Professional Master’s in Applied Human Resource Management (PMAHRM) Self Paced

The Professional Master’s in Applied Human Resource Management (PMAHRM) is a future-focused, competency-driven program designed to develop high-impact HR leaders who can strategically align human capital with business goals. This program blends foundational HR knowledge with modern practices in talent strategy, analytics, digital HR, and organizational development. Structured around real-world functions and competency areas, the course equips professionals to solve complex people-related challenges, lead organizational change, and build agile HR systems in today’s evolving workplace.

Whether managing performance, shaping culture, driving employee engagement, or building data-informed talent strategies, learners will gain applied expertise to take on mid- to senior-level roles in diverse sectors.

- Develop Functional Mastery in Core HR Domains
  - Build practical knowledge in recruitment, performance management, learning & development, and employee relations to effectively manage HR operations.
- Align HR Strategy with Organizational Goals
  - Learn to develop and execute HR strategies that support business priorities and contribute to long-term organizational success.
- Apply HR Analytics for Evidence-Based Decisions
  - Gain proficiency in HR data interpretation, metrics, dashboards, and predictive analytics to support workforce planning and policy design.
- Manage Talent Acquisition and Workforce Planning
  - Implement modern sourcing techniques, competency-based hiring, and succession planning frameworks aligned to future workforce needs.
- Design and Execute Learning & Development Programs
  - Create impactful training strategies based on TNA, learning outcomes, and performance improvement methodologies.
- Build High-Performance Cultures through Engagement & Leadership
  - Apply tools and strategies to foster employee motivation, psychological safety, and leadership development.
- Ensure Compliance, Ethics, and Risk Mitigation
  - Understand employment laws, ethical standards, and HR policies to ensure regulatory compliance and minimize organizational risk.
- Lead Change and Organizational Transformation Initiatives
  - Use change models, OD interventions, and agile HR principles to drive business transformation through people.
- Integrate Technology and Digital HR Solutions
  - Explore HRIS, HR automation, and emerging tech tools that support smarter, faster, and more employee-centric HR practices.
- Strengthen Business Acumen and Strategic Thinking
  - Develop the ability to interpret financial and operational data, participate in strategic decision-making, and act as a credible HR business partner.

Applied Competency-1: Business Centric Recruitment Selection Framework

Applied Competency-2: Sourcing the RIGHT Talent Pillar of Recruitment

Applied Competency-3: Behavioral & Competency Based Interviewing

Applied Competency-4: Strategic Workforce Planning

Applied Competency-1: HR Business Partner – Concept & Competency

Applied Competency-2: Dimensions of HRBP 2.0

Applied Competency-3: Business Acumen & Business Strategy

Applied Competency-4: HRBP as Internal Consultant

Applied Competency-1: Learning & Development Essentials

Applied Competency-2: Introduction to Organization Development

Applied Competency-3: OD Practitioner Role & Responsibility

Applied Competency-4: Essentials of OD Interventions

Applied Competency-1: Competency-Based Performance Management System

Applied Competency-2: Performance Benchmarking & Goal Setting

Applied Competency-3: KPI-Based Performance Management System

Applied Competency-4: Anatomy of Performance Management System

Applied Competency-1: Employee Tax Management

Applied Competency-2: HR Accounting

Applied Competency-3: Basics about Finance & Accounting

Applied Competency-4: Business Ratio & Its Application

Applied Competency-1: Designing Competitive Pay & Benefit Structure

Applied Competency-2: Job Evaluation

Applied Competency-3: Annual Merit Review

Applied Competency-4: Designing Performance-linked Incentive Structure

Applied Competency-1: The Concept of Strategic Human Resource Management

Applied Competency-2: The Strategic Role of HR

Applied Competency-3: The Essence of Business Driven HR

Applied Competency-4: CHRO to CEO – Concept, Competency & Challenges

Applied Competency-1: Internationalization – Context, Strategy, Structure & Process

Applied Competency-2: Core HR Functions – A Comparative & International Perspective

Applied Competency-3: Managing an International Staff

Applied Competency-4: Industrial Relations – A Comparative & International Perspective

Strategic Competencies:
- Focus: Aligning HR with business direction, strategic influence, and long-term organizational goals.
- HR Strategy Alignment: Ability to align people initiatives with organizational strategy and vision.
- Change Leadership: Lead, manage, and sustain organizational transformation through people
- HR Business Partnering: Serve as a strategic advisor to business leaders on workforce-related issues
- Workforce Planning: Forecast talent needs and develop actionable plans for future workforce readiness
Functional HR Competencies:
- Focus: Technical skills and knowledge areas required to manage HR functions effectively.
- Talent Acquisition & Retention Plan, attract, and retain high-quality talent aligned to organizational needs
- Performance Management Design and implement KPI-based appraisal systems and development plans
- Learning & Development Assess, design, and measure learning programs that enhance performance
- Compensation & Benefits Develop equitable and competitive reward structures to drive motivation
Digital & Analytical Competencies
- Focus: Leveraging technology and data to optimize HR performance and decision-making.
- HR Analytics Use metrics, dashboards, and predictive models to support evidence-based HR.
- HRIS & Automation Operate and optimize Human Resource Information Systems (e.g., SAP, Workday)
- Digital HR Tools Apply digital platforms to enhance recruitment, learning, and engagement
- Data-Driven Decision Making Interpret and apply HR data in workforce planning and strategic discussions
People & Culture Competencies
- Focus: Fostering an engaged, ethical, and inclusive organizational culture.
- Employee Engagement Design initiatives to improve morale, motivation, and retention
- Diversity, Equity & Inclusion (DEI) Promote fair and inclusive practices across the organization
- Conflict & Grievance Management Mediate and resolve workplace conflicts while ensuring policy compliance.
- Organizational Culture Development Shape a values-based, collaborative, and high-performance culture
Governance & Compliance Competencies
- Focus: Ensuring legal, ethical, and risk-mitigated HR practices.
- Employment Law & Labor Relations Interpret and apply labor laws, contracts, and compliance frameworks
- HR Policies & SOPs Design, implement, and audit HR policies and procedures
- Ethical HR Practice Promote fairness, transparency, and accountability in all HR functions
- HR Risk & Compliance Management Identify and manage risks related to people, processes, and compliance

