Postgraduate Diploma In HRM/HRD

Transcription

1 Postgraduate Diploma In HRM/HRD

2 Programme Handbook [September 2009] Valid for the following cohort codes LML54 LMMK10 LML59 LML55 LMS10 LMMK11 LML56 LML57 HREL93 LMCB09 LML58 2

3

4

5

6

7 Postgraduate Diploma in HRM/HRD Welcome by the Dean of the Business School It s a pleasure to welcome you to the BPP Business School. The aim of our business courses is to help prepare you for your chosen career. To do this you need to understand that learning of the highest calibre is a collaborative activity in which all students must engage. Our tutors and support staff are committed to enabling you to maximise the value of your time at BPP but the main drive must come from you. We welcome feedback, both good and bad, to help us continually improve our courses. As I said, learning is a collaborative activity we look forward to collaborating with you to deliver high quality business education. Let s have a great time together! Good luck with your education and your future Version 1.0 (28/07/09) Page I

8 Welcome by Director of HR Programmes Welcome by Director of Programmes On behalf of the Faculty of Human Resources (HR) and the Business School, I am pleased to welcome you to the CIPD accredited Postgraduate Diploma in HRM/ HRD. This is intended as a two year part-time programme to enrich and improve your practice and understanding of HRM/ HRD which is designed to be both intellectually stimulating and challenging. It will provide a range of opportunities designed to assist you in developing your skills and managerial knowledge to enhance your career as a HR/ HRD practitioner in the challenging business environment. While the Postgraduate Diploma is an intensive programme which requires time and commitment, we are confident that the time you spend studying towards this qualification will prove interesting, enjoyable and profitable. Staff in the Business School are keen to develop strong, mutually beneficial relationships with our students and graduates, of whom we have every reason to be proud. As future alumni and, hopefully, leaders we hope that your period of study at the School will not only be remembered with fondness, but will also be the beginning of a long-term association. I look forward to getting to know you and wish you every success. Sue Wade Director of HR Programmes II

9 Postgraduate Diploma in HRM/HRD Contents Page Introduction to the Programme 1 Outline Programme Structure Postgraduate Diploma in HRM/HRD Postgraduate Diploma in Human Resource Management - Aims and Learning Outcomes Postgraduate Diploma In Human Resource Development - Aims and Learning Outcomes Programme Stages Stage One Postgraduate Certificate in Management and Human Resources Programme Stages Stage Two Postgraduate Certificate in Human Resource Management Programme Stages Stage Three Postgraduate Certificate in Human Resource Development Diagram of Outcomes Leading to Award Stage One 16 Diagram of Outcomes Leading to Award Stage Two 17 Diagram of Outcomes Leading to Award Stage Three 19 Overall Learning and Teaching Strategy 20 Personal and Professional Development Planning [PDP] For Undergraduate Programmes 24 Code of Conduct 26 Module Outlines 32 Assessment 92 Programme Regulations 98 Version 1.0 (28/07/09) Page III

10

11 Postgraduate Diploma in HRM/HRD INTRODUCTION TO THE PROGRAMME Details Programme Title Qualification Awarding Body Programme Accreditation Postgraduate Diploma in HRM/HRD Postgraduate Diploma Interim awards are:- Postgraduate Certificate in Management and Human Resources Postgraduate Certificate in Human Resource Management Postgraduate Certificate in Human Resource Development BPP College of Professional Studies Chartered Institute of Personnel and Development Overview of Programme Introduction The primary aim of this programme is to enrich and improve your practice and understanding of HRM/HRD, and to offer you personal support as you further your career as a HR/HRD practitioner. The Postgraduate Diploma in HRM/HRD is designed to assist you as practitioners to: Develop professional skills as a manager and as a specialist in your own field Develop a deep understanding of HR/HRD and managerial knowledge to enable you to adopt and integrated, evidence-based approach to theory and practice Develop independent research skills to enable you to further your academic career whilst enhancing your ability to provide evidence-based research to business problems/issues/opportunities In the programme, there is an emphasis upon harnessing your current and past experiences of people management and providing you opportunities for critical enquiry and reflection. Assessments have been designed to enable you to demonstrate your cognitive and professional skills, knowledge and understanding within relevant situations. In completing this programme, you will: Gain a portable qualification as the programme has been accredited by the CIPD Gain through undertaking a structured learning and development programme in management and HRM/HRD, enhancing your employability as well as your confidence as a manager and HR/HRD specialist Support both yourself and your organisation in maintaining its reputation through continuing professional development through the ability to discuss and implement best practice Timescale of the programme You are encouraged to complete the programme within two years of part-time study. As a part-time student you may be registered on the programme for a maximum of four years. Expected Study Hours A 120 credit programme carries with it the expectation of approximately 1200 hours of study. At first sight this seems extremely daunting, however much of the workload will be split over a variety of activities such as workshop activities (including pre and post work), assessment preparation, selfstudy and CPD activity. Version 1.0 (28/07/09) Page 1

