next step to boost your future career opportunities.

You can study full-time in 12 months or part-time (two evenings per week) over two years. This flexibility ensures you have the choice to continue work or other commitments. January and September start dates are available.

You’ll examine the theories of human resource (HR) strategy and practice, covering issues around employee engagement, talent management, and employment law. This will be applied to all business sizes, from entrepreneurial start-ups to large multinational companies.

Your analytical and critical thinking skills will be developed so you can use the theories to solve practical “real life” HR issues in your workplace. We’ll also help you improve your research skills so you can put together a scientific research report. This report will address the HR issues facing your organisation and how you could tackle them.

We’ve structured the course so your learning meets all the CIPD requirements. For example, the CIPD’s Skills for Business Leadership requirements are delivered and assessed across all four of the core modules.

Teaching

The teaching staff on this master’s course are highly research-active in their chosen research specialisms. This means you'll benefit from their expert academic perspectives on the important issues facing the HR profession today.

Guest speakers from private industry, not-for-profit, the public sector, consultancy and authors of highly-respected works will contribute to your learning.

You’re encouraged to join your fellow students at CIPD London branch events. This will further develop your HR expertise and professional HR network.

The high quality of education on our CIPD-related courses means you can expect the following benefits as commended by the CIPD:

• an up to date and high-quality curriculum
• excellent standards of teaching and learning
• strong commitment and support from lecturers
• effective use of action learning sets
• a strong ethos and beneficial formative feedback

Assessment

Assessment is both formative and summative, providing you with the opportunity for feedback on your work without it counting towards your final grade. Whether you arrive to the course with junior or more senior HRM experience, you'll find the assessments interesting and challenging.

The assessment methods include written report and essay assignments, comparative analyses, case studies, a skills development portfolio and learning log, presentations and group work. There is also a 12,000 to 15,000 word HRM dissertation.

There are two exams. These exams take place in the first semester and are required by the CIPD across all approved programmes.

Professional accreditation

You will need to join the CIPD when you begin your course.

Upon successful completion of the MA, you’ll gain Associate Membership of the CIPD from which you can apply for professional upgrading linked to your professional experience to achieve Chartered Membership or Chartered Fellowship. Our dedicated CIPD professional adviser can guide you on your application to upgrade to Chartered status.

Upgrading to Chartered Membership or Chartered Fellowship of the CIPD enables you to use the designate letters CMCIPD or CFCIPD respectively, further enhancing your employability.

Entry requirements

You will be required to have:

• a good bachelor’s degree (2.2) in any subject or a three-year diploma in business that includes good grades in human resources (HR) subjects

In certain circumstances, you may be considered if you have significant HR experience at a senior level. Interviews are generally required for non-standard entry, and your IELTS results must be a minimum of 6.

In order to obtain the CIPD’s Advanced Level Diploma, you’ll need to apply for membership of the CIPD as you join the course.

Accelerated study

Following successful completion of the Human Resource Management postgraduate diploma (or an equivalent course meeting CIPD requirements for the Advanced Level Diploma in HRM), you may be considered for direct entry to Human Resource Management MA with credit for up to five modules (100 credits) but will be required to complete 80 credits through the Research Methods in Human Resource Management module, which is worth 20 credits, and the Human Resource Management Dissertation module, which is worth 60 credits.

To be admitted to the Human Resource Management MA top-up course, you are normally required to demonstrate an average of 55% pass marks across the Human Resource Management postgraduate diploma, with 55% or more achieved in the dissertation/management research report/project.

An alternative Human Resource Module MA option module (20 credits) may be taken instead of the Research Methods in Human Resource Management module, provided that you can demonstrate that you have successfully passed an equivalent Research Methods HRM module and supply an accepted dissertation proposal. The assessment of this will be determined by the course/module leader as a condition of entering the Human Resource Management MA course.

Accreditation of Prior Learning

Any university-level qualifications or relevant experience you gain prior to starting university could count towards your course at London Met. Find out more about applying for Accreditation of Prior Learning (APL).

