Key Information

Full-time

1 year

Campus

Brayford Pool

Validation Status

Validated

Fees

View

Course Code

HRMHRMMS

Key Information

Full-time

1 year

Campus

Brayford Pool

Validation Status

Validated

Fees

View

Course Code

HRMHRMMS

MSc Human Resource Management Full Time MSc Human Resource Management Full Time

This course is accredited by the Chartered Institute of Personnel and Development (CIPD) as fulfilling the ‘knowledge elements’ necessary to achieve Associate Membership.

Key Information

Full-time

1 year

Campus

Brayford Pool

Validation Status

Validated

Fees

View

Course Code

HRMHRMMS

Key Information

Full-time

1 year

Campus

Brayford Pool

Validation Status

Validated

Fees

View

Course Code

HRMHRMMS

Dr John Mendy - Programme Leader

Dr John Mendy - Programme Leader

John is a Senior Lecturer at Lincoln International Business School. He has published in, and continues to review, for a range of national and international refereed journals and other publication outlets. His research interests include HRM and Organisational Studies, migration studies, organisational improvement, organisational culture and change, change management, the management of working relationships between a diverse range of employees, autism, and HRM and smart cities as learning cities.

School Staff List Make an Enquiry

Welcome to MSc Human Resource Management Full Time

Through critical analysis, self-reflection, and applying problem-solving techniques, the MSc Human Resource Management (HRM) degree provides students with the opportunity to learn how to develop and implement creative and strategic HRM solutions that drive organisational performance.

Professional accreditation, industry links, and a business focus make this programme ideal for candidates who are currently involved in human resources or are interested in pursuing a career in this area.

With distinct academic and practitioner perspectives, students have the chance to discover new ways of managing people in the modern workplace, taking into consideration people development, employee relations, and understanding the broader business concerns of senior management. Students will also be challenged to think critically upon matters of organisational management.

This programme provides students with the opportunity to gain a professionally recognised qualification that will assist in meeting the increasing requirement of HRM practitioners to hold a Chartered Institute of Personnel and Development (CIPD) qualification. It also provides the necessary supporting evidence of professional knowledge to apply for upgrading CIPD Chartered Membership, subject to relevant work experience.

Welcome to MSc Human Resource Management Full Time

Through critical analysis, self-reflection, and applying problem-solving techniques, the MSc Human Resource Management (HRM) degree provides students with the opportunity to learn how to develop and implement creative and strategic HRM solutions that drive organisational performance.

Professional accreditation, industry links, and a business focus make this programme ideal for candidates who are currently involved in human resources or are interested in pursuing a career in this area.

With distinct academic and practitioner perspectives, students have the chance to discover new ways of managing people in the modern workplace, taking into consideration people development, employee relations, and understanding the broader business concerns of senior management. Students will also be challenged to think critically upon matters of organisational management.

This programme provides students with the opportunity to gain a professionally recognised qualification that will assist in meeting the increasing requirement of HRM practitioners to hold a Chartered Institute of Personnel and Development (CIPD) qualification. It also provides the necessary supporting evidence of professional knowledge to apply for upgrading CIPD Chartered Membership, subject to relevant work experience.

How You Study

  • Lectures and Seminars
  • Support and guest lectures
  • One-to-one tutorials
  • Library Resources
  • Personal Year Tutor
  • Academic Subject Librarian
  • Group study
  • Residential Visit (costs of which are covered by the School)

Contact Hours and Independent Study

Weekly contact hours on this programme may vary depending on the modules chosen and the stage of study.

Postgraduate level study involves a significant proportion of independent study, exploring the material covered in lectures and seminars. As a general guide, for every hour spent in class, students are expected to spend at least four to five hours in independent study.

Optional modules will run as long as minimum student numbers are met. Timetabling arrangements may limit the availability of modules to some students. As the options reflect staff research interests, they may change over time.

