Human Resource Management PgDip

Whether you are starting a career in human resource management (HRM) or are already working in the field and would like to progress at a professional level, this Human Resource Management PgDip can help you to achieve your career goals.

It is designed to provide you with a foundation of knowledge and practical skills as well as an understanding of the role of the HR profession, relevant to both the strategic objectives of an organisation and the wider environment in which it operates.

Kingston Business School is a Chartered Institute of Personnel and Development (CIPD) Approved Centre. It was also a CIPD centre of excellence from 1986 until 2011, when the CIPD withdrew this form of recognition. On successful completion of the PgDip in HRM, you will be entitled to graduate membership of the CIPD.

What will you study?

After an induction programme introducing you to the Business School and the expectations and ethos of the course, you will go on to evaluate the external influences on organisations, such as European developments, employment law, ethical issues and social responsibility.

You will gain an understanding of human behaviour in organisations and how organisational and management performance can be enhanced through effective HRM. You will look at strategic HRM and the national differences and varying approaches adopted by multinational companies. You will study learning and development processes and the major types of employee relations management. You will also develop a knowledge of resourcing issues and techniques.

On successful completion of your PgDip, you can opt to top-up your qualification to an MA in HRM  by completing the research methods module and a dissertation.

Please note that this is an indicative list of modules and is not intended as a definitive list.

It is a CIPD requirement that all students also write a work-based management report of approx 7,000–7,500 words. A host organisation will be required for some pieces of coursework and the CIPD management research report, which help you apply HR theory to practice.

Core modules

• HRM in Context

• HRM in Context

  This module evaluates human resource management in the context of the national political, economic, social and technological environments that affect organisations. It includes a focus on corporate strategy, change management and the contribution of the HR function to organisational performance.

  
   
• Leading, Managing and Developing People

• Leading, Managing and Developing People

  This module helps students prepare for responsibility for leading, managing and developing people within an organisation at either operational, tactical or a more strategic level. It explores major contemporary research evidence, with a focus on the links between effective people management and development and positive organisational outcomes. Integration of theory and practice is a key feature of the module, driven by a variety of people management and development themes, such as engagement, commitment and leadership.

   

  
   
• Investigating a Business Issue from an HR Perspective

• Investigating a Business Issue from an HR Perspective

  This module provides an opportunity to demonstrate the ability to diagnose and investigate a live, complex business issue from an HR perspective, to locate the work within the body of on temporary knowledge, to collect and analyse data, to derive supportable conclusions and to make practical and actionable recommendations for change, improvement or enhancement of current practice.

  
   
• Developing Skills for Business Leadership

• Developing Skills for Business Leadership

  A key purpose of this module is to encourage students to develop a strong sense of self-awareness and of their own strengths and weaknesses as managers and colleagues. The module is primarily concerned with the development of skills, and specifically seeks to develop and improve a range of definable skills that are pivotal to successful management practice and to effective leadership in a project context.

  
   
• Employment Law

• Employment Law

  This module develops students' understanding of employment law in its social, economic and political context. They will gain a sound knowledge of individual employment rights and be able to understand the application of the law in employment relations issues. It will enable students to advise managers in applying the law to specific problems and in proposing appropriate legal and HR policy measures.

  
   
• Resourcing and Talent Management

• Resourcing and Talent Management

  This module will equip learners with the tools to mobilise a workforce. To do so, it focuses on how HR professionals can assemble people with the necessary skills, attitudes, and experiences to meet their objectives, and to retain talent for as long as possible. The module provides students with an understanding of the academic, strategic, and practical aspects of workforce mobilisation within a national and global context. It will assist students in critically reflecting on theory and practice from an ethical and professional standpoint. It will also provide opportunities for applied learning and professional development.

  
   
• Managing Employment Relations

• Managing Employment Relations

  The aim of this module is to identify the nature of the employment relationship and employee relations along with the roles of the key employment actors engaged in managing and shaping workplace relations. This module will also provide students with an understanding of the management of employees in different contexts; large and small, union and non-union. The module also focuses on the processes associated with best practice and how their adoption avoids negative employment relations outcomes, conflict, and facilitates the effective management of the employment relationship.

  
   
• Reward Management

• Reward Management

  This module will equip learners to critically examine total rewards. In doing so, it will focus on how to plan, implement and evaluate reward policies to support an organisation's strategic objectives. Learners will acquire an understanding of diverse approaches to reward management in both a national and international context, and critically reflect on their strengths and limitations to develop fair, reasonable and motivational policies. Traditions from private, public, and third-sector organisations will be examined. Learners will also develop negotiating skills. Throughout, learners will develop an ability to critically reflect on theory and practice from and ethical and professional perspective.

  
   
• International HRM (may be substituted for one of the last three modules above)

• International HRM (may be substituted for one of the last three modules above)

  This module considers the global and national contextual factors that impact on international human resource management and employee relations. You will identify the human resource challenges and opportunities that face multinational enterprises, such as how national and regional differences impact on the employment relationship, and you will evaluate international human resource management strategies and policies in a range of operational areas.

  
   

Kingston Business School is a CIPD Approved Centre.

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