The HKBU Business School Department of Management has been the leading provider serving the needs of HR professionals and advancing HR practices. The programme involves the following distinctive features.
Acquire information in the global business environment with emphasis on professional contexts in HRM and international HRM standards.
Lead by internationally renowned HRM experts, many of whom have written outstanding books, have offered consulting services and executive training programmes to multinational and local companies.
Action Learning Approach
Learn in an interactive environment to solve real-life problems that involves taking action, developing practical and creative strategies to deal with pressing issues.
Comprise lectures, web-based learning, group discussions, presentations, field projects, coursework, library and internet research, guest speakers, and case studies. Each course will include students in all stages of their study journey, regardless of entry year.
Offer on a two-year part-time basis with classes on weekends. Classes are scheduled on both Saturdays and Sundays, from 9:00 am – 6:00 pm. A typical course involves 5-day class contact (from 2021-22 academic year).
MScSHRM is mapped to the CIPD Level 7 Diploma in Human Resources Management. As the CIPD Approved Centre, MScSHRM students need to join as a Student member throughout the duration of their studies in order to obtain CIPD Level 7 Advanced Diploma in HRM. On successful completion of MScSHRM programme, graduates will gain Associate professional membership and will be eligible to upgrade to either Chartered Member or Chartered Fellow providing they are able to demonstrate the relevant skills and behaviours in accordance with the membership criteria for these levels.
Professional HR Network
Networking and collaboration opportunities with class members and alumni from diverse backgrounds. Resources, information, and communication opportunities available to better connect with the HR industry and international HR professional associations.
Prepare students to attain the HRM certification examination in the PRC （人力資源管理師資格認證考試）. Qualify for membership in the following professional associations:
Upon completion of the MScSHRM Programme, students will be able to:
- Apply the key principles of people management in problem solving situations.
- Apply the fundamental concepts of industrial-organisational psychology in the analysis and evaluation of human behaviour in the workplace.
- Design HRM strategies and interventions which can shape corporate direction, placing due emphasis on ethical behaviour and professionalism.
- Perform as an internationally-oriented manager in cross-cultural business environments; act as a cultural bridge between local Asian managers and their counterparts elsewhere; relate and adapt concepts tested elsewhere to suit the circumstances of a rich diversity of work cultures and societies in Asia.
- Apply leadership concepts to deliver change effectively and be able to conduct client-based consulting projects.
- Enhance oral and written communication, critical thinking, teamwork, and decision making skills.
Core Courses (27 credits required)
This course is designed to provide an overview of the fundamental principles of human resource management and business administration. It covers (1) all of the main functional areas of human resource management within the context of business strategy, globalisation, and social responsibilities, (2) the changing roles of human resource management, and (3) the fundamental concepts of strategic management and financial management. Best practices are highlighted.
This course aims to equip students with the theoretical underpinnings for understanding human behaviour in the context of work and the application of this knowledge to the design of: (1) strategies for the effective utilisation of an organisation’s human assets, and (2) a work environment that enhances the quality of work life. Special stress is placed on the changing nature of work within the Asia Pacific Region and how this issue presents an ever-increasing challenge to employers and employees alike.
In this course, students focus on developing and applying managerial skills. For most students, this class is very different from any that they have taken before. Students develop an awareness of their own management skills levels and systematically working through a number of readings, cases, and exercises that lead them to become more effective. The class is highly interactive, and students work on an individual project to document skill improvement in their current jobs.
This course is designed to provide students with A) an appreciation of (1) the need for HRM objectives and strategies to be aligned with the organisation’s overall business objectives and strategies, (2) the influence of external and internal environmental factors, trends and issues on HRM objectives and strategies and employee planning, and (3) the role of employee planning in meeting the people needs of the organisation; and B) a working knowledge of designing and developing (1) human capital strategy, (2) talent management system and (3) performance management system.
