The MSc Human Resource Management (HRM) programme aims to develop your expertise in HRM and allows you to gain professional accreditation from the Chartered Institute of Personnel Development (CIPD).
Taught by leading researchers and practitioners, the MSc HRM programme covers current trends, opportunities, and challenges in global HRM. You'll engage with HR leaders, apply real-world learning, and develop practical HR skills.
Whether you are a HR professional or want to enter the HR field, the MSc Human Resource Management will help prepare you for your next career move. Accredited to the advanced level by the CIPD, this master's programme ensures that you will graduate with the essential skills for a successful HR career.
Human Resource Management highlights
Professional Accreditations
The programme is fully accredited to the advanced level by the Chartered Institute of Personnel and Development (CIPD). The programme provides the necessary knowledge and understanding to be awarded professional membership of the CIPD at Associate level.
*Professional membership fees to CIPD are an optional and additional cost on top of the programme fees (see below).
World Class Facilities
Queen’s Business School (QBS) has recently undergone an innovative expansion that establishes a benchmark of global excellence for one of the top business schools in the UK and Ireland. A stunning new 6,000 square metre building, adjacent to the listed red-brick Riddel Hall has been designed with the latest digital infrastructure for media lecture capture, TED Talk provision and collaborative breakout sessions.
Fostering an enhanced social and educational experience the new state-of-the-art QBS venue boasts a 250-seat tiered educational space; 120-seat Harvard style lecture theatre; 150-seat computer laboratory; breakout study spaces; FinTrU Trading Room; a café, and a Business Engagement and Employability Hub.
Career Development
The MSc HRM will provide you with the opportunity to participate in employability sessions delivered by careers advisors and leading HR professionals in the field. These sessions will enable you to consider your career goals, plan for how to achieve them, and network with key contacts working in HR.
Student Experience
The MSc HRM programme is taught in a blended learning environment incorporating both online and face-to-face teaching. You will be based at Queen's Business School Student Hub, which has dedicated facilities and resources for postgraduate students,
Read about student experiences at Queen's Business School, from local, national and international perspectives via the Student Experiences Blog. https://www.qub.ac.uk/schools/queens-business-school/student-opportunities/student-experiences-blog/
Students will have the opportunity to participate in our HR Future Insights Series which seeks to enhance students' learning experience by providing them with exposure to senior professionals in human resource management and related business communities. This series focuses on current and future trends and issues in HR and may include, for example, sessions on HR analytics, talent management, the future of work, and conflict management and negotiation.
Student Testimonials
The MSc in Human Resource Management course was both an exciting and challenging year. The course content is directly applicable to HR practice and is recognised by employers as a profoundly specialist insight into the dynamics of people management. Engaging seminars, coupled with outstanding teaching, has made this course a fantastic place to start my HR career pathway.
This course is offered on both a full-time (1 year) and part-time (2 years) basis. Part-time students typically complete two modules per semester. Full-time students typically complete four modules per semester. The programme consists of the following eight taught modules (each worth 15 CATS) and a final dissertation/ consultancy project (worth 60 CATS). Currently, each 15-CAT module has a 2 hour class timetabled each week for 10 weeks each semester.
Semester One
Human Resource Management Theory and Strategy (Part time Year 1): Explores the latest strategic approaches and techniques HR professionals are taking in order to align specific people management practices with the business strategy.
Managing Employment Relations (Part time Year 1): Evaluates wider empirical trends in employment relations approaches, evaluates the basis of conflict in organisations and explores the rights and obligations imposed by employment law.
Performance and Reward Management (Part time Year 2): Examines contrasting models and methods and assesses how these are applied in different business environments.
HRM Analytics (Part time Year 2): Uses leading software tools to carry out HR analytics, including descriptive, visual, and prescriptive analytics to understand the wider organisational implications for people management approaches.
Semester Three
Summer Semester
Final Dissertation; or Consultancy Based Report (Part time Year 2) *
*The dissertation normally involves the investigation and analysis of a HRM-related issue within organisations and provides you with an opportunity for an applied and in-depth study of organisations and the management of work. A consultancy project involves working with a client organisation to make recommendations for solving a pre-set consulting problem, challenge or issue in the field of HR.
Semester Two
Resourcing and Talent Management (Part time Year 1): Explores organisational responses to changing labour markets, and examines how organisations acquire and retain the necessary skills, attitudes and experience to meet business objectives.
