University of Brighton
Brighton Business School
Brighton Business School
MSc in Personnel and Development
Course Handbook
September 2010
PREFACE
The purpose of this course handbook is to provide you with key information about your course, including administrative and academic procedures, and to give you some practical advice on how to make the most of your studies and to explain what to do if you experience any difficulties. Please read the handbook very carefully and keep it at hand for future reference.
Other key documents that you should be familiar with are:
· the University of Brighton Student Handbook;
· the University of Brighton Plagiarism Awareness Pack;
· the Brighton Business School Referencing Handbook;
· the University of Brighton General Examination and Assessment Regulations (GEAR).
Copies of all these documents are accessible in electronic format on the University’s student intranet, Studentcentral (see 7.6 below), via your Course Area. You will also be provided with paper copies of the University Student Handbook and the University Plagiarism Awareness Pack.
Because of increasing incidents of cases of plagiarism both in this university and others, you are strongly urged to carefully read the Plagiarism Awareness Pack. Penalties for plagiarism can be very harsh and ignorance is no defence! The University has access to special software which can detect plagiarism and we will be using this at random throughout the year at all levels, so you have been warned.
If you would like to see any other items included in your course handbook please contact your course administrator or course leader and, whilst we cannot promise to change things straight away, we will do our best to improve the handbook in future years.
CONTENTS
1. COURSE LEADER INTRODUCTION
1.1 Introduction to the MSc in Personnel and Development
1.2 Introduction to the CIPD
1.3 New CIPD qualifications
1.4 Studying and membership of the CIPD
1.5 CIPD membership structure
2. BRIGHTON BUSINESS SCHOOL
ATTENDANCE AND ENGAGEMENT POLICY
3. COURSE MANAGEMENT AND ADMINISTRATION
3.1 Course management team, course board and examination board
3.2 Communications between staff and students
3.3 Where to turn for advice and guidance
3.4 Student representation and feedback
3.5 Annual academic health process
4. COURSE STRUCTURE AND CONTENT
4.1 Course aims and learning outcomes
4.2 Course structure and content
4.3 Academic calendar
5. COURSE ASSESSMENT
5.1 Nature of assessment
5.2 Coursework marking guidelines
5.3 Coursework presentation
5.4 Referencing your work
5.5 Coursework word limit and word ranges
5.6 Coursework submission
5.7 Late coursework
5.8 Coursework extensions
5.9 Return of coursework
5.10 Examination timetables
5.11 Examination past papers
5.12 Use of dictionaries in examinations
5.13 Examination results
5.14 Mitigating circumstances
5.15 Plagiarism, collusion and cheating in examinations
5.16 Appealing the decision of an examination board
6. COURSE SPECIFIC REGULATIONS
6.1 Admissions (e.g. entry requirements, advanced standing
6.2 Minimum pass mark & referrals
6.3 What happens if I then fail a referral?
6.4 Compensation within modules (qualified pass)
6.5 Progression regulations
6.6 Deferrals
6.7 Levels of Pass on the Programme
6.8 Awards and Exceptional Exit Routes.
6.9 Registration periods
6.10 Intercalation
7. LIBRARY, COMPUTING AND MEDIA SERVICES
7.1 The library service
7.2 Library services to part-time students
7.3 The Online Library
7.4 Computing services for students based at Moulsecoomb
7.5 Media Centres
7.6 Studentcentral
7.7 ASK Study Guide
7.8 Useful web addresses
8. STUDENT SERVICES
8.1 Student Services department
8.2 Accommodation service
8.3 University of Brighton Students’ Union
9. STUDENT ENTITLEMENTS AND RESPONSIBILITIES
9.1 Entitlements
9.2 Responsibilities
9.3 Disability statement
9.4 Fire evacuation
9.5 Observing copyright laws
10. MISCELLANEOUS
10.1 Prizes
APPENDIX
Submitting Assignments through Studentcentral
1. COURSE LEADER INTRODUCTION
1.1 INTRODUCTION TO THE MSC IN PERSONNEL AND DEVELOPMENT
The MSc in Personnel and Development provides an opportunity to gain an MSc as well as to achieve professional membership of the CIPD. The subject areas follow the standards for the advanced qualification set out by the CIPD. The final module consists of the Professional Project, which provides students with the opportunity to use all their previous learning and to produce a piece of work that is a demonstration of their mastery of the subject and hopefully a piece of work that will be of use to their employing organisation.