What You Need to Know

We want you to have all the information you need to make an informed decision on where and what you want to study. To help you choose the course that’s right for you, we aim to bring to your attention all the important information you may need. Our What You Need to Know page offers detailed information on key areas including contact hours, assessment, optional modules, and additional costs. For research programmes this includes research fees and research support fees.

Find out More

How You Study

  • Lectures and Seminars
  • Support and guest lectures
  • One-to-one tutorials
  • Library Resources
  • Personal Year Tutor
  • Academic Subject Librarian
  • Group study
  • Online Event

Contact Hours and Independent Study

Weekly contact hours on this programme may vary depending on the modules chosen and the stage of study.

Postgraduate level study involves a significant proportion of independent study, exploring the material covered in lectures and seminars. As a general guide, for every hour spent in class, students are expected to spend at least three to four hours in independent study.

Optional modules will run as long as minimum student numbers are met. Timetabling arrangements may limit the availability of modules to some students. As the options reflect staff research interests, they may change over time.

What You Need to Know

We want you to have all the information you need to make an informed decision on where and what you want to study. To help you choose the course that’s right for you, we aim to bring to your attention all the important information you may need. Our What You Need to Know page offers detailed information on key areas including contact hours, assessment, optional modules, and additional costs. For research programmes this includes research fees and research support fees.

Find out More

An Introduction to Your Modules

Module Overview

This module is designed to encourage students 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.

Module Overview

In order to demonstrate professional competence students will be required to undertake a dissertation during the final stage of the course. The dissertation must be linked to an HRM issue which is of relevance to an organisation. The dissertation should be 15,000 – 18,000 words.

Module Overview

This module aims to provide learners, first, with an understanding of the principal internal and external environmental contexts of contemporary organisations. Second, the module examines how those leading organisations respond to these dynamic environmental contexts. Third, the module indicates how leaders in organisations, and those in the HR function, and line managers with HR responsibilities, need to recognise and acknowledge that corporate decisions and HR choices are not always shaped by managers alone.

Module Overview

This module aims to build on the operational and procedural skills and knowledge developed at earlier levels and present HR as a function that should be inextricably located in the strategic management of an organisation. Students have the opportunity to explore internal and external strategic influences, with particular emphasis on the culturally diverse nature of organisations and the environments in which they operate. The module will focus on organisational strategy and organisational development to consider how HR both informs and contributes to the implementation of organisational strategy and organisational change. The module is built around the processes of diagnosis, planning and implementation, and offers students the chance to develop and apply consultancy skills.

Module Overview

This module focuses not just on the practical aspects of recruitment, selection, employee retention and dismissal, but also on the strategic and the international aspects to equip learners with the knowledge and skills required for Resourcing and Talent management within a global context. The module also requires learners to reflect critically on theory and practice from an ethical standpoint.

Module Overview

This module aims to provide learners with a rigorous framework of knowledge and understanding concerning people management and development. The module seeks to familiarise learners with major contemporary research evidence on employment and effective approaches to human resource (HR) and learning and development (L&D) practice. Research focusing on the links between people management practices and positive organisational outcomes is covered, as is research that highlights major contemporary changes and developments in practice. Learners are also introduced to major debates about theory and practice in the specific fields of leadership, flexibility and change management, the aim being to help them become effective managers as well as effective HR specialists.

Module Overview

Learning and Talent Development is a term associated with the recent rise in interest in the notion of talent. As a concept it is derived from historical notions of learning and development, training and development, training, and human resource development (HRD). In this module we explore how the introduction of the word talent impacts upon a study of how workers might be developed and develop themselves. In doing so we consider how organisations might benefit from improved performance/productivity, how the workers themselves might benefit by improving their employability and therefore enhance their position within the labour marketplace, and additionally how government socio-political and macro-economic objectives might be facilitated. After an introduction to HRD from a critical perspective, the module progresses by examining different strategic approaches to HRD and the political and ethical dimensions implicit in identifying and selecting specific ‘talent’ for development. The module requires students to reflect critically on theory and practice from an ethical and professional standpoint, explores the implications for professional practice, and provides opportunities for applied learning and continuous professional development.

