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.
Normally a strong 2.2 Honours degree or equivalent qualification acceptable to the University in any discipline.
Applicants who have sufficient and relevant experience and have a degree below 2.2 Honours (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 and ideally no later than 15th August 2025 for courses which commence in late September. In the event that any programme receives a high number of applications, the University reserves the right to close the application portal prior to the deadline stated on course finder. Notifications to this effect will appear on the 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, Queen's University Belfast International Study Centre 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.
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
By the end of this module, students will be able to:
• Assess developments in the wider business environment and the impact on an organisation’s strategic direction and operational activities. (
• Compare and contrast approaches to change management, considering the roles of a range of organisational stakeholders.
• Evaluate the impact of organisational change and implementation decisions by adopting a whole systems approach.
• Critique the role of HR professionals as leaders of organisational change and the importance of HRM in creating sustainable, inclusive and adaptive or change-ready organisational cultures.
Skills
The module aims to develop the following skills:
• Problem-solving,
• Independent enquiry,
• Critical evaluation and interpretation,
• Self-reflection,
• Finding, organising and synthesising information,
• Communication skills to address diverse audiences.
Coursework
60%
Examination
0%
Practical
40%
Credits
15
Module Code
OWL7206
Teaching Period
Spring
Duration
15 weeks
Pre-requisite
No
Core/Optional
Core
MSc Human Resource Management Dissertation
Overview
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.
Coursework
100%
Examination
0%
Practical
0%
Credits
60
Module Code
OWL7207
Teaching Period
Summer
Duration
15 weeks
Pre-requisite
No
Core/Optional
Core
Consultancy Based Report
Overview
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.
Coursework
100%
Examination
0%
Practical
0%
Credits
60
Module Code
OWL7208
Teaching Period
Summer
Duration
15 weeks
Pre-requisite
No
Core/Optional
Core
HRM Theory and Strategy
Overview
The module will provide students with foundational models of strategic human resource management and will equip students with knowledge about underpinning principles of HRM, including employee motivation, commitment and engagement concepts, theories and strategies. It will then discuss people management strategies across contexts, focussing on topics such as automation and digitalisation, gig economy and/or flexible work, sustainability and green HRM, and diverse workforces.
The discussion of theoretical concepts will be followed by practical sessions, where students apply the theoretical knowledge to a real-life organisation or assessment project to ensure that students understand the link between theoretical concept and practical implementation, and are able to build a practical understanding that can be readily applied to a range of organisational settings.
Learning Outcomes
By the end of this module, students will be able to:
• Evaluate the complex web of people management processes and workforce ecosystems and their relations with organisational success.
• Assess HRM strategies and practices in a variety of organisational settings using established techniques of HRM analysis and enquiry.
• Design a workforce strategy taking into consideration a global and futuristic mindset for people management at work.
• Choose how to effectively communicate with organisational stakeholders regarding the significance of people management strategies.
Skills
The module aims to develop the following skills
• Critical thinking and decision-making,
• Finding, organising and synthesising information,
• Project management,
• Communication skills, including analytical and reflective business writing skills and professional presentation skills.
Coursework
100%
Examination
0%
Practical
0%
Credits
15
Module Code
OWL7200
Teaching Period
Autumn
Duration
15 weeks
Pre-requisite
No
Core/Optional
Core
Research Methods for Business (HRM)
Overview
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
Coursework
100%
Examination
0%
Practical
0%
Credits
15
Module Code
OWL7205
Teaching Period
Spring
Duration
15 weeks
Pre-requisite
No
Core/Optional
Core
Managing Employment Relations
Overview
The module content covers the following areas:
• Introduction to Employment Relations: Theories and Frameworks
• The Fundamentals of the Contract of Employment
• Discrimination and Equality Regulations in the Context of Employment
• Disciplinary and Grievance Procedures
• Unfair Dismissals Regulations
• Collective Redundancy Processes
• Maintaining Health and Safety in the Workplace
• Regulations on Industrial Disputes
• Managing Workers and Social Media Usage
• Employment Relations Public Policy
Learning Outcomes
By the end of this module, students will be able to:
• Assess the role of the employment relationship, its features of conflict, cooperation and power; and associated analytical frameworks.
• Evaluate how employment law and regulations are relevant to HRM practitioners and the day-to-day conduct of employment relations.
• Predict how contemporary developments in public policy affect employment relations issues and diverse stakeholders.
• Critique developments in employment relations research and practice.
Skills
The module aims to develop the following skills:
• Critical thinking and decision-making,
• Independent research,
• Finding, organising and synthesising information,
• Written and oral communication for professional and academic audiences,
• Negotiation.
Coursework
100%
Examination
0%
Practical
0%
Credits
15
Module Code
OWL7201
Teaching Period
Autumn
Duration
15 weeks
Pre-requisite
No
Core/Optional
Core
Human Resources Analytics
Overview
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
Coursework
100%
Examination
0%
Practical
0%
Credits
15
Module Code
ITAO7111
Teaching Period
Autumn
Duration
15 weeks
Pre-requisite
No
Core/Optional
Core
Resourcing and Talent Management
Overview
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
By the end of this module, students will be able to:
• Critically analyse the concepts of talent and talent management from a range of stakeholder perspectives.
• Develop inclusive resourcing and talent management strategies.
• Develop a robust staffing strategy using a diverse range of selection practices.
• Evaluate the globalisation of the business environment and its implications for talent management, particularly the ways which organisations source staff.
Skills
The module aims to develop the following skills:
• Problem-solving,
• Independent enquiry,
• Finding, organising and synthesising information,
• Critical evaluation and interpretation,
• Self-assessment and reflection,
• Communication,
• Teamwork,
• Cross-cultural management.
Coursework
100%
Examination
0%
Practical
0%
Credits
15
Module Code
OWL7203
Teaching Period
Spring
Duration
15 weeks
Pre-requisite
No
Core/Optional
Core
Human Capital Development
Overview
This course analyses the existing context and practice of learning and development. It will equip students with the relevant knowledge and skills to design, undertake, and evaluate the outcomes of training and development programs within organisations. 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
By the end of this module, students will be able to:
• Critically analyse the role of Human Resource Development in organisational success.
• Critically analyse the planning and implementation of learning and development initiatives.
• Develop a culture of continuous learning and knowledge exchange within and across organisations.
• Critique the applicability of recent developments in Human Resource Development research and practice.
Skills
The module aims to develop the following skills:
• Problem-solving,
• Independent enquiry,
• Critical evaluation and interpretation,
• Finding, organising and synthesising information,
• Communication.
Coursework
100%
Examination
0%
Practical
0%
Credits
15
Module Code
OWL7204
Teaching Period
Spring
Duration
15 weeks
Pre-requisite
No
Core/Optional
Core
Performance and Reward Management
Overview
This module seeks to provide learners with knowledge and understanding of the role of employee performance, wellbeing and reward management in organisations. 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 contribute to the creation of high-performance workplaces and to employee wellbeing. 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
By the end of this module, students will be able to:
• Critically evaluate the interactions between the external business environment, organisational performance and reward management systems, and employee wellbeing.
• Choose how to communicate strategic performance and reward management aims, objectives, priorities and targets.
• Design effective performance and reward management policies and practices to improve organisational and employee wellbeing and performance.
• Critique the relevance of performance management, reward management and employee wellbeing concepts.
Skills
The module aims to develop the following skills:
• Teamwork,
• Problem-solving,
• Independent enquiry,
• Critical evaluation and interpretation,
• Self-assessment and reflection,
• Finding, organising and synthesising information,
• Communication.