12 Arrangements for Supervision Your tutor for your cohort will be your main port of call for any study-related issues, this may include concerns you may have that may affect your opportunity for study. Your tutor will also be monitoring your progress on the course and may arrange to meet with you on occasion. Professional Standards The Postgraduate Diploma in HRM/HRD has been approved by the Chartered Institute of Personnel and Development (CIPD). This means that the learning outcomes for the programme satisfy the professional standards of the Professional Development Scheme (PDS). Upon completing the Postgraduate Diploma in HRM/HRD you will be eligible for graduate membership of the CIPD (GradCIPD). You will need to join the CIPD upon commencing your studies. 2

13 EXIT AWARD Postgraduate Certificate in Human Resource Management EXIT AWARD Postgraduate Certificate in Management and Human Resources Postgraduate Diploma in HRM/HRD Outline Programme Structure Postgraduate Diploma in HRM/HRD Three core modules: Research Methods and Continuing Professional Development (20 credits) Integrating Human Resources with Business Performance (20 credits) Business and People Management (20 credits) People Resourcing (15 credits) Learning and Development (15 credits) Employee Reward (15 credits) Employee Relations (15 credits) Employment Law (15 credits) Version 1.0 (28/07/09) Page 3

14 EXIT AWARD Postgraduate Certificate in Human Resource Development Learning and Development (15 credits) Managing Organisational Learning and Knowledge (15 credits) Managing Training & Development Function (15 credits) Management Development (15 credits) Combination of the Postgraduate Certificate in Management and HR with Postgraduate Certificate in Human Resource Management leads to the Postgraduate Diploma in Human Resource Management Combination of the Postgraduate Certificate in Management and HR with Postgraduate Certificate in Human Resource Development leads to the Postgraduate Diploma in Human Resource Development 4

15 Postgraduate Diploma in HRM/HRD POSTGRADUATE DIPLOMA IN HUMAN RESOURCE MANAGEMENT AIMS AND LEARNING OUTCOMES Programme Aims The Postgraduate Diploma in Human Resource Management aims to develop both strategic business/organisation wide knowledge/skills by researching and analysing the organisational environment, thereby devising HRM strategies utilising both generalist and specialist HR knowledge to maintain and improve competitive advantage. This programme equips students to: 1. Develop specialist knowledge and skills to embark on or enhance a career in HR leadership roles in organisations. 2. Develop a critical understanding of the business environment and the interrelationship between contextual forces such as political, economic, social, technological, legal and ethical impact upon the HR profession existing and future practice. 3. Develop a deep knowledge of HR theory, concepts and models to lead the development and implementation of HR strategy in line with business goals. 4. Advance their knowledge and understanding of HR methodologies, procedures and practice across a range of specialist HR disciplines to create, develop and enhance people management activity within an organisational context. 5. Advance their knowledge of management research and techniques, both quantitative and qualitative, and their ability to critically evaluate research options across a range of business and HR applications. Programme Learning Outcomes Learning outcomes describe what you should know and be able to do if you make full use of the opportunities for learning that the Programme provides. If you successfully complete the Programme: Knowledge and Understanding Ref A. Students should be able to demonstrate a: 1 practical understanding of complex human resource requirements and use appropriate tools to critically analyse the organisation and its external environment, informing the development of realistic human resource strategies and tactics. 2 sound knowledge and critical understanding of up to date human resource theories, concepts and models to ensure robust human resource solutions. 3 show a systematic understanding of human resource theory and research-based knowledge to be able to develop innovative, solution-focused human resource tactics which will work in practice. 4 broad awareness of ethical issues within the context of an organisation and to be able to work with others to provide the most relevant human resource strategies and solutions. Cognitive Skills Ref B. Students should be able to: 1 demonstrate the ability to have initiative and originality when diagnosing business issues by understanding and applying knowledge to solve these issues. Version 1.0 (28/07/09) Page 5

16 2 demonstrate high level critical, creative and reflective thinking skills, drawing upon knowledge from the forefront of the human resource discipline to facilitate decision making. 3 critically analyse internal and external market environments to develop strategic human resource solutions in line with organisational goals. 4 critically evaluate situations by applying up to date research and/or methodologies utilising them skillfully to help solve HR problems in an organisation. Professional Skills and Attitudes Ref C. Students should be able to: 1 recognise and deal with complex issues using appropriate analytical tools and techniques, anticipating future trends and arguing alternative approaches to solving human resource issues. 2 communicate complex ideas and arguments clearly to specialist and non-specialist audiences using a range of media and methods. 3 demonstrate the ability to be able to plan and self manage and have originality in tackling and solving problems in a wide variety of situations. 4 critically apply strategic models, theories and concepts to solve human resource problems in complex environments. General Transferable Skills Ref D. Students should be able to: 1 exercise initiative and take personal responsibility when dealing with different situations in the workplace by working with others whilst maintaining a professional profile. 2 make decisions in complex and unpredictable situations where there is a need to show leadership and is able to deliver good practice solutions. 3 demonstrate their ability to be independent learners who are able to plan their own development and reflect upon experiences which will enable them to show their commitment to continuing professional development which is required of human resource professionals. These Learning Outcomes reflect those that will be achieved for the Postgraduate Diploma in HRM award. Exceptionally, if a student exits earlier in the programme, they may be awarded either the Postgraduate Certificate in Management and HR or Postgraduate Certificate in HRM depending on their achievement. In each case, students will have achieved the learning outcomes as listed for that award. 6