Module Overview

Strategic awareness, business orientation and a concern for adding value through human resource practice, among other things, are considered key elements of professional competence. Using these perspectives, this module aims to introduce research issues and methods to post graduate students from a variety of backgrounds. The module seeks to enable students to formulate an appropriate research question and develop a research proposal. The module will also encourage reflection on various research methodologies so that students develop a research design appropriate to their research question. This module also provides the opportunity for students to demonstrate the ability to investigate a student centred, small scale individual qualitative investigation. All work undertaken for both the proposal and live project would be located within a body of contemporary HR knowledge. Students are encouraged to appreciate the rich variety of available research methods and the inevitable ethical, political and technical problems associated with their usage. They are also advised to derive supportable conclusions after making practical and actionable recommendations for change through improving or enhancing current practice. All of this entails reflection on the implications for professional practice from an ethical, professional and continuous professional development standpoint.

Module Overview

This module is designed to introduce students to the principal issues underlying international and comparative human resource management (IHRM) in a global context. Such issues have risen in prominence due to increasing trade liberalisation, ‘globalisation’, spread of multinational corporations (MNCs), outsourcing to Asia, developmental focus on Africa and economic integration within the European Union. As firms increasingly internationalise, suitable strategies for managing human resources have become critical to competition between the MNCs. Students can develop an insight into managing human resources in different national contexts and examine those global and national factors that impact approaches taken to international human resource management. More specifically, the module aims to discuss and analyse those factors which result in variations in HRM practices and policies across national business systems.

Module Overview

The cornerstone of all human resource (HR) management activity is the employment relationship – as a legal, social, economic and psychological exchange. This module will is designed to provide students with the chance to develop a comprehensive understanding of employment relations perspectives and debates, both national and international, from a theoretical and behavioural competency perspective. It will look to enable students to understand, analyse and evaluate competing theories and perspectives associated with managing employment relations strategies and their outcomes on organisational climate, employees and management. The module provides opportunities to critically apply the activities, knowledge and behavioural competencies required for managing employment relations practices in union and non-union, small and large, private, public and indigenous and multinational organisations and aims to enable students to review and critically evaluate the roles and functions of different stakeholders in employment relations and the structures and processes required to manage the employment relationship effectively.

Module Overview

This module provides students with the opportunity to develop knowledge and understanding of the role of performance management in supporting the strategic objectives of an organisation in different business environments; how the performance of people can be enhanced and inspired by leadership and direction and how it contributes to high-performance work organisations. The module examines the design of performance management systems that aim to transform organisational objectives and performance outcomes and identifies the knowledge and skills needed for effective performance review processes that are fair, ethical and improve people performance in modern organisations. It aims to equip students with the necessary skills and a critical understanding of the performance review process that combines challenge and support and places a focus on personal, team and organisational learning and accountability. Furthermore, it recognises the importance of communication skills in the performance review process and evaluates the need for employee involvement as well as transparent, ethical and justifiable rewards for performance. Students are expected to reflect critically on theory and practice from an ethical and professional standpoint and have opportunities for applied learning and continuous professional development.

Module Overview

Sustainability practices are wide ranging and include various managerial decisions, monitoring environmental damage, and external financial reporting. In light of climate change and recent environmental disasters, sustainability practices are a growing concern to investors, creditors and regulators, all of whom demand greater transparency and accountability. The first part of the module provides an in-depth overview of current issues and best practices in sustainability and integrated reporting from both managerial and financial perspectives and develops an understanding of an essential role that sustainability practices and transparency play in corporate governance worldwide. The second part of the module, which is designed with support of the Institute of Business Ethics, focuses on business ethical issues and ethical decision-making. The module aims to develop students, as future business leaders, managers or governance professionals, who understand and appreciate the importance of going beyond numbers and supporting good ethical business practices to help companies to sustain long-term success. The module examines the responsibilities of organisations to different stakeholder groups and develops an understanding of fundamental ethical principles and ethical dilemmas in organisations across different job roles. The module also aims to explore the role of information technology (IT) in sustainability governance, a range of ethical questions that arise from the use of IT in business, and how IT can support organisations’ sustainability strategies.

