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EasyUni Sdn Bhd

Level 17, The Bousteador No.10, Jalan PJU 7/6, Mutiara Damansara 47800 Petaling Jaya, Selangor, Malaysia
4.4

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+60142521561

EasyUni Sdn Bhd

Level 17, The Bousteador No.10, Jalan PJU 7/6, Mutiara Damansara 47800 Petaling Jaya, Selangor, Malaysia
4.4

(43) Google reviews

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MSc Human Resource Development and Organisational Change

Course overview

Statistics
Qualification Master's Degree
Study mode Data not available
Duration 3 years
Intakes
Tuition (Local students) Data not available
Tuition (Foreign students) Data not available
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Intakes

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Foreign students

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Every effort has been made to ensure that information contained in this website is correct. Changes to any aspects of the programmes may be made from time to time due to unforeseeable circumstances beyond our control and the Institution and EasyUni reserve the right to make amendments to any information contained in this website without prior notice. The Institution and EasyUni accept no liability for any loss or damage arising from any use or misuse of or reliance on any information contained in this website.

Entry Requirements

The entry requirements for the MSc HRDOC are:

· A Postgraduate Diploma in Human Resource Development or Human Resource Management (from the University of Wolverhampton Business School or other Higher Education institution).

· Graduate membership of the Chartered Institute of Personnel and Development through assessment.

· An equivalent Postgraduate Diploma in a related subject area.

Additionally, you should be in, or aspiring to, a position of strategic influence within your organisation, either as an advanced HR practitioner, senior manager or management consultant.

Curriculum

Typical modules may include

Organisational change and the implications for HR management

Explores the significance and dimensions of organisational change and transformation, and how students - as managers and developing managers - can develop as effective agents for change through their understanding of the relationship between the organisation and its environment.

Strategic contribution of HRD

The strategic contribution of HRD and HRD professionals to the understanding and enhancement of change management and the attainment of organisational

goals.

Multi-perspective, analytical frameworks

The multi-perspective, analytical frameworks that underpin recognition, identification and evaluation of key HRD issues that impact on organisational

performance and strategic direction.

Action learning as a critical factor in effective HRD

The significance and contribution of action learning approaches and outcomes with regard to the enhancement of organisational change.

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