Explore human resource management (HRM) in an international setting, on a course designed in response to the increasing internationalisation and workforce diversity of organisations.
The course focuses on managing human resources in organisations that operate across national borders and the cross cultural issues of people management. It is for those wishing to develop careers in HRM at a strategic and international level within organisations operating in the international environment.
The course enables you to
develop a critical understanding of the philosophies and general practices of international HRM
appreciate and critically evaluate the latest theoretical concepts, principles, standards and frameworks of HRM practice
develop skills in solving complex scenarios related to improving the activities and functions of modern HRM
develop a holistic approach to examining issues and solving complex International HR problems
You develop your professional expertise and improve your employability and career prospects by gaining broader international business, management and leadership knowledge.
We begin by introducing you to organisation theory, which covers organisational design, organisational theory and methodologies for understanding complex organisations. You also develop your critical thinking on issues such as organisational change and innovation.
You then study specialist theory and practice from an international perspective, giving you practical expertise across key areas of international HR, including
the context of HRM
cross cultural leadership
international human resource development
comparative approaches to International employee relations
organisational ethics and corporate social responsibility
To enable you to manage and interpret financial and management accounting information, you learn skills such as budgeting, ratio analysis and using IT in an HR environment.
We give you the opportunity to work with our academics on suitable research projects. This work leads directly to your dissertation, and in suitable cases you may be able to present a paper at a conference or publish your research. If you already have an interest in a particular area of research for your dissertation, we will provide you with the support that could also lead to a conference paper or publication.
Completing a dissertation develops your ability to research new ideas and approaches from a cross cultural perspective. You also develop the skills to formally present your research findings to your fellow students and course tutor.
Previous students have completed research in cross cultural management and expatriate development programmes. They have also worked on projects for their sponsoring company including the development of under- represented groups in home countries the relevance of western practices to home country organisations migrant labour global reward.
The course includes attendance at a three day residential held outside Sheffield. The residential gives you hands on experience of managing an HR activity in a strategic and international context.
There are no examinations
January and September start typically 15 months but it can be completed in 12 months
Semester one postgraduate certificate modules
organisation analysis and design cross-cultural leadership international human resource development context of HR research methods (part1)
Semester two postgraduate diploma modules
comparative approaches to international employee relations international strategies for HRM information and financial management for HR organisational ethics and corporate social responsibility research methods (part 2)
Semester three MSc modules
dissertation this is a major project geared to your interest and based on an area of strategic or international importance. Your research must be carried out in an organisational setting.
The context of HRM
This module provides learners with an understanding of the principal external and internal environmental contexts of contemporary international organisations, including the managerial and business context, within which HR professionals, managers and workers interact in conditions of environmental turbulence, change and uncertainty. Secondly, the module examines how those leading organisations respond to these dynamic environmental contexts in terms of developing and implementing HR practices and policies. Thirdly, the module indicates how those in the HR function, and line managers with HR responsibilities, need to recognise and acknowledge that corporate decisions and HR choices are not always shaped by managers alone; they are also shaped by internal and external forces beyond their immediate control.
Organisation analysis and design
The aim of this module is to develop the ability to critically evaluate those aspects of organisation theory that are closely related to organisation design and the human architecture of organisations. To be able to place those understandings in and international and multinational context and develop the students understanding of the key controversies in organisational design.
The aim of the module is to raise students' awareness of how leadership behaviours are influenced by both background and organisational context and that leadership has a profound impact on organisational success. The module focuses on how leadership and culture influence and are enacted in the international environment whether this is in emergent or mature economies.
International human resource development
The module aims to develop students understanding of the strategic importance of human resource development. The module focuses on how HRD can impact on organisational success, exploring international HRD strategy making and the value and impact of individual, team and organisational approaches to people development. The module also explores the skills and competences required of HRD professionals.
Comparative approaches to international employee relations
The aims of this module are to enable students to develop a comprehensive and systematic knowledge of the employment relationship and how this impacts upon organisational management and performance. Importantly the module aims to connect how employee relations reflect the changing nature of work within society, politically, economically and socially. Drawing upon differing theories and concepts of power and conflict the module will reflect the differences in views about employment regulation, policy and procedure and ask students to critically analyse the implications and impacts upon organisational practice locally, nationally and globally.
International strategies for HRM
The aim of the module is to raise students' awareness of how they can contribute to management decision-making and strategic HR policy-making in an international and comparative contextual environment. The module focusses on how international strategies for HRM impact on employment, resourcing and management development issues in a complex global environment and explores the impact of political, social and economic change on HRM in both mature and emergent economies.
Information and financial management for HR
Information is essential to the effective management and efficient operations of any business organisation, but the increasing use of technologies in delivering that information has meant todays managers are continually bombarded with data and facts from multiple sources. As a consequence all managers including those responsible for managing human resources should be able to interpret, manage and analyse these facts and data to provide quality information capable of informing their decision making, planning and control.
Organisational ethics and corporate social responsibility
The module aims to equip students who will be working in an international context with an awareness of the role of the HR professional in shaping organisational strategies for ethical behaviour and corporate social responsibility. As future global HRM citizens the module will seek to develop a critical awareness of the current and future issues facing HR practitioners and to provide them with the expertise to give advice and guidance in the policy areas of the subject discipline. The students will also be challenged to explore their own professional and personal practice as HR practitioners.
Research and methodology
This module prepares you for your dissertation and equips you with the skills to interpret and evaluate published research so you can develop evidence-based HR policy. You develop your knowledge and understanding of methodological and philosophical issues in research and also your capability to design a research project and select, justify and execute appropriate research methods.
The dissertation enhances your personal and professional development through an in-depth independent study in an area of your choice. You develop your autonomy, academic and professional skills in order to design and conduct a thorough piece of research. You must seek real issues in real companies when working on your dissertation.
The dissertation stage represents the culmination of your studies and you can work closely with one of our academics to complete it. At the start of the course you join one of our dissertation subject groups to work with an academic on your dissertation. Working closely with an academic and a small group of your peers, we guide you throughout the course in identifying literature sources and gathering data for your dissertation.
IMPORTANT NOTE: Per 6 April 2015 only the English language tests from IELTS and Trinity College London are accepted for Tier 4 Visa applications to the United Kingdom. Other tests (including TOEFL, TOEIC, Pearson, City & Guilds) are no longer accepted for Tier 4 visa applications to the United Kingdom. The university might still accept these tests to admit you to the university, but if you require a Tier 4 visa to enter the UK and begin your degree programme, these tests will not be sufficient to obtain your Visa. Since the Trinity College London language tests must be taken in one of their exam centres in the UK, IELTS is now the only language test accepted for Tier 4 visas to the UK that can be taken worldwide.
Normally one of the following
We may consider you without a first degree if you have the necessary experience and can demonstrate an ability to complete the course.
Overseas applicants from countries whose first language is not English must normally produce evidence of competence in English. An IELTS score of 6.0 with a minimum of 5.5 in all skills (or equivalent) is the standard for non-native speakers of English. If your English language skill is currently below an IELTS score of 6.0 with a minimum of 5.5 in all skills we recommend you consider a Sheffield Hallam University Pre-sessional English course which will enable you to achieve an equivalent English level.
No work experience is required.
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