Leading Organisational Change (Part time Year 1): Provides learners with the knowledge and understanding about why and how organisations change, the impact of change on people within the organisation, and the role of HRM in leading and building capabilities for change.
Research Methods for Business (Part time Year 2): Introduces research methodologies, processes and techniques required for carrying out an independent and original research project or a consultancy project.
Human Capital Development (Part time Year 2): Evaluates the existing context and practice relating to the design and undertaking of training and development initiatives within firms.
Teaching is typically on Tuesday and Thursday afternoons.
Learning and Teaching
Learning opportunities associated with this course are outlined below:
Learning and Teaching Methods
The MSc Human Resource Management programme employs flexible and innovative teaching methods, blending seminars, lectures, workshops, and online materials.
Engagement approaches include case studies, software demonstrations, practical workshops, role plays, group work, and scenario discussions.
Semester 3 focuses on independent and applied learning through a dissertation or consultancy projects, with dedicated academic support and company mentors where relevant.
Students also benefit from the School’s industry networks and its connection with the William J. Clinton Leadership Institute. The diverse backgrounds, experiences, and cultures of classmates create a stimulating learning environment, enriching the study of HRM, where diversity and inclusion are key.
Assessment
Assessments associated with the course are outlined below:
The programme uses a diverse set of assessments, including individual essays, case study analyses, group presentations (live in-person, live online, or recorded online), poster presentations, analytics reports, research reports, critical reflections, oral examinations, and strategic plans.
This variety is balanced with a streamlined approach to assessment submissions and feedback, ensuring manageability for students. Tailored and timely feedback is provided for all assessments.
The programme culminates in the assessment of the dissertation or consultancy project.
The information below is intended as an example only, featuring module details for the current year of study (2024/25). Modules are reviewed on an annual basis and may be subject to future changes – revised details will be published through Programme Specifications ahead of each academic year.
This module aims to provide learners with the knowledge and understanding about why and how organisations change, the impact of change on people within the organisation, and the role of HRM in leading and building capabilities for change. The module explores the influence of trends and developments in the wider business environment and how this affects the strategic direction of an organisation and its performance. It examines contrasting and innovative approaches to change management and analyses the impact of change at both the organisational and individual levels, considering the role of organisational culture, power, and politics. Students will be encouraged to adopt an analytical perspective on the short and long term impact of change decisions, considering commercial and business objectives alongside the need to create conditions where workers can thrive and perform.
Learning Outcomes
On completion of this module, students should be able to:
-Critically assess developments in the wider business environment and the impact on an organisation’s strategic direction and operational activities.
-Identify and critically evaluate contrasting and innovative approaches to change management, considering the roles of a range of organisational stakeholders.
-Appreciate the complexity of organisations and adopt a whole systems approach to critically evaluate the impact of organisational change and implementation decisions.
-Critically discuss the role of leaders in organisational change and the importance of HRM in creating inclusive and adaptive or change-ready organisational cultures.
Skills
-Critically analyse and diagnose organisational problems impacting organisational performance.
-Communicate the need for organisational change and influence the behaviours of key stakeholders.
-Systematically decide, justify and communicate how best to approach organisational change.
-Evaluate the impact of decisions to inform future approach.
The dissertation provides the opportunity for students to undertake independent research in which they apply appropriate tools of analysis. It is designed to allow students to demonstrate their understanding of a wide range of materials covered on the programme.
Learning Outcomes
On successful completion of the dissertation, students will be able to:-
• Compare and contrast quantitative and qualitative research methodologies
• Critically appraise published research in the area of human resources.
• Identify an appropriate subject for study
• Examine critically research design and ethical issues in human resources research
• Reflect coherently on an appropriate research method
• Compare and contrast quantitative and qualitative research methodologies
• Demonstrate a critical appreciation of the theoretical and methodological issues arising in conducting human resources. Research
• Analyze data collected.
• Draw conclusions from data analyzed.
Skills
On successful completion of this module, students will have gained the following key skills:
• Searching for and critical review of relevant academic literature
• The carrying out of independent research involving quantitative and/or qualitative analysis,
• Creative thinking and problem-solving,
• Personal effectiveness,
• Academic writing skills,
• Time management.
