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Human Resource Management - PG Dip

Why study this course?

The Postgraduate Diploma in Human Resource Management gives rapid access to the Chartered Institute of Personnel and Development's (CIPD) Advanced Level Diploma, CIPD Associate Membership and the opportunity to upgrade to CIPD Chartered status. This course is suitable for existing HR practitioners and those keen to enter the profession. In the most recent (2014-15) Destinations of Leavers from Higher Education (DLHE) survey, 100% of graduates from this course were in work or further study within six months.

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Moorgate in the City of London is the centre of world business and where you will study. Success in completing our Postgraduate Diploma in HRM in one year full-time or 18 months part-time will enable you to obtain the Advanced Level Diploma from HR’s professional body, the Chartered Institute of Personnel and Development (CIPD). The CIPD’s Advanced Level Diploma is the highest professional award you can gain in the HR field. With this, and your own professional experience, you can achieve full recognition of your own abilities by applying for CIPD Chartered Member or Fellow status.

Besides our Leading, managing and developing people and Contextualising management core modules, the PG Dip HRM course offers you the opportunity to examine Resourcing and Talent Management, Learning and Talent Development, Employment Law and Practice, Managing Employee Relations in Contemporary Organisations and Employee Engagement through specialist academic option modules which include an international strategic perspective. You might wish to consider taking one or two of these PG Dip HRM option modules as short courses to give you a taster of the full PG Dip.

Your PG Dip HRM course leads you to propose changes in your organisation through your own research, through the production of a Management Research Report, and enables you to reflect on your own development as a change manager. Successful completion of the PG DIP HRM, in conjunction with joining the CIPD, leads to the CIPD’s Advanced Level Diploma, the highest educational award offered by the professional body under its current qualifications scheme. This Advanced Level Diploma plus relevant experience enables you to apply to upgrade to a professional (Chartered) level of CIPD membership. Achieving the CIPD’s Advanced Level Diploma is of major significance in gaining HR roles not only in the UK but also abroad. Upgrading to Chartered Membership or Chartered Fellowship of the CIPD enables you to use the designate letters CMCIPD or CFCIPD, further enhancing your employability. Our dedicated CIPD professional adviser can guide you on your application to upgrade to Chartered status. We look forward to you joining our many successful alumni who, through their engagement with the academic and professional development of Human Resource Management, have contributed to the economic and social development of their chosen spheres of influence fully justifying their Chartered Membership and Fellowship of the Chartered Institute of Personnel and Development.

The CIPD has commended the following for this University’s CIPD-related courses:

  • High level of commitment and support;
  • Currency and quality of curriculum;
  • High standard of teaching and learning;
  • Use of action learning sets;
  • Strong ethos and benefits of formative feedback.

Our staff are highly research active, bringing their cutting edge research into their teaching. The work of our research centres, the Centre for Progressive Leadership (CPL) and the Working Lives Research Institute (WLRI), along with our excellent libraries, including our specialist Trades Union Congress (TUC) Library,  inform much of the work of your lecturers and tutors and thus support your course; you are welcome to participate in their activities too. For example, you will be able to attend many additional seminars on subjects such as:  the impact of globalisation; equality, human rights and social justice; public policy; sustainability and corporate social responsibility as well as HRM and business law issues such as engagement, talent management, reward, work-life balance, work organisation and employment rights. In addition, a programme of guest speakers drawn from private industry, the public sector, not-for-profit, consultancy and authors of eminent works is incorporated into your course.


Assessment is both formative and summative. It is designed to appeal to - and test - students from a wide range of traditions.  Methods are varied and include assignments written in report and essay format, comparative analyses, case studies, a skills development portfolio and learning log, presentations and group work. There are also two exams. The exams take place only in the first semester and are required by the CIPD across all approved programmes. Exam briefing is given to help prepare you for these internally set assessments. There is also a 7,500 word Management Research Report.

Professional accreditation

Students gain Associate Membership of the CIPD and you can apply for professional upgrading with the Institute linked to your professional experience to achieve Chartered Membership or Fellowship following successful completion of your programme of study.  Our dedicated CIPD professional adviser can guide you on your application to upgrade to Chartered status.

You will need to join the CIPD when you begin your course.

Upgrading to Chartered Membership or Chartered Fellowship of the CIPD enables you to use the designate letters CMCIPD or CFCIPD, further enhancing your employability.

