MSc International Human Resource Management

Postgraduate, Full-Time

Develop the valuable skills in people management to equip you for a career in human resource management in the dynamic international business environment.

  • Napier code:

    31622MM

  • Course type:

    Full-Time

  • Duration:

    3 trimesters

  • Award:

    MSc

  • Location:

    Craiglockhart campus

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Course introduction

If you're Interested in a career involving responsibility for the management and leadership of employees in a global environment then this course is for you.

Human Resource Management (HRM) is a vital area of business: successful people management, effective recruitment and a knowledge of employment law are keystones to the running and development of any company, whatever its size.

This course will develop your personal and professional skills to enable you to succeed in dynamic and complex international business environments. It will equip you with knowledge and understanding of global perspectives in HRM and prepare you to work in organisations to develop and sustain competitive advantage.


Student in computer lab

You’ll learn the specialist skills and expertise you need to be effective in realising human potential and wellbeing in employment and gain an understanding of recruitment and selection, training and development, employee relations and performance management.

You’ll develop an in-depth knowledge of international HRM processes and practices and gain an understanding of international and multicultural business environments and the skills required to manage people in global organisations.

You’ll also develop skills which will enhance your personal effectiveness as a critical thinker and encourage creative and effective approaches to complex management issues.

This is a full-time course starting in September or January and is split up into three trimesters. You’ll learn by a variety of teaching methods including lectures, workshops, seminars and independent study.

This course attracts students from all over the world and provides you with an excellent opportunity to expand your understanding of the diversity in international approaches to people management through discussion with your peers. You’ll be encouraged to reflect on the approach to HRM in your own culture/country and contribute relevant examples in class discussions.

Subjects include

  • People and Organisational Development
  • The Organisational Context of HR
  • Intercultural Business Communication
  • Employee Resourcing
  • Contemporary Issues in Strategic Management
  • HRM in an International Context
  • Research Methods
  • Dissertation

Study modules mentioned above are indicative only. Some changes may occur between now and the time that you study.

Full information on this is available in our disclaimer.

In response to the increasing internationalisation of business, and the appreciation of the importance of effective people management, expertise in international HRM is increasingly valued by employers. This course has been developed to enable our graduates to compete in this expanding labour market.


  • An Honours degree at 2:2 or above.
  • Comparable alternative qualifications or professional qualifications, and experience may also be considered.

English language requirements

If your first language isn't English, you'll normally need to undertake an approved English language test and our minimum English language requirements will apply.

This may not apply if you have completed all your school qualifications in English, or your undergraduate degree was taught and examined in English (within two years of starting your postgraduate course). Check our country pages to find out if this applies to you


Our entry requirements indicate the minimum qualifications with which we normally accept students. Competition for places varies from year to year and you aren't guaranteed a place if you meet the minimum qualifications.

International students

If your qualifications aren't listed above, visit our country pages to get entry requirements for your country.

Please note that non-EU international students are unable to enrol onto the following courses:

BN Nursing/MN Nursing (Adult, Child, Mental Health or Learning Disability)

BM Midwifery/MM Midwifery

Admissions policies

We are committed to being as accessible as possible to anyone who wants to achieve higher education.

Our admissions policies will help you understand our admissions procedures and how decisions are made.


Tuition fees
Students from 2016/17 2017/18
Home/EU n/a £6,466
Overseas n/a £12,620
This course comprises of 180 credits - 120 from taught modules and 60 from the dissertation.

Frequently Asked Questions about Fees
Information of Bursaries and Scholarships

Modules that you will study as part of this course*

Contemporary Issues in Strategic Management ( SOE11105 )

The Role and Nature of Strategic Management; Analysing the External Environment: macro-environment, industry and competitor analysis; Analysing internal resources, capabilities and core competencies; Business level and corporate level strategy; International business strategy; Strategic development: mergers and acquisitions, alliances and joint ventures; Strategy Implementation: Structure, Culture and Change.

