UCC Adult courses

Human Resource Management - MSc

About This Course

Fact File

Course Outline


The aim of the MSc in HRM is to develop and equip established HR professionals with the knowledge and skill sets to enable them to operate at a strategic level in the HRM and HRD professions. Upon completion, graduates of this programme can apply for Professional Membership of the internationally recognised Chartered Institute of Personnel Development (CIPD).  On commencement of the programme, students will automatically receive student membership of the internationally recognised Chartered Institute of Personnel Development (CIPD).  Upon completion, graduates can apply for professional membership of CIPD.

Part One of this programme explores the nature and complexity of the context within which the human resource function operates. A focus is placed on the acquisition of an understanding of people management and development issues pertaining to specialist fields within the HR profession. Current and future developments in employment law and their related consequences are examined facilitating the development of a knowledge base of a broad range of legislation and related practical application skill sets. In the final module of Part One the student is engaged in structured self-assessment and guided in developing personal business leadership skills. 

Part Two is presented through three modules relating to leadership and management development, employee relationship management and preparation for the investigation of a real-life HR issue.  Leadership and management development is examined at three levels – individual staff member, team/unit and organisational level leading to a holistic perspective.  The diversity of approaches in managing the relationship the organisation has with its’ workforce is explored with a critical review of traditional systems and contemporary people centred approaches.  Following this initial exploration the student will be asked to elect to study specialist modules relating to these often opposing approaches. In addressing a real-life HR issue the student will engage with a module on core academic research skills with an emphasis on scientific enquiry and dissemination of outcomes.

Additional Teaching Mode Information

Two evenings per week (Tuesdays and Thursdays 6.30-9.30pm) plus occasional Saturday workshops from September to May each year.

Course Practicalities


The programme is assessed through continuous assessment (comprising of practical assignments/essays) and examinations. There is also a requirement to produce a research report (10,000 – 15,000 words).

Students in Year 2 choose between MG6806 and AD6805.

Why Choose This Course

Following completion of this programme, graduates can apply for Graduate Membership of the CIPD. With this qualification students may pursue a senior HR management position across a variety of industries and contexts or a more specialised career in Staff Development.


Applications are invited from:

  • Those with a 2.1 Honours grade in a primary Honours Degree or Higher Diploma at NFQ level 8 in any discipline.
  • Those with a 2.2 Honours grade in a primary Honours Degree or Higher Diploma at NFQ level 8 in any disciple AND two years' professional experience in a HR, Supervisory, Managerial or Training role
  • English language requirement: All applicants whose first language is not English must have attained IELTS Level 6.5 or the equivalent TOEFL score with no individual section lower than 6.0

Fees and Costs

Year 1 - €5,190 (includes annual CIPD student membership fee); Year 2 - €4,000.

Students who are registered on this programme are eligible to apply for the Financial Aid Fund for Part Time Students. Eligibility criteria applies. For more information see https://www.ucc.ie/en/finaidpt

How Do I Apply

Applications will re-open in 2019 for the 2019-2020 academic year. TBC

Contact details for this course

Similar Courses

Career Needs Assessment, Planning and Support for Work  Human Resource Management

Year 1 Modules

  • AD6801: Employment Law (10 credits)
    The institutions of employment law
    - The civil and criminal court structure
    - Employment and Employment Appeals Tribunals; the Labour Court System
    - Conciliation and service of the labour court and the Health and Safety Authority
    - The European court of Justice, the court of Human Rights

    Individual Employment Law
    - The nature and terms of the employment contract, the impact of employment protection legislation and employee rights
    - Legislation and case law
    - Termination of employment

    Collective Employment Law
    - Law relating to Trade Union rights
    - Law relating to Industrial Conflict
    - Trans-national information and consultation