† Some courses may offer optional modules. The availability of optional modules may vary from year to year and will be subject to minimum student numbers being achieved. This means that the availability of specific optional modules cannot be guaranteed. Optional module selection may also be affected by staff availability.

An Introduction to Your Modules

Module Overview

This module is designed to encourage students 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.

Module Overview

In order to demonstrate professional competence students will be required to undertake a dissertation during the final stage of the course. The dissertation must be linked to an HRM issue which is of relevance to an organisation. The dissertation should be 15,000 – 18,000 words.

Module Overview

This module aims to provide learners, first, with an understanding of the principal internal and external environmental contexts of contemporary organisations. Second, the module examines how those leading organisations respond to these dynamic environmental contexts. Third, the module indicates how leaders in organisations, and those in the HR function, and line managers with HR responsibilities, need to recognise and acknowledge that corporate decisions and HR choices are not always shaped by managers alone.

Module Overview

This module aims to build on the operational and procedural skills and knowledge developed at earlier levels and present HR as a function that should be inextricably located in the strategic management of an organisation. Students have the opportunity to explore internal and external strategic influences, with particular emphasis on the culturally diverse nature of organisations and the environments in which they operate. The module will focus on organisational strategy and organisational development to consider how HR both informs and contributes to the implementation of organisational strategy and organisational change. The module is built around the processes of diagnosis, planning and implementation, and offers students the chance to develop and apply consultancy skills.

Module Overview

This module focuses not just on the practical aspects of recruitment, selection, employee retention and dismissal, but also on the strategic and the international aspects to equip learners with the knowledge and skills required for Resourcing and Talent management within a global context. The module also requires learners to reflect critically on theory and practice from an ethical standpoint.

Module Overview

This module aims to provide learners with a rigorous framework of knowledge and understanding concerning people management and development. The module seeks to familiarise learners with major contemporary research evidence on employment and effective approaches to human resource (HR) and learning and development (L&D) practice. Research focusing on the links between people management practices and positive organisational outcomes is covered, as is research that highlights major contemporary changes and developments in practice. Learners are also introduced to major debates about theory and practice in the specific fields of leadership, flexibility and change management, the aim being to help them become effective managers as well as effective HR specialists.

Module Overview

Learning and Talent Development is a term associated with the recent rise in interest in the notion of talent. As a concept it is derived from historical notions of learning and development, training and development, training, and human resource development (HRD). In this module we explore how the introduction of the word talent impacts upon a study of how workers might be developed and develop themselves. In doing so we consider how organisations might benefit from improved performance/productivity, how the workers themselves might benefit by improving their employability and therefore enhance their position within the labour marketplace, and additionally how government socio-political and macro-economic objectives might be facilitated. After an introduction to HRD from a critical perspective, the module progresses by examining different strategic approaches to HRD and the political and ethical dimensions implicit in identifying and selecting specific ‘talent’ for development. The module requires students to reflect critically on theory and practice from an ethical and professional standpoint, explores the implications for professional practice, and provides opportunities for applied learning and continuous professional development.

Module Overview

Strategic awareness, business orientation and a concern for adding value through human resource practice, among other things, are considered key elements of professional competence. Using these perspectives, this module aims to introduce research issues and methods to post graduate students from a variety of backgrounds. The module seeks to enable students to formulate an appropriate research question and develop a research proposal. The module will also encourage reflection on various research methodologies so that students develop a research design appropriate to their research question. This module also provides the opportunity for students to demonstrate the ability to investigate a student centred, small scale individual qualitative investigation. All work undertaken for both the proposal and live project would be located within a body of contemporary HR knowledge. Students are encouraged to appreciate the rich variety of available research methods and the inevitable ethical, political and technical problems associated with their usage. They are also advised to derive supportable conclusions after making practical and actionable recommendations for change through improving or enhancing current practice. All of this entails reflection on the implications for professional practice from an ethical, professional and continuous professional development standpoint.