This course introduces the fundamental concepts essential for designing applied research studies and using quantitative and qualitative data analytical techniques to address issues or problems in the context of strategic human resources management. Students are equipped with the technical knowledge and know-how to conduct practical research studies and consultancy projects. In addition, this course also aims at developing students with the essential competencies to serve as internal or external consultants.
This course aims to strengthen students’ diagnostic and analytical skills necessary to support a data-driven approach to talent management. Talent management involves attracting, identifying, developing, engaging, retaining, and deploying employees who drive organizational success. By learning how to formulate inquiries and apply statistical techniques to conduct diagnostic analyses and predictive analyses, students will be able to provide evidence-based recommendations for talent management issues and connect talent management initiatives to organizational effectiveness. Knowledge and skills in communicating quantitative evidence to support talent management initiatives and decisions will also be included in this course.
This course focuses on the major leadership and organisational innovation theories. It will help students to critically evaluate conventional leadership and innovation theories from global and regional perspectives. It will also help students to understand specific leadership behaviour and practices, which contribute to innovation and change management in organisations, and facilitate students to acknowledge and address the technical and ethical challenges which arise in different countries.
Ethics, culture and governance are three pillars of corporate sustainability. They are building blocks for improving employee trust, engagement, and commitment. This course aims to promote ethics management with emphasis on the role of HR in shaping organisational culture and reinforcing good corporate governance.
Students focus all previous studies into a concrete plan to create viable learning organisations, capable of the sustained innovation and adaptation necessary to complete successfully, not only within the Asian Pacific Region, but also in a global environment. Here, students need to utilise advanced concepts, methods, and tools of organisational development to serve on HR consulting project that advocates constant renewal of human capital and employee involvement of a client’s company. While other courses have provided the necessary background, this more substantial work helps the students to develop the holistic outlook necessary to implement HR concepts in pragmatic settings and to deal with current issues at the organisational level.
Students not only use all the knowledge gained from previous courses in a pragmatic manner, but they are also required to position these work within generally-accepted management concepts and theories. Thus, this major consulting project begins with an in-depth review of the literature and ends with pragmatic recommendations that must be fully accepted by the client company. Subsequently, the summary of the project should be “sold” to a panel of experts and high-level industry representatives in a competitive context.
Elective Courses* (3 credits required)
* The Department reserves the right not to offer any given elective course in any academic year.
This course is designed to provide students with knowledge, issues and skills for developing and maintaining international HRM systems, designing and managing expatriate assignments and managing cultural diversity. Special emphasis is placed on the linkage of IHRM practices and policies with an organisation’s global business strategy. This course covers key issues in international employee relations, comparative HRM practices, and multi-national corporate social responsibility as related to HRM.
This course focuses on the human resources issues and problems encountered by international companies in Mainland China today. It introduces to the students current and practical issues regarding employment and HRM in Mainland China. This course prepares students to make decisions on various HR policies and practices such as recruitment of local employees and management of expatriates, performance and rewards, management development and localisation, and the complexities of PRC labour law.
(Offer from 2021 Intake)
This course aims to link employee performance to organization effectiveness by examining the role and importance of an effective performance management system (PMS) in facilitating organizations to achieve their strategic goals. Specifically, it examines major concepts, systems, and practices in designing and implementing a PMS and performance management practices. Through rethinking and reinventing PMS, organizations will be able to engage and mobilize employees in the organizational transformation process and achieve sustainable organization success.
(Offer from 2021 Intake)
This course aims to equip students with the knowledge and skills to exercise leadership in communication within organizations, and in times of crises, to exercise leadership in managing crisis teams and in crisis communication. As a change agent and liaison between organization and employees, HR professionals need to communicate regularly with organization members on HR-related issues, advocate organization’s talent management agenda and seek buy-in from employees. HR professionals are called to step up to manage crises and communicate effectively.
Students are required to attend at least 4 sessions of the Executive Development Seminar Series (EDS) within their two years of study.