Why Human Resource Management ?

As a young graduate, if you are also willing to kick-start your career in the field of HR Management, here are a few things to know beforehand.

Human resource management (HRM) features a variety of functions including but not limited to hiring, training, managing, and ensuring the development of employees. The department focuses on achieving organisational goals by hiring the right people that fit the culture, values, requirements, and vision of the company. They also focus on building a safe, healthy, stress-free, competitive, and credible work environment for the employees and help them achieve their individual goals. A career in HRM could be rewarding and challenging at the same time. However, with the changing dynamics of education and acknowledgment of skills over degrees, anyone from a non-technical or technical background can now become an HR professional.

Earlier, HRM was a field that majorly required professionals to have people skills and soft skills. However, over time with the inclusion of data and technology in every field, you might need to have a few technical skills too. To begin your career as an HR professional, you must work on building attention to detail, confidentiality, communication skills, initiative-taking, planning, problem-solving, proactiveness, time management, and conflict resolution skills.

When it comes to the technicalities of HRM, understanding HR software, human resource information system (HRIS), talent management systems, compensation and benefits management, corporate laws, and labour laws is a must. You should also have a brief knowledge of big data, fundamentals of analytics, business change management, people analytics, training facilitation, language processing, predictive algorithms, and leadership qualities for a digital world. These skills will help you make data-driven decisions that will facilitate the growth of the employees of your organisation and the organisation as a whole.

HR professionals handle various tasks and undertake a variety of responsibilities on a daily basis. They are basically a link between the employees and the organisation and perform the following functions.

a. Functions related to employees.

Perform internal and external recruitment through different assessment techniques, select the right candidates, induct them, give orientation, and take care of their training and development needs.

Focus on appraisals, decide compensation, incentives, and other monetary and non-monetary benefits.

Focus on career planning, enhancing the quality of work-life, HR auditing, employee discipline, retention of employees, and avoiding any form of harassment at the workplace.

Motivate the employees to give their best, conduct recreational activities, help employees build better relationships with each other, and ensure their safety and welfare aligning with the labour laws.

b. Functions related to the organisation.

Develop a complete understanding of corporate plans, mission, vision, culture, and policies. Act as an expert, facilitator, change agent, and consultant between all internal stakeholders and be actively involved in the organisation’s strategy formulation.

Build a better communication system between individuals, groups, and the organisation, inside and outside the organisation.

Ensure that the human resource development (HRD) strategies and the organisational strategies align with one another.

Formation and development of various departments and managing their relationships with other departments, focus on achievement of organisational goals effectively and efficiently, and find out the conflicts or complications between the departments and find appropriate solutions for the same.

Build and deliver HRD services and programs, conduct research, evaluate how the programs have performed, and improve the quality of programs to attain HRD and organisational goals.

FACILITIES

We provide a stimulating learning environment and access to state-of-the-art resources to help you make the most of your time with us. Flexible spaces, Wi-Fi facilities and learning zones all contribute to our lively and contemporary study environment at Solent. Students will pick optional modules, tailoring the degree programme to their own unique career ambitions.

Core Modules:

Core modules:

• Research Methods and Dissertation
  The purpose of this module is to enable students to critically reflect upon alternative theoretical and practical approaches to research and to design and implement a HRM research project.

• Human Resource Management in Context
  You will learn to critically understand, analyse and respond to internal/external environmental contexts of organisations, from managerial and business plans and approaches to external turbulence, change and uncertainty.

• Leading, Managing and Developing People
  The purpose of this module is to enable students to critically assess how people are managed and developed within contemporary organisations.

• Professional Development 1 – Developing Skills for Business Leadership
  The overall aim of this module is to enable students to develop a strong sense of self-awareness of their own strengths and weaknesses as managers and colleagues.

• Professional Development 2 – Investigating a Business Issue
  The key elements describing competence are strategic awareness, a business orientation and a concern with adding value through human resource (HR) practice.

Option modules, for example:

• Learning and Development
  The purpose of this module is to enable students to critically analyse how the development of people can contribute to the enhanced performance of individuals, teams and organisations.

• Resourcing and Talent Management
  The purpose of this module is to enable students to critically analyse the role of Resourcing and Talent Management in supporting strategic objectives in national and international contexts.

• Managing Employment Relations
  The aim of this module is to provide personnel and development professionals with an understanding of employment relations perspectives and debates, both national and international, from a theoretical and behavioural competency perspective.

• Employment Law
  This module will provide students with the knowledge, understanding and skills required to brief organisations on the consequences of current and future developments in employment law.

• Understanding and Implementing Coaching and Mentoring
  The purpose of this module is to enable students to critically analyse how the use of coaching and mentoring can facilitate enhanced performance for individuals within organisations.

• Employee Engagement
  The purpose of this module is to enable students to critically analyse how the use of coaching and mentoring can facilitate enhanced performance for individuals within organisations.

• Organisation Design and Organisation Development
  This module introduces participants to theories of the nature of structure, culture and change, ways of understanding organisation design and the management and implementation of change to maximise its effectiveness.

• Performance Management
  The purpose of this module is to enable students to critically analyse the role of Performance Management in supporting strategic objectives and how the leadership and direction contributes to high performance work organisations.

• Reward Management
  This module will examine total rewards in an organisational and international context and provides learners with the knowledge and understanding of environments in which reward professionals plan, implement and evaluate employee reward policies to support strategic organisational goals.

• Leadership and Management Development
  The focus of this module is on the development of leadership and management and its role in facilitating change and growth in individuals, teams, and organisations.

Applications for exemptions from any course module, except the dissertation, will be considered. No more than 60 credits can be exempted.

Please note: Not all optional modules are guaranteed to run each year.

English Language Requirements

Applicants who do not have English as their first language will be required to demonstrate an approved level of proficiency in the use of the English language. The agreed minimum requirements for this course are:

• IELTS 6.0 with no component score below 5.5

• TOEFL IBT minimum 80 with a minimum of 20 in each individual component

• Duolingo English Language Test - 100 overall with minimum of 90 in each component

• or equivalent.

Qualifications are checked before enrolment, and international students must bring their original certificates or certified copies when coming to study at the University.