Course Details

Course Code(s):
Course Start Date:
1 Year
Higher Certificate
NFQ Level 6 Major Award
Faculty: Kemmy Business School
Course Type: Professional/Flexible
Fees: For Information on Fees, see section below.
Application Deadline:


Name: Catherine O'Doherty

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Brief Description

Next Intake - September 2024

If you work in administrative/clerical roles, in team lead/management/supervisory/HR roles across any industry, in sales/customer service roles, own or run a business, are involved in a union role, work in a recruitment consultancy, or want to develop skills in people management, then this course may be perfect for you. Students who successfully complete the programme are eligible to undertake the part-time BA in HRM and the Future of Work.


This is a unique course that aims to equip students with the knowledge and skills required to operate as effective HR and people management practitioners within an increasingly digitalised working environment. The programme was developed with input from employer representatives from large and small companies.  The course is delivered by lecturers who are leaders in the study of people management and digitalisation, and they have been commissioned by government bodies, companies, charitable organisations, unions, and the HR professional body, the HR professional body (CIPD), to undertake workplace and national level studies.

On successful completion of this programme, students will be able to:

  • Demonstrate an understanding of the key processes of human resource management and employment relations.
  • Explore the role of digitalisation in the processes of human resource management.
  • Explore fundamental professional and interpersonal skills required for the people management function.
  • Appreciate the value of evidence-based approaches to decision making in people management.
  • Develop the ability to exercise substantial personal autonomy to work in a people management capacity.
  • Understand the role and importance of reflection on learning and competence development.
  • Formulate a view of the role of HR in a business context based on evidence and theory.

The Higher Certificate in HRM and the Digital Workplace is a Level 6 (Major Award, 120 credit)programme offered on a blended basis with a mixture of online and on-campus delivery. The programme has a strong practical emphasis and provides an introductory qualification in people management.


The programme is delivered on a blended learning basis in the following two ways:

  1. Lecture material for each module is provided to students through recorded videos and posted online for students to engage with at any time.
  2. Contact time with lecturers is through four in-person on campus sessions each semester and attendance is required. All on campus days take place from 9am-6pm in the Kemmy Business School. The on-campus days involve discussions and practical exercises and are not recorded.

Autumn Semester 2024/25: on-campus days

Wednesday 11th September 2024
Wednesday 2nd October 2024
Wednesday 23rd October 2024
Wednesday 13th November 2024

Spring Semester 2024/25: on-campus days

Wednesday 29 January 2025
Wednesday 19 February 2025
Wednesday 12th March 2025
Wednesday 2nd April 2025

Autumn Semester Spring Semester
  • Introduction to People Management
  • Fundamentals of Employment Relations
  • Employee Resourcing Skills and Digitalisation
  • Fundamentals of Organisational Behaviour
  • Fundamentals of Learning and Development
  • Evidence-Based HRM and the Digital Workplace


Students are assessed through continuous assessment throughout the semester. Each module has 2 assessments which can be a mixture of written assignments, presentations and role plays.

Autumn Modules

PM4911 Introduction to People Management

Technology and digitalisation have been a driving force of change across industries and organisations. People Management is critical in paving the way for digital transformation and shaping the future of work in organisations. This module introduces students to the role of people management in contemporary organisations, emphasising the transformations that have arisen in people management practices because of digitalisation, sophisticated information systems and new technologies. A core aspect of this module will be to foster the development of a critical understanding of the use of data and technology in people management, including how data is acquired, analysed, and applied in people management decision-making.  The module will examine the theoretical underpinnings of people management and evaluate the role of human resource management professionals and line managers, as decision-makers central to the way in which organisational policies and practices are developed and enacted.

PM4921 Fundamentals of Employment Relations

The purpose of the module is to introduce students to the nature of Employment Relations in Ireland both as an academic subject and a practical activity in the workplace. More specifically, the module aims to introduce students into the key actors, structures and processes of employment relations in the workplace; to understand the role of employers, employees, and employer and employee representatives play in employment relations processes; to introduce students to the importance of policies, processes, and practices in maintaining good employment relations; to identify the various dispute resolution bodies that operate in Ireland.

