Master of Science in Human Resource Management [MSHRM]

U-1: The essence of human resource management

U-2: Evolution of Human Resource Management

U-3: Organization Theory & Organizational Chart

U-4: Organizational Behavior and HRM

Introduction

This module lays the foundation of the programme. Learners explore the essence and evolution of human resource management, organisation theory and organisational charts, and how organisational behaviour shapes HR practice.

Learning Outcomes

On completion, learners will be able to:

1. Explain the purpose and scope of HRM
2. Trace the evolution of HR management
3. Apply organisation theory and design charts
4. Link organisational behaviour to HR practice

U-5: Job Analysis

U-6: HR Planning

U-7: Competency Mapping

U-8: Recruitment, Selection & Placement

Introduction

Hiring the right people is the first step to success. This module covers job analysis, HR planning, competency mapping, and the full recruitment, selection and placement process using practical tools and formats.

Learning Outcomes

On completion, learners will be able to:

1. Conduct job analysis and write job descriptions
2. Prepare a workforce and HR plan
3. Develop competency maps for key roles
4. Manage recruitment, selection and placement

U-9: HR Business Partner: Concept & Competency

U-10: Dimensions of HRBP 2.0

U-11: Business Acumen

U-12: Business Strategy & Business Model

Introduction

Modern HR must speak the language of business. This module covers the HR Business Partner concept and competencies, the dimensions of HRBP 2.0, business acumen, and how business strategy and models shape HR priorities.

Learning Outcomes

On completion, learners will be able to:

1. Explain the HRBP role and competencies
2. Apply the HRBP 2.0 model
3. Demonstrate strong business acumen
4. Align HR with business strategy and models

U-13: Learning & Development

U-14: Employee Engagement

U-15: Employee Motivation & Retention

U-16: HR Analytics

Introduction

Developing people builds lasting capability. This module covers learning and development, employee engagement, motivation and retention strategies, and HR analytics that turn people data into better decisions.

Learning Outcomes

On completion, learners will be able to:

1. Design learning and development programmes
2. Measure and improve employee engagement
3. Apply motivation and retention strategies
4. Use HR analytics for decision-making

U-17: Leadership Competency

U-18: Emotional Intelligence

U-19: Coaching & Mentoring

U-20: Conflict Management & Negotiation

Introduction

Effective HR professionals lead and influence. This module develops leadership competencies, emotional intelligence, coaching and mentoring skills, and the ability to manage conflict and negotiate positive outcomes.

Learning Outcomes

On completion, learners will be able to:

1. Apply core leadership competencies
2. Use emotional intelligence at work
3. Coach and mentor employees effectively
4. Manage conflict and negotiate outcomes

U-21: Essentials of Business Communication

U-22: Business English for Corporate Communication

U-23: HR Reporting

U-24: Interpersonal Communication & Employee Counseling

Introduction

Clear communication builds trust across the organisation. This module covers business communication, corporate business English, HR reporting, and interpersonal communication and employee counselling skills.

Learning Outcomes

On completion, learners will be able to:

1. Communicate clearly in business settings
2. Write professional corporate documents
3. Prepare accurate HR reports
4. Counsel employees with empathy and skill

U-25: Competency-Based Performance Management System

U-26: Performance Benchmark & Goal Setting

U-27: KPI based Performance Management System

U-28: Business Performance Management

Introduction

Performance management links individual effort to business results. This module covers competency-based systems, benchmarking and goal setting, KPI-based performance management, and managing overall business performance.

Learning Outcomes

On completion, learners will be able to:

1. Design a competency-based performance system
2. Set benchmarks and SMART goals
3. Build a KPI-based performance system
4. Link employee and business performance

U-29: Employee Tax Management

U-30: HR Accounting

U-31: Basic about Finance & Accounting

U-32: Business Ratio & its application

Introduction

HR leaders need financial confidence. This module covers employee tax management, HR accounting, the basics of finance and accounting, and how to use business ratios to support sound people and business decisions.