17 Postgraduate Diploma in HRM/HRD POSTGRADUATE DIPLOMA IN HUMAN RESOURCE DEVELOPMENT AIMS AND LEARNING OUTCOMES Programme Aims The Postgraduate Diploma in Human Resource Development develops strategic business/organisation wide knowledge/skills by analysing the employment relationship, devising strategies to maintain and improve the relationship, and to assess how individuals are managed to maximise their performance. This programme equips students to: 1. Develop specialist knowledge and skills to embark on or enhance a career in HRD leadership roles in organisations. 2. Have a critical understanding of the business environment and the interrelationship between contextual forces such as political, economic, social, technological, legal and ethical impact upon the HRD profession existing and future practice. 3. Develop a deep knowledge of HRD theory, concepts and models to lead the development and implementation of HRD strategy in line with business goals. 4. Gain advanced knowledge and understanding of HRD methodologies, procedures and practice across a range of specialist HRD disciplines to create, develop and enhance people management and development activity within an organisational context. 5. Gain advanced knowledge of management research and techniques, both quantitative and qualitative, and ability to critically evaluate research options across a range of business and HRD applications. Programme Learning Outcomes Learning outcomes describe what you should know and be able to do if you make full use of the opportunities for learning that the Programme provides. If you successfully complete the Programme: Knowledge and Understanding Ref A. Students should be able to demonstrate a: 1 practical understanding of complex human resource development requirements and use appropriate tools to critically analyse the organisation and its external environment, informing the development of realistic human resource development strategies and tactics. 2 sound knowledge and critical understanding of up to date human resource development theories, concepts and models to ensure robust human resource development solutions. 3 systematic understanding of human resource development theory and researchbased knowledge to be able to develop innovative, solution-focused human resource development tactics which will work in practice. 4 broad awareness of ethical issues within the context of an organisation and to be able to work with others to provide the most relevant human resource development strategies and solutions. Version 1.0 (28/07/09) Page 7

18 Cognitive Skills Ref B. Students should be able to: 1 demonstrate the ability to have initiative and originality when diagnosing business issues by understanding and applying knowledge to solve these issues. 2 demonstrate high level critical, creative and reflective thinking skills, drawing upon knowledge from the forefront of the human resource development discipline to facilitate decision making. 3 critically analyse internal and external market environments to develop strategic human resource development solutions in line with organisational goals. 4 critically evaluate situations by applying up to date research and/or methodologies utilising them skillfully to help solve HRD problems in an organisation. Professional Skills and Attitudes Ref C. Students should be able to: 1 recognise and deal with complex issues using appropriate analytical tools and techniques, anticipating future trends and arguing alternative approaches to solving human resource development issues. 2 communicate complex ideas and arguments clearly to specialist and non-specialist audiences using a range of media and methods. 3 demonstrate the ability to be able to plan and self manage and have originality in tackling and solving problems in a wide variety of situations. 4 critically apply strategic models, theories and concepts to solve human resource development problems in complex environments. General Transferable Skills Ref D. Students should be able to: 1 exercise initiative and take personal responsibility when dealing with different situations in the workplace by working with others whilst maintaining a professional profile. 2 make decisions in complex and unpredictable situations where there is a need to show leadership and be able to deliver good practice solutions. 3 demonstrate their ability to be independent learners who are able to plan their own development and reflect upon experiences which will enable them to show their commitment to continuing professional development which a required of human resource professionals. These Learning Outcomes reflect those that will be achieved for the Postgraduate Diploma in HRD award. Exceptionally, if a student exits earlier in the programme, they may be awarded either the Postgraduate Certificate in Management and HR or Postgraduate Certificate in HRD depending on their achievement. In each case, students will have achieved the learning outcomes as listed for that award. 8

