An honours degree or other professional qualification. At least three years managerial/professional work experience in any of the broad areas of human resource management/training and development/employee relations. Applicants must be in a position to undertake and implement project-based assignments within their organisations. Selection may include an interview.
Programme Overview The MBS in HR Strategies was established in 1997 and has developed a reputation as the leading programme in Ireland for managers and professionals who are interested in pursuing a strategic approach to human resource issues within their organisations and in creating a high performance culture. The course attracts a wider variety of participants including human resource professionals, training and development professionals and employee relation specialists, as well as line managers and those involved in managing their own organisations.
Organisations that have sponsored individuals to attend the programme include: ESB, AIB, VHI, Intel as well as a variety of public sector organisations such as the Health Boards and Civil Service.
The programme focuses on integrating individual and organisational learning and utilises the inter-linked approaches of action learning and action research. Learning is achieved in a variety of ways: through business simulations, presentations, teamwork and guest lectures. Assignments are work-based and result in the solution of work-based problems, thus bringing added value to the overall outcome of the programme.
The programme is delivered on a part-time basis involving four semesters of attendance at the university. There is a residential teambuilding weekend prior to the start of the course, which is a compulsory element of the programme. Major work on the research project will be undertaken in the summer between first and second years of the programme.
Programme Aims and Objectives
In addition to providing an educational experience, the MBS programme has been designed to enhance individual development through developing higher level competencies that enable managers to understand how and when to utilise the knowledge and skills that they have acquired over time. These competencies are particularly critical for success at senior management levels and are crucial to establishing the personal credibility that is at the heart of successful management.
The acquisition of meta-abilities is based in growth in personal development. The participant in the MBS in HR strategies is therefore embarking not simply on an education programme but is also engaging in a management development process that is designed to enhance personal learning and development.
The tools and techniques that are used in the programme enable participants to gain insights into and feedback on their own strengths and weaknesses in an environment that is removed from the political issues that predominate in their own work organisations. These tools include measures to explore learning styles, creativity and innovation, systems thinking, leadership profiles and teamworking. In order to develop these competencies, managers are exposed to a series of learning opportunities that are based on an adult learning model that emphasises the importance of:
• Self-directed inquiry • A collaborative learning environment • A problem-centred approach • The use of experiential techniques.
Thus, participants learn with others by sharing information and understanding; they focus on work-based problems and issues; they engage with work-based problems that require the understanding of and taking action on appropriate solutions.
The first year of the programme is devoted to exploring organisational issues from a number of contrasting perspectives and at a number of different levels. Analytical frameworks from a diversity of disciplines (law, government, economics, organisational psychology, human resource management, finance, ethics and research methodology) are utilised in this process and issues are explored at the level of the individual, the level of the organisation and at a macro level. Thus, by the end of the first year, participants will have at their disposal a wide range of analytical and conceptual tools for the analysis and understanding of organisational problems. In second year, the programme takes the analysis to a strategic level. The crucial importance of an understanding of business strategy and the relationship between HR strategy and business strategy and performance is recognised with courses on business strategy, managing change, HR strategy and HR systems. A capstone business simulation – Managing for High Performance – brings the various elements of the programme together through a strategic analysis of key business issues.
To apply for a postgraduate taught programme visit the Postgraduate Applications Centre(PAC) at www.pac.ie to complete an online application.
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Recipient: Dublin City University
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