Professionalism and Ethics
A key theme running throughout the CIPD advanced qualification is the central importance of professionalism and ethics in personnel and development. If students are to meet the CIPD's advanced award, they must be able to demonstrate that the standards have been met with full regard to best practice in professionalism and ethics. It is for this reason that there is no separate module on professionalism and ethics in the Masters Programme. Rather it is a consistent theme that runs throughout the Programme.
The MSc is run on a part-time mode over 3 academic years. It is possible to qualify for the Post-graduate Diploma and meet the advanced CIPD qualification in less time on an exceptional basis. See section 4 for details.
The CIPD Sussex Branch is one of the most active in the UK. They have an excellent programme of talks and activities and I encourage you to consider attending the events.
Linda Walker
Course Leader
MSc in Personnel and Development
Message from the CIPD Sussex Branch Chairman
A warm welcome from the Sussex Branch to all students on the MSc in Personnel and Development. This course is accredited by the CIPD so that successful students will also qualify for membership of the CIPD.
The branch is keen to support all students in their programme of study. The Branch Committee works closely with the Course Leader, Linda Walker, to ensure the continuation of the high standards on the course. Some branch members volunteer to be guest speakers on the course.
I very much hope that you will try to attend one of the many branch meetings which take place at a variety of venues in the county. These offer an excellent opportunity to gain information on up to date topics from speakers who are experts in their field. Meetings are also useful for networking, socialising and talking to other personnel and training practitioners. Full details of the branch programme are in the branch handbook which you receive on joining the branch.
I look forward to meeting you in the near future.
Good luck with your studies
Gill Whensley on behalf of the Sussex Branch Chairman
CIPD
1.2 INTRODUCTION TO THE CIPD
Background to the Chartered Institute of Personnel & Development
In 1994 the Institute of Personnel Management (IPM) and the Institute of Training & Development (ITD) united to form the Institute of Personnel & Development. In 2000 that became the Chartered Institute of Personnel & Development. For those who specialise in the development and management of people the organisation is the single largest in the world representing over 80,000 members.
The Institute's Mission is to:
· Lead in the development and promotion of good practice in the field of management and development of people, for application both by professional members and by their organisational colleagues.
· To serve the professional interests of members.
· To uphold the highest ideals in management and development of people.
CIPD offers several routes in order to achieve professional standards. This can include study on the Advanced qualifications (which the University of Brighton qualifications are accredited to deliver). For further details see:
http://www.cipd.co.uk/Membership
https://myhrmap.cipd.co.uk/login.aspx?ReturnUrl=%2fDefault.aspx
CIPD President, Director General and support staff are based at the:
Chartered Institute of Personnel and Development,
151 The Broadway, London, SW19 1JQ
Phone +44 (0) 20 86126200 Fax +44 (0) 20 8612 6201
e-mail:
The CIPD website is the best source of information www.cipd.co.uk
1.3 NEW CIPD QUALIFICATIONS
The schematic below illustrates the direct relationship between the CIPD new qualifications and the study plan on the MSc Personnel and Development. They are very closely aligned. The new MSc Year 1 incorporates the new CIPD qualifications from September 2010, while the new modular choice becomes available from September 2011.
MSc in Personnel and Development Course – Year 1 (new syllabus, 2010/2011)
CIPD Module / University ModuleHuman Resource Management in Context / Human Resource Management in Context
Leading, Managing and Developing People / Leading, Managing and Developing people
Developing Skills for Business Leadership / Developing Skills for Professional Practice One
MSc in Personnel and Development Course – Year 2 (new syllabus, 2011/12)
HRM / HRDCore: Organisational design and development
Investigating an Issue from a Human Resource Perspective.
