Strategic People Management

Postgraduate Diploma in Science

Course Details

Course Code	SG_BSTRA_O09
Level	9
Duration	1.5 years
Credits	60
Method of Delivery	Online
Campus Locations	Sligo
Mode of Delivery	Part Time

How to Apply

Course Overview

The aim of this online Postgraduate Diploma in Science in Strategic People Management programme is to support the development of knowledge, skills, and competencies relevant and useful to HR professionals and non HR professionals already in or aspiring to HR or other roles that involve working with, managing or leading people in organisations.

On successful completion you will receive a Postgraduate Diploma in Strategic People Management from the Atlantic Technological University (ATU) as well as Associate Member accreditation from the CIPD (Chartered Institute of Personnel and Development). Successful completion of this course will also enable you to apply for Chartered accreditation with CIPD.

Key areas covered include the world of work, resourcing and talent management, personal and professional effectiveness, strategic HRM, strategic reward management, strategic employee relations, advanced diversity and inclusion and advanced employment law. The programme is focused on applying theory in practice and will include the completion of essays, work-based projects, reflective journals, learning logs and the demonstration of practical skills.

It is an online, part time, evening course that is delivered over 1.5 years. Students will attend live, online lectures, two evenings per week, for 3 hours each evening. Students will study two modules per semester, except in Semester 3 when they will do 3 modules. Lectures will be recorded and can be reviewed again later. You will be learning alongside other people who are working in the profession which will give you cutting edge knowledge of HR and allow you to build a strong network in HR for the future.

On successful completion of the Post Graduate Diploma students have the option to apply to progress to the MSc in Strategic People Management. The MSc in Strategic People Management qualifies for CIPD accreditation.

Course Details

Year 1

Semester	Module Details	Credits	Mandatory / Elective
1	The World of Work – Theory and Practice This module focuses on major ways in which leaders and managers working in people practice are responding to social, demographic and economic trends. It will cover the range of people practices that are growing in importance in the modern working world. The module covers a diverse range of relevant topics including ethics, sustainability, labour market, employee wellbeing, equality, diversity and inclusion. Learning Outcomes 1. Appraise the significance of long-term economic, social, technological, anddemographic trendsfor work, employment and management practices. 2. Assess current developments in the legal, public policy, media, technological and economic environments and their significance to people management. 3. Critically discuss how current labour market trends in the supply and demand for skills should informpeople practice. 4. Critically discuss how change, innovation and creativity can support improvements in organisational productivity. 5. Critically evaluate the key interrelationships between organisational commitment to ethics, sustainability, diversity, and employee well-being. 6. Propose initiatives aimed at improving organisational practice across areas includingethics,values, sustainability, employee wellbeing and equality, diversity and inclusion	10	Mandatory
1	Resourcing and Talent Management This module concentrates on the day-to-day practicalities and the longer-term strategic issues associated with resourcing organisations appropriately, ethically and fairly to maximise the performance of staff and the organisation. Learners will examine the impact of the changing business environment on resourcing and talent management strategies. This module will examine effective recruitment, selection and induction practices and the use of technology within employee resourcing and talent management. It will explore techniques used to determine talent planning and retention and evaluate approaches to improving individual and team performance. Learning Outcomes 1. Analyse, compareand evaluate the impact of the changing business environment on resourcing and talent management strategy and practice 2. Recommendeffective recruitment, selection and induction methods in organisations. 3. Analyse the use of technologies to improve the attraction, selection and induction in organisations 4. Critically discuss a range of techniques to determine talent planning and retention 5. Evaluate approaches to improving individual and team performance	10	Mandatory
2	Strategic Human Resource Management This module focuses on the importance of evidence-based, outcomes-driven, and principles-led practice in support of the core purpose of the people's profession. It explores how people professionals create value and deliver outcomes for organisations and employees, and how contributing to the achievement of business objectives improves performance and enhances the employee experience. Learning Outcomes 1. Evaluate ways in which organisations integrate people management practice within their culture, brand and values 2. Evaluate the alignment of people practices to organisational strategy and culture. 3. Critically discuss different models of people practice management, linking them with effective business performance. 4. Critically discuss howthe development of people practices improves organisational performance and employee experience. 5. Evaluatecurrent practice in major areas of people management and development work. 6. Critically assess the role and influence of people professionals in different organisational settings.	10	Mandatory
2	Personal and Professional Effectiveness This module focuses the student on the personal and professional competencies required to effectively influence, coach, lead, and champion people and causes in the workplace. Students will reflect and examine key skills which are core to people practice. It focuses on how promoting well-being, fairness, collaboration, and integrity enhances organisational performance. It incorporates the development of self-awareness through a high degree of self-reflection of the following skills areas; evidence-based critical thinking, influencing and decision-making, coaching and mentoring, understanding the business, networking, and ongoing professional and career development. Learning Outcomes 1. Critically discuss the personal and professional competencies required to effectively lead and champion people and causes in the workplace. 2. Demonstrateself awareness of personal and professional integrity,principles andvalues. 3. Demonstrate personal influencing skills in communication and decision making. 4. Critically evaluate personal coaching and mentoring skills. 5. Apply learning to enhance personal and professional effectiveness in strategic people management.	10	Mandatory