Demonstrate proficiency in core HR functions including talent acquisition, performance management, learning and development, and total rewards administration.
Design and implement HR strategies that align with organizational goals and support workforce planning, capability building, and sustainable growth.
Apply HR analytics and digital tools to make evidence-based decisions and optimize HR processes across recruitment, retention, and employee engagement.
Interpret and ensure compliance with employment laws, labor standards, and HR governance frameworks across diverse jurisdictions and industries.
Evaluate employee performance and engagement data to develop high-impact interventions that improve organizational culture and business outcomes.
Develop inclusive and ethical HR practices that promote diversity, equity, and fairness in talent management and workplace relations.
Lead change and organizational transformation initiatives by using structured OD models and people-centric change strategies.
Communicate and collaborate effectively with internal stakeholders, acting as a strategic HR business partner across departments and leadership levels.
Build integrated HR systems and policies that support talent lifecycle management, risk mitigation, and organizational agility.
Demonstrate business and financial acumen by understanding key HR metrics, workforce costs, and the strategic impact of human capital investments.

Features:

Course overview:

Total Functional Domain: 08
Every Functional Domain has 04 Applied Competencies
Total Applied Competency: 32
Per Competency: 02 ECT
Capstone Project Work (CPW): 08
Total ECT: 4*2*8+8=72
Study Mode: Self-Paced Learning System (Online-Distance Learning)
Duration: 12 Months.
Assignment: Each Unit has 01 (One) Final Assignment.
Research Project Work: One Research Project Work needs to be submitted.

Required Documents for Admission:

Education Certificates.
Latest CV/Resume.
Personal Statement (500 words).
Passport Copy.
Passport Size Photo (jpg. format).
Reference Letters.

Grading Systems:

Pass:

Higher Distinction: 90-100%
Distinction: 80-89%
First Division: 70-79%
Second Division: 60-69%
Satisfactory: 50-59%

Fail:

Unsatisfactory: 49% and Below.

FAQ

1. Who is this program designed for?

This program is ideal for mid- to senior-level HR professionals, HR business partners, talent managers, L&D specialists, OD consultants, and aspiring HR leaders who want to elevate their strategic and functional expertise in human resource management.

2. Is this qualification internationally recognized?

Yes. The PMAHRM is endorsed by NQual, a UK-based awarding body regulated by Ofqual (UK's Office of Qualifications and Examinations Regulation). This ensures high credibility, global recognition, and compliance with international quality standards. This course is also endorsed by Society for Humar Resource Management (SHRM), USA, the largest HR professionals’ member organization based in USA. Also recognized by Human Resource Certification Institute USA, Association for Talent Development , USA and Board of HR Certification UK.

3. What are the entry requirements?

Typically, applicants should have:

A bachelor’s degree/ Master’s (in HR)/ PGDHRM from renowned institute (need to assess curriculum)+ 3 years’ experience in HR
A bachelor’s degree/ masters (in any discipline) + 5 years experience in HR
A bachelor’s degree/ masters (in any discipline) + PGDHRM from renowned organization + 3 years experience in HR
A bachelor’s degree/ masters (in any discipline) + 10 years of professional experience in any filed can also apply
English proficiency sufficient for postgraduate-level study
(Exceptions may be made for experienced professionals through RPL – Recognition of Prior Learning)

4. How is the program delivered?

The program is delivered in a flexible format to accommodate working professionals, including:

Self-paced, prerecorded video tutorial
Case studies, project-based assignments, and simulations
Self-paced learning materials and access to learning platform

5. How long does the program take to complete?

The standard duration is 12 months, depending on the learner pace. Accelerated pathways may be available for professionals with prior qualifications or experience.

6. Will I receive a certificate after completing the program?

Yes. Upon successful completion, you will receive a Professional Master’s Certificate in Applied Human Resource Management, endorsed by NQual (UK), along with a transcript of achievement covering all competency domains.

7. Can this qualification help me advance my career?

Absolutely. PMAHRM helps professionals move into strategic HR roles such as:

HR Business Partner
Head of HR
Talent & Learning Manager
Organizational Development Consultant
People Analytics Lead

8. Are there assessments and assignments?

Yes. The program uses:

Competency-based assessments
Case studies and workplace projects
Reflective essays and final capstone project

9. Is this program equivalent to general master’s program?

No, this is not equivalent to academic master’s program. This is a professional level qualification.

10. What is the level of this program and how many ECT?

This is UK Level-7 program and total 72 ECT.

Professional Master’s in Applied Human Resource Management (PMAHRM) Self Paced