Bachelor of Human Resource Management

Aims and Objectives

Rationale of the Learning Programme in relation to national and/or regional human resources demands.

This degree program is aimed at equipping students with a broader understanding and knowledge of how to manage company resource such as personnel, equipment, capital etc effectively and efficiently by means of their full utilization. Students would also acquire advisory knowledge and guidance on how to manage these different resources used in production, so as to attain quality products and services that would create long lasting valuable relationships. It also empowers the learners with skills on how to manage issues of labour relations in a positive way.

The programme enables students to acquire expertise on how to develop themselves and others in their career path within their various and non-homogenous environments. This is also accompanied with expertise in advanced technological application as well as good communication skills. All in all, the programme empowers the students with professional knowledge of human resource management of an organization.

Programme Objective

The four (4) years HRM programme is tailor made to serve the needs of the students with keen interest of how to manage company resources effectively and efficiently. The programme is open to eligible candidates with grade twelve certificates for both school leavers and those in professional employment.

The four (4) year HRM degree programme adequately prepares the graduates to handle the organization’s resources with theoretical and practical knowledge in dynamic and complex business environments. The programme’s curriculum offers a rich blend of general education and discipline based core courses including finance, industrial relations, industrial psychology, labour laws, information technology, economics, management and Human Resource Management etc. The programme builds in the student’s potential for future prospects and enables them to maintain a balance between the stages of economic, cultural, legal, political, social and technological successes coupled with limitation in today’s environments in a social responsible way.

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Programme Details


  • HRM 110: Basic Economics

    The Nature Of Economics
    Quantitative Approach In Economics:
    The Theory Of Demand, Supply And Market Equilibrium
    Theory Of Production and Costs
    Market and Market Structures
    Welfare Economics
    Empirical Analysis Of
    Constrained Optimization
    Introduction To Macroeconomics
  • HRM 120: Principles of Accounts

    1.0 Introduction to Accounting 
    2.0 Accounting model, recording transactions, reporting results 
    3.0 Year-end adjustments 
    4.0 Manufacturing accounts
    5.0 Incomplete records 
    6.0 Income and expenditure accounts 
    7.0 Introduction to Partnership accounts (partnership act 1890) 
    8.0 Introduction to the accounts of Limited companies 
    9.0 Uses and interpretation of financial statements
    10.0 The statement of cash flow
  • HRM 130: Communication

    Introduction to the subject
    Library Skills
    Note Making and Note Taking
    Writing Skills
    Information From Visual Sources
    Business Correspondence
    Oral Communication
  • HRM 140: Quantitative Methods

    • Basic Mathematical concept
    • CalculusVectors.
    • Matrices,
    • Determinants
    • Linear programming
    • Statistics
    • Graphical and numerical description of data
    • Probability Theory
    • Sampling and Estimation
    • Hypothesis Testing
  • HRM 150: Principles of Management

    Definition and perspectives of management
    Classification of Organizations
    Management Role and Functions
    Administrative Management
    Ethical and social Responsibility
  • HRM 190: Principles Of Law

    Law In Perspective
    Legal Profession
    Legal procedures
    Labour Laws in General


  • HRM 210: Labour Economics

    Introduction to general principles of Economics
    Labour Economics Introduced
    Labour Force Participation
    Theories And Principles And Fixing Wages
    Discrimination in the labour markets
    Labour market Flexibility
    Unemployment and Job security
  • HRM 220: Cost Management Accounting

    General overview of management accounting
    Managerial Accounting Fundamentals
    Uses of Managerial Accounting Data
    Capital budgeting
  • HRM 240: Information Technology

    Information technology perspective
    Computers in the Workplace
    Date capture and processing
    Integral Nature Of IT
    Telecommunication systems
    Business desktop software packages
    Computer system Security
  • HRM 250: Personnel Management

    Nature of Personnel Management
    Evolution And Development
    Administrative Aspects
    Contribution of Personnel Management to Company profit
  • HRM 280: HRM I (Job Related Functions)

    Human Resource Management
    Evolution of HRM
    HRM Job Analysis
    HR Planning
    Recruiting, Screening and selecting employees
    Performance appraisal
  • HRM 282: Introduction to Industrial Relations

    Nature of Industrial relations
    Principle Actors In Industrial Relations
    Collective Bargaining
    Matters embraced by IR Negotiations
    Environment Contexts of Industrial relations
    Dispute and Grievances
    Labour Laws


  • HRM 320: Financial Management

    Financial management in perspective
    Financial Planning and Control
    Working Capital Management
    Capital Expenditure Analysis
    Long Term Financing
  • HRM 330: Industrial Psychology

    Industrial psychology and related disciplines over
    The Individual And Work Behavior
    The Sociology Of Work
    Motivation Of Employees
    Groups dynamics
    The Organization and Its Environment Interactions
  • HRM 340: Information Technology and Communication

  • HRM 380: HRM II (Maintenance Related Functions)

    Human Resource Management Information Systems
    Evaluating The Human Resource Function
    Training And Management Development Of Human Resource
    Organisation Development
    Career Planning and Management
    Compensation and Job Evaluation
  • HRM 381: Human Resource Development

    Nature of HRD
    Planning for Management Development
    Methods And Techniques
    Developing Interpersonal Skills
    Nature Of Training
    Managing Training Programs
    Psychology Of Training
    Organisation Of Training
    Training methods
    Special training programs
  • HRM 383: Industrial Relations (Perspectives and Participants)

    Industrial Relations Context
    Approaches to IR
    Concepts and value
    Trade Union Development
    Trade union Structure
    White Collar Unionism
  • HRM 390: Labour Law

    The role of the ministry of labour
    Factories Act
    Employment of Women and Children’s Act
    Employment Act
    Workers Compensation Act
    National Pensions Act
    Industrial Relations Act


  • HRM 400: Research Project

    1.0 The Role of Business Research
    2.0 Problem Definition and the Research Proposal
    3.0 Exploratory Research and Qualitative analysis
    4.0 Survey Research
    5.0 Measurement and Scaling Concepts
    6.0 Attitude Measurement
    7.0 Questionnaire Design
    8.0 Sample Designs and Sampling Procedures
    9.0 Univariate Analysis
    10.0 Data analysis and interpretation
  • HRM 422: Consulting in HRM and Development

  • HRM 450: Managing Change

    Organisation External Environment
    Organisational Internal Environment
    Organizational development
    Strategic Change
    Organisational Change strategies
  • HRM 460: Organizational Behaviour

    Organisation Behaviour perspective
    Oganisation Behavior System
    Organizational Effectiveness
  • HRM 480: HRM III (Employment Issues)

    Employee Financial Devices
    Working Conditions
    Employment Stabilization
    Health And Safety
  • HRM 481: HRM Development II

    Manpower System Movements
    Factors Influencing Performance
    Performance Appraisals
    Appraisal Methods And Results
    Errors In Performance Appraisals
    Career Planning and Development
    Phases in career planning
  • HRM 483: Industrial Relations II (Processes and Practices)

    Communication And Joint Consultation
    Collective Bargaining
    Employee Participation
    Industrial Actions
    Conciliation And Arbitration
    Policies, Procedures And Practices
    Union Recognition
    Grievance And Disputes
    Business Plans And HR Planning
    Wastage Analysis
    Development Of HR Plan
    HR Decisions Actions And Strategies