Postgraduate open day: Saturday 10 February 2024
Join our on-campus open day this February to talk to students and lecturers and find out how and when to apply.
Book my place12-month course, starting in October
Designed for HR professionals, learning and development professionals, and people consultants.
Coursework and assessments designed to develop your learning
The ability to empower organisations and their people is a highly sought-after skill, and the focus on developing, valuing, and managing human resources has never been greater. This unique course blends strategic HR, development and consulting to develop your expertise in working with and through people.
Whether you are a recent graduate or already working in HR, management education or consultancy, your mind will be challenged as we train you to think and act critically and effectively.
This is not a programme focused on simplistic ‘models’ or techniques. Instead, we will teach you to hone the capabilities and skills necessary to develop people and knowledge effectively.
You will put your newly developed conceptual abilities into practice with real-life organisations, including how to intervene constructively in strategic issues and stimulate change through consulting. We will encourage you to work collaboratively, sharing ideas and experiences with your international classmates and tutors. As our graduates tell us, that’s often how you will learn the most.
We provide a supportive environment, centred around our students. You will be taught by distinguished academics who research and publish at the very highest level. You will also hear from guest speakers ranging from internal managers to experienced external consultants. Our learning approach includes critical analysis, experiential learning and interactive processes. Even your dissertation will be stimulated through peer-supported research.
Equipped with sophisticated conceptual, analytical and practical skills, many of our graduates secure roles in consulting on the people side of organisations. Others work in human resource development and management, organisational development, or leadership and management development.
A central philosophy of the programme is a belief in the importance of self-directed study, coupled with collaborative working.
The programme takes an experiential approach to learning and development, which is why project work is used to complement academic study. Throughout the MA, you are actively encouraged to diagnose and explore issues that are central to your individual learning – and encouraged to question and challenge philosophies and theories and re-examine established beliefs and managerial practices.
Through its various strands and activities, the programme aims to:
We look for the following qualities in those who join the programme:
The modules on the MA in HR and Consulting are taught over three terms, with a break at Christmas and Easter. Some of the modules span across terms. The first term sets the groundwork for the programme with a number of short and small assessments and a focus on key HR, consultancy work, development and teamwork knowledge and skills.
Alongside the modules listed in the course structure, there is a careers and learning development element, which provides interactive group sessions over terms one and two that will equip you with skills to make the most of your learning, study and career opportunities.
During your second term from January to March, you engage in a consulting project with an external client organisation, as well as developing consultancy knowledge in HR and research methods. In this term, you also begin to work on your dissertation proposal.
From May to July, you develop your advanced knowledge in leadership and work on your master's dissertation in a learning group, with support from your dissertation supervisor. The dissertation is your opportunity to focus on an HR or consulting topic of your choice. You will submit it at the end of August, at the end of your master's programme.
The Organisational Diagnosis and Consulting project is where you can put to real practical use the skills in consultancy, research and project management that you have been building during term one. It will also draw on your previous work experience.
The project begins in January, and you work in a team with support from a tutor. Clients for the project typically come from both the private and public sectors and may include large and small organisations.
In the first term, over 10 weeks, you undergo intensive training in consultancy techniques and skills, which will deepen your understanding of the nature of consultancy and what it means to be a consultant, whether internal or external. In addition to the academic input, you will be given very practical advice by practitioners from consultancy organisations on how to manage a consultancy intervention, in particular, how to manage the client relationship.
In the second term, you move into the client project process and will be supervised by a tutor. You work to a brief supplied by your client on an HR-related area they have identified as important for their organisation. Your task as a team is to provide a more detailed diagnosis of the issue, collect and analyse relevant data, and come up with sound and implementable recommendations as to what needs to be done.
You are supported throughout this process by your tutor as needed, but managing the client relationship is the responsibility of the student group.
2:2 Hons degree (UK or equivalent) in any subject. We are looking for marks consistently at 2:2 level throughout your undergraduate studies.
We may also consider non-standard applicants, please contact us for information.
