Graduates from this course have gained employment with a wide range of organisations

  • Allianz Insurance
  • Capita
  • Belfast Health and Social Care Trust
  • Diageo
  • Fujitsu
  • Grafton Recruitment
  • Pricewaterhousecoopers

Graduates from this course are employed in many different roles

  • HR Administraion Officer
  • HR Administrative Assistant
  • HR Administrator
  • HR Advisor
  • HR and Stock CoOrdinator
  • Assistant/Service Member
  • Graduate Post - Assistant Manager


Important notice – campus change This course will move to the Belfast campus.  Students will change campus part way through this course. Find out more

This course develops HR professionals with the skills and expertise necessary to engage employees and contribute to organisational effectiveness.


Organisations need to be strategically managed if they are to survive conditions of global competition and continual environmental change. It is increasingly recognised that the quality of an organisation’s human resources and the way they are managed are major factors in its ability to gain and sustain competitive advantage.

The University regularly ‘refreshes’ courses to make sure they are as up-to-date as possible. The University calls this process 'academic revalidation’.

For the most up-to-date course and module information, please contact Dr. Steve McPeake Course Director.

Sign up for course updates

Sign up to receive regular updates, news and information on courses, events and developments at Ulster University.

We’ll not share your information and you can unsubscribe at any time.

About this course

In this section


This course meets the needs of those wishing to become human resource management (HRM) professionals and also provides a foundation for postgraduate study. You will undertake core management subjects as well as more specialist HRM modules. The main functions of HRM are explored throughout your four years on the degree programme, these being the recruitment and selection of employees, the training and professional development of employees, the relationship between employers and employees and the rewarding of employees. You will also study the ethical and legal dimensions of employing people in today’s environment. In addition, the course develops your skills in the communication of information and ideas and in the analysis of complex problems in managing people.

You will undertake seven compulsory modules in Year 1 and six in Year 2 of the programme. Year 3 comprises a professional placement in the area of HRM. In Year four you undertake five compulsory modules and one optional module. This allows you to tailor your final year studies.

Associate awards

Diploma in Professional Practice International DPPI

Diploma in International Academic Studies DIAS

Find out more about placement awards


Duration: Normally four years, which includes the placement year.

Attendance: This is a full-time course where you will normally complete three modules each semester, with class contact time approximately three hours per week, per module. You will be expected to undertake independent study to supplement that contact of around 10 hours per week, per module. You will have 9-10 class contact hours per week on the Jordanstown campus.

Start dates

  • September 2019
How to apply


Here is a guide to the subjects studied on this course.

Courses are continually reviewed to take advantage of new teaching approaches and developments in research, industry and the professions. Please be aware that modules may change for your year of entry. The exact modules available and their order may vary depending on course updates, staff availability, timetabling and student demand. Please contact the course team for the most up to date module list.

In this section

Year one

Accounting for non-accountants

Year: 1

This module will introduce non-accounting students to the basic concept of both financial and management accounting and give them an overview of the role played by accountants. Having passed this module they will have a greater understanding of the both the importance of accounting information and financial management to an organisation. As well as learning the theory behind the main financial statements they will also be taught how to apply some basic computational techniques. They will also be able to carry out some fundamental accounting practices such as budgeting and project appraisal.

Introduction to Human Resource Management

Year: 1

This module acts as an introduction to the fundamentals of human resource management, namely: resourcing, development, reward and relations. It is designed to enhance student's skills of research, enquiry and critical analysis specific to the field of HRM. It will facilitate studies advice for the Year One student cohort.

Management Skills

Year: 1

This module is designed to introduce students to the main skills required to produce academic work at university. It introduces students to university resources such as the library and highlights how these resources can be used in writing assignments. It also ensures students have a basic knowledge and usability of Microsoft's office software which will be utilised widely during university studies.

Introduction to Management

Year: 1

This module introduces students to the study of management, and the role of the manager within the business organisation. The characteristics of organisations (the context for management work) are examined, and following on from this the module provides an introduction to the core functions of management. Topics studied include the functions of planning, organising, managing people and organisational control.

Introduction to Business and Economics

Year: 1

This module aims to introduce HR students to a wider organisational and business perspective. It is designed to familiarise students with concepts such as the economic cycle, so that they can consider how an organisations HR function can be impacted upon by internal and external forces.

Introduction to Employment Law

Year: 1

The importance of the relationship between employers, employees, unions and other statutory bodies and agencies is such that an outline knowledge of the context and aspects of the relevant substantive law is necessary for those involved in this area in any capacity. The module attempts to provide the basis for this knowledge and to put students in the position where they may not only have an understanding of the relevant law, but also be in a position to understand the need to use that knowledge prophylactically and in the solution of problems.