19 Postgraduate Diploma in HRM/HRD PROGRAMME STAGES STAGE ONE Postgraduate Certificate in Management and Human Resources (HR) Introduction The Postgraduate Certificate in Management and Human Resources focuses upon strategic business/organisation-wide knowledge/skills by researching and analysing the organisational environment, and thereby devising HRM/D strategies to maintain and improve competitive advantage. The programme also encourages students to evaluate the role HR can play in leading people management and development practices within different organisational context. The modules and elements described below are subject to more detailed briefing papers and bibliographies issued at appropriate points throughout the programme. In some instances information regarding content of a module is indicative, and actual module content will be determined according to considerations (for example, regarding opportunities for work with specific external partners or developments in the field) which are taken into account closer to the point of delivery. Module Requirement Credits Page Management Research and CPD Compulsory 20 Credits p. Integrating HR with Business Performance Compulsory 20 Credits p. Business and People Management Compulsory 20 Credits p. Interim Exit Award: Postgraduate Certificate in Management and Human Resources Educational Aims The Postgraduate Certificate in Management and HR aims to equips its graduates to: 1. Develop specialist knowledge and skills to embark on or enhance a career in HR management or leadership roles in organisations. 2. Gain an understanding of the business environment and how contextual forces such as political, economic, social, technological, legal and ethical impact upon the organisation and HR profession and future practice. 3. Develop a deep knowledge of management and HR theory, concepts and models to contribute to the development and implementation of HR strategy in line with business goals. 4. Gain an advanced knowledge of management research and techniques, both quantitative and qualitative, and ability to critically evaluate research options within a management and/or HR context. Learning Outcomes Knowledge and Understanding Ref A. Students should be able to demonstrate a: 1 practical understanding of the business and human resource requirements and use appropriate tools to critically analyse the organisation and its external environment, informing the development of realistic human resource strategies and tactics. Version 1.0 (28/07/09) Page 9

20 2 sound knowledge and critical understanding of contemporary managerial theories, concepts and models to ensure robust human resource solutions to business problems. 3 systematic understanding of managerial theory and research-based knowledge to be able to develop innovative management solutions & focused human resource tactics which will work in practice. 4 a broad awareness of the concept of added value within the context of an organisation and to be able to work with others to provide the most relevant human resource strategies and solutions. Cognitive Skills Ref B. Students should be able to: 1 demonstrate the ability to have initiative and originality when diagnosing business/hr issues by understanding and applying knowledge to solve these issues. 2 demonstrate high level critical, creative and reflective thinking skills, drawing upon knowledge from the forefront of the management/human resource disciplines to facilitate decision making. 3 critically analyse the internal issues to develop added value HR solutions in line with organisational goals and the wider business environment. 4 critically evaluate situations by applying up to date research and/or methodologies utilising them skillfully to help solve problems in an organisation. Professional Skills and Attitudes Ref C. Students should be able to: 1 recognise and deal with complex issues using appropriate analytical tools and techniques, anticipating future trends and arguing alternative approaches to the management of business and human resource issues. 2 communicate complex ideas and arguments clearly to specialist and non-specialist audiences using a range of media and methods. 3 demonstrate the ability to be able to plan and self manage and have originality in tackling and solving problems in a wide variety of situations. 4 critically apply models, theories and concepts to solve human resource problems in complex environments. General Transferable Skills Ref D. Students should be able to: 1 exercise initiative and take personal responsibility when dealing with different situations in the workplace by working with others whilst maintaining a professional profile. 2 make decisions in complex and unpredictable situations where there is a need to show leadership and is able to deliver good practice solutions. 3 demonstrate their ability to be independent learners who are able to plan their own development and reflect upon experiences which will enable them to show their commitment to continuing professional development which is required of human resource professionals. 10

21 Postgraduate Diploma in HRM/HRD STAGE TWO (Postgraduate Certificate) Postgraduate Certificate in Human Resource Management Introduction The Postgraduate Certificate in Human Resource Management develops knowledge/hr professional skills by undertaking both generalist e.g. People Resourcing and HR specialism s such as Employment Law, and therefore allows students to devise strategies to maintain and improve the impact of people performance within any organisational context. The modules and elements described below are subject to more detailed briefing papers and bibliographies issued at appropriate points throughout the programme. In some instances information regarding content of a module is indicative, and actual module content will be determined according to considerations (for example, regarding opportunities for work with specific external partners or developments in the field) which are taken into account closer to the point of delivery. Module Requirement Credits Page Management Research and CPD Compulsory 20 Credits p. Integrating HR with Business Performance Compulsory 20 Credits p. Business and People Management Compulsory 20 Credits p. Interim Exit Award: Postgraduate Certificate in Management and Human Resources People Resourcing Elective 15 Credits p. Learning and Development Elective 15 Credits p. Employee Reward Elective 15 Credits p. Employee Relations Elective 15 Credits p. Employment Law Elective 15 Credits p. By undertaking 4 of the electives above Interim Exit Award: By undertaking 4 electives only identified above results in the interim exit award of Postgraduate Certificate in HRM Completion of both the 3 compulsory modules and 4 electives result in Postgraduate Diploma in HRM Educational Aims The Postgraduate Certificate in HRM aims to equips its graduates to: 1. Develop specialist knowledge and skills to embark on or enhance a career in HR roles in organisations. 2. Gain an understanding of the operating environment and how these forces impact upon the HR profession existing and future practice. 3. Gain a deep knowledge of HR theory, concepts and models to contribute to the development and implementation of specific HR strategies in line with business goals. 4. Gain advanced knowledge and understanding of HR methodologies, procedures and practice across a range of specialist HR disciplines to create, develop and enhance people management activity within an organisational context. 5. Demonstrate the application of management research and techniques, both quantitative and qualitative, and ability to critically evaluate research options within HR specialism s Version 1.0 (28/07/09) Page 11