Module Overview

This module is designed to introduce students to the principal issues underlying international and comparative human resource management (IHRM) in a global context. Such issues have risen in prominence due to increasing trade liberalisation, ‘globalisation’, spread of multinational corporations (MNCs), outsourcing to Asia, developmental focus on Africa and economic integration within the European Union. As firms increasingly internationalise, suitable strategies for managing human resources have become critical to competition between the MNCs. Students can develop an insight into managing human resources in different national contexts and examine those global and national factors that impact approaches taken to international human resource management. More specifically, the module aims to discuss and analyse those factors which result in variations in HRM practices and policies across national business systems.

Module Overview

The cornerstone of all human resource (HR) management activity is the employment relationship – as a legal, social, economic and psychological exchange. This module will is designed to provide students with the chance to develop a comprehensive understanding of employment relations perspectives and debates, both national and international, from a theoretical and behavioural competency perspective. It will look to enable students to understand, analyse and evaluate competing theories and perspectives associated with managing employment relations strategies and their outcomes on organisational climate, employees and management. The module provides opportunities to critically apply the activities, knowledge and behavioural competencies required for managing employment relations practices in union and non-union, small and large, private, public and indigenous and multinational organisations and aims to enable students to review and critically evaluate the roles and functions of different stakeholders in employment relations and the structures and processes required to manage the employment relationship effectively.

Module Overview

This module provides students with the opportunity to develop knowledge and understanding of the role of performance management in supporting the strategic objectives of an organisation in different business environments; how the performance of people can be enhanced and inspired by leadership and direction and how it contributes to high-performance work organisations. The module examines the design of performance management systems that aim to transform organisational objectives and performance outcomes and identifies the knowledge and skills needed for effective performance review processes that are fair, ethical and improve people performance in modern organisations. It aims to equip students with the necessary skills and a critical understanding of the performance review process that combines challenge and support and places a focus on personal, team and organisational learning and accountability. Furthermore, it recognises the importance of communication skills in the performance review process and evaluates the need for employee involvement as well as transparent, ethical and justifiable rewards for performance. Students are expected to reflect critically on theory and practice from an ethical and professional standpoint and have opportunities for applied learning and continuous professional development.

Module Overview

Sustainability practices are wide ranging and include various managerial decisions, monitoring environmental damage, and external financial reporting. In light of climate change and recent environmental disasters, sustainability practices are a growing concern to investors, creditors and regulators, all of whom demand greater transparency and accountability. The first part of the module provides an in-depth overview of current issues and best practices in sustainability and integrated reporting from both managerial and financial perspectives and develops an understanding of an essential role that sustainability practices and transparency play in corporate governance worldwide. The second part of the module, which is designed with support of the Institute of Business Ethics, focuses on business ethical issues and ethical decision-making. The module aims to develop students, as future business leaders, managers or governance professionals, who understand and appreciate the importance of going beyond numbers and supporting good ethical business practices to help companies to sustain long-term success. The module examines the responsibilities of organisations to different stakeholder groups and develops an understanding of fundamental ethical principles and ethical dilemmas in organisations across different job roles. The module also aims to explore the role of information technology (IT) in sustainability governance, a range of ethical questions that arise from the use of IT in business, and how IT can support organisations’ sustainability strategies.

† Some courses may offer optional modules. The availability of optional modules may vary from year to year and will be subject to minimum student numbers being achieved. This means that the availability of specific optional modules cannot be guaranteed. Optional module selection may also be affected by staff availability.

How you are assessed

Assessment is by a range of practical projects, both individually and within groups, and can include presentations, essays, reports, and case studies.