Further information

Dissertation ( HRM11130 )

Research methodologies, critically reviewing literature, research design and ethics, data collection methods (qualitative, quantitative and mixed), analysis methods, research writing and dissemination. Individual research, production of a dissertation, reflection on work undertaken.

Further information

Employee Resourcing ( HRM11102 )

The Employee Resourcing module examines the range of methods and approaches used by employers to resource their organisations to enable them to meet their strategic goals. In examining these, the module is structured under the umbrella heading of Talent Management and takes account of both internal and external contextual factors influencing organisational approaches to talent, human resource (HR) planning, flexibility, recruitment, selection, diversity, health and wellbeing, performance management, and reward management. The module recognises the challenge for organisations, HR and line managers to minimise employee costs at the same time as trying to maximise employee value, and it provides scope to debate the theory and philosophy of employee resourcing within the reality of its everyday use.

Further information

HRM in an International Context ( HRM11111 )

After a brief introduction to models of national culture, the focus of the module is the HR issues and practices of organisations operating across national boundaries with a multi cultural workforce. It covers a range of key HRM areas: (1) global manpower planning, recruitment & selection (3) international performance management, training and development; (3) comparative employment regulation, employee voice and the management of conflict (4) the ethical considerations specific to international operations. These are explored through the use of examples and cases drawn from a range of international contexts and MNC practice. Students are encouraged to reflect on the approach to HRM in their own culture/country and contribute to the consideration of similarity and difference.

Further information

Intercultural Business Communication ( LNG11106 )

This module will provide you with a thorough understanding of specific theories of culture and communication, cultural systems and dimensions offered by major intercultural researchers and the critiques they have received in order to contribute to a more widening debate of intercultural theory and research. Taught sessions will address the notions of culture and intercultural business communication, and theoretical frameworks about cultural systems, cultural complexity and acculturation. There is also one session devoted to an intercultural workshop that helps you rehearse, through practical activities, the input from the previous taught sessions

Further information

People and Organisational Development ( HRM11115 )

This module includes critical examination of the impact of people management on organisational and individual behaviour in the key areas of organisational change, leadership, motivation, engagement, and employee well-being (including managing emotion at work), within the contexts of HRM, OD and OB. The module examines the changing role of the HR function, its influence on achieving competitive advantage, and the broader context in which it operates. The module is also concerned with learner development of a business orientation, a concern with adding value through HR practice, and a range of skills pivotal to successful people management practice and effective leadership. This includes critical reflection, problem solving and decision-making skills; enhanced IT proficiency; a range of team working and interpersonal skills and others associated with developing personal effectiveness and credibility at work.

Further information

Research Methods ( SOE11131 )

Research methodologies, critically reviewing literature, research design and ethics, data collection methods (qualitative, quantitative and mixed), analysis methods, research writing and dissemination.

Further information

The Organisational Context of HR ( HRM11116 )

The module begins with an overview of the various internal and external environmental contexts which shape organisational action (PEST forces) and consideration of organisational objectives. The module then moves onto review competing conceptions of the role and function of management and their implications for practice. Next, an introduction to the links between strategic HRM and organisational strategy is followed by a concise overview of strategic management models. The module then examines the concept of strategic HRM, the variety of ways strategic HR decisions are made within different organisations, the implications for the HR function and critically evaluates the different approaches to aligning organisational strategy with people management practices. In doing so, the module provides a critical understanding of strategic HR. Distinctions are drawn between the different levels of HR strategy and the diverse directions of growth and international strategic choice in a globally competitive environment. The potential ethical issues arising from strategic choices to internationalise the organisation are also considered. The impact of the increasing use of technology within HR as the function attempts to strategically reposition itself within the organisation is critically evaluated. Mindful of emergent strategies adopted by organisations to quantify the contribution of the HR function to organisational profitability the module also offers an introduction to Human Capital Management. To support this end and in recognition of the centrality of financial planning to organisational success this module provides instruction on the preparation and interpretation of financial statements and data, including profit & loss accounts, balance sheets, cash budgets, capital investment appraisal and break-even analysis.

Further information

* These are indicative only and reflect the course structure in the current academic year. Some changes may occur between now and the time that you study.