Successfully complete the Human Resource Management master’s course and you’ll receive a CIPD Advanced Level 7 Associate Membership Certificate. This will allow you to apply for an upgrade to Chartered Membership or Chartered Fellowship depending on your professional experience. Whether you want to enter junior human resources roles or progress onto more senior roles, this MA will equip you with the skills and knowledge to do so.
The Human Resources Management MA is an ideal next step to boost your future career opportunities.
You can study full-time in 12 months or part-time (two evenings per week) over two years. This flexibility ensures you have the choice to continue work or other commitments. January and September start dates are available.
You’ll examine the theories of human resource (HR) strategy and practice, covering issues around employee engagement, talent management, and employment law. This will be applied to all business sizes, from entrepreneurial start-ups to large multinational companies.
Your analytical and critical thinking skills will be developed so you can use the theories to solve practical “real life” HR issues in your workplace. We’ll also help you improve your research skills so you can put together a scientific research report. This report will address the HR issues facing your organisation and how you could tackle them.
We’ve structured the course so your learning meets all the CIPD requirements. For example, the CIPD’s Skills for Business Leadership requirements are delivered and assessed across all four of the core modules.
The teaching staff on this master’s course are highly research-active in their chosen research specialisms. This means you'll benefit from their expert academic perspectives on the important issues facing the HR profession today.
Guest speakers from private industry, not-for-profit, the public sector, consultancy and authors of highly-respected works will contribute to your learning.
You’re encouraged to join your fellow students at CIPD London branch events. This will further develop your HR expertise and professional HR network.
The high quality of education on our CIPD-related courses means you can expect the following benefits as commended by the CIPD:
Assessment is both formative and summative, providing you with the opportunity for feedback on your work without it counting towards your final grade. Whether you arrive to the course with junior or more senior HRM experience, you'll find the assessments interesting and challenging.
The assessment methods include written report and essay assignments, comparative analyses, case studies, a skills development portfolio and learning log, presentations and group work. There is also a 12,000 to 15,000 word HRM dissertation.
There are two exams. These exams take place in the first semester and are required by the CIPD across all approved programmes.
You will need to join the CIPD when you begin your course.
Upon successful completion of the MA, you’ll gain Associate Membership of the CIPD from which you can apply for professional upgrading linked to your professional experience to achieve Chartered Membership or Chartered Fellowship. Our dedicated CIPD professional adviser can guide you on your application to upgrade to Chartered status.
Upgrading to Chartered Membership or Chartered Fellowship of the CIPD enables you to use the designate letters CMCIPD or CFCIPD respectively, further enhancing your employability.
You will be required to have:
In certain circumstances, you may be considered if you have significant HR experience at a senior level. 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, you’ll need to apply for membership of the CIPD as you join the course.
Following successful completion of the Human Resource Management postgraduate diploma (or an equivalent course meeting CIPD requirements for the Advanced Level Diploma in HRM), you may be considered for direct entry to Human Resource Management MA with credit for up to five modules (100 credits) but will be required to complete 80 credits through the Research Methods in Human Resource Management module, which is worth 20 credits, and the Human Resource Management Dissertation module, which is worth 60 credits.
To be admitted to the Human Resource Management MA top-up course, you are normally required to demonstrate an average of 55% pass marks across the Human Resource Management postgraduate diploma, with 55% or more achieved in the dissertation/management research report/project.
An alternative Human Resource Module MA option module (20 credits) may be taken instead of the Research Methods in Human Resource Management module, provided that you can demonstrate that you have successfully passed an equivalent Research Methods HRM module and supply an accepted dissertation proposal. The assessment of this will be determined by the course/module leader as a condition of entering the Human Resource Management MA course.
Any university-level qualifications or relevant experience you gain prior to starting university could count towards your course at London Met. Find out more about applying for Accreditation of Prior Learning (APL).
