Course Specification

Transcription

1 LEEDS BECKETT UNIVERSITY Course Specification Human Resource Management HRMPD 2018/19

2 Record of Enhancement No. Detail of modification (Provide a brief description of the modification and where the Course Specification has been updated) 1-1 Developing Skills for Professional Practice module assessment amended from 70% presentation 30% practical skills test to 50:50 coursework assessments. Approved May To be presented to the School Academic Committee July Date Effective (Indicate the academic year of entry and course level(s) to which the modification will apply) September 2017 Version Control For completion by Quality Assurance Services only Next Re-validation date Version Control Version number and date effective

3 Target award, course title and programme code: PG Dip Human Resource Management HRMPD Level of qualification: H7 Course Rationale and Philosophy: Rationale Leeds Business School is a well-recognised centre for professionally accredited courses in Human Resource Management which it has been running for over 40 years. This highly valued H7 qualification has an international reputation for quality. It is designed for those who want to pursue senior level careers in human resource management (HRM) and covers essential skills for continuous professional development and future career. This course is mapped to the Chartered Institute of Personnel and Development s (CIPD) Advanced Diploma standards. It is a requirement for those seeking the highest levels of CIPD membership (Chartered Member and Chartered Fellow), to be qualified at Advanced Diploma level. This course therefore is a gateway to significant professional body membership and the commensurate promotion and earning potential this brings. The course draws on the practitioner and research expertise of our teaching team. Students will gain essential knowledge to become an HR professional, covering key core topics essential for an all-round HR practitioner as well as choosing electives tailored to their areas of interest and job role including Employee Engagement; Employment Law; Performance & Reward; Leadership and Management Development (L&D); Designing, Delivering and Evaluating Learning and Development online module (L&D); Coaching & Mentoring for Organisational Action & Development (L&D). There is a strong emphasis on applying this knowledge in practical scenarios, with opportunities to work closely with companies through mentoring. The applied nature of learning through explicit Skills modules and practical and reflective learning opportunities, will equip successful students with enhanced skills to enable their continued development whether within HRM / learning and development roles or in alternative career and life situations. 2

4 The course philosophy is to: Bring together an internationally diverse cadre of full time and part-time students and provide access to professional body status leading to a vibrant career in people management and development anywhere in the world. Equip students with intellectual and personal skills to enable lifelong learning and employability within an ever changing business environment. Provide opportunities for collaborative and continuous professional development through applied practice and communities of learning. Combine research informed teaching and learning with the application of current HR practices to enhance conceptual and critical thinking and a proactive approach to learning. Overview and Aims: The course aims to develop critical, ethical, competent and reflective practitioners who can perform effectively within a range of business contexts and demonstrate the capabilities required for professionals in the field of people management and development. It seeks to facilitate the knowledge and understanding of a broad range of HR, managerial and business principles and practices, as well as the development of related skills and competencies. This will enable creative problemsolving using sophisticated judgment in the absence of complete data. The aims of the course reflect the requirements of the CIPD Professional Standards. They are also informed by HR Profession Map, external reference points and QAA FHEQ for H7 and the benchmark statement for business and management. Leeds Beckett University (and previously Leeds Polytechnic) has successfully offered courses of study in personnel management and human resource management for over forty years. A long and close relationship has existed between the University and the Chartered Institute of Personnel and Development (CIPD), the UK professional body for those working in the management and development of people. The quality of provision has been recognised by the CIPD through awarding the University the status of an approved centre. The provision has provided the opportunity for students to obtain a qualification, which is in continual demand by employers, and needed by professionals to enter, and/or to progress in the HR profession. The current aim of the CIPD is to drive sustained organisation performance through HR; shaping thinking, leading practice, and building capability within the profession. The programme structure and module specifications are underpinned by the CIPD s HR Profession Map. This was developed following an extensive review of the global 3