English language requirements

To study a degree at London Met, you must be able to demonstrate proficiency in the English language. If you require a Student visa you may need to provide the results of a Secure English Language Test (SELT) such as Academic IELTS. For more information about English qualifications please see our English language requirements.

If you need (or wish) to improve your English before starting your degree, the University offers a Pre-sessional Academic English course to help you build your confidence and reach the level of English you require.

Modular structure

The modules listed below are for the academic year 2023/24 and represent the course modules at this time. Modules and module details (including, but not limited to, location and time) are subject to change over time.

Year 1 modules include:

Contextualising Management (core, 20 credits)

This module currently runs:

• spring semester - Wednesday afternoon

It is increasingly acknowledged that many organisations are functioning in what are turbulent and uncertain environments. Significantly, the CIPD in its position paper People Management Matters placed the role of changes in external markets and associated competitive pressures at the forefront of factors seen to be exerting an influence on organisations, managers and the management of people. Such an approach has also influenced recent academic treatment of people management and is increasingly reflected in government policy towards product and labour markets and in legislation affecting the management of people.
Perhaps as significant as the developing competitive context for organisations has been the growing importance of working and doing business beyond the UK after Brexit, and the implications of this for people management practice. This, along with domestic legislation will bring about significant changes to the role of the HR practitioner in many organisations.

Much of what is covered in this module is to take these and other broader contextual issues such as demographic and technological changes and attempt to analyse them in some depth and then explore their implications for organisations, specifically those of strategy and structure, and the management of staff. That is to examine and analyse the contexts in which organisations operate and then to examine how management responds to diverse contextual challenges and to continuous change when devising and implementing appropriate strategies for survival and growth.

Finally, the module engages with the whole area of corporate governance, including CSR but with particular focus on how organisations are owned and controlled and how this plays out in terms of the role and status accorded to people management. This connects with the importance of issues such as shareholder value, and how HR adds value to an organisation, which in turn leads into consideration of the need for HR to be financially aware and to be able to argue its case in accounting and financial terms.

Module Aims

This module has four specific aims. First, to bring together those factors that are relevant to any consideration of ‘management in context’, and specifically those areas within the external and internal environments that influence management decision-making. Second, to develop an integrative and systematic overview of these influences, both within the module and alongside the ‘Leading, Managing and Developing People’ module. Third, and in conjunction with the ‘Leading, Managing and Developing People’ module, to emphasise the dynamic and complex nature of the environments within which management operates, as well as the impact of changes on different organisational stakeholders. These effects in turn impact on the power balance and resources available to managers and determine the political context in which they have to operate. This point is reinforced in the fourth, and final aim: the role of management in fashioning the strategic direction of the organisation in the context of competing stakeholder interests.

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Human Resource Management Dissertation (core, 60 credits)

This module currently runs:

• autumn semester
• summer studies
• spring semester

The MA dissertation is a triple-weighted module and is designed to provide an opportunity for students to undertake a substantial piece of research in their subject field. The research project is intended to build on the taught modules of the student's MA award and is underpinned by the Research Methods in HRM module. The dissertation is designed to demonstrate the synthesis of knowledge and skills developed throughout the award. It is the largest piece of assessed work undertaken on the award, and is seen as the clearest expression of the student's ability to demonstrate what they have studied at Masters level

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Leading, Managing and Developing People (core, 20 credits)

This module currently runs:

• autumn semester - Thursday afternoon

This module provides you with a rigorous framework of knowledge and understanding of the mechanisms of people management. The module aligns with a number of the core knowledge membership standards and core behavioural membership standards set out in the Professional Map of the Chartered Institute of Personnel Development (CIPD). However, the module content will be valuable whatever your chosen career specialism.

The module will familiarise you with major contemporary research evidence on leadership and management, identifying effective approaches to Human Resource Management and Human Resource Development practice. Research focusing on the links between people management practices and positive organisational outcomes will be covered, including contemporary and emerging developments in practice.

The module encourages and enables you to develop a strong sense of awareness of your own strengths and weaknesses as a leader, manager and colleague.

During the module, you will build a portfolio of valuable skills required for effectiveness in leadership and in people management. These include leading dynamic teams, decision-making skills, interpersonal skills and others associated with developing personal effectiveness and credibility at work.