PM4931 Employee Resourcing Skills and Digitalisation

The use of artificial intelligence, and technology in general, has been increasing in recruitment and selection and students, and it will be necessary that students as people managers, are aware of the technologies and understand their advantages as well as their limitations. Getting the initial stage of the employee lifecycle right is essential. This means hiring the right people for the right roles and onboarding them correctly. If students, as HR practitioners can fully engage in this stage correctly, it is likely to reduce problems at later stages of the cycle such as underperformance and conduct issues. The central objective of this module is to promote the understanding of the initial stage of the employee lifecycle. It further aims to develop fundamental some key skills applicable to this stage, with a focus of increasing knowledge of the role of digitalisation in attracting and selecting employees.

Spring Modules

PM4912 Fundamentals of Organisational Behaviour

This module introduces students to the key concepts in Organisational Behaviour (OB) in order to understand some of the fundamentals of human behaviour.  It explores the complex work organisation from a behavioural perspective by introducing students to the interplay between human behaviour and the work context – it also fosters an awareness amongst students of the impact of digitalisation on the way we behave at work. It explores behaviour using a number of conceptual anchors including a systematic research anchor (OB knowledge should be based on rigorous research); multidisciplinary anchor (module draws from management, IT, psychology and sociology); a multilevel anchor (individual, group and organisational perspectives); a practical orientation anchor (OB theories need to be useful in practice) and a contingency anchor (the importance of context).

PM4922 Fundamentals of Learning and Development

The purpose of the module is to deliver a grounding in the main Human Resource Development theories, concepts, and issues. It is intended as an introduction to theory and practice of Human Resource Development in an organizational context. This module will provide principles of developing people, focusing on individual learning, the importance of creating and maintaining a positive learning/e-learning environment, and the practical knowledge and skills required for the planning, delivery, and evaluation of an activity or session at work. The module also highlights the importance of digital transformation on the HRD function. 

PM4932 Evidence-based HRM and the Digital Workplace

There is increasing recognition amongst the HR professional community of the importance for practitioners to have an evidential understanding of decision outcomes and the existence of a research-practice gap. Evidence based decision making is critical to professional judgement in the context of significant HRM challenges including the effective management of technological change. This module aims to foster an appreciation amongst students of the importance of basing decisions on the best available evidence rather than personal preference, anecdote and unsystematic experience. The module will expose students to the variety of sources of evidence relevant to organisational decision making and broaden their skills in presenting evidence within organisations. Students will develop an evidence-based report on a contemporary HR challenge including one with technological implications.  The module will invite students to reflect on their competence development and comprehension skills during the evidence-based exercise.

Applicants are required to complete a Recognition of prior learning (RPL) form where they give details of their work experience, previous courses and informal learning experiences. RPL is a process which seeks to acknowledge all forms of learning. Successful applicants are then awarded 60 ECTS credits upon entry and another 60 ECTS credits on successful completion of the one year programme.

Applicants are required to hold five passes in the Leaving Certificate (or an approved equivalent). Five passes means Five O6 (Ordinary Level) grades or five H7 (Higher Level) grades. Note: Grade F6 in Foundation Mathematics and Irish also satisfies the minimum entry requirements.

For those not possessing a pass in five subjects, relevant experience and/or evidence of other part-time courses may also be considered.

Applicants are also required to have a minimum of two years work experience with at least six months supervisory experience. The University's Recognition of Prior Learning (RPL) policy applies and Applicants are required to complete a form outlining details of their previous work experience and any evidence of previous courses.

What to Include with your Application
Delays in receiving these documents will affect the progress of your application.

  • Recognition of Prior Learning Form (RPL) Form  NOTE - Applications cannot be assessed without completing the form
  • Photo or Scanned original copy of your transcripts from previous qualifications for all years of study. (Graduates of UL need only provide us with their Student ID number.)
  • Photo or Scanned copy of passport to verify ID and full legal name.
  • Applicants who do not have English as their first language may satisfy English Language requirements:
    • If your qualifications have been obtained in a country where English is an official language this will suffice
    •  If this is not available, the following additional documents must be provided:
      • English translation of your qualification(s)/transcripts
      • English language competency certificate

For more information Click Here

EU Fees: €2,108

Non EU Fees: €4,826

Springboard - Candidates who satisfy the eligibility criteria under Springboard+ can qualify for 90% or 100% funding subject to the availability of places. To clarify eligibility please go to

For fees click here 

Please click here for information on funding and scholarships.