MASTER Strategic Management of People and Organisations SPECIALTY Strategic Human Resources Management and Sustainable Performance

The 2nd-year Master’s in SHRMSP aims to produce high-level HR personnel for all types of activity sectors. During the year, apprentices and trainees acquire competences through interactive pedagogy, with regard both to analysis methodology and definition and implementation of HR projects. The programme prepares for a wide range of career prospects (HR Manager, Recruitment Officer, Training Officer, Careers Officer, Forward-looking Management of Jobs and Skills, etc.) in a variety of fields of activity (associative, private, public, etc.).
  • Objectives
The speciality is geared towards preparing students for careers in people management, management of human resources and social relations. It aims to train HR professionals and line managers, who are regarded these days as key to the HRF.

It therefore seeks to:
- PREPARE students for careers as Human Resources (HR) managers or officers.
- help students ACQUIRE proficiency in the management techniques specific to HRM.
- enable them to DESIGN economically viable HRM policies adapted to the specificities of their environment and the staff of which it is composed, in full compliance with legal and contractual rules.
- enable them to IMPLEMENT their HRM policies with the various actors and stakeholders – specialised management personnel, operational managers, line managers, and employee representatives.
- RAISE AWARENESS of current social and societal problematics.
- DEVELOP students’ aptitudes for management and leadership in the field of HRM.

The programme helps students acquire competences in terms of:
- knowledge: knowing the specificities of HRM and the problematics it gives rise to in strategic and sustainable development terms.
- know-how: proficiency in methods for analysing and auditing situations, implementing HR actions and use of tools and practices adapted to given problems.
- Inter-personal skills: developing an aptitude for thinking transversally and strategically.
  • Content or list of themes covered and subjects taught
The programme is divided into 4 Modules (UE - Unités d’Enseignement), each of which is subdivided into Educational Components (EC - éléments constitutifs).

UE1: Strategic Human Resources Management (SHRM)
EC11: Basics of SHRM
• HR management and coherence with general policy
• Company culture and identity – Company Ethics and Social Responsibility
• Management of people and teams
• Leadership

EC12: SHRM: Beyond the Basics
• Tools, strategic analysis methods and HRM
• Structure and organisation of work - Structure and development of HR policies
• HR: Strategies and methods of development

EC13: Legal Environment
• Individual work relations
• Collective work relations
• Standards and conventions

UE 2: HRM Practices
EC21: HR recruitment and valorisation practices
• Professional integration methods – Job-search techniques
• Recruitment – Integration – Creation of loyalty
• Analysis and processing of social information: human capital, accounting and social management control
• Total remuneration and payroll management

EC22: Skills Management
• Forward-looking management of jobs and skills, and forecasting
• Knowledge management
• Training policy and programmes
• Mobility and career management

UE3: Optional Module: one option out of the three provided
EC31: International HR Management
EC32: Research applied to HRM
EC33: Psychosociology and quality of life in the workplace

UE 4: Auditing, Consulting and Management of HR projects
EC41: Auditing and Consulting in HR
• Auditing the HRF – Social Auditing
• Consulting in HR

EC42: Project Management
• Project management methods and procedures
• Professional simulations – Monitoring of and support for professional projects

EC43: Personal and Professional Development
• Development of managerial skills - Leadership
• Development of aptitudes for communication and facilitating meetings

EC44: Seminar: Methodology and Masters’ Paper
• Methods for producing end-of-study papers
• Formulation of problematics and coherence with the Master’s specific requirements
• Coaching – Training and Tutorials
  • Admission requirements
Incoming students must have knowledge of management and HRM, acquired through HR experience (placements, jobs, etc.).

The selection process starts by screening candidates’ applications, which are examined on the basis of a set of criteria (including academic quality, candidate’s professional projects, and experience in the field of HR). Depending on the results of such analyses, students may be asked to present themselves for individual interviews in order to present their reasons for wanting to join the programme.