Finally, the module includes some key post-graduate level study-skills, which will help you to engage fully with your academic studies and apply your academic learning to your professional practice. The study-skills will help you build the bridge between theory and practice, facilitating your continuing professional development.

Module Aims

a) you will have the necessary competencies to lead, manage and develop yourself and others effectively.

b) you will be organisationally and socially aware, equipped to develop ethical, inclusive and sustainable strategies for leadership and management.

c) you will be able to deliver best practice people management whilst enhancing your impact and value either to the HR function or to the wider organisation.

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Research Methods in Human Resource Management (core, 20 credits)

The MA HRM Dissertation and the Postgraduate Diploma Management Research Report (MRR) are vital components of courses within the postgraduate framework. By introducing students to philosophical and practical factors associated with understanding and undertaking HRM research at postgraduate level, complemented by formally assessed activity, the module provides a firm framework for critical analysis and evaluation of HRM research plus the subsequent dissertation design and implementation.

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Employee Engagement (option, 20 credits)

This module currently runs:

• autumn semester - Monday afternoon

Crucial to the delivery of superior organisational performance is the extent to which the employees of an organisation feel involved, committed and engaged. This module explores the different dimensions of employee engagement. It examines and explores what is meant by ‘engagement’ and why some organisations are better than others at creating authentic engagement among their employees. The module examines what organisations can do, with the aid of its human resource (HR) professionals, to create high levels of workforce engagement.
The module will equip learners with a comprehensive academic understanding of the concept of ‘employee engagement’ and how it is measured. Students will also have the chance to apply their knowledge on a practitioner orientated assessment.
The module explores the research-based and philosophical connections between employee engagement and other related beliefs, values, leadership models and management practice. The module will also focus on the multi-dimensional relationships between employment relations, reward, equality and engagement.
This module provides learners with knowledge and understanding of the rationale for the emergence of employee engagement as a key priority for organisations with high-performance working (HPW) aspirations. Students will develop the ability to assess and interpret ‘evidence’ on the topic cautiously, reining in expectations as to the benefits of engagement. Employee engagement, if properly understood, carefully implemented and objectively measured, is a powerful tool for delivering positive and ‘bottom-line’ outcomes. However the module will also critically analyse some of the extensive grey literature on the topic which lack sufficient empirical detail and may reflect vested interest in reporting/inflating progress and success.
Learners will explore techniques needed to measure engagement, take remedial action or embed engagement-enhancing cultural practices. Students will learn to identify, prioritise and evaluate actions to promote high levels of engagement. The module requires critical reflection on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.

Module Aims

1) To enable students to understand and analyse contemporary employee engagement theory and practice.
2) To demonstrate how engagement theory, models and diagnostic frameworks can be used to facilitate a better understanding of engagement and its application.
3) To develop awareness of the factors which impact upon employee engagement strategies and policies.
4) To equip students with the knowledge and skills needed to develop and implement strategic employee engagement interventions and action plans in an organisational setting.

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Employment Law and Practice (option, 20 credits)

This module currently runs:

• autumn semester - Wednesday evening
• spring semester - Wednesday evening

This module will enable students to critically analyse contemporary employment law issues, keep abreast of legal developments and appreciate the practical implications of employment law disputes.

Assessment: The module is assessed by 100% coursework. It consists of two pieces of written coursework weighted 75% and 25%.

This module aims to provide learners with an understanding of this complex area of law and of the importance of law and legal developments in the employment field. It will enable learners to keep abreast of legal developments and to critically analyse the law and evaluate the implications for employment practice.

The assessment strategy is designed to assess legal knowledge and enhance learners’ understanding of the practical implications, thereby enabling students to appreciate appropriate responses and issues relating to presenting and settling employment law cases.

The module covers the CIPD module Employment Law.

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Managing Employment Relations in Contemporary Organisations (option, 20 credits)

This module currently runs:

• spring semester - Monday afternoon

The module builds upon the “Contextualising Management” and the “Leading, Managing and Developing People” modules, adding a more in-depth and integrated appreciation of Employment Relations to the field of human resource management. It examines both individual and collective aspects of this relationship and explores in depth the various ways in which relationships are managed in both unionised and non-union settings. In this it reflects the thinking within the CIPD, that 'the cornerstone of all human resource activity is the employment relationship’.