You will be required to have:

  • a good bachelor’s degree (2.2) in any subject or a three-year diploma in business that includes good grades in HR subjects

You may be considered with HND/HNC or CPP/CTP/CHRP or equivalent CIPD qualifications.

In certain circumstances, candidates with significant HR experience at a senior level may also be considered. Interviews are generally required for non-standard entry, and your IELTS results must be a minimum of 6.

In order to obtain the CIPD’s Advanced Level Diploma, students need to apply for membership of the CIPD as they join the course.

All applicants must be able to demonstrate proficiency in the English language. Applicants who require a Tier 4 student visa may need to provide a Secure English Language Test (SELT) such as Academic IELTS. For more information about English qualifications please see our English language requirements.

The modules listed below are for the academic year 2017/18 and represent the course modules at this time. Modules and module details (including, but not limited to, location and time) are subject to change over time.

Year 1 modules include:

  • This module currently runs:
    • spring semester - Tuesday
    • autumn semester - Thursday

    It is increasingly acknowledged that many organisations are functioning in what are turbulent and uncertain environments. Significantly, the CIPD in its position paper People Management Matters placed the role of changes in external markets and associated competitive pressures at the forefront of factors seen to be exerting an influence on organisations, managers and the management of people. Such an approach has also influenced recent academic treatment of people management and is increasingly reflected in government policy towards product and labour markets and in legislation affecting the management of people.

    Perhaps as significant as the developing competitive context for organisations has been the growing importance of Europe and specifically the European Union. There is little within the people management area, which is not affected to some degree by actions taken by the EU. Of particular importance is the role of EU-inspired legislation in the people management area and this, along with domestic legislation, is combining to bring about significant changes to the personnel/HR role in many organisations.

    Much of what is covered in this module is to take these and other broader contextual issues such as demographic and technological changes and attempt to analyse them in some depth and then explore their implications for organisations, specifically those of strategy and structure, and the management of staff. That is to examine and analyse the contexts in which organisations operate and then to examine how management responds to contextual diversity and continuous change in devising and implementing appropriate strategies for survival and growth.

    Finally, the module engages with the whole area of corporate governance, including CSR but with particular focus on how organisations are owned and controlled and how this plays out in terms of the role and status accorded to people management. This connects with the importance of issues such as shareholder value, and how HR adds value to an organisation, which in turn leads into consideration of the need for HR to be financially aware and to be able to argue its case in accounting and financial terms.

    Read full details.
  • This module currently runs:
    • autumn semester - Tuesday
    • spring semester - Thursday

    This module aims to provide learners with a rigorous framework of knowledge and understanding concerning people management that they will need whatever the degree of specialism they choose within their careers in HRM/HRD. It seeks to familiarise learners with major contemporary research evidence on employment and effective approaches to HRM and HRD practice. Research focusing on the links between people management practices and positive organisational outcomes is covered as is research which highlights major contemporary changes and developments in practice. In addition the module introduces the major aims of HRM and HRD and explores how these are achieved in practice in different types of organisations. The module covers the CIPD module Leading, Managing and Developing People together with some of the content of CIPD’s HRM in Context (Contextualising Management).

    This module also addresses many of the skills areas required by CIPD in its module Developing Skills for Business Leadership, including encouraging learners to develop a strong sense of self-awareness and of their own strengths and weaknesses as managers and colleagues. Thus, the module is also concerned with developing understanding and skills in a number of areas that constitute effectiveness in management, and specifically the management of self and of others. In addition it seeks to help learners to develop and improve a range of definable skills which are pivotal to successful management practice and to effective leadership in particular. These include thinking and decision-making skills and a range of team working and interpersonal skills and others associated with developing personal effectiveness and credibility at work. Digital literacy is addressed in an integrated manner throughout the module.

    Finally, the module seeks to help learners make the most of their formal programmes of study with the inclusion of key post-graduate level study-skills and aids students in exploring the connection and the implications for - and applications in - professional practice through continuing professional development and personal development planning.

