MSc.
Human Resource Management (HRM)

(14 Months FT/24 Months PT)

Course Objectives

The programme’s primary objective is to provide knowledge and develop different kinds of managerial skills for the effective management of human resources and for devising and implementing corporate strategy/governance in any corporate setting. Knowledge and competences lie in the minds of people of an organization. The emphasis of the programme is on human resources and on how any organization looking to create and maintain a competitive advantage, must connect recruiting, developing, and managing people for effective implementation of strategy and governance. This MSc programme will accelerate students’ managerial and leadership development process. Those who graduate with this MSc are guaranteed to have an in-depth knowledge of management skills and operating techniques and that their existing knowledge will be significantly increased. Management in both the private and public sectors requires executive training, vision, analytical skills, the ability to implement far-reaching decisions, and the ability to self-reflect. These are some of the core learning outcomes of this MSc.

The programme offers students the ability to specialize in either Corporate Strategy or Corporate sustainability, so allowing human resource managers to operate at a strategic level and manage their organisations effectively in the complex and uncertain business environment of today. The new specialisations are aligned with the new market trends and were developed in close consultation with the industry.

Recognition

The CIM MSc. HRM is the first MSc. of its kind to be offered in Cyprus and enjoys world-wide recognition. Apart from recognition by SHRM (US), the CIM MSc. HRM has been accredited by the Cyprus Quality Assurance Agency and is therefore recognised by KYSATS. Cypriot students are eligible to apply for government subsidy up to €3420.

Aims

– To acquire the technical skills required in human resource management.
– To identify the importance of motivation in terms of knowledge and practice as well as to maintain talented employees by reducing turnover.
– To enhance the ability to use data and apply analytical strategic skills in solving HRM problems and making competitive strategic decisions.
– To create an ability which will enable students to organize people and exercise leadership in culturally diverse environments.
– To enhance the ability to exercise ethical judgement and design corporate strategic decision making.
– To acquire the strategic knowledge necessary for effectively managing an organizations’ human resources in a competitive manner.

Commencement

Classes commence in October.
The academic year runs from October to May, when the final exams take place. From June onwards, students work on their dissertation, which must be submitted in October

Dissertation

A key requirement of the MSc. is a dissertation of 10,000 words, which must be submitted at the beginning of October or, in case the dissertation is found wanting further revision by the Business School’s markers, by December. The dissertation must be of satisfactory standard and must contain original research work. Students may be required to present and defend their work to an examining panel. The 10,000-word dissertation is a major part of the MSc. and a student not submitting an up-to-standard dissertation will not be awarded the degree. The dissertation must be on a preagreed topic, (agreed with the student’s tutor), and should have a research bias. Students are expected to begin work on their theses once exams are over in June. They must submit their work at the beginning of October of the same year. Students are allocated a tutor, who assists them in the early stages of research. The Business School encourages students to undertake studies that are of a current concern to a real organisation, preferably their own if employed.

The pass mark is 50% and students’ final grades will be indicated on their transcript. In case the dissertation is not of an acceptable standard, students, may re-submit their work, by mid-December at the latest, at a cost of 200 Euros. If the dissertation is again found to be unsatisfactory, then the student will fail their MSc.

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Compulsory:

1. Human Resource & Talent Management – Yearly
2. Organisational Behaviour & Change
Management – Yearly
3. Employment Law – Term 1
4 Employee Relations – Term 2
5. Research Methods – Yearly
6. Dissertation – Yearly

Elective (2 out of 6):

1. Leadership & Corporate Strategy – Yearly
2. International HRM – Yearly
3. Strategic HRM – Yearly
4. Ethics & Corporate Social Responsibility – Yearly
5. Equality, Inclusion and wellbeing in the Workforce – Yearly
6. Critical Issues in HRM – Yearly

Note: All optional modules are subject to availability of lecturers and student demand. For a module to run, there must be a minimum of eight students.

