Course overview
The apprentice develops their knowledge and skills in HRM practitioner, organisational development, and learning and development, enabling them to grow an agile and ethical workforce. Apprentices are required to select the most appropriate option for their role from human resources, learning and development or organisational development.
The apprentice:
• gains an understanding of the complex and changing context of HRM
• improves their understanding of the importance of resilience and sustainability in turbulent business environments
• develops an awareness of contemporary HRM issues to become a future-thinking practitioner with cutting-edge knowledge of human resource developments.
At Teesside University, all learners are offered the opportunity to gain recognised accredited qualifications supporting long-term career progression beyond the apprenticeship. While an MA Human Resource Management is not part of the Senior People Professional Apprenticeship (SPP), and therefore not eligible for Apprenticeship Levy funding, our SPP provides learners the opportunity to gain an MA Human Resource Management fully mapped to the apprenticeship standard funded at no additional cost to the employer.
Please note, we can only respond to enquiries from employers, or individuals with agreement from their employer to undertake an apprenticeship.
Course details
Course structure
Core Modules
Dissertation - Human Resource Management
This module is for human resource (HR) management students and apprentices who are expected to demonstrate a strategic awareness and have a business orientation, with a particular focus on creating value and impact for organisations through people management and development practices. The dissertation, as an applied practiced-based piece of work, should provide a persuasive argument whereby an organisation can realistically undertake recommended changes to policies/ and or practice(s).
Effective organisations need to develop a strategic approach to the attraction and retention of staff, analysing their key employment markets and gaining an understanding of their dynamics so as to enable them to compete more effectively, both now and in the future. Indeed, human resource planning to enable an organisation to meet its future demand for skills is an increasingly important HR role. This module focuses on the practical and strategic aspects of the key HRP processes including recruitment and selection, employee retention and employee release.
Leadership and Business Performance
To be effective, organisations need to develop continuously their strategic capabilities by implementing effective performance management systems to drive individual, team and manager performance. HR professionals have a central role to play in this process, supporting both individual managers and the wider organisation in the achievement of the organisational mission and objectives.
Leadership and Management Development
One way for an organisation to gain competitive edge is through the efforts of its people. In an ever-increasing turbulent world of work, with change classed as a given, organisations must now look at enhancing their human resource to deal effectively with the changes they face on a day-to-day basis as well as future challenges in the workplace. The latter of which has taken on a new role in terms of the global/international context. Therefore the focus of this module is on the development of leadership and management in facilitating organisational, team and individual change and growth. You will explore the differing approaches and interpretations of the concepts of leadership and management within a range of organisational contexts including public, private, not-for-profit, large, small, national, international and multicultural organisations.
This module aims to facilitate an informed critical examination of the concepts relevant to the discipline of human resource development, and develop the professional competence required to perform effectively in roles associated with the design, delivery and evaluation of learning and development.
Postgraduate Business Research Methods
This module develops your awareness and understanding of the factors that impact research design for business and management students. You explore the ethical principles underpinning business research, research methodologies, data type, collection and analysis, research methods and how to present a research proposal and dissertation.
The aim of this module is to give an understanding of the complex and changing context that HRM finds itself in and the importance of HRM being resilient in these turbulent times. At the same time it gives you an awareness of contemporary HRM issues in readiness for being future-thinking practitioners with cutting-edge knowledge of HR developments.
Modules offered may vary.
How you learn
The apprentice develops their understanding through interactive workshops, lectures, individual and group activities, case studies and presentations. There is an average of 12 on campus days per academic year with supporting remote sessions. Face to face delivery takes place on Fridays.
Off-the-job training
Apprentices should have support from you, as the employer, including your commitment to a minimum of six hours per week off-the-job training as required for the apprenticeship. This off-the-job trianing could include a reflective piece of writing about what they learnt and how they will use it. They could include a course certificate for work-related training, such as an equality and diversity CPD course, a copy of an article they have read with a few annotations linked to their learning of the topic content, or flipchart photos from work they've undertaken in class.
How you are assessed
Assessment methods vary according to the module studied and include case studies of the apprentice's employment, assignments, and presentations.
On completion of the Masters in Human Resource Management, learners complete an externally assessed end-point assessment (EPA) where they undertake a project proposal presentation and a professional discussion based around their portfolio of evidence.
The EPA is externally assessed with the Chartered Institute of Personnel Development (CIPD). Apprentices can gather their knowledge, skills and behaviours required for the apprenticeship through module delivery and is reviewed with their apprentice quality coach in their 12-week reviews.
Entry requirements
To be accepted on to an apprenticeship course you must have support from your employer and meet the course entry requirements.
Before starting their Teesside University apprenticeship, learners must hold Level 2 qualifications in English and maths. Find out more.
Apprentices need to be working with support from you, as the employer, including your commitment of up to six hours off the job training per week, as required for the apprenticeship and meet the standard requirements of the apprenticeship and is addressed as part of the pre-onboarding process (eligibility checklist).
Learners should have a minimum of two years, graduate level, full time work experience in a relevant role, such as management, professional or a supervisory capacity and either an honours degree or relevant professional qualification.
Learners without an honours degree, with significant management experience are also encouraged to apply.
For general information please see our overview of entry requirements
Employability
Career opportunities
Effective human resource management is recognised by organisations as a key area in achieving business success. There is high demand for highly trained and skilled human resource professionals. The MA Human Resource Management degree provides a unique advantage in the jobs market.