22 Learning Outcomes Knowledge and Understanding Ref A. Students should be able to demonstrate a: 1 practical understanding of complex business requirements and use appropriate tools to critically analyse the organisation and its external environment to inform the development of HR strategies, policies, procedures and practices. 2 sound knowledge and critical understanding of up to date human resource/social science theories, concepts and models to ensure robust human resource solutions. 3 deep and systematic understanding of how HR operates at strategic and operational level and its impact upon individual, team and organisational performance. 4 broad awareness ethical issues within the context of an organisation and to be able to work with others to provide the most relevant human resource strategies and solutions. Cognitive Skills Ref B. Students should be able to: 1 demonstrate the ability to have initiative and originality when diagnosing HR issues by understanding and applying knowledge to solve these issues. 2 demonstrate high level critical, creative and reflective thinking skills, drawing upon knowledge from the forefront of the human resource discipline to facilitate decision making. 3 critically analyse internal and external market environments to develop strategic human resource solutions in line with organisational goals. 4 critically evaluate situations by applying up to date research and/or methodologies utilising them skillfully to help solve HR problems in an organisation. Professional Skills and Attitudes Ref C. Students should be able to: 1 recognise and deal with complex HR issues using appropriate analytical tools and techniques, anticipating future trends and arguing alternative approaches to solving human resource issues. 2 communicate complex HR ideas and arguments clearly to specialist and nonspecialist audiences using a range of media and methods. 3 demonstrate the ability to be able to plan and self manage and have originality in tackling and solving HR problems in a wide variety of situations. 4 critically apply a range of academic models, theories and concepts to solve human resource problems in complex environments. General Transferable Skills Ref D. Students should be able to: 1 exercise initiative and take personal responsibility when dealing with different situations in the workplace by working with others whilst maintaining a professional profile. 2 make decisions in complex and unpredictable situations where there is a need to show leadership and be able to deliver good practice solutions. 3 demonstrate their ability to be independent learners who are able to plan their own development and reflect upon experiences which will enable them to show their 12

23 Postgraduate Diploma in HRM/HRD commitment to continuing professional development which is required of human resource professionals. Version 1.0 (28/07/09) Page 13

24 STAGE THREE (Postgraduate Certificate) Postgraduate Certificate in Human Resource Development Introduction The Postgraduate Certificate in Human Resource Development develops knowledge/hrd professional skills by undertaking both generalist i.e. Learning and Development and specialist i.e. Management Development, and therefore allows students to devise strategies to maintain and improve the impact of people development and performance within any organisational context. The modules and elements described below are subject to more detailed briefing papers and bibliographies issued at appropriate points throughout the programme. In some instances information regarding content of a module is indicative, and actual module content will be determined according to considerations (for example, regarding opportunities for work with specific external partners or developments in the field) which are taken into account closer to the point of delivery. Module Requirement Credits Page Management Research and CPD Compulsory 20 Credits p. Integrating HR with Business Performance Compulsory 20 Credits p. Business and People Management Compulsory 20 Credits p. Interim Exit Award: Postgraduate Certificate in Management and Human Resources Learning and Development Elective 15 Credits p. Managing Organisational Learning and Knowledge Elective 15 Credits p. Managing the Training and Development Function Elective 15 Credits p. Management Development Elective 15 Credits p. ALL 4 electives must be taken Interim Exit Award: By undertaking 4 electives only identified above results in the interim exit award of Postgraduate Certificate in HRD Completion of both the 3 compulsory modules and 4 electives result in Postgraduate Diploma in HRD Learning Outcomes Knowledge and Understanding Ref A. Students should be able to demonstrate a: 1 practical understanding of complex training and development requirements and use appropriate tools to critically analyse the organisation and its external environment, informing the development of realistic training and development strategies and tactics. 2 sound knowledge and critical understanding of up to date training and development theories, concepts and models to ensure robust training and development solutions. 3 a systematic understanding of training and development theory and research-based knowledge to be able to develop innovative, solution-focused training and development tactics which will work in practice. 4 broad awareness of ethical issues within the context of an organisation and to be able to work with others to provide the most relevant training and development strategies and solutions. 14

