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Students
Tuition Fee
GBP 20,232
Per course
Start Date
2025-09-29
Medium of studying
Fully Online
Duration
24 months
Program Facts
Program Details
Degree
Masters
Major
Human Resources | International Business | Management
Area of study
Business and Administration
Education type
Fully Online
Timing
Part time
Course Language
English
Tuition Fee
Average International Tuition Fee
GBP 20,232
Intakes
Program start dateApplication deadline
2025-09-29-
About Program

Program Overview


Key information

Study mode: | 100% online
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Duration: | 2 years, part timeNext start date: | 29 September 2025Application deadline: | 1 September 2025Intakes: | September 2025, January 2026, and May 2026Tuition fees: | £20,232*


Course overview

Ready to build your leadership skills and move into strategic, global HR positions? This online master’s degree gives you the expertise to get there.


Developed by experts at the triple-crown accredited King’s Business School, the curriculum provides the advanced knowledge and skills necessary to excel in international HR.


Throughout your studies, you’ll gain a deep understanding of cross-border HR practices and strategies. Equipped with this global vision, you’ll be able to develop systems to help line managers effectively manage and motivate diverse teams and drive organisational performance.


You’ll also examine the ethical dimensions of HRM, learning how to promote sustainability and responsible practices within your organisation.


You’ll explore key theories and practical approaches to employee motivation, performance, and wellbeing. Through this, you’ll be able to design HR practices that foster a productive, positive work environment. You’ll also gain critical insights into how workplace dynamics and inequalities are influenced by broader societal and global factors.


Our course culminates in a research and consultancy project, where you’ll apply your knowledge to solve real-world HR challenges. This will ensure that you graduate with the practical experience and global mindset needed to navigate complex HR challenges with confidence.


Who is this course for?

  • Ideal for those seeking to progress into leadership roles in global HR.
  • Suitable for individuals aiming to become decision-makers in both generalist and specialist HR roles.
  • Designed for individuals ready to lead HR strategy, manage diverse teams, and drive global organisational performance.
  • Perfect for those passionate about promoting ethical, sustainable, and responsible HR practices globally.

Why choose this online MSc?

Expand your global HR perspective

Gain a deep understanding of HR practices through diverse case studies and expert insights.


Cutting-edge HR research

Learn from King's Business School faculty who are actively shaping global HR practices.


Global networking opportunities

Connect with HR professionals worldwide, enhancing your learning and career prospects.


In-depth consultancy project

Tackle a real-life global HRM issue, applying theories and practices in a group consultancy challenge.


Module overview

This online Global HRM MSc course is comprised of 10 modules, nine 15-credit core modules and one 45-credit core module (180 credits in total). All modules on the course are core and compulsory, and must be passed to complete the award. You’re required to take the following 10 core modules:


Human Resource Management in Practice (15 credits)

In this module, you’ll be introduced to the core domains of HRM in practice including employee resourcing, employee reward, training and development, talent management, performance management and employee engagement. You’ll also explore the strategic role of the HR function and examine HRM from an international perspective, considering a range of dilemmas faced by HRM practitioners and line managers.


You’ll examine these topics from a critical, evidence-based perspective and apply relevant theories to understanding practical HRM situations. The module is also designed to help you develop key people management skills and competencies required in a global context.


Motivation, Wellbeing, and Performance (15 credits)

In this module, you’ll address issues on employee motivation, performance, and wellbeing. You’ll cover theories and human resources management practices for employee motivation, performance, and wellbeing.


Specifically, you’ll cover principles and practices for performance management, including job analysis, performance measurement, evaluations, and feedback. You’ll be introduced to motivation theories, including reinforcement theory, need theory, self-determination theory, expectancy theory, goal-setting theory, and equity theory, to understand the motivational mechanism behind work performance from different angles.


Meanwhile, you’ll also discuss motivation practices, such as compensations, rewards, and job design, for how managers and organisations can shape employee motivation, performance, and wellbeing.


Finally, you’ll address two important topics on employee wellbeing, workplace stress and work-life balance, by discussing theories and human resource management practices on stress management and flexible work arrangement.


You’ll have opportunities to apply what you learn to analyse cases reflecting real-world managerial issues from different angles, including different stakeholders' perspectives. You’ll also be offered activities to reflect on your work experiences and apply the knowledge learnt from the module to your work contexts.


Employment Relations (15 credits)

In this module, you’ll gain a critical perspective on the employment relationship, including how it's inherently conflictual, with tensions between managers and workers. You'll discover that the employment relationship encompasses different actors, including trade unions, governments, managers, and employees. You’ll also learn that across different countries and contexts, different institutions impact the employment relationship and its actors, and this has implications for inequality.


