Micro Master's Degree in Strategic Human Resource Management

Level 7 is equivalent to Master's leveL

The aim of this unit is to develop learners’ understanding of how effective strategic management of human resources supports the achievement of organisational objectives in different contexts. The learner will also learn the process of analysing external and internal factors that affects an  organisation 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 organisational growth.  

Level 7 is equivalent to Master’s level and could transfer 20 credits and full 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 external business  environment impact organisations and the management of Human Resources.

  • 3.1 Apply the tools for analysing the  organisational environment.
  • 3.2 Critically evaluate how contemporary  issues in external business environment  impact organisations and the management of Human Resources.
  • 3.3 Critically evaluate legal and regulatory  frameworks that impact on 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 the management of human  resources.
  • 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 organisational strategies; 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; the changing patterns of effective human resource management; the effect of globalization; and the use of IT.
  • Growth in business; changes in business; labour  market competition; labour cost substitution; development of employee; 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; basic prerequisite  factors: skills, demand and supply of labours,  workforce; external factors: policies of governments,  education, employment, regional or industrial training;  competitions in 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 an organisational and its  environment e.g.: SWOT, PEST, Mckinsey7S, natural  system model, cognitive model, 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: eg.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 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:

  • Graduated with a Bachelor’s degree from an accredited university or achieved a Level 6 Diploma according to the European Qualifications
  • For a degree from non-global accredited universities; 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 that they can comprehend and gain benefits when participating. For the fake university or diploma mills, SIMI shall not be accepted.

English requirements

If a learner is not from a predominantly English-speaking country, proof of English language proficiency must be provided.

  • 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
  • Accreditation & Recognition certified from Paris-U

Because the program is accredited and recognized, students can easily use certified in the working environment and have many opportunities for career advancement. In addition, in case 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 the certified at the master level and is equivalent to:

  • Level 7 certificate of Regulated Qualification Framework (RQF) of 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) of Paris-U. Please see the credit transfer policy HERE

Tuition fee transfer:

When participating in the MAHRM program, students who have graduated the Micro Master program will receive a discount equivalent with short courses tuition fee 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 on the basis of 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 fully implement the APEL.Q approach to acknowledge past experience and knowledge. Assist students in becoming rapidly recognized and entering the labor market.

Short Courses Certified programs are completely approved and recognized, 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 MAHRM degree of Paris-U, not 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 its 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 not accept applicants if their entry qualifications are from diploma mill universities or schools/universities that are not 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 of Paris-U so that you could take the Micro Master program but could not move to the Master’s program of Paris-U.
  • English is not a mandatory entry requirement for short course programs, but candidates need to ensure that English is used in reading documents, listening to lectures, and doing assignments. Candidates should note that English is a mandatory requirement 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 contact 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 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 subject to change without notice. In some case, Paris-U offer 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 Libéral de Paris

Université Libéral 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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