Business Law

Year: 1

This module introduces students to basic legal structures, principles and concepts relevant to business and the business environment in the United Kingdom (with a particular emphasis on Northern Ireland). It also enables them to acquire certain skills, such as those of instant recall, analysis, argumentation and articulation, which will prove useful in their work as business professionals. Formal assessment on this module is by coursework.

Year two

Personal and Professional Development

Year: 2

This module is designed to develop the students' knowledge and understanding of the skills and attributes placement and graduate employers are seeking. The module will also help the student to develop self-awareness so that they can plan their development and market themselves effectively in preparation for the placement application process

Managing Open Innovation and Entrepreneurship

Year: 2

This module will examine a range of theoretical and practical issues surrounding managing innovation and entrepreneurship This will be important to understanding the concepts of innovation, creativity and entrepreneurship and their linkages. The development of business model by student teams will immerse students in key concepts of entrepreneurship and innovation. A series of video guest speakers from a variety of entrepreneurial backgrounds, creativity tools and case studies will be deployed to reinforce key concepts.

Managing People

Year: 2

This module is about the various processes that can be utilised within an organisation to maximise an individual's motivation, abilities and performance, within the context of organisational goals, especially in maximising employee performance. To that end, the syllabus concentrates on potential transformation processes that might lead to 'commitment' rather than a reliance on 'compliance' in the workplace.

Behavioural Sciences

Year: 2

This module is designed to enable students to acquire diagnostic knowledge and understanding of human behaviour in organisations. Additionally, students are required to become proficient in the practice of key management competencies. The module is taught by a combination of lectures, seminars and directed reading and is assessed by a combination of cumulative assessment and sessional examination.

Using Information in HRM

Year: 2

The module seeks to expose students of human resources to the range of research methods and problem solving strategies available in investigating a significant business problem. Students will acquire an in-depth knowledge of a range of research methods and techniques and be able to apply suitable project management techniques for the purposes of developing a research proposal and project plan in preparation for undertaking a human resource oriented style dissertation.

Trends and Developments in HRM

Year: 2

Leading-edge HR is becoming an insight-driven discipline in some organisations, adding value way beyond the discrete activities it engages in. The best HR functions understand exactly how their organisation in their market facing their specific challenges can respond in a way unique to it. Indeed in the same way as marketing has become a consumer insight-driven function, so some HR functions are delivering unique organisation insight, helping organisations to find new ways of meeting current and future challenges. In these functions, there is a new relationship to data-gathering and analysis ?generating a deeper insight into the ways an organisation and its employees can grow and develop. This module aims to provide the students of HRM to gain a robust understanding of these trends and developments.

Governmental Environment of Business

Year: 2

Governmental Environment of Business is intended to provide students with a foundation in the key features of the governmental environment within which modern business has to operate. It is designed to provide students with a challenging insight into the framework of governance and policy making. Students will better understand the ways in which they are affected by the decisions of governments at the UK, regional and European levels through a detailed analysis of the key institutions, decision-making processes and aspects of policy at each level of government.

Year three

Professional Practice

Year: 3

Placement provides students with 48 weeks of professional work experience in a Human Resource related work environment. The placement is a component to and extension of the work engaged in at the university and provides the opportunity for each student to satisfy learning objectives on organisational and personal development needs.

Study Abroad

Year: 3

This module provides an opportunity to undertake an extended period of study outside the UK and Republic of Ireland. Students will develop an enhanced understanding of the academic discipline whilst generating educational and cultural networks.

Year four

Human Resource Development

Year: 4

The purpose of this module is to develop a comprehensive knowledge and understanding of the strategic impact of human resource development on individual competence and organisational effectiveness. A range of teaching and assessment methods will be used to enhance the learning experience.

Leadership and Change

Year: 4

Managing change is an increasingly important aspect of the manager's role. This module equips students with the knowledge, skills and abilities to recognise and understand the need for change and the nature of the change required, and to deploy a range of measures (tailored to the diagnosis) to ensure that the change process is managed and led effectively and efficiently.

Advanced Professional Practice in HR

Year: 4

This module encourages students to develop a strong sense of self-awareness and helps them to develop a range of transferable skills, which are pivotal to successful Human Resource Management practice. The module helps students enhance their future employability by providing them with the opportunity and ability to develop their knowledge of HRM, acquire skilful HR practices and to reflect upon their learning and progress in transferable skills development.

