Micro Master's Degree in Strategic Human Resource Management

Level 7 is equivalent to Master's leveL

This unit aims to develop learners’ understanding of how effective strategic management of human resources supports achieving organizational objectives in different contexts. The learner will also learn the process of analyzing external and internal factors that affect an organization and how the contextual factors are used to develop an effective HR strategy. Consideration is given to the contribution of strategic human resource management to competitive advantage and organizational growth.  

Level 7 is equivalent to Master’s level and could transfer 20 credits and total tuition fees to Master programs of Paris-U.

Programs in details

Learning Outcomes:

1. Understand the role of strategic management of human resources.

  • 1.1 Critically examine the nature and importance of strategic human resource management in organisations.
  • 1.2 Assess the role and purpose of strategic human resource management activities in an organisation.
  • 1.3 Evaluate how strategic human resource management is related to other functional areas.

2. Understand human resource planning in an organisation.

  • 2.1 Analyse the business factors that should be considered in 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 how contemporary issues in the external business environment impact organisations and Human Resources management.

  • 3.1 Apply the tools for analysing the organisational environment.
  • 3.2 Critically evaluate how contemporary issues in the external business environment impact organisations and Human Resources management.
  • 3.3 Critically evaluate legal and regulatory frameworks that impact Human  Resource strategy.

4. Be able to plan effective human resource strategies.

  • 4.1 Analyse the impact of organisational strategy, structure and culture on HR  strategy and human resources management.
  • 4.2 Plan an effective HR strategy.
  • 4.3 Critically monitor the effectiveness of human resources management.
  • 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
  • HRM strategy; organisational strategy; HRM strategy benefits for organisations; interrelationships between HRM and corporate systems; Organisational performance and HRM strategy. 
  • Organisational strategy influence on HRM strategy;  
  • Value creation
  • Human capital management
  • HRM strategy business focus
  • Effective HRM
  • Evaluation of strategic human resource management contribution e g. characteristics,  importance, techniques, changing patterns of effective human resource management, globalisation’s effect, and IT’s use.
  • Business growth; changes in business; labour market competition; labour cost substitution; development of employees; control of labour cost;  operations location; work nature changing; productivity increase; efficiency increase;  technological impact; competition in business;  declination of business.
  • Personnel prerequisites identification: experiences,  skills, qualifications, numbers; personnel matching to organisational prerequisites; essential prerequisite factors: skills, demand and supply of labours,  workforce; external factors: policies of governments,  education, employment, regional or industrial training;  competitions in the labour market; 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; and costs and benefits of the business. 
  • Models of analysis of an organisation and its environment, e.g., SWOT, PEST, McKinsey7S, natural system, cognitive, and meta models. HR  Metrics, employee surveys, audits and workforce analytics.
  • Demographic trends, multi-generational and diverse workforce; legislation, environmental (green) impacts,  technology developments and virtual workforce; chronic health issues of workforce, career development, organisational development and change, employee benefits and remuneration,  diversity, global mobility and work/life issues.
  • Legislative frameworks of own country: e.g. UK:  Employment Act (2008), Data Protection Act (1998),  Disclosure and Barring Service (DBS), Health and  Safety Act (1974), Equality Act (2010), Eligibility to  Work in the UK, Safeguarding Children and Vulnerable  Adults, EU Working Time Directive.
  • Relationship of organisational strategy with HR  strategy.
  • Ethics in human resource management, e.g.  discrimination, harassment, racism, gender preference, nepotism, favouritism; employee satisfaction; compliance and grievance; culture and  structure;
  • Culture-led theoretical models: Schein, Hofstede,  Handy; culture of organisation; interrelationships between HRM activities and culture.
  • The requirement for effective human resource  strategies: SMART objective target settings (specific, measurable, achievable, realistic, time-based)
  • 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, and HRM improvement proposals and activities.

Indicative Reading list 

  • Adair, J. and Allen, M. (2003). The Concise Time Management and Personal Development. London: Thorogood.
  • Megginson, D. (2007). Continuing Professional Development. London: Chartered Institute of Personnel & Development.
  • Truss, C., Mankin, D. and Kelliher, C., (2012). Strategic Human Resource Management. Oxford: University Press.

Entry requirements

To enroll in the Micro Master program, the learner must possess the following:

  • Graduated with a Bachelor’s degree from an accredited university or achieved a Level 6 Diploma according to the European Qualifications
  • For a non-global accredited university degree, The learner should have followed the Accreditation of Prior Experimental Learning for Qualification (APELQ) policy of Université Libérale de Paris (Paris-U). 
  • Learners must be over 21 years old.