The dissertation consultancy project is an opportunity for students to combine their knowledge and skills acquired and enhanced across the taught modules and use them to explore, analyse and evaluate a predefined business problem, challenge or issue. These are ‘live’ projects provided by clients from the business community. Students prepare for this project through taught classes provided in MGT7158 or MGT7173.
Learning Outcomes
On completion of the consultancy based report, students will be able to demonstrate knowledge and understanding of:
• The nature of consulting, clients and the consulting process.
• How to manage and understand the relationships with clients– including managing expectations, barriers to implementation and risk, developing productive relationships, handling problems and project evaluation.
• The principles and techniques of effective project management
.
• How to plan, conduct and report a piece of original consultancy research, including deciding on appropriate data analysis methods and offering appropriate solutions and recommendations.
• How to synthesise, analyse, interpret and critically evaluate information from a variety of different sources.
Skills
• On successful completion of this module, students will have acquired or enhanced the following:
• Creative thinking and problem-solving.
• Planning, managing and completing a consulting project to a set brief, budget and timescale.
• Conducting independent research, involving use of quantitative and/or qualitative analysis
• Demonstrating effective relationship skills and professionalism (including negotiation, facilitation, communication and relationship-building).
• Adaptation and innovation in order to solve problems, to manage in unpredictable situations and to make sound judgments in the absence of complete data.
• Effective presentation of information orally and in writing, and an ability to formulate and deliver logical and precise arguments.
This module presents the key theories, debates and challenges relating to the emergence and application of strategic HRM. The module explores the latest strategic approaches and techniques HR professionals are taking in order to align specific people management practices with the business strategy. The module will cover the emergence of HRM, the role HRM plays in contemporary organisations and the range of people management strategies that organisations are deploying to secure a lasting, strategic competitive advantage from their human resources.
Learning Outcomes
On successful completion of the module, students will be able to:-
1. Demonstrate a deep understanding of how HRM theory and practice has emerged to play a key role in shaping organisational and working life.
2. Understand how HRM strategy and practices are developed and applied in organisations in order to drive business performance.
3. Apply established techniques of HRM analysis and enquiry to assess HRM strategies and practices in a variety of organisational settings.
4. Analyse and critically evaluate the role and effectiveness of key strategic HRM practices.
5. Understand the roles, needs and interests various stakeholders affected by HRM namely HRM practitioners, management and employees.
6. Demonstrate a critical understanding of ideology and effectiveness of strategic HRM.
Skills
On successful completion of this module, students will have gained the following key skills:
1. Understand and deal with the complexity of managing people in organisations.
2. Understand how to connect the business strategy with approaches to people management.
3. Apply HRM theory and practices in real life situations to design practical HRM solutions that could yield competitive benefits for organisations.
4. Actively participate in business analysis, problem solving and decision making relating to people management in organisations.
5. Apply theory and models to address real life people management challenges.
In recent years, research has become much more eclectic with the result that there is now a wider range of acceptable research strategies which researchers may pursue. The aim of this course is to prepare students for conducting an independent and original research project or a consultancy project. Students will have the option to write a traditional dissertation or a consultancy based report, which comprises one third of the final mark for the award of the MSc degree. Focus will be placed on equipping students with the necessary knowledge and skills to choose the most appropriate research methodology and method(s) for a particular research issue/problem. Building upon this, the module will develop students’ knowledge and skills in terms of qualitative and quantitative research methods, which have direct applicability in terms of future employment. On completion of this module students will have gained a comprehensive understanding of both the philosophical and practical aspects of conducting research and thus should be able to make more informed decisions about research strategy, design and methodology. Students should also feel confident in writing a traditional dissertation or a consultancy based report.
Learning Outcomes
On successful completion of the course, students will:
• Have gained a comprehensive understanding of both theoretical and practical aspects of conducting management research
• Be able to reflect upon and critically evaluate philosophical issues and positions which underpin the research process in management
• Be able to critically evaluate main methods of data collection
• Be able to apply some of the methods of data collection in a practical context
• Be able to make informed decisions about research strategy, design and methodology.
• Be able to write a research proposal outlining own research interests.
