| MHCDS501 |
Strategic Human Capital Management |
It is intended to present the business benefits of giving HR practitioners their position in the organisation as key strategic business partners. This course helps students to identify and evaluate the major factors influencing the development of Strategic Human Resource Management as a field of study and practice. It will also help them to understand key concepts relating to formulation and implementation of Human Capital and business strategies. The course focuses on skills required for successful management of human capital. Attention will be paid to the whole process starting from strategic planning for human capital to resourcing of human capital for both the local and international job market. Both local and international sources of labour and appropriate selection processes and tools will be explored |
| MHCDS502 |
Virtual Human Capital Training and Development |
Approaches to Training and Development have evolved from the classroom type to virtual computerized training techniques. Students will be exposed to the whole systematic training design starting from the identification of training needs, through to designing and evaluating training programmes. Focus will be on both on the job and off the job training methodologies for both on site and remote working employees. Elearning and computerised training techniques will play a major role in virtual Human Capital training and development. |
| MHCDS503 |
Digital Human Capital and Performance Management |
Performance management is a systematic and continuous process of identifying, measuring and improving the performance of individuals and teams and aligning their performance with the goals of the organization. The course focuses on the skills required for the effective implementation of performance management process and systems. The course will also look into the requirements for digital Human Capital management and virtual working. Various performance management systems including management by key performance areas balanced score card and others will be explored. |
| MHCDS504 |
Organisational Diagnosis and Development |
With the rapid changes in technology and work culture it is imperative for the Human Capital manager to be familiar with various models, methods and processes related to organizational diagnosis and change management. Organization development (OD) is a consciously planned process aimed at developing the organizations capabilities to attain a sustained level of optimal performance. Students will be trained in how to become internal organizational development consultants and change agents. |
| MHCDS505 |
Comparative Employment Relations |
This course focuses on labour relations and human capital management. Because of increasing workforce diversity in today’s world, the course will require students to be familiar with both local and international labour laws. |
| MHCDS506 |
Diversity Management |
Sources of diversity at the workplace include cultural, religious, gender, technological among others. The world has become a global village. Competitiveness requires that companies must be able to manage all the above-mentioned forms of diversity to give them a competitive edge over others. The course will pay particular attention to the need for effective management of a diversified human capital in terms of gender, culture, religion and technological differences and approaches. |
| MHCDS511 |
Strategic Rewards and Compensation Management |
The module covers designing and implementing reward strategies that drive business performance. Topics include compensation structures, benefits, performance incentives, and total rewards approaches, focusing on aligning rewards with business objectives and employee motivation. |
| MHCDS508 |
Human Capital Strategy and Business Partnering |
Human Capital strategy and Business Partnering focuses on the interface between the human capital function and wider business. It emphasises the key role of HR as a business partner and a key enabler of business strategy. Students will be exposed to the essentials of business strategy, from SWOT analysis to strategic types, before considering the many ways that human capital strategy can and should be aligned with business strategy. Students will also be provided with skills of how to become effective internal business consultants and project managers. |
| MHCDS509 |
Corporate Governance and Business Ethics |
The course is designed to help students understand the importance of leading Human Capital in an ethical manner. Students are taught the principles of good corporate governance in relation to both local and international ethical standards. |
| MHCDS507 |
Business Research Methods |
Introduction to business research—the importance, issues, complexities and challenges; designing and implementing business research project—the research proposal, the research process and report writing; primary and secondary data sources; survey and non-survey data collection techniques; assessing differences in the structure of variables—cluster analysis, multidimensional scaling, regression analysis, factor analysis, confirmatory factor analysis, etc.; qualitative data analysis—manual and using software e.g. NVIVO, ATLASti, etc. |
| MHCDS570 |
Dissertation |
The dissertation is a six-month research project of approximately 20000 words based on an agreed topic in the domain of strategic or international marketing. Students begin by writing and submitting individual pure or applied research project proposals of 1500 to 3000 words that, if approved, they then implement. Each student is assigned an academic supervisor who will guide her to implement the proposal and write the dissertation. |