To study a degree at London Met, you must be able to demonstrate proficiency in the English language. If you require a Student visa you may need to provide the results of a Secure English Language Test (SELT) such as Academic IELTS. For more information about English qualifications please see our English language requirements.
If you need (or wish) to improve your English before starting your degree, the University offers a Pre-sessional Academic English course to help you build your confidence and reach the level of English you require.
The modules listed below are for the academic year 2020/21 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:
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.
The MA dissertation is a triple-weighted module and is designed to provide an opportunity for students to undertake a substantial piece of research in their subject field. The research project is intended to build on the taught modules of the student's MA award and is underpinned by the Research Methods in HRM module. The dissertation is designed to demonstrate the synthesis of knowledge and skills developed throughout the award. It is the largest piece of assessed work undertaken on the award, and is seen as the clearest expression of the student's ability to demonstrate what they have studied at Masters level
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.
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.
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.
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%.
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.
The module relates, in the main, to the CIPD level 7 unit module Resourcing and Talent Management but also brings in elements from CIPD’s Employee Engagement and Learning and Talent Development. The module design and purpose is to provide the student with a good grounding in key aspects of recruiting, retaining, developing effective performers as well as acknowledging the need to, at times, manage people out of the organisation.
The module focuses on these fundamental HR activities, focusing not just on practical aspects of these professional areas but their strategic importance within a local, national and global context. Topics such as diversity, employee engagement, ethics, employee development and social responsibility will be (re)viewed from a resourcing perspective.
"I was looking for a master’s degree that could satisfy my interest in getting a deep understanding of leadership and motivation. London Met had the perfect subject areas and modules related to this field."
Fellipe Ramos Rodrigues
"Studying the two-year Human Resource Management MA course not only provided me with new knowledge on a host of topics, but also provided me with a new network of HR colleagues and friends, interesting insights into the HR sector and built confidence in my abilities as a HR professional."
"The Human Resource Management MA course was a life-changing experience. I found the course intellectually stretching, gained a greater understanding of the context within which HR operates, learnt the role of strategic HR and discovered the positive possibilities that HR can bring to organisations."
The University has a high reputation for employability - 93% of our graduates are in work or further study within six months of graduating.
Complete our Human Resources Management MA and you'll possess a significant career advantage. Recent graduates have attained full-time positions from their placements in financial services, leisure and tourism, major international charities and the health sector.
Other graduates that have gone on to work in the private sector have moved from administrative and PA positions to being in charge of strategic HR projects. We also have graduates who have moved up into international HR management positions for global companies.
You can apply to study any of the option modules as a short course. The module leader will check whether you have the prerequisites to undertake the module.
While all the option modules are available for study in this way, the following courses have short course pages that you can read for more detail:
The CIPD has commended London Met’s CIPD-related courses for their:
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.
Government guidance for EU students currently states that, as an EU national, you will be eligible for the home fee and to apply for Student Finance if your course starts in the 2020-21 academic year, which includes courses beginning in January/February 2021, provided you meet the residency requirements. This is subject to change based on decisions made by the UK government – please check the latest government guidance for EU students for the most up-to-date information.
Use the apply button to begin your application.
If you require a Student visa and wish to study a postgraduate course on a part-time basis, please read our how to apply information for international students to ensure you have all the details you need about the application process.
You are advised to apply as early as possible as applications will only be considered if there are places available on the course.To find out when teaching for this degree will begin, as well as welcome week and any induction activities, view our academic term dates.
Please select when you would like to start:
Dr Jo Cartwright, lecturer in HR Management, writes that the COVID-19 lockdown exacerbates the juggling act facing working parents and carers, and exposes the undervaluing of care work.
London Met welcomes 16 new international scholarship students to the University.
Congratulations to our 2017/18 Academic Excellence Award winners. We are proud of your achievements and wish you all the best for the future.
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Two London Metropolitan University student teams took part in the University Business Challenge and finished in 13th and 18th place.