• Understand the different types of data analysis methods used in business research
• Collect, analyse, summarise and present quantitative data
• Collect, analyse, interpret and present qualitative data
• Assess the credibility of quantitative and qualitative research
Skills
This module provides opportunities for the students to,
• Develop intellectual skills, such as the acquisition, analysis, interpretation and critical evaluation of information from a variety of different sources
• Develop research skills, such as undertaking basic statistical analysis using SPSS and qualitative data analysis
• Acquire skills in project management and problem solving, as well as planning, organisation and implementation techniques
This module examines the employment relationship and its different components at workplace, sectoral, national and international levels. The module is marked by three areas of focus: wider empirical trends in employment relations practice, the rights and obligations imposed by employment law, and conflict management and negotiation skills. Firstly, the module will use insights from economics, history, politics and sociology to explain trends in industrial conflict, collective bargaining, unionisation, workplace participation and pay determination. While the primary field of focus is often the United Kingdom (UK), comparisons will be made with other important industrialised economies. Secondly, in terms of the law component of the module, will introduce students to key areas of UK and European Union (EU) employment law which regulate employment relations within firms. This section will focus on topics like the redundancy, union recognition, consultation and collective bargaining. Thirdly, the module will utilise practical simulations and exercises to develop the students’ negotiation skills.
Learning Outcomes
Students will gain a knowledge and understanding of:
The behaviour of the principal parties in contemporary employment relations, employers, the state and employees, and their approach to regulating the employment relationship.
The nature and trajectory of workplace employment relations processes and outcomes across different sectors and economies.
Employment relations public policy across different economies.
The rights and obligations imposed by UK and EU employment law.
Conflict management systems and processes.
Skills
On successful completion of this module, students should be able to:
Independently critique, evaluate and communicate theoretical and practical ideas.
Understand and deal with the complexity of managing employment relations in organisations.
Understand how to connect the business strategy with approaches to managing employment relations.
Apply people resources theory and practices in real life situations to design practical employment relations solutions that could yield competitive benefits for organisations.
Actively participate in business analysis, problem solving and decision making relating to employment relations management in organisations.
Apply theory and models to address real life employment relations challenges, particularly negotiation and conflict management theory to resolve employment relations issues.
Develop negotiation skills.
The effective use of human resource (HR) data can enhance human resource management (HRM) and thus wider organisational performance. This module will consider the practical use of data in HRM, through applications such as monitoring and evaluating employee activity and performance, predicting future performance and predicting employee attrition. The module will also consider the theoretical basis for the use of data in HRM, thereby linking the practical side of people analytics with HRM theory.
Course content may include, but is not limited to:
Introduction and overview to HR analytics.
The strategic and operational role of HR analytics within an organisation.
Monitoring and enhancing the performance of human resources using data.
The applications of analytics to HRM, and the theoretical basis for these applications.
Descriptive and visual analytics with HR data.
Predictive analytics with HR data.
Ethical considerations with HR analytics.
Learning Outcomes
On successful completion of this module students should be able to:
• Explain the value and limitations of HR analytics from both a theoretical and practical perspective.
• Appraise the antecedents and consequences of integrating HR analytics into human resource functions and the wider organisational implications.
• Use leading software tools to carry out HR analytics, including descriptive, visual, and predictive analytics.
Skills
Subject-specific Skills
• Application of HR analytics to improve human resource functions
• The use of software for HR analytics
Cognitive Skills
• Problem solving
• Logical reasoning
• Independent enquiry
• Critical evaluation and interpretation
• Self-assessment and reflection
Transferable Skills
• Synthesise and evaluate information/data from a variety of sources
• The preparation and communication of ideas in written form
• Work both independently and in groups
• Organisation and time management
• Problem solving and critical analysis
A major and fundamental objective of the human resources (HR) function is the mobilisation of a workforce. Organisations can only function is they are able to assemble together teams of people with the necessary skills, attitudes and experience to meet their objectives. A further objective is then to retain effective performers for as long as possible. To mobilise an effective workforce organisations hire people from employment markets, which obliges them to compete for talent with other employers whenever demand for skills is greater than the available supply. Effective organisations thus need to develop a strategic approach to the attraction and retention of staff, analysing their key employment markets and gaining an understanding of their dynamics in order to compete more effectively, both now and in the future.
This module focuses on these activities and aims to provide students with the knowledge and skills required to undertake core resourcing and talent management activities to a high standard. Planning to enable an organisation to meet its future demand for skills is an increasingly important HR role and is central to this module. 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 employer branding and the need for innovative approaches to job design and skill development, which are covered in this module. The module also requires learners to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.