You’ll cover the unequal employment relationship and the role of industrial relations and institutions in relation to work and organisations. You’ll develop an understanding of how this impacts diversity and inclusion, wage inequality, job quality and skills. You’ll look at macro perspectives and how these impact the workplace.


You’ll gain a critical appraisal and an appreciation of a sociological perspective that tackles inequality, along with an understanding of how micro-HR initiatives can alleviate some inequalities. Therefore, you’ll see how different theories, cases and evidence relate to employment relations.


HR Data and Analytics (15 credits)

In this module, you’ll be introduced to the use of data analytics in global HRM. You’ll focus on the strengths, weaknesses, opportunities, and risks presented by data analytics, including ethical implications of these practices. You’ll learn how to carry out quantitative and qualitative analyses, how to interpret the outputs from these processes, and how to effectively communicate the findings to key stakeholders in order to positively impact organisational decision-making, strategy development and policy implementation. The module is designed to develop key skills in contemporary digital technologies, analysis, and communication.


Global and Comparative HRM (15 credits)

The global context of HRM challenges us to consider how national culture and regional institutions shape management practices, employment opportunities and work-related experiences. It further offers unique sets of opportunities and constraints for multinational corporations (MNCs) for running their business and managing international human resources.


This module is designed to help you understand how, and to what extent, national institutional characteristics shape the design and impact of HRM-related policies and practices. You’ll analyse MNC's international strategies, the role of culture and institutions in HR-related variations between countries, and the impact of globalisation on workers around the world.


Research and Consultancy Skills in HRM (15 credits)

In this module, you’ll be introduced to both research methods and consultancy skills which can then be used to analyse and resolve management and HRM problems and explore business opportunities. The emphasis will be on evidence-based and problem-based learning. With research methods, you’ll be introduced to, and expected to apply, a range of research methodologies and methods.


This module will also critique different frameworks of consultancy. You’ll be introduced to consultancy theory and tools and expected to develop process awareness, understanding and consulting skills through various practical activities and applications.


Leadership and Change (15 credits)

In this module, you’ll focus on the role of leadership in organisational change management. You’ll first cover theories and perspectives of leadership, including trait, behavioural, contextual, and relational perspectives, approaching leadership from different angles.


Next, you’ll discuss organisational change from a process perspective. You’ll be introduced to a process model of change and use this as a framework to discuss the importance of stakeholder management, communication, reactions to change, learning and culture, and employee proactivity in the change process.


You’ll examine the role of leadership in change under each topic of change management. You’ll be provided opportunities to apply the knowledge learned from the module to analyse cases reflecting real-world issues in organisational change management across different business and geographical settings. You’ll also be offered activities to reflect on your work experiences and apply the knowledge learned from the module to your work contexts.


Strategic and Contemporary HRM (15 credits)

In this module, you’ll examine strategic and contemporary HRM that is applicable to a global context. You’ll consider Strategic HRM as compared with more operational HRM and critically consider the strategic role of HRM in addressing current organisational challenges and dilemmas.


You’ll examine strategic and contemporary HRM from a critical, evidence-based perspective and apply relevant theories to understanding practical Global HRM situations. The module is also designed to promote your global mindset, with the development of a range of key people management skills and competencies required in a national and international context.


Responsible HR and Sustainability (15 credits)

In this module, you’ll explore Responsible HR and Sustainability to develop your insight into the important internal and external contribution that HR can make.


In addition to considering the employee and organisational perspective, you’ll locate HRM within its broader societal and environmental context. Examining challenges from a critical and strategic, evidence-based perspective you’ll apply relevant concepts and theories to build your skills to ensure that you’re well placed to lead the way in enhancing Global HRM, for example with promoting Equality, Diversity and Inclusion, and Green HR.


The module is designed to develop your global mindset and key people management skills and competencies required in a global context, including ethical decision making, adaptive communication, and problem-solving.


Research and Consultancy Global HRM Project (45 credits)

This practice-based module gives you the opportunity to undertake research into, and consultancy on, a specific HRM organisational problem. It’s designed to give you experience in defining and researching a specific academic topic in HRM, building on subject knowledge and professional insights and skills gained through taught modules.


You’ll apply methodological principles and consulting skills developed on the Research and Consulting Skills in HRM module. This will involve original research, the application of research techniques (including quantitative or qualitative approaches), the use of intervention styles in consultancy, and evidence of problem-solving skills to address the business issue with actionable recommendations. The module requires you to apply a global mindset.


How you're assessed

Assessments are designed to test your knowledge, understanding and critical awareness of the topics discussed during the course, as well as your ability to analyse and apply specialist knowledge to practice. The assessment type may vary between modules.