    Read full details.
  • This module currently runs:
    • spring semester - Thursday

    Students on the Postgraduate Diploma in HRM take the module ‘Research Methods in HRM’ in semester two. This module (HR7160) takes place in the final (third) semester of the Postgraduate Diploma HRM course and it develops the knowledge and learning gained in the Research Methods in HRM module. As such the two modules HR7155 and HR7160 have a strong academic and practical relationship. In essence while the Research Methods in HRM module focuses on ‘how to conduct research following best practice’; this module focuses on the actual ‘doing in the field’ of the case study organisation. The culmination of this module is the production of the 7,500 management report and reflective commentary. This module aims to ‘accompany the students’ on this individual research path, as they carry out their individual empirically based research project. Cognisant of the fact that ‘doing’ research and fieldwork can be a lonely and isolating experience the weekly sessions are structured in a way that facilitates the following:

    1. Students work together in learning sets, this provides them with the opportunity to bring problems and issues ‘to the table’; allows them to problem solve with the help and assistance of peers and to gain support in a collegial environment.
    2. Students and tutor then take part in a plenary session where issues are discussed in more detail, with tutor guidance and advice available.
    3. Individual problems and questions can be addressed to the tutor during the class as required.
    Read full details.
  • This module currently runs:
    • autumn semester - Monday
    • spring semester - Monday

    The MA HRM Dissertation and the Postgraduate Diploma Management Research Report (MRR) are vital components of courses within the postgraduate framework. By introducing students to philosophical and practical factors associated with understanding and undertaking HRM research at postgraduate level, complemented by formally assessed activity, the module provides a firm framework for critical analysis and evaluation of HRM research plus the subsequent dissertation design and implementation.

    Read full details.
  • This module currently runs:
    • autumn semester - Tuesday

    Crucial to the delivery of superior organisational performance is the extent to which the employees of an organisation feel involved, committed and engaged. This module explores the different dimensions of employee engagement, that is, the cognitive, affective and behavioural dimensions. It examines and explores what is meant by ‘engagement’ and why some organisations are better than others at creating authentic engagement among their employees, and what any organisation can do, with the aid of its human resource (HR) professionals, to create high levels of workforce engagement.

    The module will equip learners with a comprehensive academic understanding of the concept of ‘engagement’ and how it can be applied in an organisational setting and within an international context. It explores the research-based and philosophical connections between employee engagement and other related beliefs, values, leadership models and management practice. The module will also focus on the multi-dimensional relationships between employment relations, reward, equality and engagement.

    This module provides learners with knowledge and understanding of the rationale for the emergence of employee engagement as a key priority for organisations with high-performance working (HPW) aspirations and will enable them to develop the knowledge and skills necessary to assess the research, experiential and anecdotal evidence surrounding both the processes that facilitate employee engagement and the outcomes that may follow. The module counsels caution in the assessment and interpretation of ‘evidence’ about the processes and benefits of engagement and the need to guard against tendencies towards rhetoric, as many studies lack empirical detail and devote excessive attention to views of those with a vested interest in reporting progress and success. Employee engagement, if properly understood, carefully implemented and objectively measured, is a powerful tool for delivering positive and ‘bottom-line’ outcomes.

    Learners will explore techniques needed to measure engagement, take remedial action or embed engagement-enhancing cultural practices, and to identify, prioritise and evaluate actions to promote high levels of engagement. The module requires critical reflection on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.

    Read full details.
  • This module currently runs:
    • spring semester - Tuesday morning
    • spring semester - Tuesday afternoon

    This module will enable students to critically analyse contemporary employment law issues, keep abreast of legal developments and appreciate the practical implications of employment law disputes

    Assessment: The module is assessed by 100% coursework. It consists of two pieces of written coursework weighted 75% and 25%.

    Read full details.
  • This module currently runs:
    • spring semester - Monday

    The module builds upon the Contextualising Management and Leading and Leading, Managing and Developing People modules with a view to developing a more in-depth and integrated appreciation of the field of human resource management. It locates the discussion of employment relations around the central focus of the employment relationship; taking both individual and collective aspects of this relationship and exploring in depth the various ways in which this is managed in both unionised and non-union settings. In this it reflects the thinking within the CIPD, that 'the cornerstone of all human resource activity is the employment relationship’.

    Given the focus on the employment relationship, the module explores the choices available to organisations in managing this relationship, what influences these choices and how the choices are experienced by those working in organisations, thus affecting employment relations practice within these organisations. The module considers shifting priorities in managing employment relations and the diversity of employment relations and practices found in organisations, by making extensive use of case studies and case scenarios. In doing so it adopts a critical orientation and encourages participants to reflect upon practices and in moving forward, the motivation for changing practice in employment relations together with an evaluation of such change initiatives.

