Glossary of Terms

Year 1 (90 Credits)

RequiredMG5132: Sustainable Human Resource Management

MG5132: Sustainable Human Resource Management

Semester 1 | Credits: 10

This module focuses on developing in the student, an appreciation of and a critical capacity to incorporate the four key sustainable goals of Sustainable Human Resource Management (S-HRM); financial, social, environmental and human, into the current HRM systems and strategies. Thus the module explores the role of HRM in making work systems sustainable, as well as the role of organisational leaders in contributing to corporate sustainability and to overall societal sustainable development. The module uses a cross disciplinary approach through including research and insights from other disciplines such as; strategic HRM, green HRM, organisational behaviour, corporate sustainability, corporate social responsibility, and emerging leadership perspectives. The module is designed to develop competent and responsible scholars and practitioners and to that end, presents and promotes ethical and people friendly practices that aim to enhance financial performance and minimise the negative impact of business practices on the environment and on society. The module provides students, including those who do not necessarily intend to work in an HR function, with a deep understanding about the complexity of sustainable people management.
(Language of instruction: English)

Learning Outcomes

1. Evaluate sustainable and unstainable HRM strategies and practices and their impact, risks and tensions on employees and other stakeholders, while demonstrating commitment to evaluating the outcome and impact of decisions to inform future research.
2. Assess how Sustainable HRM creates and adds value to organisational stakeholders and applies the principles of the psychology of change, maximising the way people are listened to during change and leading to positive psychological states and organisational outcomes.
3. Evaluate and explore the S-HRM theoretical concepts and frameworks related to issues such as providing healthy and safe working environment, projecting sincerity and evoking trust in the employment relationship, creating and enabling own and others’ continuing professional developmental (CPD) opportunities using a range of methods, and demonstrating care towards employee physical and psychosocial wellbeing.
4. Critically evaluate the proposition that by increasing sustainable and decreasing the unsustainable aspects of HRM practices and addressing potential tensions and paradoxes can result in a competitive and sustainable organisation
5. Develop a people plan (review, develop insight, align with organisational strategy, create proposals) that will result in positive human outcomes and positive organisational outcomes
6. Assess how S-HRM change management methodologies can impact organisational culture and which sustainable HRM levers will achieve and sustain positive organisational outcomes and sustainable change management processes.

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  Cathy Melia 🖂
  
•  Maeve O'Sullivan 🖂
  

RequiredMG5121: Business & Professional Development Skills

MG5121: Business & Professional Development Skills

Semester 1 | Credits: 5

A key purpose of this module is thus to encourage learners to develop a strong sense of self-awareness and of their own strengths and weaknesses as managers and colleagues. The module is primarily concerned with the development of skills, and specifically seeks to develop and improve a range of definable skills that are pivotal to successful management practice and to effective leadership. These include thinking and decision-making skills, the management of financial information, managing budgets, a range of team working and interpersonal skills and others associated with developing personal effectiveness and credibility at work. Finally, the module seeks to help learners make the most of their formal programmes of study with the inclusion of key postgraduate study skills and requires critical reflection on theory and practice from an ethical and professional standpoint.
(Language of instruction: English)

Learning Outcomes

1. Demonstrate the ability to locate and use appropriate materials to write essays and report
2. Apply, adapt and evaluate different development approaches appropriate in a range of workplace situations.
3. Demonstrate effective listening and communication skills that are respectful, engaging and influential.
4. Develop professional networks to benchmark, share good practice and anticipate future trends impacting on HR policies and practice
5. Identify and evaluate CPD methods appropriate for various development needs.
6. Develop sustainable customer relationships based on fulfilling their current and future needs.

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  Sinéad Mitchell 🖂
  
•  Cathy Melia 🖂
  

RequiredMG6103: Employment Relations and Law

MG6103: Employment Relations and Law

Semester 1 | Credits: 10

The foundation of all HRM activity is the employment relationship. Employment law provides a legal framework for the conduct of this relationship. This module will present a critical perspective on the legal aspects of employment relations policy and practice. Learners will be able to assess the impact of employment law on employment relations and HR practice and gain insights into the creation and implementation of effective people management procedures and policies. The module requires students to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.
(Language of instruction: English)

Learning Outcomes

1. Draw on different theories and perspectives on employment relations to explain the core principles that underpin employment law as it applies in Ireland, including the purpose, origin, and practical implications of employment law.
2. Assess current and future regulation and law relevant to your work, how to apply it, and how to mitigate risk.
3. Assess a range of people practices, such as grievance, disciplinary, and conflict resolution policies and procedures, and how to design them in an integrated way.
4. Illustrate the importance of organisation-level employment relations processes that support the employee experience, including the design and implementation of policies and practices in the areas of: diversity management, employee voice, and conflict resolution.
5. Demonstrate an understanding of the potentially negative impact of work on people and how procedures and practices can be designed to avoid negative impact.
6. Know how to keep your knowledge of developments in employment law up to date and advise on the impact of these developments on employment policy and practice in your organisation.