Developing Skills for Professional Practice Two / Core: Organisational design and development
Investigating an Issue from a Human Resource Perspective
Developing Skills for Professional Practice Two
Then to choose two of:
· Reward management
· Managing employee relations
· Employment Law
· Employee engagement
· Leadership and Management Development
· Resourcing and Talent Management
· Performance Management / Then to choose two of:
· Learning and Talent Development
· Knowledge management and Organisational learning
· Design, Delivering and Evaluating L&D
· Leadership and Management Development
· Understanding and implementing coaching and mentoring
Then to choose a further one of:
· Reward management
· Managing employee relations
· Employment Law
· Employee engagement
· Learning and Talent Development
· Knowledge management and Organisational learning
· Design, Delivering and Evaluating L&D
· Leadership and Management Development
· Resourcing and Talent Management
· Performance Management / Then to choose a further one of:
· Learning and Talent Development
· Knowledge management and Organisational learning
· Design, Delivering and Evaluating L&D
· Reward management
· Managing employee relations
· Employment Law
· Employee engagement
· Leadership and Management Development
· Resourcing and Talent Management
· Performance Management
· Understanding and implementing coaching and mentoring
MSc in Personnel and Development Course – Year 3 (new syllabus, 2011/12)
CIPD Module / University ModuleInvestigating a Business Issue from a Human Resource Perspective / Professional Project
As above / Researching Human Resources
Strategic and International Human Resource Management
1.4 STUDYING AND MEMBERSHIP OF CIPDIn order to complete your course you will need to become a member of the CIPD. During your course induction, you will be asked to complete a form with your personal details so we can inform CIPD you are a student at Central Sussex College on a CIPD programme. Once the information has been processed, you will receive and email or letter giving you a unique student number and then you can use this to complete your registration on the CIPD website. The fee for registration and membership is around £165 which is not covered in your course fees and may be paid either by your employer or individually. For more details see http://www.cipd.co.uk/Membership/membershiplevels/affiliatestudying.htm
Membership status is arranged directly with the Institute.
The benefits of membership include:
· Online and in person networking through the central and Sussex Branch website and events.
· A wide range of resources for study accessible through the CIPD website, including fact sheets, tools, bookstore, blogs, podcasts
· Tools and further training resources related to specific people management topics
· Employment Law guidance and hotline
The CIPD has a progressive level of membership that you can attain during and after your course. Membership levels will be explained by the course tutor at induction.
1.5 CIPD MEMBERSHIP STRUCTURE This structure has been reviewed and is under change more details can be found at
http://www.cipd.co.uk/Membership/membershiplevels/
On completion of Year 1, you will be automatically awarded new Associate status.
The aim is for all postgraduate students to be individually working towards Chartered Member status, using the advice and tools available through the central CIPD resources as presented on the Institute website.
Your progression through membership is based on your job and your ability to provide evidence that you have the competencies required by CIPD for each level of membership.
2. BRIGHTON BUSINESS SCHOOL
The Dean of Brighton Business School is Professor Aidan Berry. More information about the work of the School may be found on the school web site at: www.brighton.ac.uk/bbs
The Brighton Business School is one of five Faculties at the University of Brighton, in addition to the Brighton and Sussex Medical School. The Vice Chancellor of the University is Professor Julian Crampton.
The Business School’s contact details are:
Brighton Business School
University of Brighton
Mithras House
Lewes Road
BRIGHTON
BN2 4AT
Tel: (01273) 600900 (Switchboard)
Fax: (01273) 643597
The Academic year dates for the School are:
AUTUMN TERM
27 September 2010 – 10 December 2010
SPRING TERM
4 January 2011 – 1 April 2011
SUMMER TERM
26 April 2011 – 10 June 2011
Please note that examinations can be scheduled outside of term time. This especially applies to ‘retakes’ in late August/early September. You need to know this before you book your holidays.
Brighton Business School - Attendance and Engagement policy
Engagement with Your Studies
You are expected to engage with all the learning activities which form part of your programme and attend all scheduled course workshops, lectures and seminars. Attendance registers will be maintained by your course team and should your individual attendance fall below an average of 75%, this may be taken into consideration by Examination Boards when deliberating on the granting of referrals.
You may however be unable to attend scheduled workshops, lectures and seminars from time to time due to exceptional circumstances (for example personal illness, family bereavement, hospitalisation etc.). In such cases, it is the responsibility of the student to ensure that the course management team are informed at the time and that such absence is discussed with and recorded by the course team. Where possible, students are expected to provide evidence supporting their absence and a lack of evidence may limit the decision making options of the course leader and/or examination board.
Should your record of attendance be consistently poor (i.e. fall below the 75% minimum requirement), you may be required to attend a meeting with your Course Leader to discuss your absences. In the event you fail to attend the meeting without due notice, you will receive a further letter inviting you to a re-arranged meeting. If you do not attend this meeting, you will then be considered to have withdrawn from the course.