    Read full details.
  • No module details available
    Read full details.

The course consists of six taught modules. In the first semester only, there is also one Saturday team skills workshop, one afternoon/evening assessment preparation/taught session and a two-day (Friday and Saturday) block release to address business and HRM strategy and exam preparation.

Core modules:

  • Leading, Managing and Developing People (20 credits)
  • Contextualising Management (20 credits)
  • The Reflective Practitioner (30 credits)
  • Consultancy, Change and Professional Development (10 credits)

Optional modules - choose two from the following:

  • HRM: Resourcing and Talent Management(20 credits)
  • Employment Law and Practice (20 credits)
  • Managing Employment Relations in Contemporary Organisations (20 credits)
  • Learning and Talent Development (20 credits)
  • Employee Engagement (20 credits)

The 7,500 word management Research Report and action learning set presentation, which carries 30 credits, is contained within the Reflective Practitioner module. (30 credits)

Modules usually run in the evenings with daytime delivery depending. Delivery of all option modules also depends on their being sufficient demand for them.

More information on the modules can be found here.

“I really loved the modules that dealt with the background to my day-to-day job. I found the background to ‘business’ and HR principles and the legal context really fascinating. I also really enjoyed the opportunity to present reasonably regularly. In consulting, the ability to talk confidently about HR models and ‘latest thinking in best practice’ has been invaluable. The tutors were all great. And of course, having the CIPD ‘stamp’ is a great and lasting bonus for potential clients and employers.”

Successful completion of the PG DIP HRM, in conjunction with joining the CIPD, leads to the CIPD's Advanced Level Diploma, the highest educational award offered by the professional body under its current qualifications scheme.

This Advanced Level Diploma plus relevant experience enables you to apply for membership assessment via CIPD, and you can be upgraded to a professional (Chartered) level of CIPD membership.

Achieving the CIPD's Advanced Level Diploma is of major significance in gaining HR roles not only in the UK but also abroad.

Upgrading to Chartered Membership or Chartered Fellowship of the CIPD enables you to use the designate letters CMCIPD or CFCIPD, further enhancing your employability.

Completing the Postgraduate Diploma in HRM at London Metropolitan University leads to significant career advantage: on the strength of their Management Research Reports recent students have gained full-time posts from their placements in financial services, leisure and tourism and major international charities. Many have gained significant promotion for instance in the health sector. Alumni in higher education for example have developed their careers significantly leading to positions such as the head of HR. In the private sector, students have moved from general administrative and PA positions to heading strategic HR project team initiatives while others have moved up into international HR management positions for global companies.

Your course benefits from the research activity conducted by staff. Many of our staff are recognised as world experts in their respective fields, with books, book chapters and academic and practitioner journal articles published. Many have their research published in high ranking, internationally recognised peer reviewed journals, participate on the editorial boards of academic journals and present their work at academic and practitioner conferences. This activity generates an active research culture, so you are exposed to the latest developments and cutting edge ideas throughout your course. You are welcome to attend regular research seminars and this helps to stimulate ideas for your own Management Research Report.

Between 2016 and 2020 we're investing £125 million in the London Metropolitan University campus, moving all of our activity to our current Holloway campus in Islington, north London. This will mean the teaching location of some courses will change over time.

Whether you will be affected will depend on the duration of your course, when you start and your mode of study. The earliest moves affecting new students will be in September 2017. This may mean you begin your course at one location, but over the duration of the course you are relocated to one of our other campuses. Our intention is that no full-time student will change campus more than once during a course of typical duration.

All students will benefit from our move to one campus, which will allow us to develop state-of-the-art facilities, flexible teaching areas and stunning social spaces.

Please note, in addition to the tuition fee there may be additional costs for things like equipment, materials, printing, textbooks, trips or professional body fees.

Additionally, there may be other activities that are not formally part of your course and not required to complete your course, but which you may find helpful (for example, optional field trips). The costs of these are additional to your tuition fee and the fees set out above and will be notified when the activity is being arranged.

How to apply

Use the apply button to begin your application.

Please note, fees and course details may be subject to change.

When to apply

You are advised to apply as early as possible as applications will only be considered if there are places available on the course.

Fees and key information


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