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  DEIRDRE CURRAN 🖂
  
•  GERALDINE GRADY 🖂
  
•  Cathy Melia 🖂
  

RequiredMG5131: Human Resource Management in Practice

MG5131: Human Resource Management in Practice

Semester 1 | Credits: 10

The purpose of this module is to provide students with an in-depth knowledge of Human Resource Management (HRM) and its core theories and practices within the organisation. The module has been designed to help students develop a theoretical and practical insight into current practices in HRM and to recognise the value that HR practitioners add in the pursuit of organisational competitive advantage and organisational sustainability. In this module, students will develop knowledge of key human resource management processes and practices (for example, in recruitment and selection of staff, performance and reward management, training and development and also in the complexity surrounding contemporary challenges and trends, including new and emerging leadership paradigms, the potential and application of e-HR and sustainable HRM). The pedagogy and learning outcomes of this module are designed to equip students with the fundamental skills and concepts required for successful HRM in practice and to enable students to make informed career decisions.
(Language of instruction: English)

Learning Outcomes

1. Assess a range of people practices and how to design them in an integrated way.
2. Assess current and future regulation and law relevant to your work, how to apply it, and how to mitigate risk.
3. Analyse models of systemic thinking to a range of people practices
4. Examine different ethical perspectives, and how different mind sets and values influence internal and external decision-making
5. Assess how the organisation’s strategy translates to your work, and how to use data relating to your products, services and customers to provide insight into people solutions
6. Evaluate how the organisation is responding to different trends in your sector which impact its performance
7. Evaluate the use of technology in supporting the delivery of people practices with a view to improving the worker experience
8. Apply the principles of the psychology of change, and how to maximise the way people are listened to during change
9. Assess which levers will achieve and sustain change
10. Constructively and confidently challenge in the face of opposition

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  FIONA SHERIDAN 🖂
  
•  Cathy Melia 🖂
  
•  Maeve O'Sullivan 🖂
  

RequiredMG5141: Critical Thinking and Analytical Skills

MG5141: Critical Thinking and Analytical Skills

Semester 1 | Credits: 5

This module focuses on the evaluation of evidence. It provides students with an understanding of the limitations of research methods and of the biases that methods and /or researchers introduce. In building critical thinking competencies students will be encouraged to reflect on their own assumptions and beliefs in order to recognise those implicit in business practices which may be contributing to organisational issues. There will be an underlying fair theme to this module to nurture an ethical approach to research recognising the need for diversity in input and outputs of the process. This will also require a commitment from students to consider the effects of research conclusions using anticipatory thinking. Students will be guided in strengthening their academic writing skills to effectively communicate, not only business recommendations, but also how these recommendations were determined.
(Language of instruction: English)

Learning Outcomes

1. Critically assess available literature and its application in a business environment
2. Evaluate evidence identifying weaknesses and bias
3. Employ double-loop learning in the development of bespoke sustainable business solutions
4. Demonstrate an understanding of subjective experiences in work and address areas for improvement
5. Interrogate downstream effects of decisions through reflexivity in thinking as demonstrated through academic writing
6. Understand the diversity of stakeholder needs and demonstrate an ability to create effective communication strategies

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  Cathy Melia 🖂
  
•  Yixin Qiu 🖂
  

RequiredMG5133: Digital, Business and People Analytics

MG5133: Digital, Business and People Analytics

Semester 2 | Credits: 10

Moving to a focus in line with the school strategy and CIPD accreditation requirements the revised module will include how digitalisation influences the management of organisations. The module will be divided into 3 sections:
(Language of instruction: English)

Learning Outcomes

1. Understand the implications of the Data Protection Regulation (GDPR) to the processing of personal data in the EU and to the rights, and restriction of rights, of data subjects under the Data Protection Act 2018.
2. Analyse the HR value chain as a high-level process of activities by which people add value and create a competitive advantage for organisations while aligning to an organisation’s strategy.
3. Recognise and apply the value of people analytics in supporting evidence-based decision making.
4. Drawing on quantitative and qualitative techniques, investigate the cause and effect of asking the right questions of the people related data.
5. Understand the concept of materiality of human capital and the discloser requirements as mandated by the US securities exchange commission (SEC) and its implications for all stakeholders.
6. Value the use and application of visualisation tools and data driven storytelling, and how these can contribute to maximising the likelihood of taking action at a higher level within the organisation.

