Learning Outcomes:

• 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 The Master Award, 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 Accreditation of Prior Experiential Learning for Qualifications (APELQ) policy of SIMI and/or University Partners.
• Learners must be over 21 years old.

The SIMI Swiss 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, University Partners 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 with Master Award, students receive all certified documents from the SIMI Swiss.

Certified Documents:

• e-Certificate from the Swiss Information and Management Institute (SIMI Swiss).
• Hard copy certificate from the Swiss Information and Management Institute (SIMI Swiss) – Optional.
•  Accreditation of Prior Experiential Learning for Qualifications (APEL.Q) certified from University Partners for credit and tuition fee transfer.

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 SIMI degree or university partner degree, students can convert all credits and the full paid tuition fee when participating in the program University Partners.

The SIMI Swiss’ Master Award means:

SIMI Swiss Mater Award is the award at the master’s 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 SIMI Swiss and/or University Partners academic programs if they want to study for an academic degree.

Credits transfer:

Learners can accumulate 20 credits from the Master Award program when participating in the Master of Arts in Human Resources Management and Talent Development (MAHRM). Please see the credit transfer policy HERE

Tuition fee transfer:

When participating in the MAHRM program, students who have graduated 1 Master Award will receive a discount of full tuition fee which you paid. Please see the tuition fee transfer HERE

The SIMI Swiss micro-credential program allows for the transfer of credits and tuition fees into full degree programs from SIMI Swiss and/or its university partners. SIMI Swiss reserves the right to limit admissions once the number of students exceeds the quotas.

Apply Policy:

• To participate in the SIMI Swiss micro-credential program, students need to meet the entry criteria corresponding to each level. Please see the “Entry” tab for more details.
• SIMI Swiss will not accept applicants if their entry qualifications are from diploma mill universities or schools/universities that are not accredited.
• For Master Award 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 SIMI Swiss and University Partners so that you could study Master Award but could not move to the Master’s program of SIMI and University Partners.
• 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 SIMI Swiss and University Partners.

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 Master’s level, and applicants without a Master’s degree will not be able to participate in the program at the Doctoral level.
2. Email your application to support@simiswiss.ch 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. SIMI Swiss will issue the Letter of Acceptant (LOA). You will proceed to the next steps according to the instructions and pay tuition fee.
5. SIMI Swiss will issue a student confirmation letter, login account to the e-learning system and related documents.
6. You have become an official SIMI Swiss student and enjoy your study journey.

The SIMI Swiss micro-credential program is fully online, allowing you to study anytime, anywhere. You have the option to attend live classes with SIMI Swiss. The final exam will be uploaded to the system and evaluated by the academic panel of SIMI Swiss. Students must submit assignments on time; failure to do so will result in the student being considered to have discontinued the program.