The University of Lincoln's policy on assessment feedback aims to ensure that academics will return in-course assessments to students promptly – usually within 15 working days of the submission date.

Assessment is by a range of practical projects, both individually and within groups, and can include individual and group presentations, essays, reports, portfolios, case studies, and examinations.

The University of Lincoln's policy on assessment feedback aims to ensure that academics will return in-course assessments to students promptly – usually within 15 working days of the submission date.

Fees and Scholarships

Postgraduate study is an investment in yourself and your future, and it's important to understand the costs involved and the funding options available before you start. A full breakdown of the fees associated with this programme can be found on our course fees pages.

Course Fees

There are more ways than ever before to fund your postgraduate study, whether you want to do a taught or research course. For those wishing to undertake a Master's course, you can apply for a loan as a contribution towards the course and living costs. Loans are also available to those who wish to undertake doctoral study. The University offers a number of scholarships and funded studentships for those interested in postgraduate study. Learn how Master's and PhD loans, scholarships, and studentships can help you fund your studies on our Postgraduate Fees and Funding pages.

Course-Specific Additional Costs

For each course you may find that there are additional costs. With regards to text books, the University provides students who enrol with a comprehensive reading list and you will find that our extensive library holds either material or virtual versions of the core texts that you are required to read. However, you may prefer to purchase some of these for yourself and you will be responsible for this cost.

Postgraduate study is an investment in yourself and your future, and it's important to understand the costs involved and the funding options available before you start. A full breakdown of the fees associated with this programme can be found on our course fees pages.

Course Fees

There are more ways than ever before to fund your postgraduate study, whether you want to do a taught or research course. For those wishing to undertake a Master's course, you can apply for a loan as a contribution towards the course and living costs. Loans are also available to those who wish to undertake doctoral study. The University offers a number of scholarships and funded studentships for those interested in postgraduate study. Learn how Master's and PhD loans, scholarships, and studentships can help you fund your studies on our Postgraduate Fees and Funding pages.

Course-Specific Additional Costs

For each course you may find that there are additional costs. With regards to text books, the University provides students who enrol with a comprehensive reading list and you will find that our extensive library holds either material or virtual versions of the core texts that you are required to read. However, you may prefer to purchase some of these for yourself and you will be responsible for this cost.

Entry Requirements 2020-21

A minimum 2:2 honours degree or equivalent professional qualification or experience.

For those without a degree who have equivalent professional qualifications or experience, please contact our Admissions tutor in the first instance - Dr John Mendy jmendy@lincoln.ac.uk.

If you have studied outside of the UK, and are unsure whether your qualification meets the above requirements, please visit our country pages https://www.lincoln.ac.uk/home/studywithus/internationalstudents/entryrequirementsandyourcountry/ for information on equivalent qualifications.

Overseas students will be required to demonstrate English language proficiency equivalent to IELTS 6.0 overall, with a minimum of 5.5 in each element. For information regarding other English language qualifications we accept, please visit the English Requirements page https://www.lincoln.ac.uk/home/studywithus/internationalstudents/englishlanguagerequirementsandsupport/englishlanguagerequirements/.

If you do not meet the above IELTS requirements, you may be able to take part in one of our Pre-session English and Academic Study Skills courses. https://www.lincoln.ac.uk/home/studywithus/internationalstudents/englishlanguagerequirementsandsupport/pre-sessionalenglishandacademicstudyskills/ . These specialist courses are designed to help students meet the English language requirements for their intended programme of study.

Entry Requirements 2021-22

A minimum 2:2 honours degree or equivalent professional qualification or experience.

For those without a degree who have equivalent professional qualifications or experience, please contact our Admissions tutor in the first instance - Dr John Mendy jmendy@lincoln.ac.uk.

If you have studied outside of the UK, and are unsure whether your qualification meets the above requirements, please visit our country pages https://www.lincoln.ac.uk/home/studywithus/internationalstudents/entryrequirementsandyourcountry/ for information on equivalent qualifications.

