COURSE CURRICULUM

The Human Resource Management (HRM) course offers a comprehensive journey through the core and evolving aspects of managing people within organisations, starting with foundational knowledge in Year 1. Students begin by developing essential academic, professional, and critical thinking skills through the Academic & Critical Thinking Skills module, preparing them for success throughout their studies and future careers. They are introduced to the Fundamentals of HRM, where they learn about the evolution and value of HR activities and their strategic role in modern organisations. Modules like Marketing & Employer Branding for HRM and Managing Organisations & People provide insights into the intersection of HR and marketing, and explore key themes of leadership, motivation, and team dynamics in global and intercultural contexts. Accounting & Finance for HRM builds financial literacy tailored to HR decisions, while Global Economics for HR Managers broadens understanding of economic policy and global factors that influence workforce management. In Year 2, students advance their professional capabilities through the Professional Skills module and begin applying data and research to HR contexts in Data Analytics for HRM. Managerial Decision Making introduces the complexities of ethical and practical HR decision-making. The course then shifts focus to organisational development with Learning & Development in Organisations and People Resourcing & Talent Planning, where students examine how training, recruitment, and succession planning align with business needs. Employment Law for Managers ensures students understand legal frameworks governing employment relationships. By the final year, students are equipped to carry out independent research through the Research Skills module, preparing them to critically evaluate and apply evidence in practice. Contemporary Issues in HRM & Ethics allows for reflection on current challenges and the ethical dimensions of HR work. Strategic HRM for Leaders and Employee Relations & Engagement explore leadership practices and the evolving models of employee involvement, while Reward Management focuses on designing fair and effective compensation systems aligned with broader corporate goals.