MA Human Resource Management and Development

The MA Human Resource Management and Development programme will be offered in Part-time (2 years) study mode only. The programme will consist of four compulsory modules that students will complete over an academic year. Year long modules will provide students with more time to assimilate the subject matter in each module. A range of 15 credit modules will be available as optional modules. These will typically last for one term. In addition to these modules, candidates will complete a 60-credit contextual applied dissertation module that will result in the submission of a research report on an approved topic. A variety of learning, teaching and assessment strategies are employed in order to enhance the student experience and ensure that as wide a range as possible of appropriate skills and learning outcomes are met.

These are the modules that you will study in the MA Human Resource Management and Development programme.

NOTE: Not all optional modules may be available each year, as they are dependent upon student interest and minimum numbers of registrations.

Please refer to our Academic Calendar for further information: http://www.mdx.ac.ae/life-at-university/academic-calendar

Module and programme information is indicative and may be subject to change.

• • Applied Dissertation (60 Credits) - Compulsory The module will enable students to demonstrate a critical awareness of people management and development strategies. They will understand how research can add value to business, by critically reviewing current people management and development practice. Students will identify and undertake empirical research into a complex business issue from a people management and development perspective. Students will provide a 15, 000 word report.
  • People Management and Development in Business (30 Credits) - Compulsory The module will enable students to promote and deliver people management and development activities to strengthen business performance. Students will gain the confidence to enhance leadership and management skills, create a good place to work, encourage collaboration and promote organisational authenticity. The module will consider how the changing employment landscape is influencing the impact, which people management and development activities have on a business.
  • Metrics, Analytics and Data (30 Credits) - Compulsory The module explores the role of HR analytics in providing an organisation with insights for effectively managing and leading employees, so that business goals can be reached quickly and efficiently. Students will critically evaluate the measurement, collection, analysis and reporting of data relating to people management and development. They will explore how metric and analytics are used to maximise return on the skills and abilities of employees.
  • Principles of People Management and Development (0 Credits) - Compulsory The module aims to encourage students to develop a strong sense of self-awareness and of their strengths and weaknesses as managers and colleagues. It seeks to develop students’ professional practice and its application in ways, which ensure successful people management, development practice and effective leadership.
  • Effective Individual Learning and Development (15 Credits) - Optional The module aims to develop the skills necessary to design and implement effective and fit for purpose learning and development interventions to support personal and performance development of individuals in organisations. It will provide students with strategies and tools required to assess the impact of learning and development.
  • Leadership and Management Development (15 Credits) - Optional The module aims to develop a critical understanding of the complexities and contested nature of leadership and management, as well as opportunities for further development. It seeks to develop leadership and management in facilitating organisational, team and individual change and growth. Students will draw on knowledge and theory in leadership and management, and also in learning and development.
  • Effective Coaching and Mentoring (15 Credits) - Optional The module aims to develop knowledge necessary to design, deliver and evaluate coaching and mentoring programmes and services in organisations and their application in supporting personal and performance development through an evidence-based approach.
  • Organisation Development (15 Credits) - Optional The module aims to enable students to develop a critical understanding of the theories and historical development of the practice of organisation development. Students will identify organisational and individual capability requirements and align strategy, people and processes to optimise effectiveness and achieve organisation goals. They will also design interventions that drive the appropriate culture, behaviours, skills, and performance and provide insight and leadership on change management strategy, planning and implementation.
  • Resourcing and Talent Management Practice (15 Credits) - Optional The module aims to explore the practical aspects of recruitment, selection, employee retention and dismissal, and equip students with the knowledge and skills required for resourcing and talent management within a global context. It will also discuss diversity management, employer branding, work–life balance initiatives and innovative approaches to job design, in the context of resourcing and talent management. Students will reflect critically on theory and practice from an ethical and professional standpoint.
  • Employment Relations (15 Credits) - Optional The module aims to consider the motives, cases and underlying dynamics of contemporary employment relations. It considers the processes and outcomes of the interactions between the main actors within the employment relationship, with a particular focus on the institutions that govern employment relations in the UK.
  • Employment Law (15 Credits) - Optional The module aims to provide students with a critical knowledge of employment law, an understanding of its development and how it applies in the workplace. It will focus on UK and EU employment law. Students will understand how organisations must comply with employment law, anticipate legal problems associated with proposed employment-related decisions or plans and defend their organisation against legal actions brought against them by employees.
  • Employee Engagement in Practice (15 Credits) - Optional The module will develop students’ ability to critically analyse the concept of employee engagement and its relationship to organisational effectiveness. Students will review what engagement means to organisations and evaluate a range of definitions and tools used to measure and enhance engagement and, as a result, organisational performance. Students will be able to create plans to improve performance that are intended to fit the organisation and be sustainable.
  • Performance Management (15 Credits) - Optional The module will develop students’ ability to analyse an organisation’s objectives and its human resources to determine what performance management (PM) strategy would be appropriate and what processes would best suit the environment in which they operate. Students will be able to explain and evaluate the different techniques used in PM and their connection to learning and development and performance related pay. They will be able to conduct a successful performance interview both from a manager and employee point of view.
  • Reward Management (15 Credits) - Optional The module provides students with knowledge and critical understanding of reward management. Students will critically evaluate current reward theories and practices. It will develop the skills required to research and analyse reward within an organisational context, and to present findings and recommendations to senior management. It aims to give students credibility in the subject of reward, so that they can join, or progress further, in the HR profession.

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