5 HR Profession and an in depth investigation with HR Directors across all main economic sectors and a range of senior professionals and academics. The map is seen by the CIPD as representing the needs of the profession today and is expected to evolve, over time, to respond to further changes in the industry. The PG Dip HRM is primarily aimed at students who wish to develop their academic capabilities and management aspirations to enhance their career in human resource management. Candidates can also join the programme from any range of sectors, both public and private, and include those working in HR units as more general roles in smaller organisations in line with them meeting the entrance criteria. Course Learning Outcomes: At the end of the Course you will be able to: 1 Evaluate, synthesise and apply advanced and contemporary themes, theory and techniques to a range of complex and open-ended issues, problems and situations in the field of people management and development. 2 Demonstrate a critical understanding of the strategic perspective of personnel and development in an external and internal business context and make informed quantitative and qualitative judgements about HR solutions in the absence of complete data. 3 Develop a breadth of knowledge and specialism in a chosen area with a degree of creativity and transferable skills to organisational and professional settings with sensitivity to equality, diversity and culture 4 Learn independently and interdependently accepting responsibility for subsequent career and continuing professional development, demonstrating a critical, ethical and reflective approach to their professional practice 5 Apply with a degree of creativity and sophistication; intellectual, transferable and subject/ professional skills to a range of complex and open-ended organisational problems and situations. 6 Demonstrate the attainment of the CIPD Professional Standards. 7 Execute and deliver an applied research project, with due regard to ethical considerations, research philosophy and methodologies. This research project will seek to influence policy and practice within a professional people management and development context and add positively to the pool of established research into current HR related business issues. 4

6 Learning Outcomes: At Level 7 you will be able to: PG Cert 1 Evaluate, synthesise and apply advanced and contemporary themes, theory and techniques to a range of complex and open-ended issues, problems and situations in the field of people management and development. 2 Demonstrate a critical understanding of the strategic perspective of personnel and development in an external and internal business context and make informed quantitative and qualitative judgements about HR solutions in the absence of complete data. 3 Develop a breadth of knowledge and specialism in a chosen area with a degree of creativity and transferable skills to organisational and professional settings with sensitivity to equality, diversity and culture 4 Learn independently and interdependently accepting responsibility for subsequent career and continuing professional development, demonstrating a critical, ethical and reflective approach to their professional practice 5 Apply with a degree of creativity and sophistication; intellectual, transferable and subject/ professional skills to a range of complex and open-ended organisational problems and situations. PG Dip (all the Learning outcomes for PG Cert and): 6 Demonstrate the attainment of the CIPD Professional Standards. 7 Execute and deliver an applied research project, with due regard to ethical considerations, research philosophy and methodologies. This research project will seek to influence policy and practice within a professional people management and development context and add positively to the pool of established research into current HR related business issues. 5

7 Course Structure The course will focus on the key competencies and theoretical understanding essential for a professional post and future career in HRM. The programme will commence with foundational core modules in Leading, Managing & Developing People and Strategic Context of HRM followed by option modules so that students can tailor their qualification to their individual preferences and career aspirations. An underpinning Skills module runs for the duration of the programme enabling students to develop competencies suited to the HR profession as well as academic skills equipping them to be lifelong reflective practitioners. Semester Year 1 Year 2 Sem 1 Leading, Managing and Developing People Option 1 Sem 2 Strategic Contexts of HRM Option 2 Developing Skills for Professional Practice Sem 1 & 2 Investigation of a Business Issue Indicative option modules Option Modules are approved to run on a course in either semester unless otherwise stated. Currently the options for this course run as per the structure below due to resource implications. There is no academic rationale why these modules could not be offered in a different order subject to resources. Semester 1 Semester 2 Employment Law Employee Engagement Managing Employment Relations Developing Leaders and Managers Performance & Reward Coaching & Mentoring for Organisational Action & Development Designing, Delivering and Evaluating Learning and Development online module 6