Université Libérale de Paris 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 they can comprehend and gain benefits when participating. For the fake university or diploma mills, SIMI shall not be accepted.

English requirements

Proof of English language proficiency must be provided if a learner is not from a predominantly English-speaking country.

  • 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 Micro Master programs, students receive all certified documents from Université Libérale de Paris.

Certified Documents:

  • e-Certificate from Université Libérale de Paris. 
  • Hard copy certificate from Université Libérale de Paris
  • Accreditation of Prior Experiential Learning for Qualification (APELQ) certified from Paris-U for credit and tuition fee transfer
  • Certification & Recognition certified from Paris-U

Because the program is accredited and recognized, students can easily use permitted in the working environment and have many opportunities for career advancement. In addition, 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.

Université Libérale de Paris’s Micro Master Degree means:

Paris-U Micro Master Degree is certified at the master level and is equivalent to:

  • Level 7 Certificate of Regulated Qualification Framework (RQF) of the UK
  • Level 10 certificate of Scottish Credit and Qualifications Framework (SCQF)
  • Level 7 Certificate of Credit and Qualifications Framework (CQFW)
  • Level 7 certificate of European Qualifications Framework (EQF)
  • Level 9 certificates of the Australian Qualifications Framework (AQF)
  • Level 7 certificate of ASEAN Qualifications Reference Framework (AQRF)
  • Level 9 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.

Credits transfer:

Learners can accumulate 20 credits from the Micro Master program when participating in the Master of Arts in Human Resource Management (MAHRM) at Paris-U. Please see the credit transfer policy HERE

Tuition fee transfer:

When participating in the MAHRM program, students who have graduated from the Micro Master program will receive a discount equivalent with short courses tuition fee for each certified. Please see the tuition fee transfer HERE

[APEL.Q] – Accreditation of Prior Experiential Learning (APEL) for Award of Academic Qualifications (Q) is the award of academic qualifications to individual learners through the evaluation and assessment of prior experiential learning towards fully accredited programmes offered by Paris-U. A degree with [APEL.Q] pathway is granted based on the knowledge, skills, and competencies acquired through formal, informal, or non-formal learning.

As a crucial component of Liberal Education, Paris-U is the first university in the world to implement the APEL.Q approach to acknowledge experience and knowledge fully. Assist students in becoming rapidly recognised and entering the labor market.

Short Courses Certified programs are wholly approved and recognised, according to the same rigorous standards as academic degree programs. Learners might include this qualification in their portfolios when submitting for the APEL.Q examination.

Please note that the APEL.Q process will lead to only a MAHRM degree from Paris-U, not a dual degree. For more information, read more HERE

Université Libérale de Paris (Paris-U) Certified program is not-for-profit, so the tuition fees are fully supported by Paris-U’s partners. Université Libérale de Paris reserves the right not to accept more students if the number exceeds the quotas.

Apply Policy:

  • 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 only accept applicants if their entry qualifications are from diploma mill universities or schools/universities that are 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 at Paris-U, so you could take the Micro Master program but could not move to the Master’s program at Paris-U.
  • English is not a mandatory entry requirement for short course programs, but candidates must ensure that English is used in reading documents, listening to lectures, and doing assignments. Candidates should note that English is mandatory when switching to an academic program at Paris-U.

Apply Process:

  1.  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.
  2. Email your application to support@paris-u.fr with all the required documents. You could download the application form here.
  3. Our admission department will reach out to you and guide you through further processes if the registration documents need to be supplemented.
  4. Université Libérale de Paris will issue the Letter of Acceptant (LOA). You will proceed to the next steps according to the instructions and pay the tuition fee.
  5. Université Libérale de Paris will issue a student confirmation letter, login account to the e-learning system and related documents.
  6. 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.

t-shaped employees dicuss about business strategy
Young smiling boy and girl happily looking in camera spending time together in skatepark

Tuition fees

Tuition policies are in keeping with the provisions of the Paris-U policy and are subject to change without notice. In some cases, Paris-U offers a variety of Scholarships for International Students. 

Level 7 short courses certificate & e-certificate
Hard copy certificate & APEL.Q documents
Transfer to Paris-U Degree

Université Libérale de Paris

Université Libérale de Paris (Paris-U) offers higher education programmes in English only and that are different from the French National Curricula and Programmes leading to French Government accredited university qualifications, which falls under the French Public Higher Education sector.

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