(Award available for year: Master of Science)
On completion of the year/programme students should have provided evidence of being able to:
- to demonstrate in-depth, specialist knowledge and mastery of the theory and evidence on strategic HRM and of the developing practice of HR/workforce/talent/people and be able to demonstrate a sophisticated understanding of concepts, information and techniques at the forefront of the discipline;
- to exhibit mastery in the exercise of critical thinking and analysis as applied to the theory and practice of HR/workforce/talent/people analytics;
- to demonstrate a comprehensive understanding the principles of causal inference and be able to apply these principles using a wide range of statistical and analytical techniques applicable to the field of HR analytics and be able to apply this in their own research or advanced scholarship;
- To demonstrate a comprehensive understanding and a capacity to think critically about the ethical issues involved in HR analytics practice.
- to take a proactive and self-reflective role in working and to develop professional relationships with others;
- proactively to formulate ideas and hypotheses about how people related management problems and issues (e.g. relationships between people and organisational performance) and to develop, implement and execute plans by which to evaluate these;
- critically and creatively evaluate current issues, research and advanced scholarship in the areas of strategic HRM and HR analytics.
Competence Standards
1. Apply relevant theories, concepts and empirical evidence to HR problems, demonstrating a critical appraisal of different people management practices and approaches for different contexts, and the limitations of theory and research.
2. Assess where and how data and statistics can be used to support HR decision-making, as well as its limitations and apply common methods of inferential statistics and machine learning to HR problems.
3. Develop actionable HR insights and make recommendations based on interpretation of data analytics results.
4. Communicate results and implications of data analytics effectively to a non-expert audience.
5. Evaluate the ethical dimensions involved in data analytics and HR decision-making.
6. Work collaboratively and effectively with others, using appropriate support as necessary.
7. Direct, monitor and evaluate own work beyond taught sessions, using appropriate support as necessary.
Masters (taught),students will have had the opportunity to acquire the following abilities, as defined in the modules specified for the programme:
- the skills necessary to undertake a higher research degree and/or for employment in a higher capacity in professional practice in the field of HR analytics;
- evaluating their own achievement and that of others;
- self direction and effective decision making in complex and unpredictable situations;
- independent learning and the ability to work in a way which ensures continuing professional development;
- critically to engage in the development of professional/disciplinary boundaries and norms.
Achievement for the degree of Master (taught programme) will be assessed by a variety of methods in accordance with the learning outcomes of the modules specified for the year/programme and will include:
- evidencing an ability to conduct independent in-depth enquiry within the field of HR analytics;
- demonstrating the ability to apply breadth and/or depth of knowledge to a complex specialist area;
- drawing on a range of perspectives on an area of study;
- evaluating and criticising received opinion;
- making reasoned judgements whilst understanding the limitations on judgements made in the absence of complete data.
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