Learning Outcomes
Upon successful completion of the module students will be able to:
• Analyse and evaluate the major features of national and international employment markets from which organisations source staff and ways in which these markets change or evolve.
• Learn how managers, HR professionals develop and evaluate resourcing and talent management strategies.
• Develop talent planning strategies with a view to building long-term organisational performance.
• Understand how to develop a robust staffing strategy using a diverse range of talent management practices.
Skills
On completion of this module, students will have acquired skills in:
• Analysing employment markets that HR professionals operate in.
• Formulating talent plans to address talent gaps in organisations.
• Managing recruitment, selection and induction activities in accordance with the expectations of the law and ethical and professional practice.
• Planning and conducting a selection interview.
• Participating in team work and problem solving.
This course surveys the existing context and practice of learning and development. It will equip students with the relevant knowledge and skills to design and undertake training and development initiatives within firms. It will link this practitioner element to a wider consideration of learning and development within the context of the wider global economy and the changing nature of the world of work.
Learning Outcomes
At the completion of this course, students will be able to:
• Critically analyse the role and influence of learning and development
• Critically analyse the implementation of learning and development policies
• Work collaboratively with internal and external stakeholders to manage learning and development responses to problems
• Adopt a professional and ethical approach to learning and development practice in organisations
Skills
Acquired Competencies
On completion of this module, students should have improved their competencies in:
• Critically scanning and organising information, abstracting meaning in relation to a given context and purpose
• Problem solving design, delivery and related learning issues including the use of models
• Communicating effectively (listen, enquire, present, influence and motivate)
• Systematically and creatively applying sound judgement
• Demonstrating self-direction and originality in meeting learning challenges
• Professionally manage the planning and implementation of tasks; working autonomously and collaboratively when necessary
This module seeks to provide learners with knowledge and understanding of the role of performance and reward management in organizations. It examines contrasting models and methods of performance and reward management, assesses how these are used in different business environments, and reviews on-going debates about the extent to which performance and reward management contributes to the creation of high-performance workplaces. Particular focus is placed on how performance and reward policies are planned, implemented and evaluated to support strategic organisational goals. Contemporary debates about the design and delivery of performance and reward management systems are also explored.
Learning Outcomes
On completion of this module, learners should be able to:
1. Analyse the interface between the external business environment and organizational performance and reward management systems.
2 Systematically decide and communicate strategic performance and reward management aims, objectives, priorities and targets.
3 Design and deliver effective performance and reward management policies and practices to improve organisational and employee performance.
4 Critically evaluate the effectiveness of performance and reward management.
5 Critically discuss the influence of contemporary theory upon performance and reward management
Skills
Full participation in this module will enable the development of a range of transferable skills such as working in teams, problem-solving, independent enquiry, critical evaluation and interpretation, self-assessment and reflection, finding, organising and synthesising information, taking initiative, leading and negotiating with others, and communicating ideas.
Normally a strong 2.2 Honours degree (with minimum of 55%) or equivalent qualification acceptable to the University in any discipline.
Applicants who have sufficient and relevant experience and have a 2.2 Honours degree scoring below 55% (or equivalent qualification that is acceptable to the University) will be considered on a case-by-case basis.
A formal interview, the submission of written work or exam may form a part of this procedure.
Applicants are advised to apply as early as possible. In the event that any programme receives a high number of applications, the University reserves the right to close the application portal. Notifications to this effect will appear on the Direct Application Portal against the programme application page.
Please note: international applicants will be required to pay a deposit to secure a place on this course.
International Students
Our country/region pages include information on entry requirements, tuition fees, scholarships, student profiles, upcoming events and contacts for your country/region. Use the dropdown list below for specific information for your country/region.
English Language Requirements
Evidence of an IELTS* score of 6.5, with not less than 5.5 in any component, or an equivalent qualification acceptable to the University is required.
*Taken within the last 2 years.
International students wishing to apply to Queen's University Belfast (and for whom English is not their first language), must be able to demonstrate their proficiency in English in order to benefit fully from their course of study or research. Non-EEA nationals must also satisfy UK Visas and Immigration (UKVI) immigration requirements for English language for visa purposes.
