The Master Programme focuses on International Human Resource Management and consists in a period of 4 months to spend in London from January to May. Students will attend courses at Greenwich taught in English by the Faculty of the University and have to take a final evaluation to pass.
MODULE 1: International and Comparative Employment Relations
The course aims to give students an understanding of the key contemporary issues and developments in the field of comparative employment relations and the actors and mechanisms involved shaping these employment relations. Students are expected to gain a broad appreciation of different national models of employment relations, international trends in employee relations and the role of different institutions and collective forms of representation, like trade unions, organisations of employers and the state. They should also develop an understanding of changes that are the effect of globalisation and the increasing importance of operations of multinational companies (MNCs) and trade across the world. The diffusion of HRM through policies and practices by MNCs is particularly important as it impacts national systems of employment. The other way around, there may be an impact from national systems on MNC policies and a home-country effect can be the result of the diffusion of HRM around the world within MNCs. An objective is that students will become acquainted with both the comparative method and with issues of policy making. Companies and the various actors at the national level also interact increasingly more with supranational actors – corporations as well as developing supranational institutions like the ILO, Non-Governmental Organisations (NGOs) and international trade unions (be it at the European and the global level).
MODULE 2: Managing across Cultures
The purpose of this course is to provide an understanding of leading, managing, and developing people across national cultures. The course content is analysed at the individual, group, and organizational levels of organisations and examines the main theoretical frameworks and models that address motivation, communication, negotiation, leadership, multicultural teamwork and diversity in cross-cultural contexts. At the same time, students are encouraged to engage in weekly reflection and reading empirical research to develop competences and practical skills for effectively leading, managing, and developing people across cultures and borders.
MODULE 3: Ethics and Sustainability in HR
This course develops students’ ability for a critical and philosophical exploration of HR practices. In particular, the notion of ‘sustainable HR’ is examined in light of precarity. New forms of precarity call for a critical questioning of HR practices. Research on sustainable development and global justice shows that precarity is articulated differently in various geographical and cultural contexts. This course develops students’ ability to make sense of the complexities of human relationality in an organisational setting, and to articulate a positive contribution to the sustainable HR strategy of an organisation.
MODULE 4: Professional Practice in HR
This course aims to explore and develop the knowledge and skills required for professional practice in Human Resource Management. Drawing on theoretical knowledge and evidenced-based practice the aim is to develop understanding and skills that enable the student to work at individual, group and organisation levels.
- OPERATIVE PERIOD (June – December)
In this period, the students will attend an internship experience at local companies on HR topics and subjects. The aim is to provide to the students opportunities to put in practice their HR skills in the real world of work, being them involved in company projects and research.