Employee Relations and Alternative Dispute Resolution Practices

Year: 4

Whilst many theorists would claim that people are the most important strategic resource of any organisation, employees may not always be motivated and handled in the best possible way, due to a number of competing tensions between the objectives of organisations and the aspirations of the employee. This module examines the strategies, policies, procedures and structures that organisations adopt in relating to the people it employs and their representatives. Such approaches impact upon employees' living standards and quality of working life. They also impact on the organisations' competitiveness and its role in the wider economy. The HR manager needs to be able to approach the tasks of employee relations with an understanding of the intellectual basis of these relationships and a practical ability to manage relations with others within the organisation. This module aims to enhance the understanding and skills of key actors in the employment relationship.

Equality and Diversity Management Project

Year: 4

The module aims to explore contemporary thinking and practice in the area of equality and diversity within the UK and overseas, enhancing the students' ability to contribute to policy formulation in an applied context.



Kumra, S. and Manfredi, S. (2012) Managing Equality and Diversity; theory and practice. Oxford: Oxford University Press.


Certo, S. (2000) Modern Management: diversity, equality, ethics and the global environment. 8th Edition. N.J.: Prentice Hall.

Dickens, L (1999) Beyond the Business Case: a three-pronged approach to equality action. Human Resource Management Journal.Vol. 9, No. 1, p.9-19.

Dickens, L (2005) Walking the Talk' Equality and Diversity in Employment in Bach, S. Managing Human Resources. 4th Edition. London: Blackwell Publishing.

Gagnon, S. and Cornelius, N. (2002) From equal opportunities to managing diversity to capabilities: a new theory of workplace equality' in Cornelius, N. Building Workplace Equality. London: Thomson.

Healy, G., Kirton, G. and Noon, M. (2011) Equality, Inequalities and Diversity: contemporary challenges and strategies. Basingstoke: Palgrave Macmillan.

Kandola, R. and Fullerton, J. (1998) Diversity in Action: managing the mosaic. 2nd Edition. London: Institute of Personnel and Development.

Kirton, G. and Greene, A. (2005) The Dynamics of Managing Diversity. 2nd Edition. Oxford: Butterworth Heinmann.

Kirton, G. and Greene, A. (2006) The discourse of diversity in unionised contexts: views from trade union equality officers. Personnel Review. Vol. 35, No.4, p.431-448.

Kossek, E. and Lobel, S. (1996) Managing Diversity: Human Resource Strategies for Transforming the Workplace. Oxford: Blackwell.

Liff, S. (1997) Two routes to managing diversity: individual differences or social group characteristics. Employee Relations. Vol.19, Issue 1. p.11-22.

Liff, S (1999) Diversity and equal opportunities: room for a constructive compromise' Human Resource Management Journal. Vol.9, No.1, p.65-75.

Liff, S. and Dickens. L. (2000) Ethics and Equality: reconciling false dilemmas in Winstanley, D. and Woodall, J. Ethical Issues in Contemporary Human Resource Management. London: Macmillan Press Ltd.

Mavin, S. and Girling, G. (2000) What is managing diversity and why does it matter? Human Resource Development International. Vol.4, Mo.3, p.419-433.

Moran, R.T., Harris, P.R. and Moran, S.V. (2011) Managing Cultural Differences. 8th Edition. Oxford: Butterworth Heinemann.

Noon, M. (2007) Managing Equality and Diversity in Beardwell, H. and Claydon, J. Human Resource Management: A Contemporary Approach. 5th Edition. London: Prentice Hall.

Noon, M. and Ogbanna, E. (2001) Equality, diversity and disadvantage in employment. Basingstoke: Palgrave.

Ozbilgin, M. F. and Tatli, A. (2008) Global Diversity Management. Basingstoke: Palgrave Macmillan.

Ross, R and Schneider, R. (1992) From Equality to Diversity. A business case for equal opportunities. London: Pitman Publishing.

Tipper, J. (2004) How to increase diversity through your recruitment practices. Industrial and Commercial Training. Vol.36, No.4, p.158-161.

Trompenaars, F. and Hampden-Turner, C. (2004) Managing People across Cultures. Chichester: Capstone Publishing.

Occupational Psychology

Year: 4

This module is optional

This module is designed to enable students to acquire knowledge and understanding of the principles of occupational psychology, and the contribution that they make to effective human resource management. Additionally students will be required to become proficient in the practice of key occupational psychology competencies.

Total Quality Management

Year: 4

This module is optional

Total Quality Management is a holistic approach to managing organisations, which focuses on continual improvement in all areas, achieved by the active involvement and participation of all employees. At its core are the processes involving customer/supplier chains, supported by the 'hard' elements of Teams, Systems, and Tools, interwoven with the 'soft' elements of Culture, Commitment, and Communication, all combined into an effective whole.

Entry conditions

We recognise a range of qualifications for admission to our courses. In addition to the specific entry conditions for this course you must also meet the University’s General Entrance Requirements.

In this section

A level

The A Level requirement for this course is BBB.


Overall BTEC award profile DDM to include Unit profile of 9 distinctions.