Year 2

Semester	Module Details	Credits	Mandatory / Elective
1	Strategic Employee Relations The focus of this module is on different perspectives on employee relations and the cooperation and conflict that varies between workplaces. The content of the module revolves around the Irish employee relations system and how it impacts on effective People Management practises, policies and strategies. Its aim is to introduce students to various employee relations activities: collective bargaining, negotiating, dispute resolution, grievance handling and the disciplinary process. A further aim is the alignment of these activities to business strategy. Learning Outcomes 1. Assess different perspectives on employment relations and how they influence the roles of professionals and line managers. 2. Appraise the alignment between employee relations and business strategy and evaluate the impact of employee relations practise on organisational performance. 3. Assess the role of the State and its institutions and actors in the industrial relations process. 4. Critically appraise the advice that external bodies can provide in order to help people professionals make appropriate decisions for their organisation 5. Critically analyse the role of collective bargaining in determining pay and other contractual issues in organisations. 6. Analyse the design and implementation of grievance, disciplinary and other procedures and their fitness for purpose in the organisation.	10	Mandatory
1	Strategic Reward Management This module focuses on the role of strategic reward in attracting, motivating and retaining people at work in order to direct the actions and behaviours of individuals, teams and the organisation towards the achievement of organisational goals. It covers the elements required to design, introduce, manage and evaluate effective and fair reward strategies and how the associated policies and practices link and impact on other people practices. Learning Outcomes 1. Critically evaluate reward strategies and policy frameworks. 2. Evaluate the impact of reward strategies to attract, motivate and retain talent. 3. Analyse a range of approaches to reward including total rewards, contingent pay schemes, employee benefits, non-financial rewards and employee benefits. 4. Analyse pay structures and approaches to establishing pay levels. 5. Critically discuss the key legal requirements relating to pay and reward. 6. Critically evaluate the role job evaluation plays in formulating reward decisions. 7. Analyse the ethical and fairness issues around reward.	10	Mandatory

Recommended Study Hours per week

18 hours per week over two semesters. This includes two nights of online lectures from 6-9pm on each night and 12 hours of independent learning.

Examination and Assessment

The programme is focused on applying theory in practice and will include the completion of essays, work based projects, reflective journals, learning logs and the demonstration of practical skills. There are no end of semester examinations.

On-Campus Attendance Requirement

A half-day induction on-site at the start of the programme.
Note: Check programme Examination and Assessment requirements, as they may involve examinations to be taken on campus.

Progression

Download a prospectus

Postgraduate Prospectus Online, Flexible & Professional Development Prospectus

Entry Requirements

This course is open to applicants with a Level 8 degree, in any discipline, of 2.2 or higher.

Applicants with other qualifications and with relevant work experience may also be considered through ATU Sligo’s Recognition of Prior Learning (RPL) process. RPL is a process that may allow you to gain admission to a programme or to receive exemptions / credit from some parts of a programme based on demonstrated learning that you may have achieved through another programme of study or through your work and career. Further information is available through www.atu.ie/recognition-of-prior-learning which our dedicated RPL portal.

If you do not have a Level 8 degree but have considerable experience of managing people in any function or of working in the HR function then you will be considered. You will just need to demonstrate or have evidence to show that you are capable of handling the academic nature of the programme eg conducting research, structuring and writing assignments etc.This programme is aimed at anyone who is interested in pursuing or advancing a career in HR or pursuing or advancing a career in management that involves managing people. Applicants are welcome from all employment sectors, public, private, SMEs, entrepreneurs.

Fees

Total Fees EU: €4,800

Total Fees Non-EU: €5,760

Further information on fees

Professional Accreditation

Further Information

Who Should Apply?

Professionals already working in or aspiring to work in HR roles, or other non-HR roles, that involve working with, managing or leading people in organisations.