If you have studied outside of the UK, we would advise you to check our list of international qualifications before submitting your application.
We may ask you to provide a recognised English language qualification, dependent upon your nationality and where you have studied previously.
We normally require an IELTS (Academic) Test with an overall score of at least 6.5, and a minimum of 6.0 in each element of the test. We also consider other English language qualifications.
If your score is below our requirements, you may be eligible for one of our pre-sessional English language programmes.
Contact: Admissions Team +44 (0) 1524 592032 or email pgadmissions@lancaster.ac.uk
You will study a range of modules as part of your course, some examples of which are listed below.
Information contained on the website with respect to modules is correct at the time of publication, but changes may be necessary, for example as a result of student feedback, Professional Statutory and Regulatory Bodies' (PSRB) requirements, staff changes, and new research. Not all optional modules are available every year.
This module provides you with important resources for developing your postgraduate study and HR professional skills. Whilst we recognise that different people have different skills and abilities, everyone can benefit from reflecting upon and honing their study skills. For some this represents an important step in making the transition from undergraduate to postgraduate study, for others it will provide an opportunity to develop skills further. In all cases this module should have a positive impact on your levels of attainment across the course; so whilst it does not have a formal credit weighting on the course, it is a requirement that you participate fully in the module and that you submit the required evidence fully and on time. Also, participation in the module and the completion of the Lent term assessments is mandatory for those of you registering for the CIPD diploma. The Lent term workshops will focus on a range of skills and capabilities that are valued in the HR professional, covering issues such as recruitment and selection tasks, business analysis and negotiation.
The Consulting and Organisational Diagnosis module is focused on developing an understanding of the overall lifecycle, components of, and approaches to HR and organisational development consulting interventions. This module, therefore, aims to provide you with foundational and advanced knowledge about the forms, processes and elements of HR and organisational development types of consulting interventions.
The module aims to develop your understanding and knowledge of the different approaches to HR and organisational development consulting interventions practices through an introduction to a range of consulting approaches, including the expert, doctor-patient and process consulting modes of consultant-client interaction. The module also aims to develop your understanding and knowledge of the principle internal organisational features that impact upon and influence consulting interventions, namely the political relationship of the consultant to the client system, the political relationships within the client system, the organisational structure, and the organisational culture or climate. The role of the consultant in relation to the client system, in particular, is explored, and the dynamics of this relationship and the different choices available to consultants are developed. The crucial role of organisational diagnosis – the processes involved and the different conceptual lenses for approaching diagnosis are introduced and critically explored. Drawing upon real-life case studies and examples, contemporary research and classroom exercises, the module aims to develop your critical thinking on consulting practices and strategies and your application of these practices and strategies into consulting activities.
The module also looks at the nature of consulting and the roles of internal and external consultants – both in theory and in practice. It considers the research skills required for consulting work and reflects on ways of managing projects and organisational interventions. Within the module, in your team, you will take on the role of a team of consultants, working on a consultancy brief. You will work together to diagnose and investigate the issue from an HR or organisational development perspective, to locate the work within a relevant body of contemporary knowledge, to collect and analyse data, to facilitate appropriate change, to derive supportable conclusions and where relevant, to make practical and actionable recommendations for change, improvement or enhancement of the client’s current practice.
On successful completion of this module, you will be able to demonstrate:
an understanding of consulting theories, their application and practice
an understanding of the forms, lifecycle, processes and elements of HR and organisational development types of consulting interventions
an understanding of consulting practices from developmental and strategic perspectives
an ability to think in critical and analytical (rather than merely descriptive) ways about HR and consulting practices and strategies and their implications in different contexts and across different levels
an ability to critically evaluate, select and apply consulting theories and approaches to diverse contexts and taking into account a range of contextual factors
skills of actively and critically reflecting on consulting theories and practice
the planning, management and critical reflection on managing relationships with the client system
the planning, management and critical reflection on project management and developing deliverables for a client
the planning, management and critical reflection on diagnosing, researching, and drawing conclusions about organisational and business issues from an HR or organisational development perspective
the development of appropriate strategies for project and organisational problem-solving
the planning, management and critical reflection on the development of strategic options and practical and actionable recommendations for a client
the evaluation and application of the philosophies and practicalities of management-based research and evaluation, including the various political, ethical and legal issues encountered in their implementation in the HR and consulting context
This module aims to give students experience in the design, development, planning and conduct of a research project, including creating data collection instruments, employing different research methods, negotiating access for data, prioritising, planning and managing time and work effectively, and crafting a major piece of academic work in the broad areas of human resources and consulting.