Irish Leaving Certificate

Overall Irish Leaving Certificate profile H3, H3, H3, H3, H3.

Scottish Highers

The Scottish Highers requirement for this course is BBBCC.

Scottish Advanced Highers

The Scottish Advanced Highers requirement for this course is CCC.

International Baccalaureate

Overall International Baccalaureate profile minimum 26 points (13 at higher level).

Access to Higher Education (HE)

Overall Access profile of 70%.


GCSE Profile to include Mathematics with a minimum Grade C.

GCSE Profile to include English Language with a minimum Grade C.

English Language Requirements

English language requirements for international applicants
The minimum requirement for this course is Academic IELTS 6.0 with no band score less than 5.5. Trinity ISE: Pass at level III also meets this requirement for Tier 4 visa purposes.

Ulster recognises a number of other English language tests and comparable IELTS equivalent scores.

Teaching and learning assessment

A wide variety of assessment methods are utilised such as essays, group work, exams, class tests, role plays and professional discussions, and teaching and learning has a significant applied emphasis.

Exemptions and transferability

Most students enter Year 1. However, if you can provide evidence of previous relevant HRM study you may be considered for advanced entry to year 2.

Careers & opportunities

In this section

Graduate employers

Graduates from this course have gained employment with a wide range of organisations. Here are some examples:

  • Allianz Insurance
  • Capita
  • Belfast Health and Social Care Trust
  • Diageo
  • Fujitsu
  • Grafton Recruitment
  • Pricewaterhousecoopers

Job roles

Graduates from this course are employed in many different roles. Here are some examples:

  • HR Administraion Officer
  • HR Administrative Assistant
  • HR Administrator
  • HR Advisor
  • HR and Stock CoOrdinator
  • Assistant/Service Member
  • Graduate Post - Assistant Manager

Career options

The demands being placed upon organisations today have heightened the need for effective HR professionals. As a graduate of the BSc (Hons) HRM degree, you may take up a position in a variety of roles with the HR function in public, private sectors (including manufacturing and service organisations) and not for profit sectors. These roles include personnel, recruitment, training, employee relations and business improvement. Additionally, the skills and expertise of HR professionals are in demand within the fields of managerial consultancy and employment law. You might also proceed to a more general management career in business or in the public sector, or go on to postgraduate study in HRM.

Work placement / study abroad

Students will undertake a one year professional placement in an HRM related role. This professional placement year will allow you to utilise the skills you have learnt from Ulster University and apply them within the workplace. The professional placement year gives students opportunities to test a career path before graduating, to increase their confidence in the workplace and also to allow students to discover new opportunities they hadn’t previously considered in HRM. Successful completion of the placement gives students the award of Diploma in Professional Practice.

Students may as an alternative to doing placement elect to study abroad for the year. Successful completion of this gains them the Diploma in International Studies.


How to apply Request a prospectus

Applications to full-time undergraduate degrees at Ulster are made through UCAS.

Start dates

  • September 2019

Fees and funding

In this section

Fees (per year)

Important notice - fees information Fees illustrated are based on 18/19 entry and are subject to an annual increase. Correct at the time of publishing. Terms and conditions apply. Additional mandatory costs are highlighted where they are known in advance. There are other costs associated with university study.
Visit our Fees pages for full details of fees

Northern Ireland & EU:
England, Scotland & Wales:
£9,250.00  Discounts available
£13,680.00  Scholarships available

Scholarships, awards and prizes

Year 1: Deans Award (for students averaging 70% or more).

Year 3: Award for Best Placement Student.

Year 4: Capita Prize for Best Final Year Student.

In the National Student Survey (NSS, 2014, 2015 and 2017) we were the highest ranked undergraduate HRM degree in the UK, in terms of student satisfaction.

Additional mandatory costs

Tuition fees and costs associated with accommodation, travel (including car parking charges), and normal living are a part of university life.

Where a course has additional mandatory expenses we make every effort to highlight them. These may include residential visits, field trips, materials (e.g. art, design, engineering) inoculations, security checks, computer equipment, uniforms, professional memberships etc.

We aim to provide students with the learning materials needed to support their studies. Our libraries are a valuable resource with an extensive collection of books and journals as well as first-class facilities and IT equipment. Computer suites and free wifi is also available on each of the campuses.

There will be some additional costs to being a student which cannot be itemised and these will be different for each student. You may choose to purchase your own textbooks and course materials or prefer your own computer and software. Printing and binding may also be required. There are additional fees for graduation ceremonies, examination resits and library fines. Additional costs vary from course to course.

Students choosing a period of paid work placement or study abroad as part of their course should be aware that there may be additional travel and living costs as well as tuition fees.

Please contact the course team for more information.