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  DENISE HOLLAND 🖂
  
•  Cathy Melia 🖂
  

RequiredMG5113: Business & Society

MG5113: Business & Society

Semester 2 | Credits: 5

The module provides a comprehensive overview of the intersection between business and society, including the challenges facing organisations as they pursue global business activities. Ethics in business has grown to be of increasing importance in the world of today, as companies have been placed in the moral spotlight by shareholders, consumers, employees and governments. The growing complexities of the global economy demand a broader and a deeper view of the interaction between business and society than that offered by current management approaches that focus on reforming corporate behaviour. This module places business ethics in a richer contextual setting, focusing on the challenges that businesses must now confront, and exploring how these issues can be met by a rethinking of business models, goals and strategies. The course enables students to engage with contemporary social issues related to global business, and gain an appreciation of these issues from the perspective of managers, government, citizens and consumers. The module incorporates academic, professional and industry input.
(Language of instruction: English)

Learning Outcomes

1. Understand corporate responsibility in an international context
2. Integrate ethical theories into leadership practice
3. Analyse and contrast the goals of organizational stakeholders and corporate managers in the political, legal and economic spheres
4. Apply ethical principles to corporate governance practices
5. Implement sustainability principles in contemporary organizations
6. Analyse the impact of local, national and global contexts shaping employment relations climates.

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  AINE NI LEIME 🖂
  
•  KATE KENNY 🖂
  

Reading List

1. "Business Ethics: New Challenges in a Globalised World" by Janet Morrison/Macmillan

RequiredMG5138: Leading Change and Business Transformation

MG5138: Leading Change and Business Transformation

Semester 2 | Credits: 5

Organisational change is a constant reality in many organisations, which can be driven by customers, markets, and technology. Focusing on an organisational level and on large-scale business transformation, this module addresses the role of leadership in driving change and achieving sustainable business transformation. Taking a systems thinking perspective helps us take a more holistic approach to change by looking at the interaction of processes and people together and being aware of the impact of change and the trade-offs involved in decision making. However, we also need to understand the psychology of change in terms of mental models around organisational culture that guide employee attitudes to change. This module will also focus on understanding the levers of change in order for people to successfully transition to sustainable change.
(Language of instruction: English)

Learning Outcomes

1. Understand the drivers of change and the role of leadership capabilities in delivering change and achieving sustainable business transformation.
2. Apply models of systems thinking to investigate and develop people related practices that address problems associated with change including identifying solutions to those problems.
3. Review and develop people related planning strategies that align to business transformation initiatives.
4. Understand the psychology of change in terms of mental models around organisational culture that guide employee attitudes to change and the resulting interactions, communication and decision making.
5. Understand the levers of change that support people in making the transition to sustainable change.

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  FIONA SHERIDAN 🖂
  
•  Cathy Melia 🖂
  

OptionalMG5122: Internship and Applied Management Report

MG5122: Internship and Applied Management Report

15 months long | Credits: 30

The internship and applied project report is an integrative module on the MSc programme. The Internship requires the student to develop a wide range of professional skills through reflection on their real-life work experience. In addition, the Applied Project Report requires students to draw upon their professional experience and their learning on the internship to identify and evaluate an organisational issue. Students are required to critically examine a real-world challenge related to their internship company by applying theory to practice and to recommend actions. Overall, the Internship & Applied Project Report requires students to integrate and apply the functional knowledge and management skills they have learned on their MSc programme.
(Language of instruction: English)

Learning Outcomes

1. Scope and analyse an organisational/management issue that is of strategic relevance to an organisation in a real-world context.
2. Identify, apply and critically evaluate tools, techniques or theoretical frameworks from academic literature and practice to investigate an organisational/management issue or question.
3. Deploy collaborative practices to engage organisational members and other stakeholders to enable meaningful participation and effective consultation when researching organisational problems and recommending feasible solutions.
4. Apply research methods to collect data on an identified organisational/management issue.
5. Analyse quantitative and/or qualitative data in the context of an organisational/management issue and present the results in a clear and consistent format.
6. Draw appropriate conclusions and present evidenced-based recommendations on an organisational/management issue.
7. Develop and present a persuasive business report.
8. Reflect on what has been learned and experiences gained during the project and how this learning can be applied in the future.

