1.Understand the role of management of human resources.
- 1.1 Critically justify the importance of human resource management in organisations.
- 1.2 Assess the role and purpose of the strategic human resource management function and activities in an organisation.
- 1.3 Evaluate how human resource management is related to other functional areas.
2. Be able to create a human resource plan for an organisation.
- 2.1 Assess the business factors to consider before human resource planning.
- 2.2 Determine human resource requirements in different organisational contexts.
- 2.3 Develop a human resource plan for an organisation.
3. Understand the role of legal and ethical issues in developing
- 3.1 Explain the purpose of human resource policy.
- 3.2 Assess the impact of regulatory and legal requirements on human resource policies in an organisation.
- 3.3 Assess the impact of business ethics, CSR, and sustainability requirements on human resource policies for an organisation.
4. Be able to plan develop human resource strategies.
- 4.1 Critically analyse the impact of an organisational strategy, structure and culture on the management of human resources.
- 4.2 Develop a structured, relevant and comprehensive HR strategy.
- 4.3 Critically monitor the effectiveness of human resources management.
5. Understand HRM approaches within organisations and their relationships with the organisational performance
- 5.1 Critically evaluate the relationships between business strategy and human resource management.
- 5.2 Explain the implementation and measurement of HR approaches using relevant metrics.
- 5.3 Monitor and evaluate a human resource strategy that supports organisational mission, vision, values and objectives.
- Critical explanation of the nature and importance of human resource management in organisations
- Definition; features of HRM approach; HRM models: D Guest, M Patterson, best practice model, contingency model, Harvard Framework; personnel management and HRM; activities of HRM.
Assessing the role and purposes: Strategy
- HRM strategy; organisational strategy; HRM strategy benefits for organisations; interrelationships between HRM and organisational strategies; organisational performance and HRM strategy; HRM strategy influence on organisational strategy; organisational strategy influence on HRM strategy; value creation; human capital management; HRM strategy business focus; effective HRM.
Evaluating contributions of human resource management
- Evaluation of human resource management contribution e.g. characteristics, importance, techniques; the changing patterns of effective human resource management; the effect of globalisation; the use of IT.
Analysing the business factors
- Growth in business; changes in business; labour market competition; labour cost substitution; development of employee; control of labour cost; operations location; work nature changing; productivity increase; efficiency increase; technological impact; competition in business; declination of business.
Determining human resource requirements:
- Personnel prerequisites identification: experiences, skills, qualifications, numbers; personnel matching to organisational prerequisites; basic prerequisite factors: skills, demand and supply of labour, workforce; external factors: policies of governments, education, employment, regional or industrial training; competitions in labour market.
Developing a human resource plan
- Human resource planning e.g. features and requirements; functionalities e.g. selection and recruitment, retention, skill development, up skilling, re-skilling, succession planning; outputs; resource demand; success factors; planning length e.g. short, medium and long; costs and benefits of business; Empowerment and talent management.
Explaining the purpose of human resource policy
- Policy purposes; selection and recruitment; diversity and equality; development and training; expenses and benefits; discipline; performance improvement; rewards; pay; health and safety; discipline; information confidentiality; working time; paternity or maternity leave; harassment or bullying; management of change; grievance and dismissal; intellectual property: copyrights, patents; protected disclosure/whistle blowing; alcohol, drugs or smoking.
Analysing the impact of regulatory and legal requirements on human resource policies in an organisation
- Legislation of employment; rights and responsibilities of employment; payment related regulatory and legal rights; data protection, conditions and contract terms.
Analysing the impact of ethical requirements on human resource policies in an organisation.
- Ethics in human resource management e.g. discrimination, harassment, racism, gender preference, nepotism, favouritism; employee satisfaction; compliance and grievance.
Analysing the impact of an organisational strategy, structure and culture on the management of human resources.
- Culture and structure; culture led theoretical models: Schein, Hofstede, Handy; culture of organisation; interrelationships between HRM activities and culture.
Proposing the effective appropriate HR strategy:
- The requirement for effective human resource strategies; SMART objective target settings (specific, measurable, achievable, realistic, time-based).
Critically monitor effectiveness of human resources management and provide recommendations
- Importance of monitoring effective human resource management; policies, strategies, operations; HRM contributions; benefits; costs; use of resources; effectiveness; ineffectiveness; information collection on HRM performance; performance indicator development; evaluation of HRM performance indicators; quantitative measurement: person output, productivity, retention of employee, turnover of staff, cost saving; qualitative measurement: stakeholder perspectives, employee attitude surveys, HRM performance benchmarking, service level standards and agreements of HRM; costs and benefits utility analysis; HRM improvement proposals and activities.
Discuss relationship of people development and HRM
- Planning for people development and human resource management; functionalities: employment, development, retention, skill enhancement, planning of succession; HR resourcing; success criteria; planning of milestones: short, medium or long term; cases study of businesses: benefits, costs, SMART (specific, measurable, achievable, realistic, time- based) target settings.
Explain organisational theory underpinning HRM:
- Organisational structure theories: Handy, Mintzberg, Weber; HRM impacts and structure forms: product based, functional, divisional, geographical; matrix: centralisation, decentralisation.
Discuss the interrelationship of employee relations/HRM practices and the management of change:
- Employee relations e.g. concept, features and application; best fit practices; absence; discipline and grievance; consultation and communication; employee engagement; psychological contract; flexible working hours.
Developing the HRM process, recruitment and selections.
- The requirement of human resources; personnel requirement identification e.g. number, experiences, qualifications, set skills; human resource match to organisational demands; factors of human resource development, recruitment and selection e.g. person profile, requirement of labour, requirement of skills; external factors of recruitment and selection; demand of labour; labour supply; national level policies as related to human resource e.g. education, empl9oyment, training, regional, industrial; competition in labour market.
