Written by Anita, Global Human Resource Management MSc, class of 2020
If you, like me, are an aspiring global HR practitioner, the MSc. Global Human Resource Management (GHRM) program is definitely cut out for you!
The crowning glory of the program is really the Chartered Institute of Personnel and Development (CIPD) accreditation. In this program, you can certainly look forward to developing critical knowledge and skills, essential to carve a niche for yourself in HR in the highly competitive global job market.
The one-year program is spread over three semesters, starting with two taught semesters, then followed by the research semester.
The first-semester modules are “ice-breaker/introductory modules” intended to give you insights into theoretical frameworks, guiding models and fundamental concepts in Human Resource Management.
You are introduced to different functional areas of HRM from recruitment, performance appraisals, training and development, rewards and recognition and right down to labor flexibility and downsizing. Exploration of real-time business case studies during seminars help you to link theory with practice.
Seminar leaders will task you with finding solutions to business issues and critically analyzing the applicability of guiding management models/theories in practice. You also gain a global comparative perspective on HR systems, policies and practices by studying HR business cases of leading companies from different parts of the world.
By the end of the first semester, you are able to appreciate and critique HR best practices, after having weighed pros and cons of the many competing ideologies of HRM in a global context.
You are required to select optional modules in the second semester. An in-depth understanding of rudimentary concepts of the subject in the first semester helps you to clearly delineate your areas of interest or subject domains that align with your personal career goals/milestones.
Most compulsory modules are broad and enable you to pursue generalist roles in the HR function. Semester 2 optional modules/electives introduce you to specialist areas within the discipline and open up specialist career opportunities. You are advised to select modules that concern subject areas you are passionate about, and which can give you a competitive advantage in your long-term career.
How to choose the right module?
I recommend that you spend time researching different HR specialist and generic roles in companies belonging to sectors/industries that you aspire to be a part of before you select your optional modules. You could also study career progression and career paths of established HR leaders in the (desired) industry.
These steps will help you to narrow down career options aligning with your aspirations. The CIPD website is a great place to start researching. Insights into knowledge/skill/aptitude requirements of domain specialists can be obtained at this stage.
You may also be interested in considering the module format (for example, lecture versus computer-based delivery) and the assessment type (exam/essay/group presentation/simulation) before selecting your optional modules.
The final semester offers you the opportunity to choose between an academic (research-based) and a practice-based dissertation. On the latter, you work with a leading global company on live projects to identify those areas of business that can be significantly impacted by student research.
In the dissertation, you are required to design a research methodology including literature review, data collection and data analysis, validate results and publish findings and recommendations. The prospect of collecting and analyzing primary data is exciting.
Qualitative data collected through structured interviews and focus groups enable you to understand the company’s business model from the employees’ perspectives. A number of hypotheses are framed and tested to find the most suitable recommendations to resolve business issues.
I had the opportunity to take up the team-based practice dissertation. I worked with a UK-based R&D company in High Value Manufacturing, to investigate the ‘HRM-innovation’ relationship, subsequently offering recommendations to the client, and effectually supporting the corporate vision of continually exploring novel HR aspects that nurture ‘outstanding people who innovate’.
Gaining qualitative insights into HR mechanisms affecting employee innovation capabilities – gathered from a semi-structured virtual interview with the client’s personnel and relevant secondary data – helped us to arrive at conclusive findings.
My biggest take away was the opportunity presented to me to work in a multi-cultural team setting, to explore the ‘HRM-innovation’ relationship from diverse perspectives and points of view. Furthermore, I’m certain this exposure will without doubt stand me in good stead whilst working in culturally diverse corporate teams in the future.
I hope this has helped to give you a good oversight of the GHRM MSc program! If you have any questions, feel free to reach out to our current Master’s students on Unibuddy anytime.
Chat to a current student or read more blogs on our Unibuddy messaging platform