Human Resources
Master strategic human resource management and organisational development for competitive advantage
- Duration: 12 months (50 weeks)
- Online live training: 2 hours/week
Programme Overview
Learning Objectives
Critically evaluate the strategic role of human resource management in achieving organisational objectives and competitive advantage
Analyse contemporary approaches to talent acquisition, development, and retention within diverse organisational contexts
Assess the effectiveness of performance management systems and their impact on individual and organisational outcomes
Examine employment law frameworks and their implications for HR policy and practice
Evaluate organisational development interventions and change management approaches in relation to people management
Apply HR analytics and evidence-based approaches to inform strategic workforce planning and decision-making
Key Topics Covered
- Strategic HRM Models
- Talent Acquisition Strategies
- Onboarding Processes
- Succession Planning
- Reward Strategies
- Employee Relations
- HR Analytics
- Wellbeing & Mental Health
- HR Business Partnering
- Employer Branding
- Learning & Development
- Performance Management
- Compensation & Benefits
- Employment Law
- Change Management
- People Data & Metrics
- Flexible Working Practices
- Workforce Planning
- Selection Methods
- Talent Management
- Performance Appraisal Systems
- Employee Engagement
- Equality & Diversity
- Organisational Culture
- HR Technology Systems
- Employee Voice Mechanisms
Practical & Professional Relevance
Real-World Application
Human resource management capabilities are essential across all organisational functions and sectors. The principles and practices covered in this module are directly applicable to HR specialist roles and to general management positions where people management responsibilities are integral to operational effectiveness and strategic delivery.
Participants will develop practical skills in designing recruitment processes, implementing performance management systems, developing learning interventions, and managing employee relations issues. These capabilities enable immediate application within participants’ current roles and prepare them for more senior HR leadership positions.
The module’s emphasis on strategic alignment ensures that participants understand how HR practices must support business objectives whilst maintaining legal compliance and ethical standards. This perspective is particularly valuable for professionals transitioning into HR from other functions or assuming broader people management responsibilities.
Career Impact
Expertise in strategic human resource management significantly enhances career prospects for professionals pursuing HR specialist roles or general management positions with substantial people leadership responsibilities. The module prepares participants for roles including HR Manager, Talent Manager, Organisational Development Consultant, and HR Director positions.
Professional recognition through bodies such as the Chartered Institute of Personnel and Development (CIPD) is increasingly important for HR career progression. The knowledge and capabilities developed through this module align with professional standards and support progression toward chartered status.
Beyond specialist HR roles, understanding people management principles enhances effectiveness in any leadership position. The ability to attract, develop, and retain talent whilst creating positive organisational cultures represents a fundamental leadership competency valued across all sectors and organisational contexts.
Skills & Competencies Developed
Talent Acquisition
Designing and implementing effective recruitment and selection processes
Performance Management
Developing systems that drive individual and organisational performance
Learning & Development
Identifying capability gaps and designing development interventions
Employee Relations
Managing workplace relationships and resolving employment issues
Employment Law
Understanding legal frameworks and ensuring organisational compliance
HR Analytics
Using data and metrics to inform people management decisions
Change Management
Leading organisational change and supporting employee transitions
Wellbeing Strategy
Promoting employee health, wellbeing, and work-life balance
Strategic Alignment
Ensuring HR practices support organisational strategy and objectives
Interested in This Module?
Download the detailed syllabus or contact our admissions team to learn more about this module
Module Details
Subjects
- Strategic Environment Analysis
- Strategic Options Development
- Strategy Implementation Approaches
- Change Management in Strategy
- Monitoring and Evaluation of Strategy
Key Topics
- External influences on organisational strategy.
- Strategic options for organisations.
- Tools and approaches to strategy implementation.
- Strategic organisational change management.
- Monitoring and control of strategic plans.
Learning Outcomes
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.
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.
Understand the role of legal and ethical issues in developing human resources policy.
Plan develop human resource strategies.
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.
KSBs
Knowledge
- Understand the role and importance of human resource management.
- Know HR planning processes and influencing business factors.
- Understand legal, ethical, CSR, and sustainability issues in HR policy.
- Know approaches to HR strategy development and implementation.
- Understand the relationship between HRM and organisational performance.
Skills
- Critically evaluate HRM roles, functions, and integration with other functions.
- Assess HR requirements across organisational contexts.
- Develop HR plans and strategies aligned with business needs.
- Apply and interpret legal and ethical requirements in HR policy.
- Monitor and evaluate HR strategies using performance metrics.
Behaviours
- Demonstrate ethical awareness in HR policy and practice.
- Act with accountability when designing and implementing HR strategies.
- Show adaptability in responding to organisational culture and structural needs.
- Apply evidence-based judgement in HR planning and evaluation.
- Maintain focus on aligning HRM with organisational mission and values.