The aim of the dissertation is for students to design and conduct an independent, self-managed and clearly defined piece of research in a topic/ area relevant to HR and Consulting, using appropriate research methods. Students are expected to identify a question which is of intellectual/ scholarly interest and to critically engage with theory and existing knowledge relevant to HR and Consulting.
Learning outcomes:
On successful completion of this module, students will be able to:
The module will introduce the students to the nature of knowledge within the organisation studies/management field, and the ways in which the literature can be researched and critically evaluated. It will then provide a systematic consideration of different approaches to research in the social sciences and in organisational studies in particular. This will include an evaluation of different research designs and methodologies, and of a range of methods likely to be particularly useful in organisational research such as: surveys, ethnography, case studies, interviews, questionnaires. The module will also address methods of qualitative and quantitative data analysis. Throughout, links will be made to the practical planning and execution of a piece of research.
This module introduces the major debates and perspectives on Human Resource Management. It critically examines controversies about the nature of HRM, placing it in context to understand how it developed and what it constitutes in contemporary organisations. The module examines those issues that are seen as central to the practice of HRM, such as recruitment and selection, performance management, and flexible working.
The module provides an insight into the HRM process, explored in a way that critiques its taken for granted ‘normality’, and unpacks the assumptions underlying this central organisational function.
The module aims to develop a subject specific understanding of different concepts related to OLKM. It aims to develop understanding of different concepts within the field and encourage students to identify and explore the use of innovative practices concurrent with OLKM concepts. The module aims to provide students with a sound basis of skills and knowledge for future careers in the field of HRD, particularly as a knowledge management and organizational learning consultant. The module design and processes include the design of effective teaching and learning activities, which will foster inclusive and engaging learning experiences during the 1st term. The design includes drawing on real life examples, contemporary research and classroom exercises including interactive learning with group and individual learning exercises (1-2 informal presentations, final consulting presentation and individual essay).
Learning outcomes:
On successful completion of this module students will be able to demonstrate:
An understanding and critical evaluation of a range of OLKM theories, concepts and practice,
An appreciation and understanding of learning and knowledge practices in contemporary organizations.
A critical awareness of OLKM dynamics in formal and informal settings and in-group learning situations, taking into account a range of contextual factors.
The identification and understanding of the disciplinary areas that contribute to OLKM in theory and practice.
Critical thinking about OLKM concepts and their application to the workplace
‘Better’, ‘stronger’, and ‘more decisive’ leadership is often highlighted as the key to improving organisational performance and resolving social problems. Yet, traditional understandings of what constitutes ‘effective leadership’ - especially charismatic and transformational models - have failed to live up to expectations.
This module seeks to rethink leadership by firstly, exploring the strengths and weaknesses of three primary conceptual frameworks: heroic (leader-centred), post-heroic (follower-/culture-centred) and critical (power-centred) perspectives. It aims to develop knowledge and skills in the critical evaluation, interpretation and practice of leadership in organisations and societies. Secondly, the module seeks to encourage you to apply these different theories and perspectives in the reflection and development of your own leadership approach within your own context.
The module aims to enhance students’ knowledge about leadership dynamics enacted in diverse settings.
What is meant by change management and how to analyse organisational change is an important, contested and complex question. It is the focus of this course.