Overseas students will be required to demonstrate English language proficiency equivalent to IELTS 6.0 overall, with a minimum of 5.5 in each element. For information regarding other English language qualifications we accept, please visit the English Requirements page https://www.lincoln.ac.uk/home/studywithus/internationalstudents/englishlanguagerequirementsandsupport/englishlanguagerequirements/.

If you do not meet the above IELTS requirements, you may be able to take part in one of our Pre-session English and Academic Study Skills courses. https://www.lincoln.ac.uk/home/studywithus/internationalstudents/englishlanguagerequirementsandsupport/pre-sessionalenglishandacademicstudyskills/ . These specialist courses are designed to help students meet the English language requirements for their intended programme of study.

Teaching and Learning During Covid-19

At Lincoln, Covid-19 has encouraged us to review our practices and, as a result, to take the opportunity to find new ways to enhance the student experience. We have made changes to our teaching and learning approach and to our campus, to ensure that students and staff can enjoy a safe and positive learning experience. We will continue to follow Government guidance and work closely with the local Public Health experts as the situation progresses, and adapt our teaching and learning accordingly to keep our campus as safe as possible.

Accreditations

This course is accredited by the Chartered Institute of Personnel and Development (CIPD) as fulfilling the ‘knowledge elements’ necessary to achieve Associate Membership of the CIPD.

Research at Lincoln International Business School

Lincoln International Business School has strong links with the Lincolnshire Branch of CIPD. Several students, past and present, are committee members and there are a range of events and networks to get involved with, enabling students to continue their professional development.

The programme benefits from links with the Responsible Management Research Group.

The teaching and research team includes: Professor Matthijs Bal; Dr Deirdre Anderson; Dr Dieu Hack-Polay; Dr Rochelle Haynes; Muhammad Khan; Jan Mehmet; Dr Igor Menezes; Dr John Mendy.

Industry Expertise

Students on this programme can benefit from working alongside an experienced team of staff consisting of academically and professionally qualified lecturers with relevant industrial experience and wide-ranging research interests.

Lincoln International Business School has strong links with the Lincolnshire Branch of CIPD. Several students past and present are committee members and there a range of events and networks to get involved with so students can continue their professional development

The School also hosts a series of visiting speakers each year, enabling students to hear and learn from industry experts. Previous speakers have included representatives from organisations such as Deloitte, Santander, HSBC, Innocent, The Institute of Internal Auditors, and Sir David Tweedie (ex-Chairman of the IASB).

100 Funded Field Trip Places

As part of your global education at the Lincoln International Business School, we are offering students the opportunity to undertake funded international trips to exciting overseas destinations. Postgraduate students have the opportunity to travel to destinations in the UK, Europe, the USA, and the United Arab Emirates.

These field trips combine academic study with first-hand experiences of language, culture, and industry, allowing you to put theory into practice. We've designed themes specifically for postgraduate students that align with learning areas such as Industry (4.0), Financial Services, and Visitor Economy.

Find out more about our 100 funded field trip places for students.

Sunrise over planet earth

Career and Personal Development

Graduates of the programme have moved on to work within human resources or development departments within organisations. The course provides a good foundation for work in the UK or internationally. Alumni from our MSc Human Resources Management programme have gone on to become human resources advisors, business partners, and managers in international and multinational companies all over the world. Some students go on to careers in research or academia.

Working in Partnership

Lincoln International Business School works with students and organisations to enhance the contribution of business to society. For students, that means developing their business skills and knowledge to improve their career readiness.

The University of Lincoln is a member of AACSB, a global nonprofit association connecting educators, students, and businesses to achieve a common goal: to create the next generation of great leaders. Find out more.

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Postgraduate Events

Find out more about how postgraduate study can help further your career, develop your knowledge, or even prepare you to start your own business at one of our postgraduate events.

Find out More

Related Courses

The University intends to provide its courses as outlined in these pages, although the University may make changes in accordance with the Student Admissions Terms and Conditions.
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