25 Postgraduate Diploma in HRM/HRD Cognitive Skills Ref B. Students should be able to: 1 demonstrate the ability to have initiative and originality when diagnosing business issues by understanding and applying knowledge to solve these issues. 2 demonstrate high-level critical, creative and reflective thinking skills, drawing upon knowledge from the forefront of the training and development discipline to facilitate decision making. 3 critically analyse internal and external market environments to develop strategic training and development solutions in line with organisational goals. 4 critically evaluate situations by applying up to date research and/or methodologies utilising them skillfully to help solve HRD problems in an organisation. Professional Skills and Attitudes Ref C. Students should be able to: 1 recognise and deal with complex issues using appropriate analytical tools and techniques, anticipating future trends and arguing alternative approaches to solving training and development issues. 2 communicate complex ideas and arguments clearly to specialist and non-specialist audiences using a range of media and methods. 3 demonstrate the ability to be able to plan and self manage and have originality in tackling and solving problems in a wide variety of situations. 4 critically apply strategic models, theories and concepts to solve training and development problems in complex environments. General Transferable Skills Ref D. Students should be able to: 1 exercise initiative and take personal responsibility when dealing with different situations in the workplace by working with others whilst maintaining a professional profile. 2 make decisions in complex and unpredictable situations where there is a need to show leadership and be able to deliver good practice solutions. 3 demonstrate their ability to be independent learners who are able to plan their own development and reflect upon experiences which will enable them to show their commitment to continuing professional development which is required of training and development professionals. Version 1.0 (28/07/09) Page 15

26 DIAGRAM OF OUTCOMES LEADING TO AWARD Stage One Postgraduate Diploma HRM/HRD 120 credits (3 compulsory 20 credits and 4 15 credits all at level 7) Assessment Module Credit Rating Work for Assessment Requirement for Award Weighting for Classification Management Research and CPD 20 credits Level 7 (Masters) Summative 1. Research proposal including literature review and methodology of 2000 words (30% of module grade) 2. Management research report of 9000 words (including 2000 of research proposal) (70% of module grade) Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Compulsory [??]% [First Interim Qualification] [??]% [Second Interim Qualification] [??]% [Entire Qualification] Integrating HR with Business Performance 20 credits Level 7 (Masters) Summative 1. Unseen assessment based on pre-seen case study 3 hours duration (100% of module grade) Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Compulsory [??]% [First Interim Qualification] [??]% [Second Interim Qualification] [??]% [Entire Qualification] Business and People Management 20 credits Level 7 (Masters) Summative 1. Business report of 3000 words (100% of module grade) Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Compulsory [??]% [First Interim Qualification] [??]% [Second Interim Qualification] [??]% [Entire Qualification] Students who successfully complete all 3 modules and wish to leave the programme may be awarded a Postgraduate Certificate in Management and HR 16

27 [Qualification Title] Stage Two Postgraduate Diploma in HRM/HRD 120 credits (3 compulsory 20 credits and 4 15 credits all at level 7) Assessment Module Credit Rating Work for Assessment Requirement for Award Weighting for Classification People Resourcing 15 credits Level 7 (Masters) Summative 1. Unseen assessment based on pre-seen case study 3 hours duration (100% of module grade) Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Elective [??]% [First Interim Qualification] [??]% [Second Interim Qualification] [??]% [Entire Qualification] Learning and Development 15 credits Level 7 (Masters) Summative 1. Business report of 3000 words (100% of module grade) Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Elective [??]% [First Interim Qualification] [??]% [Second Interim Qualification] [??]% [Entire Qualification] Employment Law 15 credits Level 7 (Masters) Summative 1. Unseen assessment based on pre-seen case study 3 hours duration (100% of module grade) Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Elective [??]% [First Interim Qualification] [??]% [Second Interim Qualification] [??]% [Entire Qualification] Employee Relations 15 credits Level 7 (Masters) Summative 1. Literature review of 3000 words (100% of module grade) Elective Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Employee Reward 15 credits Level 7 (Masters) Summative 1. Written assignment requiring primary research 3000 words (100% of module grade) Elective Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Page 17

28 Students who successfully complete 4 modules and wish to leave the programme may be awarded a Postgraduate Certificate in HRM 18

29 [Qualification Title] Stage Three Postgraduate Diploma in HRM/HRD 120 credits (all at level 7) Assessment Module Credit Rating Work for Assessment Requirement for Award Weighting for Classification Learning and Development 15 credits Level 7 (Masters) Summative 1. Business report of 3000 words (100% of module grade) Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Elective [??]% [First Interim Qualification] [??]% [Second Interim Qualification] [??]% [Entire Qualification] Managing Organisational Learning and Knowledge 15 credits Level 7 (Masters) Summative 1. Literature review of 3000 words (100% of module grade) Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Elective [??]% [First Interim Qualification] [??]% [Second Interim Qualification] [??]% [Entire Qualification] Managing the Training and Development Function 15 credits Level 7 (Masters) Summative 1. Unseen assessment based on pre-seen case study 3 hours duration (100% of module grade) Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Elective [??]% [First Interim Qualification] [??]% [Second Interim Qualification] [??]% [Entire Qualification] Management Development 15 credits Level 7 (Masters) Summative 1. Written assignment requiring primary research 3000 words (100% of module grade) Elective Please Note: Students must be awarded a pass in all summative elements to be awarded a pass in the module. Students who successfully complete [number] modules and wish to leave the programme may be awarded a Postgraduate Certificate in Management and HR Page 19