Module Aims

Subjects (Compulsory & Optional)

1. Human Resource & Talent Management

This module aims firstly, to offer students a critical introduction to the key elements of human resource management as well as an introduction to the employment law on each of these elements. Secondly, it demonstrates how the social sciences can assist in understanding the management of human resources; and to examine and evaluate human resource policies and practices of organisations. Thirdly, it provides students with an in depth understand and critical knowledge of critical functions, which include human resources planning, recruitment, selection, performance management, compensation, training and development, employee relations and it develops students’ ability to analyse and critically evaluate HR policies and practices.

It also aims to appreciate the critical role played by HRM in contributing to the performance and success of every organization. It also provides students an introduction to the Human Resource Information System field, its recent developments and assists students to appreciate its use in a modern organisation.

2. Organisational Behaviour & Change Management

This module aims to provide the student with the basics of organizational behaviour related to management. It focuses on translating management and organizational behaviour theory to practices that result in organizational effectiveness, efficiency, and human resource development. It also addresses issues such as workforce motivation, incentives, team building and office environments and how we can best manage the dynamics of organizational change. Furthermore, it examines the contemporary principles, techniques and research findings in management and organizational behaviour that are driving high performance and continuous improvement in business today. Finally, it provides the student with an understanding about Diversity in Organization, Attitudes and Job Satisfaction, Personality and Values, Perceptions and Individual Decision Making, Motivation Concepts, Communication, Leadership, Power and Politics, and Conflict and Negotiation. It also imparts knowledge on Organization Culture, Change and Stress Management and the understanding of management and organizational behaviour. These are concepts associated with continuous improvement in individual and group processes.

3. Employment Law

This module aims to build on the basic Employment Law knowledge students acquire during the course ‘Managing Human Resources’ and to provide the student with a working knowledge of the principles of employment Law with emphasis in Cyprus Labour Law and its effectiveness. It critically analyses the scope and limitation of the law with particular emphasis to the Cyprus Law and its relation to contract formation, recruitment and selection, employee/employer rights and responsibilities and discrimination within the below five areas:

– Introduction to Employment law concepts and definitions
– Contract of employment
– Employment conditions and the Cyprus Law
– Termination of employment
– Dispute resolution

It also equips students with a deeper understanding of the legal regulation of termination of employment, the role of collective bargaining and employee participation in the workplace.

4. Employee Relations

This module aims to introduce students to a range of contemporary issues in employee relations, to encourage critical evaluation of different approaches to the management of employee relations, to prepare students for the practical challenges of managing complex employment relationships at work and to provide students with a theoretical foundation of key quantitative methods used in employee relations research.

5. Research Methods

The module aims to enable students to understand business research, offering an indepth understanding of relevant approaches and elements of undertaking a research enquiry and to provide students with the necessary skills and knowledge to determine the information necessary to address an identified research problem. It also produces a critically informed research proposal suitable for a coherent business project that shows detailed knowledge of a topic relevant to the student’s programme of study. Finally, it ensures the development of critical core competencies and skills including, defining research questions; setting appropriate research objectives; study design that incorporates research objectives and budgetary constraints; secondary and primary data collection and instruments; sampling and analysis methods; effective reporting of results. The importance of ethical conduct in conducting research in both a domestic and in international business contexts. Skills will be put into practice and insights gained to help solve a real-world business problem.

6. Dissertation

The dissertation provides a means to integrate the theory and knowledge gained from the variety of modules studied throughout the student’s time in the programme. The primary aim of the project is to provide students with an opportunity to initiate their own research, collect and analyse qualitative and quantitative information and present their findings in a written report. Such an in-depth investigation enables students to produce a piece of work, which has been instigated, developed and produced as a result of their own initiative. The dissertation is therefore one of the means through which has the opportunity to develop and demonstrate the power of rigorous analysis, critical enquiry, independent judgment and clear expression.

The key aims of the dissertation module are to enable students to plan and conduct an extended piece of postgraduate business/management research, develop critical thinking and management skills towards a management role. Furthermore, to broaden students’ perspectives beyond the limitations of their prior experience, significantly broaden students’ creative and research skills to produce original and thoughtprovoking solutions to real-w¬orld management problems and to provide a critical understanding of theory and research methodology.

