Human Resource Management Advanced Diploma

This is a 2-year course. During the Year 1, you will study the following modules: Developing Skills for Business Leadership This module is primarily concerned with the development of business skills, and specifically seeks to develop and improve a range of definable skills that are pivotal to successful management practice and to effective leadership. These include thinking and decision-making skills, the management of financial information, managing budgets, a range of team working and interpersonal skills and others associated with developing personal effectiveness and credibility at work. The module helps you to make the most of your formal programmes of study with the inclusion of key postgraduate study skills. Human Resources Management in Context HR professionals and managers operate within increasingly complex and changing organisational and contextual circumstances, whatever their size or sector. This module provides an understanding of the principal internal and external environmental contexts of contemporary organisations and how to respond to these contexts. It also explores how leaders in organisations, 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. Leading, Managing and Developing People This module aims to provide a framework of knowledge and understanding concerning people management and development required for whatever degree of specialisation you later elect to follow. It incorporates the major contemporary research evidence on employment and effective approaches to HR practice, as well as on the links between people management practices and positive organisational outcomes Reward Management This module examines total rewards in an organisational and international context and provides the knowledge and understanding of environments in which reward professionals plan, implement and evaluate employee reward policies to support strategic organisational goals. You will explore the relationship between traditional, contingent and developmental choices of rewards, the use of diagnostic and evaluative skills in designing flexible approaches to reward and the challenges of international and executive pay arrangements. In Year 2, you will study the following: Investigating a Business Issue from a Human Resources Perspective HR professionals should be able to research relevant topics and write reports that can persuade key stakeholders in the organisation to change or adopt a particular policy and practice. This module provides the opportunity for learners 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 contemporary 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. Resourcing & Talent Management A major and fundamental objective of the HR function is the mobilisation of a workforce. Organisations can only function if they are able to assemble together teams of people with the necessary skills, attitudes and experience to meet their objectives. This module focuses not just on the practical aspects of recruitment, selection, employee retention and dismissal, but also on the strategic aspects to equip learners with the knowledge and skills required for resourcing and talent management within a global context. As the skills that employers seek become more specialised, employment markets have tightened, leading to increased sophistication in the area of resourcing and talent planning. This is reflected in the increased use of proactive diversity management, employer branding, work–life balance initiatives and innovative approaches to job design, which are covered in this module. Learning & Talent Development Learning and development and its central contribution to talent management is recognised and acknowledged to be a significant lever in achieving economic, social and cultural aspirations, ambitions and objectives of governments, work organisations and individuals. This module will develop a critical understanding of the potential and limitations of the contribution of learning and talent development policies and strategies to formulating and achieving objectives at national, organisational, group and individual levels and will enable the development of intellectual, social, professional and personal skills to perform effectively in associated professional roles. Managing Employment Relations This module provides a comprehensive understanding of employment relations perspectives and debates, both national and international, from a theoretical and behavioural competency perspective. It incorporates the activities, knowledge and behavioural competencies required for managing employment relations practices in union and non-union, small and large, private, public and indigenous and multinational organisations.