30 OVERALL LEARNING AND TEACHING STRATEGY Learning and Teaching Strategy The learning and teaching strategy broadly follows the CIPD National assessment framework. The figure below demonstrates the connection between the inputs of the learning and teaching strategy resulting in formative and summative assessment. The CIPD s BAKUP competencies (or BACKUP adaption to take into account the required commitment by the learner) principles are actively integrated into both inputs and outputs of the model as an underlying learning philosophy. Blackboard INPUTS Business Orientation E-workbooks Supplied Textbooks Current research and wider reading Journals/research as part of prework activity Application Capability Commitment to Study and CPD BPP HR Training WORKSHOPS Knowledge of the Subject Matter Activities are designed to develop professional skills and formatively assess OUTPUTS Understanding of Key Concepts Persuasion / Presentation Seen Assessments Management Research Report Unseen Assessments Assessments are designed to test knowledge and understanding whilst developing cognitive and professional skills The BACKUP competencies represent the CIPD s approach to national assessment. They have been adopted as part of the learning and teaching strategy as they represent the general aim of the programmes To prepare students for enhanced practice in the Management and Human Resource Management field by ensuring the learning experience is 20

31 Validation Documentation Postgraduate Diploma in Human Resource Management/Human Resource Development Section 1: Programme Proposal Form designed to enhance knowledge and understanding, cognitive and professional skills relevant to a HRM/D practitioner and therefore add value to their business or organisation. The BACKUP competencies also support the following M level descriptors upon which this programme is designed. Business Orientation/Knowledge of Subject Developing in individuals an integrated and critical understanding of HR management and organisations, and assist them to take more effective roles within them. Business Orientation Enable advanced study of organisations, their management and the changing external context in which they operate. Persuasion and Presentation Development of a career in business and management by developing skills at a professional or equivalent level. Application Capability/Knowledge of subject/understanding of key concepts Development of the ability to apply knowledge and understanding of business and management to complex issues, both systematically and creatively, to improve business and management practice. Commitment to study and CPD Enhancement of lifelong learning skills and personal development so as to be able to work with self-direction and originality and to contribute to business and society at large. Your Learning Journey The mode of delivery for the programmes is a blended approach utilising Blackboard and workshops. These characteristics suggest the need for an interactive learning experience which gives students the freedom to work through the learning material in their preferred way (Laurillard, 1988). Blackboard incorporates this requirement in its structure to encourage students to engage with the learning material and pursue their own needs in relation to the subject and topic being studied. Page 21 of 117

32 Mode of Delivery BlackBoard Pre and post-work linked to the workshops. Induction to explain learning experience and deliver key study skills. Self-assessment via quiz based activity. Administration to assess student interaction. Workshops Interactive to bring together the learning gained via other modes of delivery. E- Learning Materials Workbook for each topic area within modules. Core textbooks (electronic where possible) utilised within the e-workbook to deliver key concepts and theories. Assessment Strategy The assessment strategy for the programme as a whole seeks: To utilise a range of assessment methods including research and business reports, primary research, secondary research and examinations (using pre-seen case study material). To place emphasis upon those methods that closely stimulates the demands of the professional environment to improve employability. To give timely formative assessment and feedback in order to assist students make progress in their intellectual journeys by incorporating the lessons learnt from one assignment activity to subsequent ones. To employ the most appropriate assessment instrument to assess the learning outcomes. To meet CIPD requirements in order to ensure accreditation. Assessment strategies will be kept under constant review to ensure that they are helping to secure the objectives of the learning and teaching strategy and the particular characteristics of each student cohort. Modules The Programme is composed of modules, and these modules are linked to different levels of the National Framework for Higher Education Qualifications set by the Quality Assurance Agency for Higher Education. This document provides you with a module outline for every module you will undertake during the Programme. To identify which modules are taken in each year please see the Diagram of Outcomes Leading to Award, p. [Page Ref] 22