7. Leadership & Corporate Strategy

This module aims to enable students to develop and expand their high-level understanding of Corporate Strategy and Leadership in the workplace, and to develop a critical and informed understanding of the business environment and business opportunities in which organisations operate. It also equips students with a range of tools and concepts of strategic analysis, business modelling that will enable them to assess the strategic position of business organisations and to develop them with strategic thinking and vision that can be utilized in formulating strategies, evaluating options, and implementing strategic decisions.

8. International HRM

This module aims to introduce students to theories and practices of international human resource management (IHRM). Students will develop skills to critically examine the influence of national institutions and culture on the choice and effectiveness of HRM practices. Being able to reflect on the role of HRM policies and practices in achieving desired employee and organizational outcomes, building on a discussion of the challenges and opportunities firms face in managing people and workplaces at the global level are further skills which will be developed.

9. Strategic HRM

This module aims firstly, to provide students with a critical understanding of the theories, principles, historical trends, current issues and practices relevant to human resource management strategy in organisations. Secondly, to support the development of subject specific and key transferable skills necessary for employment in roles, which require the effective management of both human and knowledge capital within the organisation, therefore extending beyond purely human resource management roles. Thirdly, to explore the shifting of roles from process manager or administrator to strategic business advisor and partner. Lastly, to provide an understanding of the unique strategic positioning of contemporary human resource management and the subsequent demands placed on professionals working in this area.

10. Ethics & Corporate Social Responsibility

This module aims to critically analyse the drivers of enterprise and wealth creation from the perspective of their ethical implications to investigate changing approaches and attitudes to sustainability and corporate social responsibility in the frame of corporate governance. To also critically evaluate frameworks for the discussion of business ethical issues and the use of tools for managing business ethics. Furthermore, it examines the impact of globalisation on enterprise and evaluates diverse ethical models and theories (normative and descriptive).

11. Equality, Inclusion and wellbeing in the Workforce

This module aims to introduce contemporary themes associated with HRM, with the objective of creating an in-depth and critical exploration of some of the challenges that we face in the workplace today. It delves in depth into issues such as managing diversity, changing patterns of work and careers, working ethically, well-being at work and work-life balance in the context of HRM and Corporate governance. It develops students’ ability to analyse and critically evaluate multiple and often competing perspectives that pertain to HRM in today’s workplace and governance.

12. Critical Issues in HRM

This module aims firstly, to introduce contemporary themes associated with HRM, with the objective of creating an in-depth and critical exploration of some of the challenges that we face in the workplace today. Secondly, to delve in depth into issues such as managing diversity, changing patterns of work and careers, working ethically, well-being at work and work-life balance in the context of HRM. Thirdly, to develop students’ ability to analyse and critically evaluate multiple and often competing perspectives that pertain to HRM in today’s workplace.

Assessment

Students sit examinations once a year, in May.

The weighting of results is as follows:
Assignments: 40%
Final exams: 60%

All modules have 2 assessment components:
– Two Assignments worth 20% each (January & April) for Yearly modules
– Final Examination for all modules* worth 60%

The pass mark is 50%
Students must pass all modules as well as the Dissertation.

Note 1: *The module of Research Methods is assessed solely by the Research Proposal
Note 2: Some assignments are in the form of group work followed by a presentation and self reflective report

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What Programme are you applying for?

MSc.
Human Resource Management (HRM)

(14 Months FT/24 Months PT)

Course Objectives

Recognition

Aims

Commencement

Dissertation

Admission Requirements

Duration

Accreditation

Apply

Brochure

Contact

Compulsory:

Elective (2 out of 6):

Module Aims

Subjects (Compulsory & Optional)

Assessment

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Nicosia Campus

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Limassol Campus

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What Programme are you applying for?

MSc. Human Resource Management (HRM)

(14 Months FT/24 Months PT)

Course Objectives

Recognition

Aims

Commencement

Dissertation

Admission Requirements

Duration

Accreditation

Apply

Brochure

Contact

Get in touch

Nicosia Campus

Get in touch

Limassol Campus

Follow us

MSc.
Human Resource Management (HRM)