In recent decades, management gurus, consultants, politicians and academics have talked about a transformation of the workplace but what does this mean? A series of change initiatives have emerged such as Teamworking, Quality Management and Business Process Reengineering which can be understood as part of this transformation and a means to achieve it. This course aims to challenge accepted and simplistic understandings and practices associated with change. Our contention is that to understand what is going on necessitates a reflexive and critical appreciation of the contradictions, complexities and paradoxes of organisational change and interventions that seek to secure change.
The course aims to provide students with a theoretical and practical understanding of key ideas and perspectives in the management of organisational change. Throughout the course we will introduce concepts, theories and cases from studies of managers and organisations. Our focus is upon the development your abilities to analyse change management critically, systemically and reflectively.
As managers and others seek to initiate, implement and account for the impacts of change projects it is important that taken for granted assumptions and simplistic solutions about organisational life are both articulated, understood and rethought. Throughout the course prevailing assumptions in the managerial literature are examined and evaluated from a range of advanced social scientific perspectives. By the end of course you should have developed an understanding of the complex and contested nature and practice of the management of organisational change.
Location | Full Time (per year) | Part Time (per year) |
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Home | £15,650 | n/a |
International | £26,250 | n/a |
There may be extra costs related to your course for items such as books, stationery, printing, photocopying, binding and general subsistence on trips and visits. Following graduation, you may need to pay a subscription to a professional body for some chosen careers.
Specific additional costs for studying at Lancaster are listed below.
Lancaster is proud to be one of only a handful of UK universities to have a collegiate system. Every student belongs to a college, and all students pay a small College Membership Fee which supports the running of college events and activities. Students on some distance-learning courses are not liable to pay a college fee.
For students starting in 2023 and 2024, the fee is £40 for undergraduates and research students and £15 for students on one-year courses. Fees for students starting in 2025 have not yet been set.
To support your studies, you will also require access to a computer, along with reliable internet access. You will be able to access a range of software and services from a Windows, Mac, Chromebook or Linux device. For certain degree programmes, you may need a specific device, or we may provide you with a laptop and appropriate software - details of which will be available on relevant programme pages. A dedicated IT support helpdesk is available in the event of any problems.
The University provides limited financial support to assist students who do not have the required IT equipment or broadband support in place.
For most taught postgraduate applications there is a non-refundable application fee of £40. We cannot consider applications until this fee has been paid, as advised on our online secure payment system. There is no application fee for postgraduate research applications.
For some of our courses you will need to pay a deposit to accept your offer and secure your place. We will let you know in your offer letter if a deposit is required and you will be given a deadline date when this is due to be paid.
The fee that you pay will depend on whether you are considered to be a home or international student. Read more about how we assign your fee status.
If you are studying on a programme of more than one year’s duration, the tuition fees for subsequent years of your programme are likely to increase each year. Read more about fees in subsequent years.
You may be eligible for the following funding opportunities, depending on your fee status and course. You will be automatically considered for our main scholarships and bursaries when you apply, so there's nothing extra that you need to do.
Unfortunately no scholarships and bursaries match your selection, but there are more listed on scholarships and bursaries page.
If you're considering postgraduate research you should look at our funded PhD opportunities.
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We also have other, more specialised scholarships and bursaries - such as those for students from specific countries.
Browse Lancaster University's scholarships and bursaries.
Join our on-campus open day this February to talk to students and lecturers and find out how and when to apply.
Book my placeThe information on this site relates primarily to 2024/2025 entry to the University and every effort has been taken to ensure the information is correct at the time of publication.
The University will use all reasonable effort to deliver the courses as described, but the University reserves the right to make changes to advertised courses. In exceptional circumstances that are beyond the University’s reasonable control (Force Majeure Events), we may need to amend the programmes and provision advertised. In this event, the University will take reasonable steps to minimise the disruption to your studies. If a course is withdrawn or if there are any fundamental changes to your course, we will give you reasonable notice and you will be entitled to request that you are considered for an alternative course or withdraw your application. You are advised to revisit our website for up-to-date course information before you submit your application.
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