33 Each module will consist of aims, learning outcomes, and modes of assessment. These components relate to how you will receive and give feedback from and to the Programme team during your degree. Aims The Postgraduate Diploma in HRM/HRD has explicit aims. Aims are the teaching intention of each module, section or entire programme knowledge, understandings and skills that we intend to cover in teaching the programme. You will be given opportunities to feedback on how the Programme team and visiting lectures deliver this content. Learning Outcomes To describe your anticipated learning rather than just the teaching on the Programme, each module has Learning Outcomes. A learning outcome is a statement of what you are expected to know, understand or be able to do at the end of the module, section or entire programme. Modes of Assessment As BPP s programmes are specifically student-centred and professionally oriented, we seek to accommodate a variety of learning styles and prior educational experiences, through the selection assessment strategy focusing on: Criterion-referenced Assessment, where your performance is assessed against some fixed, set, or objective standard which is not affected by the number of people who reach it. Criterion-referencing is particularly important in subjects which involve vocational competence (such as [activity of criteria referenced module]) Norm-referenced Assessment, where your performance is assessed by creating a comparison to others in your peer group employing a range of assessment tools, producing for example a rank order (first, second, third, etc.) regardless of the absolute level you have achieved. Norm-referencing is particularly important in subjects involving complex activities or performance. Self-referenced Assessment, where your progress and achievement is assessed against your past performance (eg. progress made, value-added) or some estimate of future potential (eg. could do better/reached your ceiling). Self-referencing is particularly important in subjects which promote the notion of the critical reflective practitioner (such as personal and professional development planning). In practice, the Programme and its modules typically involve a mixture of the above modes of assessment. After each assessment (expect for final examinations), you can expect to receive feedback on your performance. Page 23

34 PERSONAL AND PROFESSIONAL DEVELOPMENT PLANNING [PDP] For Undergraduate Programmes The processes and mechanisms described below are, usually, subject to more detailed briefing papers and bibliographies issued at appropriate points throughout the Programme. What is it? Personal and Professional Development Planning [PDP] is a structured and supported process undertaken by an individual to reflect upon their own learning, performance and/or achievement and to plan their personal, educational and career development. Why do it? The primary objective for PDP on the programme is to improve your capacity to understand what and how you are learning, and to review, plan and take personal responsibility for your own learning and career development, helping you to: articulate personal goals and evaluate progress towards your achievement become more effective, independent and confident self-directed learners understand how you are learning and relate your learning to a wider context improve your general skills for study, career management and marketability to potential employers take a positive attitude to learning throughout life, educational and career development How does it work? Personal development planning is essentially a process of: Thinking about where you are now, reflecting on your strengths and improvements you would like to achieve Planning where you want to get to, what skills and knowledge you will need to develop and how you will acquire them via learning opportunities open to you Doing putting your action plan into practice; recording the development you make; identifying when you have reached a goal Reflecting on your learning and achievement and, in the light of this, where you want to go next (and so the cycle begins again) When do opportunities for PDP occur? There are many opportunities for you to engage in PDP activities during the three years of your study, in taught modules, self-directed study and tutor-led PDP supervision tutorials. Who is responsible for co-ordinating PDP? As PDP is designed to promote autonomy and purposeful learning you are solely responsible for the planning and review of your progress through the Programme. However, support and guidance is available from your personal supervisor in the first instance, or for more general enquiries, from the Programme PDP co-ordinator [Named Contact] Benefits of Personal and Professional Development Plans Personal and Professional development planning brings potential benefits for students, academic staff and institutions, with student learning and development lying at its heart. 24

35 Benefits to students: Integrates personal and academic development, including work experience or other activities outside the curriculum, improving their capacity to plan their own learning Promotes reflective practice, effective monitoring and recording achievement Encourages learning from experience, including mistakes Promotes deeper learning by increasing awareness of what students are learning, how and to what level Requires explicit recognition of strengths and required improvements Provides mechanism for monitoring career-related capabilities. Establishes lifelong learning habits, encompassing continuing professional development. Benefits to staff: Helps students be more independent and purposeful learners Serves as a focus for PDP Supervision Provides help in writing future references Promotes student understanding of learning outcomes, programme specifications and teaching and learning strategies Benefits to departments and institutions: Facilitates more effective monitoring of student progress Results in more effective academic and non-academic support and guidance systems Enhances capacity to demonstrate quality of student support mechanisms during external and internal review (adapted from Jackson, 2001a, pp. 8-10). Background Reading Boud, D., Keogh, R., and Walker, D. (1985) Reflection: Turning Experience into Learning, Kogan Page, London. Jackson, N. (2001a) Personal Development Planning: What Does it Mean?, PDP Working Paper 1, Learning and Teaching Support Network Generic Centre. Moon, J. (2001) Reflection in Higher Education Learning, PDP Working Paper, Learning and Teaching Support Network Generic Centre. Schön, D. (1983) The Reflective Practitioner, Basic Books, London. Schön, D. (1988) Educating the Reflective Practitioner, Jossey-Bass Publishers, London. Shaw, M., Malik, A., and Cronshaw, S. (2000) Key Skills in Higher Education, University of Central Lancashire and Department for Education and Employment. Page 25