8 Contained awards available: Award Title Level Credits PG Cert Human Resource Management 7 60 Length and status of programme and mode of study: Length (years) Status (FT/PT) Mode (campus based/dl or other) 2 year PT Campus based Learning and Teaching Learning and Teaching Approaches The approach to learning and teaching is developed to meet the values and aims of the University Education Strategy. The course is centred on professional development of students in line with the CIPD standards. Students are at the centre of our activities, with a focus on interactive seminars rather than formal lectures. This provides a flexible and relevant curriculum drawing on the experience of the students as key stakeholders in the knowledge sharing approach. Our teaching is informed by research and/or expert professional practice with contributions from our Professors, and guest lectures from expert professionals. There is a strong focus on employability with a clear theme of applied learning so students will critically analyse the approach/practice of HR within genuine case examples. This is also strongly supported by our DSPP module which runs throughout the whole course and aims to develop competent practitioners with effective continuous professional development skills. As befits a postgraduate programme there is also a clear emphasis on individual research and independent study. We expect our students to be active participants in their learning journey and not passive recipients. Further, the programme can include students attending practitioner conferences and the School guest lecture programme to share their knowledge with both practitioners and academic communities and celebrate their achievements. This also provides multiple opportunities for the potential development of research papers, articulating and critiquing different philosophies and embedding practitioner-informed teaching. 7

9 Learning and Teaching Activities The course involves a range of different learning and teaching activities to provide a balance of activity and encourage engagement from students with a range of different learning preferences. The course begins with an interactive workshop (DSPP workshop 1) which introduces students to concepts of post-graduate study through a business simulation game. The DSPP module runs throughout the course ensuring a strong underpinning of personal reflection and learning and CPD. During the first year, students study the Leading, Managing and Developing People module (Semester 1) and Strategic Contexts of HRM (Semester 2). Learning and teaching activities for these first two modules then include case study analysis, presentation, group work, individual research and theoretical input to provide an underpinning knowledge of key HR themes/concepts and issues. Students are then given a choice of electives for the second year which enable them to direct their study in line with their personal interests. Learning and teaching activities for these electives vary depending on the module content, but include board room discussions, critical evaluation of case studies, student led presentations, debates and guest lecturers. During the second year students undertake an independent research-led module (Investigating a Business Issue) involving primary research. Use of the Virtual Learning Environment All modules have a VLE site and provide copies of PowerPoint slides, together with reference material and links to useful information for the module. For the DSPP module the course team also use Pebbleplus as an eportfolio. More specific details will be provided at modular level. Use of Blended Learning In addition to the face to face seminars students will be directed to a range of resources and recommended reading through the VLE site for each module. One elective will be delivered via e-learning. Student Support Network If you have a question or a problem relating to your course, your Course Administrator is there to help you. Course Administrators works closely with academic staff and can make referrals to teaching staff or to specialist professional services as appropriate. They can give you a confirmation of attendance letter, and a transcript. You may also like to contact your Course Rep or the Students Union Advice team for additional support with course-related questions. 8

10 If you have any questions about life at our University in general, call into or contact the Student Hub on either campus to speak to our Student Experience Team. This team, consisting of recent graduates and permanent staff, are available to support you throughout your time here. They will make sure you have access to and are aware of the support, specialist services, and opportunities our University provides. There is a Student Hub on the ground floor of the Rose Bowl at City Campus and one in Campus Central at Headingley. You can also find the team in the Gateway in the Leslie Silver Building at City Campus. The telephone number is , and the address is StudentHub@leedsbeckett.ac.uk. Within MyBeckett you will see two tabs (Support and Opportunities) where you can find online information and resources for yourselves. The Support tab gives you access to details of services available to give you academic and personal support. These include Library Services, the Students Union, Money advice, Disability advice and support, Wellbeing, International Student Services and Accommodation. There is also an A-Z of Support Services, and access to online appointments/registration. The Opportunities tab is the place to explore the options you have for jobs, work placements, volunteering, and a wide range of other opportunities. For example, you can find out here how to get help with your CV, prepare for an interview, get a part-time job or voluntary role, take part in an international project, or join societies closer to home. Assessment Strategy The assessment strategy is derived from the CIPD and University requirements for a balance of assessment methods across the course. The purpose of the assessment strategy is to enable students to demonstrate that they have fulfilled the objectives and learning outcomes of the programme of study and achieved the standard required for the award of PG Diploma HRM. Assessment will be designed to ensure that students can demonstrate a thorough critical and analytical understanding of theoretical knowledge, concepts and current practice and that a range of generic personal and core personnel skills have been developed throughout the course. The strategy enables the modules to determine an appropriate assessment method for the nature of learning on the module. One of the first module students undertake is Leading, Managing and Developing People, which is assessed by an exam to fulfil the unseen element requirement for the CIPD. The second core module is Strategic Contexts of HRM, which is assessed by a time constrained report and a written assignment. The Developing Skills for Professional Practice module is assessed through two individual coursework submissions. 9