    Confidential Information and Intellectual property
    - Patents, inventions and copyright
    - Protection of information i.e. Data Protection Act
    Health and safety at work
    - The legal framework
    - Rights and duties of employers and employees.
  • AD6802: Learning and Talent Development (10 credits)
    · Talent and approaches to managing talent
    · Devising learning strategies, staff categories and targeted initiative sub-groupings e.g. technical staff, graduates, global teams etc.
    · Applying border learning strategy to talent development
    · Contextual 'impactors' e.g. role position, politics, funding, ethics
    · Designing and implementing a learning and talent development plan across the life cycle of the employee.
    · Internal and external stakeholder analysis
    · Diagnostic instruments to support learning and talent development
    · Evaluation of impact.
  • AD6803: Developing Skills for Business Leadership (10 credits)
    · Personality and individual differences,
    · Handling emotion and conflict,
    · Written, verbal and non-verbal communication
    · Time management
    · Personal organising skills,
    · Stress management;
    · Principles of continuous professional development;
    · Effective teams and team-building,
    · Assertiveness, interpersonal communication,
    · Cross-cultural communication issues
    · Reputation and building networks to aid role delivery.
    · Systematic and evidence-based decision-making processes
    · Effective supervision and team leadership,
    · Structure, content and interpretation of simple balance sheets, profit and loss accounts and trading statements; ratio analysis; basic costing concepts and techniques; cash flow and cash budgets; budgetary planning and control.
    · Information-handling skills using commonly used IT applications and software packages.
  • MG6802: Human Resource Management in Context (10 credits)
    Contemporary organisations and their principal environments.
    Theoretical frameworks such as resource based theory and institutional theory will be explored.
    The managerial and business environment within which HR professionals work.
    How organisational and HR strategies are shaped by and developed in response to internal and external environmental factors.
    The market and competitive environments of organisations and how organisational leaders and the HR function respond to them.
    Globalisation and cross-cultural forces and how they shape and impact on organisational and HR strategies and HR practices, with particular reference to multi-national corporations.
    Demographic, social, technological, and government policy trends and how they shape and impact on organisational and HR strategies and HR practices. Particular consideration will be given to sustainable employment practices.
    Strategic analysis including tools and techniques for analysis.
    Organisational case studies and interaction with seasoned HR professionals.
  • MG6803: Contemporary Debates in International Human Resource Management (10 credits)
    The role of the HR function and the of effective people management in organisations in domestic and internationational settings
    Recruitment, selection, performance and rewards management, training and development, and talent management activities in multinational companies
    The impact of globalisation, institutions and national culture on HRM in different country contexts
    The challenges for international HRM in responding to global trends in relation to ethics and corporate social responsibility
    Employment relations in international companies
    Employee life cycle and related approaches to people management in multinational enterprises
    Flexible working and effective change management as a means of development in organisations
    The role and management of international assignments.

Year 2 Modules

  • AD6804: Investigating a Business Issue from a Human Resource Perspective (20 credits)
    · Cycle of scientific enquiry
    · Identifying and defining a business issue
    · Understanding and engaging the organisational context and key stakeholders
    · Conducting a review of academic and professional literature
    · Referencing
    · Methodological approaches and research design
    · Research Ethics
    · Sampling
    · Qualitative and quantitative methods and associated use in research
    · Descriptive and Inferential statistics/ quantitative analysis
    · Qualitative analysis
    · Using results for business improvement ¿ generating impactful recommendations
    · Presentation and dissemination.
  • AD6805: Managing Collective Employment Relations (5 credits)
    · practices in union and non-union, small and large, private, public and indigenous and multinational organisations stakeholders in employment relations
    · employment relations theory and practice
    · relationships between organisation climate & behaviour and employment management approaches
    · influence of change on employment relations activity
    · developing policy and procedure for the organisational management of employment relations.
  • MG6804: Leadership and Management Development (10 credits)
    · Parameters of leadership and management development
    · Types of leadership and management styles and their impact
    · Development context - organisational, political, social, cultural
    · International leadership mobility research
    · Relationship to organisational competence
    · Leadership and Management development strategy
    · Approaches and applied techniques to leadership and management development
    · Characteristics of successful and unsuccessful leaders
    · Designing and implementing leadership and management development
    · Evaluating leadership and management interventions
    · International trends in leadership development.
  • MG6805: Managing the Employment Relationship (5 credits)
    · The contextual evolution of approaches to the employer-employee relationship
    · Traditional and contemporary approaches - comparison and contrast
    · Employee expectations - psychological contract and interaction practices, cultural aspects.
    · Link to organisational performance and outcomes - case studies.
  • MG6806: Employee Engagement (5 credits)
    Definitions and concept of 'engagement'
    Comparison with related concepts of 'participation', 'involvement' etc
    Relationship with high performance working HPW, business strategy and organisational 'brand'
    Inherent issues with measuring 'employee engagement'
    Existing and emerging approaches to measuring 'engagment'
    Employee perspectives on engagement with the organisation
    Work-life balance initiatives, implementation and outcomes from multiple stakeholder perspectives.

Year 3 Modules

Year 4 Modules

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