Developing employee motivational and appraisal strategies
- Employee motivation e.g. features, importance and practices; career progression; rewards; bonus and pay rise; promotion; emotional support; job satisfaction.
Critically analysing role and employee retentions in organisations:
- Employee retention e.g. importance and trends; employee turnover; competitive remuneration benefits; stay interview; employee development.
Explore and discuss purpose of leadership in different kinds of organisations:
- Leadership e.g. definition, features, characteristics, types, purposes of leadership; direct and indirect leadership; features of managers or leaders; leadership skills; followership; 10 managerial roles of Mintzberg.
Evaluate leadership practices in an organisational context:
- Styles of management and leadership: persuasive; autocratic; charismatic; participative; laissez faire; management and leadership influence on an organisation; style impact on strategic decisions; situation led adaptation of management and leadership styles.
Creating a human resource strategy that supports organisational mission, vision, values and objectives: strategic leadership
- Development; leadership requirement for organisational aspects e.g. mission, vision and objectives; strategic development; organisational strategy formulation.
Monitoring and evaluating the human resource strategy:
- Monitoring and evaluation e.g. general features, criteria; organisational mission, vision, values and objectives monitoring; monitoring and evaluating strategy formulation.
To enroll The Level 8 Certified, the learner must possess:
- Graduated with a Master’s degree from an accredited university or achieved a Level 7 Diploma according to the European Qualifications
- For a degree from non-global accredited universities; The learner should have followed the Accreditation of Prior Experiential Learning (APEL.Q) policy of Université Libérale de Paris.
- Learners must be over 24 years old.
Université Libérale de Paris (Paris-U) reserves the highest decision-making power for admission whether to accept or not accept after a specific review of each candidate’s profile to ensure that they can comprehend and gain benefits when participating. For the fake university or diploma mills, Paris-U shall not be accepted.
If a learner is not from a predominantly English-speaking country, proof of English language proficiency must be provided.
- Common European Framework of Reference (CEFR) level B2 or equivalent
- Or A minimum TOEFL score of 101 or IELTS 6.5; Reading and Writing must be at 6.5 or equivalent
After graduating from Level 8 Certified, students receive all certified documents from Université Libérale de Paris.
- e-Certificate from the London Academy of Sciences
- Hard copy certificate from the London Academy of Sciences
- Accreditation of Prior certified from Paris-U for credit and tuition fee transfer
- Accreditation & Recognition certified from Paris-U
Because the program is accredited and recognized, students can easily use certified in the working environment and have many opportunities for career advancement. In addition, in case if you want to study for a university degree, students can convert all credits and the full tuition fee when participating in the program Paris-U.
The London Academy of Sciences’s Level 8 Certified means:
LAS UK Level 8 certification is the certified at the doctoral level and is equivalent to:
- Level 8 certificate of Regulated Qualification Framework (RQF) of UK
- Level 11 certificate of Scottish Credit and Qualifications Framework (SCQF)
- Level 8 certificate of Credit and Qualifications Framework (CQFW)
- Level 8 certificate of European Qualifications Framework (EQF)
- Level 10 certificates of the Australian Qualifications Framework (AQF)
- Level 8 certificate of ASEAN Qualifications Reference Framework (AQRF)
- Level 10 certificate of the African Continental Qualifications Framework (ACQF)
Students can convert all credits and the full tuition fee when participating in the Paris-U academic programs if they want to study for an academic degree.
Learners can accumulate 20 credits from the Level 8 Certified program when participating in the Doctor of Business Administration (DBA) or phD of Paris-U. Please see the credit transfer policy HERE
Tuition fee transfer:
When participating in the DBA/PhD program, students who have graduated Level 8 Certified will receive a discount of 539 Pounds for each certified. Please see the tuition fee transfer HERE
The London Academy of Sciences (LAS) Certified program is not-for-profit, so the tuition fees are fully supported by Paris-U and its partners. Université Libérale de Paris reserves the right not to accept more students if the number exceeds the quotas.
- To participate in Paris-U’s Short courses program, students need to meet the entry criteria corresponding to each level. Please see the “Entry” tab for more details.
- Paris-U will not accept applicants if their entry qualifications are from diploma mill universities or schools/universities that are not accredited.
- For Level 7 short courses programs, if an entry bachelor is unavailable, students must demonstrate a minimum of 5 years of work experience in the relevant field. Please note that a bachelor’s degree is required for the Master’s program of Paris-U so that you could study Level 7 certified but could not move to the Master’s program of Paris-U.
- English is not a mandatory entry requirement for short course programs, but candidates need to ensure that English is used in reading documents, listening to lectures, and doing assignments. Candidates should note that English is a mandatory requirement when switching to an academic program at Paris-U.
- Choose the program that suits your requirements. Note that applicants without a university degree will not be able to participate in the program at Level 7, and applicants without a Master’s degree will not be able to participate in the program at Level 8.
- Email your application to firstname.lastname@example.org with all the required documents. You could download the application form here.
- Our admission department will contact you and guide you through further processes if the registration documents need to be supplemented.
- Université Libérale de Paris will issue the Letter of Acceptant (LOA). You wil proceed to the next steps according to the instructions and pay tuition fee.
- Université Libérale de Paris will issue a student confirmation letter, login account to the e-learning system and related documents.
- You have become an official Paris-U student and enjoy your study journey.
The Short Courses Certified program is a fully online program. You can study anytime, anywhere. The final exam will be uploaded to the system and marked by the academic panel of Paris-U. Students must submit assignments on time. Otherwise, the student is considered not to continue the program.