11 In their second semester, students undertake three electives and the choice of elective will determine the nature of assessment. The Developing Leaders and Managers module, the Performance and Reward module and Managing Employment Relations requires students to apply their knowledge through critical analysis of a case study. Employment Law is assessed by an exam. Employee Engagement is assessed through a Board Room discussion and a written assignment. The Designing, Delivering and Evaluating Learning & Development module and Coaching and Mentoring for Organisational Action & Development are assessed by written assignment. Throughout the 2 years of study, students engage in a research project, Investigation of a Business Issue. This is an applied project with feasible actions expected within Recommendations made. Students undertake taught Research Methods classes to underpin their approach and learning, followed by supervisor support for selfdirected learning. There is a very strong emphasis on formative assessment and feedback throughout the course. In each module, there are integrated opportunities for formative feedback. The student centred approach to learning employed ensures that there is discussion based activity in every teaching session and students may receive formative feedback on either assignment drafts or mock exam attempts, for example on Leading, Managing and Developing People, students receive audio feedback on practice questions and a mock exam attempt. Provision varies on a module by module basis, but arrangements are explained to students at the start of the module and in the module handbook. Feedback on Assessed Coursework This is specified at modular level so that the methods of feedback are appropriate to the teaching material. In general, formative feedback will be integrated to delivery and summative feedback will be provided on the VLE. Please see Module Specifications for further details. Module Assessment Methods 10

12 Module Titles (Core modules only) Written exam Written assignment, including essay Report Dissertation Portfolio Project output (other than dissertation) Oral assessment and presentation Practical skills assessment Set Exercise Level 7 Leading, Managing and Developing People Strategic Contexts of HRM Developing Skills for Professional Practice (DSPP) Investigating a Business Issue Employability and Professional Context: This course is accredited by the CIPD professional body. further information may be found on our online prospectus. Reference Points used in course design and delivery: All our courses leading to Leeds Beckett University awards have been designed and approved in accordance with UK and European quality standards. Our courses utilise the Frameworks for Higher Education Qualifications (FHEQ) and where relevant subject benchmarks (where these are available) and professional, statutory and regulatory body requirements (for professionally accredited courses). We review our courses annually and periodically, responding to student feedback and a range of information to enhance our courses. Our University is also subject to external review by the Quality Assurance Agency. Our latest report can be found on the QAA web site at We appoint External Examiners to verify that our University sets and maintains standards for awards which adhere to relevant national subject benchmark statements and the Framework for Higher Education Qualifications (UK), ensure standards and student achievements are comparable with other Higher Education Institutions in the UK, with which they are familiar, and ensure that assessments measure achievement of course and module learning outcomes and reach the required standard. External Examiners may also provide feedback on areas of good practice or potential enhancement. 11

13 Staff Teaching on the Course: You can find details of our highly qualified permanent teaching staff on our website, who are involved in teaching, research and administration associated with the course. Regulatory Exemption details: This course adheres to the Academic Principles and Regulations set out by the University. Awards of distinction and merit may be made to students who meet the following criteria: Distinction The award of a distinction may be made to those students who have attained: an average of 70% or more in assessments contributing to the final award. And/or at least half of all modules at the level of distinction in assessments contributing to the final award. Merit The award of merit may be made to those students who have attained: an average of 60% or more in assessments contributing to the final award. And/or at least half of all modules at the level of merit in assessments contributing to the final award. Full academic regulations can be found here: 12

14 Scheduled Non-Modular Contact Hours In addition to time spent in module learning, students will normally engage in the following non-modular contact hours activities each year: Induction 7 hours (one day) Programme weeks 2 per year 7 hours each: 14 hours Personal Tutoring 3 hours Guest Lectures and CIPD Branch events hours Total hours hours each year. 13