Core Units:

• Work and Working Lives in a Changing Business Environment: This unit extends understanding of the interaction between the commercial business environment and likely future developments in the world of work, employment and the management of people. It discusses the range of people practices that are growing in importance, including those relating to ethics and sustainability, technology, employee wellbeing, equality, diversity and inclusion.
• People Management and Development Strategies for Performance: This unit focuses on the ways in which people management professionals and the people management function in organizations create value and make a strategic contribution to the achievement of organizational objectives in different sectors and scenarios. It stresses the importance of evidence-based, outcomes-driven and principles-led practice in support of the core purposes of the people management profession.
• Personal Effectiveness, Ethics and Business Acumen: This unit is about supporting successful workers and promoting effective and ethical behaviors to champion better work and working lives and develop business acumen. The theories and concepts that underpin this subject are essential for promoting inclusiveness and influencing others through fair and transparent behaviors. Through core skillsets such as influencing and decision-making, this unit will promote understanding of how actions and inclusive behavior impact on ethics and the organization.
• Business Research in People Practice: This unit contains the components to enable a systematic approach to define, design and undertake a business research project in people practice. It focuses on developing ability to produce an integrated report based on evidence and to include own recommendations and critical reflection.

Specialist Units:

• Strategic Employment Relations: This unit focuses on different perspectives of employment relations and the cooperation and conflict that varies between workplaces. There is a key role that institutions beyond the workplace play in shaping people management policy and practice within organizations, and a wide variety of models to emerge, meaning that outcomes are less predictable, and relationships must be handled with great care.
• Resourcing and Talent Management to sustain Success: This unit focuses on the day-to-day practicalities and the longer-term strategic issues associated with resourcing organizations appropriately, ethically and fairly and to maximize the performance of staff and the organization. These activities take place in a competitive context in which different employers aspire to recruit and retain the most talented and experienced people.
• Strategic Reward Management: The unit focuses on the role of strategic reward in attracting, motivating and retaining people at work in order to direct the actions and behaviors of individuals, teams and the organization towards the achievement of organizational goals. Different financial and non-financial benefits will be applicable depending on the organizational context, but these must always be fair and equitable. The unit contains the elements required to design, introduce, manage and evaluate effective and fair reward strategies and how the associated policies and practices link and impact on other people practices.

Optional Units:

• Advanced Employment Law in Practice: This unit focuses on the major principles that underpin employment law, the defenses which are available to employers and the remedies that claimants seek when they bring their cases to court. It examines the more common issues relating to employment law which arise in organizations with a view to preparing a defense or helping to settle claims ahead of a hearing. Integral to this is the legal system, the main sources of law and the evolution of contemporary employment regulation in the UK.
• Technology Enhanced Learning: This unit considers the role of technology within learning and the use of technology-enabled content and platforms within organizations. It focuses on how data, learning analytics and artificial intelligence (AI) may be utilized by the learning and development function, while exploring the implementation of technological systems and considering the potential barriers to success.
• Managing People in an International Context: There can be major challenges and complexities facing organizations when they become international in their scope and activities. Comparative people management practice varies from country to country, the reasons for this being partly institutional in nature and partly cultural. This unit explores how and why organizations trade and operate internationally, the different forms that international business operations take and some of the practical and ethical issues that international organizations face from a people management perspective.
• Organizational Design & Development: This unit focuses on the principles of organizational design and development. It examines the impact of change on organizational forms and deliberates the process of change through which adaptations are made to the ways in which structure, process and people work; the success of each is dependent on each other. It also examines the impact of change on working lives and the strategies for engaging employees and wider stakeholders in successful implementation. The unit also encourages reflection on the personal skills, techniques and behavior that support effective organizational design and development work.