Learning Outcomes

On completion, learners will be able to:

1. Manage employee tax requirements
2. Apply HR accounting principles
3. Explain core finance and accounting concepts
4. Use business ratios in HR decisions

U-33: Designing Competitive Pay & Benefit Structure

U-34: Job Evaluation

U-35: Annual Merit Review

U-36: Designing Performance-linked Incentive Structure

Introduction

Fair, competitive reward attracts and keeps talent. This module covers designing pay and benefit structures, job evaluation, the annual merit review, and designing performance-linked incentive schemes.

Learning Outcomes

On completion, learners will be able to:

1. Design competitive pay and benefit structures
2. Conduct job evaluation
3. Run a fair annual merit review
4. Design performance-linked incentives

U-37: Excel for HR Operation

U-38: HR Dashboard

U-39: HRIS

U-40: HR Automation

Introduction

Technology makes HR faster and smarter. This module covers Excel for HR operations, building HR dashboards, Human Resource Information Systems (HRIS), and automating HR processes to improve accuracy and efficiency.

Learning Outcomes

On completion, learners will be able to:

1. Use Excel for HR operations and analysis
2. Build clear HR dashboards
3. Explain HRIS functions and selection
4. Automate key HR processes

U-41: Business Ethics

U-42: Essential areas of Employment Law

U-43: Essentials of HR Compliance Issues

U-44: HR Audit

Introduction

HR protects the organisation and its people. This module covers business ethics, essential areas of employment law, key HR compliance issues, and how to plan and conduct an HR audit.

Learning Outcomes

On completion, learners will be able to:

1. Apply business ethics in HR decisions
2. Explain essential employment law areas
3. Manage HR compliance requirements
4. Plan and conduct an HR audit

U-45: Policy, Procedure & SOP development

U-46: Organization Design & Structuring

U-47: Business Process Reengineering

U-48: Organization Development

Introduction

Structure and process shape performance. This module covers developing policies, procedures and SOPs, organisation design and structuring, business process reengineering, and organisation development.

Learning Outcomes

On completion, learners will be able to:

1. Develop HR policies, procedures and SOPs
2. Design effective organisation structures
3. Apply business process reengineering
4. Lead organisation development initiatives

U-49: Human & Industrial Psychology

U-50: Industrial Relation

U-51: Workplace Safety

U-52: Employee Welfare and Motivation

Introduction

Healthy workplace relations support productivity. This module covers human and industrial psychology, industrial relations, workplace safety, and employee welfare and motivation for a safe, harmonious workplace.

Learning Outcomes

On completion, learners will be able to:

1. Apply industrial psychology at work
2. Manage positive industrial relations
3. Promote workplace health and safety
4. Design employee welfare programmes

U-53: The concept of strategic human resource management

U-54: The strategic role of HR

U-55: The essence of Business-Driven HR

U-56: CHRO to CEO: Concept, Competency & Challenges

Introduction

Strategic HR turns people into competitive advantage. This module covers the concept of SHRM, the strategic role of HR, business-driven HR, and the competencies and challenges on the path from CHRO to CEO.

Learning Outcomes

On completion, learners will be able to:

1. Explain strategic HRM concepts
2. Define HR's strategic role in business
3. Align HR practices with business goals
4. Assess the CHRO-to-CEO career path

U-57: Internationalization: Context, Strategy, Structure & Process

U-58: Core HR Functions: A Comparative & International Perspective

U-59: Managing an International Staff

U-60: Industrial Relations: A Comparative & International Perspective

Introduction

Global organisations need global HR. This module covers the context, strategy and structure of internationalisation, core HR functions across countries, managing international staff, and comparative industrial relations.

Learning Outcomes

On completion, learners will be able to:

1. Explain internationalisation strategy and structure
2. Compare HR functions across countries
3. Manage international and expatriate staff
4. Compare industrial relations systems

The Final Thesis of the MSHRM. Learners identify a real HR problem, ideally in their own organisation, research it, analyse data and propose practical solutions in a professional, well-structured Action Research Paper.