Human Resource Management (International)

The BSc (Hons) Human Resource Management (International) at the University of the West of England is a comprehensive undergraduate programme designed to equip students with the essential knowledge and skills to excel in the global human resource management field. This course provides an in-depth understanding of the strategic and operational aspects of HRM within an international context, preparing graduates to meet the challenges of diverse and dynamic workplace environments worldwide. Throughout the programme, students explore key topics such as recruitment and selection, employee engagement, performance management, employment law, and talent development, all tailored to operate effectively across different cultural and legal landscapes. The curriculum emphasizes practical learning through case studies, group projects, and industry placements, fostering skills in communication, problem-solving, and leadership. Students also have the opportunity to develop a global perspective by engaging with international business practices and contemporary HR issues on a worldwide scale. The programme is supported by experienced academic staff and industry partners, ensuring that students receive relevant and up-to-date knowledge aligned with current HR trends and standards. Graduates of this course are well-prepared for careers in human resource management, consultancy, multinational corporations, and international organizations, where strategic HR skills are vital for organizational success. The programme’s emphasis on research, critical thinking, and professional development ensures students graduate with the confidence and expertise to contribute meaningfully to their future employers and the wider global economy.

Our MSc in Human Resource Management (International) course will equip you with:

• a critical grasp of issues, themes and challenges central to managing people in different contexts
• expertise in designing and adapting core HR strategies, systems, processes and practices
• diagnostic models and conceptual frameworks for matching HR solutions to specific national, international and organisational requirements
• comparative knowledge of HR practice in specific leading and emerging economies, including the UK, France, Germany, Japan, Russia, China, South Africa and India
• personal and professional qualities, skills and knowledge suitable for leadership roles in HRM.

The compulsory modules

The first stage of the course consists of three compulsory modules which place international human resource management in the context of political, economic, social, legal, cultural and managerial developments across the world. They engage with ethical and professional issues in managing people, and introduce core concepts and functions of management.

• Managing People in Organisations offers a dual emphasis on the nature of differences between individuals (and how to measure them), and the management and leadership of organisational structures and change.
• The International Employment Context maps the factors which interact to create the distinctive character of different countries' labour markets and employment systems, and explores their influence on business strategy.
• International Human Resource Management introduces the set piece functions and activities of HRM in the context of international, multinational and transnational organisations.

Skill development activities are integrated with these subjects as part of the Applied Human Resource Management and Business Skills module. This incorporates a suite of general management and HRM-specific skills development workshops (such as interpersonal skills, interviewing, delivering training) in small groups with high levels of peer and tutor feedback. At the beginning of the course, there is also dedicated tuition in skills associated with postgraduate study in the UK.

This stage is followed by a series of specialist modules which explore specific aspects of international HRM in some depth. Two modules are explicitly international in their focus and are compulsory: 

• International Resourcing and Talent Management analyses key linkages between organisational strategy and HR strategy in the areas of employee selection, performance management and career development practices.
• Equality and Diversity from a Comparative Perspective charts the rise of equality and diversity concerns within organisations in a comparative international context. Considers the implications of equality and diversity for HR practice in recruitment, reward, management and work-life balance.

Optional modules

You then choose two other modules from a list of five options, some of which focus on comparative HR practice across international contexts (International Employment Relations, International Standards and Employment Law), the others on the detailed design and operation of set piece HR systems and processes delivered by the HR department (Managing Reward, Performance Management, Management and Career Development). 

• International Employment Relations takes a comparative approach to studying corporate governance systems, and economic management and labour policies in the economies of the UK, France, Germany, Japan, Russia, China, South Africa and India.
• International Standards and Employment Law describes and assesses emerging international (eg United Nations, International Labour Organisation, European Union etc) standards relevant to HR policy and practice in the light of their implications for specific labour markets and for HRM practitioners.
• Managing Reward considers the strategic role of reward processes in developing organisational change programmes, and promoting flexibility and innovation. Topics include different approaches to rewarding performance, equal pay and gender issues, the case of 'special groups', and the role of international reward.
• Performance Management develops insight into the theoretical issues and concepts surrounding performance management, and an understanding of the practices which contribute to improving the performance of individuals, teams and the organisation.
• Management and Career Development considers both employees' needs and organisational systems for management and career development. Topics include competency approaches, management development, career management and a practical exercise involving designing and running an assessment centre for developmental purposes.

Dissertation

The final stage of the course is a 13,000-word research dissertation focusing on a live business issue which suits your strengths and interests. You can choose a project arranged for you by the University in a local organisation, or arrange one yourself in Britain or elsewhere. An individual tutor offers individual support for your research, and close supervision.

You can choose between two kinds of project:

• Organisation-based projects these are projects which tackle a live HR problem or issue within a specific organisation. You will usually spend two months in the organisation, working with people and data relevant to your research. The topic is generally chosen by the organisation. Either the University will arrange this for you in a local organisation or you can arrange a project of your own, in Britain or overseas.
• Issue-based projects these projects also tackle a live HR problem or issue, but do not require a placement; instead, the project concerns an issue of interest to you. This option typically offers greater freedom of choice. You could approach a number of organisations for data, or find ways of accessing people, for example through social media or your personal network.

This is an intensive full time course. To be accepted you need:

• A good honours degree (minimum 2:2) from a recognised Higher Education institution within Britain, or equivalent from a recognised overseas institution
• A keen and informed interest in HRM and persuasive reasons for believing that a career in Human Resource Management is suited to your particular strengths, interests and abilities

We want to ensure that the course will suit your needs, so we pay especially close attention to the Personal Statement which forms part of your application to the University. Please take particular care over this statement.

You should show why you are interested in a career in managing people or in specialist Human Resource Management and, if possible, which aspects of managing people or HRM are of particular interest to you. You should also explain carefully why you believe you are suited to such a career. Wherever possible, your statement should draw on relevant personal experience. In describing the personal attributes and qualities which in your view equip you for a career in managing people/HRM, try to give brief actual examples from your experience where you displayed those attributes and qualities.

Financing for the Human Resource Management (International) program at the University of the West of England is structured to support students through a variety of funding options. The university provides a range of scholarships and bursaries aimed at both domestic and international students, facilitating access to quality education in this specialized field. Students are encouraged to explore the UWE Bristol bursary scheme, which may include merit-based awards, diversity grants, and need-based support, depending on eligibility criteria. Additionally, the university aligns with government funding initiatives such as student loans, which are available for eligible students from the UK, covering tuition fees and living expenses. International students are often responsible for self-funding or securing external scholarships, though UWE Bristol may offer specific international scholarships that assist with tuition costs. Some students may also consider part-time work opportunities on campus or nearby, allowing them to earn additional income while studying. The program's costs, including tuition fees, insurance, accommodation, and daily expenses, are detailed on the university’s official financial guide, providing transparency and planning resources. The university's finance office offers counseling and advice services to help students plan their finances effectively, including guidance on applying for financial aid, managing budgets, and exploring external funding sources such as private scholarships, sponsorships, or employer support for enrolled or prospective students. International students are advised to consider currency exchange rates and additional costs such as visa application fees and health insurance when planning their finances. The university also collaborates with various external organizations and industry partners to sometimes provide grants or sponsorship opportunities specifically targeted at students pursuing Human Resource Management or related fields. Overall, UWE Bristol strives to make education accessible by offering a comprehensive package of financial support options tailored to diverse student needs, ensuring that prospective students can focus on their academic and professional development without undue financial hardship.

Continuing support with English proficiency is available during the course free of charge. If English is not your first language, a pre-sessional course in English can help you to get the most from this programme.