However, they’re likely to include one or more of the following forms:


Written coursework

(essays and reports)


Online exams

Group presentations

Entry requirements

Standard requirements

A high 2:1 (65%) honours degree in a related area. Relevant work experience (2-3 years) is preferred but not essential.


The work experience can include self-employment, part-time work, working in public, private and third-sector organisations, secondments and internships.


If you have a lower degree classification, or a degree in an unrelated subject, your application may be considered if you can demonstrate significant relevant work experience, or offer a related graduate qualification (such as a master's or PGDip).


Non-standard entry requirements

Even if you don’t meet the standard entry requirements, your application will be considered and assessed on a case-by-case basis.


For example, you may be offered a place with a lower degree qualification if you bring with you relevant work experience and/or professional qualifications. You may be offered a place if you performed exceptionally well in an unrelated degree.


English language requirements

English language band: B


To study at King's, it is essential that you can communicate in English effectively in an academic environment. You’re usually required to provide certification of your competence in English before starting your studies.


Nationals of majority English speaking countries (as defined by the UKVI) who have permanently resided in this country are not usually required to complete an additional English language test. This is also the case for applicants who have successfully completed:


  • An undergraduate degree (at least three years duration) within five years of the course start date.
  • A postgraduate taught degree (at least one year) within five years of the course start date.
  • A PhD in a majority English-speaking country (as defined by the UKVI) within five years of the course start date.

Career options in Global HR Management

Our Global HRM MSc is designed to accelerate your career by equipping you with the skills and knowledge needed for senior HR leadership roles with a global focus. As a graduate, you'll be well-prepared for positions such as Global HR Manager, Director of Global HR, or Chief People Officer (CPO). In these roles, you'll lead HR strategy and operations across multiple regions, managing diverse teams and aligning HR practices with global business objectives.


This course is also tailored to support your transition from operational to strategic HR roles. You'll gain the ability to align HR initiatives with broader business strategies. This will make you an asset in roles like Strategic HR Business Partner or Global HR Consultant, where strategic thinking in an international context is key.


Finally, our Global HRM MSc prepares you for impactful roles within multinational corporations. You'll develop the expertise needed to manage a global workforce, navigate cultural differences, and implement HR strategies across various regions. Career outcomes include positions such as Global Talent Manager or Regional HR Director, where your ability to understand and manage the complexities of a global HR landscape will be crucial.


Graduates of the on-campus Human Resource Management & Organisational Analysis have progressed to senior roles in organisations including Amazon, L’Oreal, Save the Children, Standard Chartered, Experian and Viacom, among others.


Program Outline


Degree Overview:

  • Overview: The Global Human Resource Management MSc is a program designed to equip individuals with the skills to navigate the complexities of human resource management in a global context.
  • It is offered online, enabling students to study remotely and flexibly. The program aims to cultivate individuals into confident HR leaders who can contribute at the top table of their organizations.
  • Objectives:
  • Develop a robust understanding of strategic HR approaches and their application in contemporary workplaces.
  • Enhance expertise in various key areas of HR, including employee relations, organizational behavior, and contemporary HR practices.
  • Gain the ability to validate and build upon existing knowledge and experience in the field.
  • Develop proficiency in critical analysis and application of theoretical and practical HR concepts.
  • Acquire the skills to conduct research and generate, critique, and refine workforce strategies at individual, organizational, and international levels.
  • Master the ability to identify and address global HR challenges with confidence.
  • Program Description: The program offers a theory-driven, strategic, and contemporary curriculum delivered entirely online.
  • Through this program, students gain valuable experience by applying their learned knowledge to real-world scenarios through a collaborative research and consultancy project. This project mirrors the types of challenges faced by HR directors and consultants in professional settings.

Outline:

  • Curriculum: The Global HRM MSc comprises 10 modules, nine core 15-credit modules and one core 45-credit module (totaling 180 credits).
  • All modules are compulsory and must be passed to complete the program.
  • Module Descriptions:
  • Human Resource Management in Practice (15 credits):
  • This module introduces students to the core domains of HR in practice, including employee resourcing, reward, training and development, performance management, and employee engagement. It also explores the strategic role of HR and examines HR from an international perspective.
  • Motivation, Wellbeing, and Performance (15 credits): This module addresses employee motivation, performance, and wellbeing.
  • It covers theories and human resource management practices for motivating, improving performance, and enhancing employee wellbeing.
  • Employment Relations (15 credits): This module provides students with a critical perspective on the inherently conflictual nature of employment relationships, including tensions between managers and workers.
  • It examines the role of various actors in shaping employment relations, such as trade unions, governments, managers, and employees.
  • HR Data and Analytics (15 credits): This module focuses on the use and implications of data analytics in global HRM.
  • It equips students with the skills to critically analyze data, interpret outputs, and effectively communicate findings to influence organizational decision-making, strategy development, and policy implementation.
  • Global and Comparative HRM (15 credits): This module explores the impact of national culture and regional institutions on management practices, employment opportunities, and work-related experiences.
  • It investigates how these factors influence and constrain multinational corporations (MNCs) in managing international human resources and running their businesses.
  • Research and Consultancy Skills in HRM (15 credits): This module equips students with both research methods and consultancy skills essential for analyzing and resolving HR and management problems.
  • It emphasizes evidence-based and problem-based learning, introducing students to various research methodologies and consultancy frameworks.
  • Leadership and Change (15 credits): This module focuses on the critical role of leadership in organizational change management.
  • It explores various leadership theories and perspectives, along with organizational change from a process perspective. Additionally, it examines the critical role of stakeholder management, communication, and employee proactivity in managing change effectively.
  • Strategic and Contemporary HRM (15 credits): This module delves into the application of strategic and contemporary HRM in a global context.
  • It critically examines the strategic role of HR in addressing current organizational challenges and dilemmas.
  • Responsible HR and Sustainability (15 credits): This module explores the internal and external contributions HR can make towards sustainability and responsible business practices.
  • It examines HR within its broader societal and environmental context, equipping students with the skills to promote diversity, inclusion, and green HR practices.
  • Research and Consultancy Global HRM Project (45 credits): This practice-based module provides students with the opportunity to conduct research and consultancy on a specific HR organizational problem.
  • It allows them to apply their understanding of HRM subjects and develop research skills, methodological principles, and consultancy skills required for real-world application.

Assessment:

  • Assessments are designed to evaluate students' knowledge, understanding, and critical thinking skills concerning the topics covered in the program.
  • Assessment methods may include essays, written reports, online exams, group presentations, or a combination of these methods depending on the module.

Teaching:

  • Teaching Methods: The program utilizes a variety of teaching methods, including lectures, seminars, workshops, and online learning platforms.
  • This diverse approach fosters interactive learning and allows students to engage with faculty and fellow students effectively.
  • Faculty: The program is taught by experienced academic and industry professionals who possess expertise in various HR fields.
  • This ensures students receive up-to-date knowledge and industry insights from qualified instructors.
  • Unique Approaches: The program includes a unique collaborative research and consultancy project, offering students valuable hands-on experience in addressing real-world HR challenges.
  • This project provides an opportunity to apply theoretical knowledge to practical situations and develop professional skills that are highly sought after in the HR industry.

Careers:

  • Career Paths: The Global HRM MSc prepares graduates for a wide range of senior roles in various HR-related fields, including:
  • People Management
  • International HRM
  • Employee Relations
  • Business Development
  • Global Strategy
  • Career Opportunities: Completion of the program equips graduates with the skills and knowledge necessary to pursue diverse career opportunities in organizations of all sizes and industries.
  • Graduates can find employment in various sectors, including:
  • Private corporations
  • Non-profit organizations
  • Government agencies
  • International organizations
  • Outcomes: Graduates of the program are well-equipped to make significant contributions to the HR field due to their comprehensive understanding of contemporary HR theory and practice.
  • The program prepares them to become effective leaders in the global HR landscape.

Other:

  • The program features a global mindset, ensuring students develop a comprehensive understanding of HR practices from an international perspective.
  • King's College London, a prestigious institution with a global reputation, offers the program.
  • The program is fully online, providing flexibility and accessibility to students worldwide.
  • The program requires three years of relevant post-first-degree work experience for admission.
  • To apply, students must submit a personal statement, two reference letters, educational transcripts, degree certificates, and a CV.
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Admission Requirements

Entry Requirements:


Standard Requirements:

  • A minimum upper second-class honours degree (2:1) or equivalent in a social science-related area.
  • At least three years of relevant post-first-degree work experience.

Non-Standard Entry Requirements:

If you have a lower degree classification or a degree in an unrelated subject, your application may still be considered. You will need to demonstrate significant relevant work experience or offer a related postgraduate qualification (such as a master's or PGDip).


English Language Requirements:

  • English language band: B
  • Nationals of majority English speaking countries (as defined by the UKVI) who have permanently resided in this country are not usually required to complete an additional English language test.
  • This means that applicants must demonstrate a good level of English language proficiency in order to be considered for admission.

Please note:

  • The specific English language test that you need to take will depend on your nationality and the country where you completed your previous studies.
  • This information includes the specific academic qualifications, work experience, and English language proficiency requirements that applicants must meet.
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