If you need to improve your English language skills before you enter this degree programme, INTO Queen's University Belfast offers a range of English language courses. These intensive and flexible courses are designed to improve your English ability for admission to this degree.
Academic English: an intensive English language and study skills course for successful university study at degree level
Pre-sessional English: a short intensive academic English course for students starting a degree programme at Queen's University Belfast and who need to improve their English.
This programme prepares students for a range of HR-related roles in management and research. From whatever your starting point, you will be well positioned to advance your career with the potential to gain employment and promotion in the HR-related field in a range of industries including IT, manufacturing, banking and finance, education, and scientific research.
The MSc Human Resource Management programme aims to equip you with skills suitable for various HR roles, from HR Admin/Officer to HR Analyst, HR Advisor, HR Manager, HR Business Partner, and HR and Culture Manager. Specialist roles include Recruitment Manager, Learning and Development Manager, Reward and Benefits Manager, Project Manager, HR Data Analyst, and Career Advisor. Opportunities also exist in consultancy, trade unions, and academic research.
Graduates of the programme have gained employment in a range of organisations from various sectors, including Capita, Citi, Danske Bank, PwC, DHL, HRMC, Apple, NHS, Kainos, Ernst and Young, Baker McKenzie and many others. https://www.qub.ac.uk/directorates/sgc/careers/
Prizes and Awards
Legal Island sponsor an end of year prize for the Best Overall MSc HRM student.
Graduate Plus/Future Ready Award for extra-curricular skills
In addition to your degree programme, at Queen's you can have the opportunity to gain wider life, academic and employability skills. For example, placements, voluntary work, clubs, societies, sports and lots more. So not only do you graduate with a degree recognised from a world leading university, you'll have practical national and international experience plus a wider exposure to life overall. We call this Graduate Plus/Future Ready Award. It's what makes studying at Queen's University Belfast special.
1EU citizens in the EU Settlement Scheme, with settled status, will be charged the NI or GB tuition fee based on where they are ordinarily resident. Students who are ROI nationals resident in GB will be charged the GB fee.
2 EU students who are ROI nationals resident in ROI are eligible for NI tuition fees.
3 EU Other students (excludes Republic of Ireland nationals living in GB, NI or ROI) are charged tuition fees in line with international fees.
All tuition fees quoted relate to a single year of study unless stated otherwise. Tuition fees will be subject to an annual inflationary increase, unless explicitly stated otherwise.
Students have the option to undertake a consultancy project for their dissertation and are responsible for funding any travel, accommodation and subsistence costs.
There may be additional costs associated with field trips. There may be further additional costs for membership of CIPD Professional Body, approximately £40 admission charge and £109 for student membership per year. CIPD student membership is recommended but not obligatory.
Terms and Conditions for Postgraduate applications:
1.1 Due to high demand, there is a deadline for applications.
1.2 International applicants will be required to pay a deposit to secure their place on the course. The current mandatory tuition fee deposit payment is £1000 International (Non- EU & EU except ROI).
1.3 This condition of offer is in addition to any academic or English language requirements.
Depending on the programme of study, there may be extra costs which are not covered by tuition fees, which students will need to consider when planning their studies.
Students can borrow books and access online learning resources from any Queen's library. If students wish to purchase recommended texts, rather than borrow them from the University Library, prices per text can range from £30 to £100. Students should also budget between £30 to £75 per year for photocopying, memory sticks and printing charges.
Students undertaking a period of work placement or study abroad, as either a compulsory or optional part of their programme, should be aware that they will have to fund additional travel and living costs.
If a programme includes a major project or dissertation, there may be costs associated with transport, accommodation and/or materials. The amount will depend on the project chosen. There may also be additional costs for printing and binding.
Students may wish to consider purchasing an electronic device; costs will vary depending on the specification of the model chosen.
There are also additional charges for graduation ceremonies, examination resits and library fines.
How do I fund my study?
The Department for the Economy will provide a tuition fee loan of up to £6,500 per NI / EU student for postgraduate study. Tuition fee loan information.
A postgraduate loans system in the UK offers government-backed student loans of up to £11,836 for taught and research Masters courses in all subject areas (excluding Initial Teacher Education/PGCE, where undergraduate student finance is available). Criteria, eligibility, repayment and application information are available on the UK government website.