The module explores the choices available to organisations in managing the Employment Relationship, what influences these choices and how the choices are experienced by those working in organisations. It examines the effects that employment relations practice has within these organisations. The module considers shifting priorities in managing employment relations and the diversity of employment relations and practices found in organisations, by making extensive use of case studies and case scenarios. In doing so, it adopts a critical orientation and encourages participants to reflect upon practices. Participants will also be prompted to consider the motivation for evolving practice in employment relations, and evaluate some such changes to practice.

Module Aims

1) To enable students to understand and analyse contemporary employment relations theory and practice.
2) To develop awareness of the importance of the contexts of organisations (both internal and external) and the factors which impact upon employment relations strategies and policies.

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Resourcing and Developing Talent (option, 20 credits)

This module currently runs:

• autumn semester - Tuesday morning

The module aims to provide the student with a good grounding in key aspects of recruiting, retaining, developing effective performers, as well as where necessary, managing people out of the organisation.

The module focuses not just on practical aspects of these professional areas but their strategic importance within local, national and global contexts. Topics such as diversity, employee engagement, ethics, employee development and social responsibility will be viewed from a resourcing perspective.

Module Aims

The module will look at the current and changing nature of workforce mobilisation, resourcing and retention of people. The module will look at how effective organisations can build a strategic approach to attracting, retaining, developing and shedding staff, taking into account the evolving nature of employment markets and changing demographics. Students will achieve this through reflecting on theory and practice from an ethical and professional standpoint.

Globalisation, changing demographics, and migration have led to greater diversity including ethnic diversity, gender diversity, older workers and disabled people in the workforce. In this context, the module also aims to explore two major theoretical perspectives, the Business Case for Diversity and Intersectionality. Each of these theories informs HRM professionals in their resourcing and talent management policies and practices. Most particularly, the module investigates the partnership between HR professionals and line managers, which enables organisations to achieve inclusivity in resourcing practice, both in domestic and international settings.

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What our students say

"I was looking for a master’s degree that could satisfy my interest in getting a deep understanding of leadership and motivation. London Met had the perfect subject areas and modules related to this field."
Fellipe Ramos Rodrigues

"Studying the two-year Human Resource Management MA course not only provided me with new knowledge on a host of topics, but also provided me with a new network of HR colleagues and friends, interesting insights into the HR sector and built confidence in my abilities as a HR professional."
Former student

"The Human Resource Management MA course was a life-changing experience. I found the course intellectually stretching, gained a greater understanding of the context within which HR operates, learnt the role of strategic HR and discovered the positive possibilities that HR can bring to organisations."
Former student

Where this course can take you

The University has a high reputation for employability - 93% of our graduates are in work or further study within six months of graduating.

Complete our Human Resources Management MA and you'll possess a significant career advantage. Recent graduates have attained full-time positions from their placements in financial services, leisure and tourism, major international charities and the health sector.

Other graduates that have gone on to work in the private sector have moved from administrative and PA positions to being in charge of strategic HR projects. We also have graduates who have moved up into international HR management positions for global companies.

Short courses

You can apply to study any of the option modules as a short course. The module leader will check whether you have the prerequisites to undertake the module.

CIPD commendation

The CIPD has commended London Met’s CIPD-related courses for their:

• high-level of commitment and support for students
• currency and quality of curriculum
• high standard of teaching and learning
• use of action learning sets
• strong ethos and benefits of formative feedback

Additional costs

Please note, in addition to the tuition fee there may be additional costs for things like equipment, materials, printing, textbooks, trips or professional body fees.

Additionally, there may be other activities that are not formally part of your course and not required to complete your course, but which you may find helpful (for example, optional field trips). The costs of these are additional to your tuition fee and the fees set out above and will be notified when the activity is being arranged.

When to apply

You are advised to apply as early as possible as applications will only be considered if there are places available on the course.