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  GERRY CAMPBELL 🖂
  
•  RACHEL HILLIARD 🖂
  
•  JOHANNA CLANCY 🖂
  
•  Sinéad Mitchell 🖂
  
•  Cathy Melia 🖂
  

OptionalMG5137: Applied Consultancy Report

MG5137: Applied Consultancy Report

15 months long | Credits: 20

The Applied Consultancy Report is primarily an applied project, researched as a group, with some individual assessment elements. Your group will choose an organisation and a management/business topic that will form the basis of your project. The angle taken on the topic should also include a focus on a particular functional area of business. For example, you may investigate the topic through the lens of one or two particular functional areas of the business: i.e. sales, marketing, strategy, HR, finance, manufacturing, logistics, R&D/innovation, corporate social responsibility.
(Language of instruction: English)

Learning Outcomes

1. Scope and analyse an organisational/management issue that is of strategic relevance to an organisation in a real-world context.
2. Identify, apply and critically evaluate tools, techniques or theoretical frameworks from academic literature and practice to investigate an organisational/management issue or question.
3. Deploy collaborative practices to engage organisational members and other stakeholders to enable meaningful participation and effective consultation when researching organisational problems and recommending feasible solutions.
4. Apply research methods to collect data on an identified organisational/management issue.
5. Analyse quantitative and/or qualitative data in the context of an organisational/management issue and present the results in a clear and consistent format.
6. Draw appropriate conclusions and present evidenced-based recommendations on an organisational/management issue.
7. Develop and present a persuasive business report.
8. Reflect on what has been learned and experiences gained during the project and how this can be applied in the future.

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  JOSEPHINE IGOE 🖂
  
•  DENISE HOLLAND 🖂
  
•  Cathy Melia 🖂
  

OptionalMG5142: International Human Resource Management

MG5142: International Human Resource Management

Semester 2 | Credits: 5

The purpose of the International Human Resource Management (IHRM) module is to encourage students to critically develop their knowledge and expertise across a range of specialist themes in IHRM. Within the context of IHRM we consider global workforce staffing while developing an awareness of the skills and knowledge required by managers in seeking to work abroad as international executives. The meaning of culture is explored by mapping a range of national culture models to the practice of IHRM and taking an institutional lens, we differentiate and highlight the role that organisational culture plays in global staffing. The latest concepts and models will be examined and new developments in the global business environment will be considered in relation to the implications for International HRM policy and practice. Drawing from current research and case studies this module aims to provide a stimulating learning experience while bridging the gap between research and practice.
(Language of instruction: English)

Learning Outcomes

1. Review and critically evaluate human resource management in the context of cross-border boundary expanding strategies such as mergers, acquisitions and international joint ventures.
2. Understand the changing nature of working internationally and the challenges of global mobility.
3. Consider and apply International Human Resource Management frameworks that focus on Talent Management in a Global context.
4. Discuss the key international human resource challenges arising from the development of the emerging markets.

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  DENISE HOLLAND 🖂
  
•  Cathy Melia 🖂
  

OptionalMG5130: Project Management

MG5130: Project Management

Semester 2 | Credits: 5

Projects are an important means by which organisations “get things done” and achieve their objectives. Also, good project management methods and techniques are critical to deliver results that are on time and within budget. This module covers project management methods and techniques for successful project delivery. It delves into the planning, budgeting, quality, leadership and risk management of projects in different organisational settings. The pedagogy and learning outcomes of this module are designed to equip students with the fundamental skills and concepts required for successful project management.
(Language of instruction: English)

Learning Outcomes

1. Demonstrate the use of project management tools and techniques
2. Evaluate the challenges that arise in project management
3. Discuss appropriate responses to overcome these challenges
4. Critically evaluate a project plan and completed project

Assessments

• Continuous Assessment (100%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  Sinéad Mitchell 🖂
  
•  Cathy Melia 🖂
  

OptionalMK5116: Negotiations

MK5116: Negotiations

Semester 2 | Credits: 5

Negotiation is a dialogue to discover common ground among parties with differing aims, needs and perspectives in order to achieve a solution.
(Language of instruction: English)

Learning Outcomes

1. Comparing distributive and integrative negotiations, as well as identifying the sub-processes of negotiations.
2. Distinguishing between interests and positions, as well as outlining the elements of principled negotiations.
3. Applying active listening techniques and investigating the joint outcome space through BATNA, ZOPA and anchoring.
4. Exploring the agent-client dynamics in negotiations and crafting solutions via standards and persuasion.
5. Managing hardball tactics and non-engagement, as well as identifying ethical issues in negotiations

Assessments

• Continuous Assessment (66%)
• Department-based Assessment (34%)

Teachers & Administrators

Click a name to search for their researcher profile. Note: Only teachers publish research profiles.

•  MARY GREANEY 🖂
  
•  ANN TORRES 🖂
  

Reading List

1. "Getting to Yes: Negotiating Agreement Without Giving In" by Fisher, R. & Ury, W.
   ISBN: 978184794093.
2. "Difficult Conversations: How to Discuss What Matters Most" by Stone, D., Patton, B. & Heen, S.
   ISBN: 978067092134.