Programmes

Master 2 International Human Resource Management (Full Time Programme & Apprenticeship)

Full time programme Programme partially taught in English Part-time apprenticeship programme

contact

Laurent GIRAUD
Head of Programme

Marjorie FERRIERES
Administrative Officer

m2.mrh@tsm-education.fr

Application form

Applications for the academic year 2021:

  • from February 1, 2020 to March 26, 2021

Publication of admission results:

  • June 7, 2021

 

Apply

label contrôlé par l&aposEtat    France Compétences RNCP

RNCP Code: 34043

 

The International Human Resource Management (IHRM) Master’s programme aims at educating generalists in the HR field who are able to take on any HR role within an international company or consulting firm. The programme is well suited for students who wish to work in multinational companies located in France or abroad. 

 

Graduates from this programme gain expertise in the following areas: 

  • Specific HR Management 
  • Training Management 
  • Recruiting
  • Career Advising
  • Payroll Management 
  • Organisational Transition
  • Social Management Control 
  • HR Information Systems 
  • Strategy
  • HR Marketing 
  • English language skills 

Bloc 01 - Transformation, Digital and communication

ECTS : 8.00

HCM : 52.50

Identifier les usages numériques et les impacts de leur évolution sur le ou les domaines concernés par la mention

Se servir de façon autonome des outils numériques avancés pour un ou plusieurs métiers ou secteurs de recherche du domaine

Organizational Change Management

ECTS : 3.00

HCM : 17.50

Language of instruction : English

  • Presentation and intended learning outcomes

    AIM
    To address the main issues of Organizational Change & Development, from an international management perspective.


    COURSE DESCRIPTION
    Key issues in Organizational Change & Development are introduced to the students, with a focus on the international dimension. In a competitive and rapidly changing environment, organizational dynamics have become high on corporations’ agendas. This course aims at presenting accurate and appropriate OC concepts in order to understand the means by which a company can become agile and lead successful transformations.


    LEARNING OUTCOMES
     

    Through successful completion of this course, students should be able to:

    • show a basic understanding and knowledge of OC concepts,
    • demonstrate skills and tools enabling the application of this knowledge to real issues of concern to business and not-for-profit organizations,
    • gain experience in applying OC knowledge to issues relevant to business organizations and practitioners,
    • communicate their analyses, conclusions and recommendations in a professional manner,
    • develop their ability to critically analyze, assess, and deal with the managerial and organizational implications of OC issues, at different levels of analysis
  • Prerequisite

    None.

Organizational Digital Development

HCM : 10.50

Language of instruction : English

  • Presentation and intended learning outcomes

    Organizational Change & Development are introduced to the students with an international dimension. This course aims at presenting guidelines, trends and mainly relevant operational programs and actions in order to understand the means by which a company can become agile and lead successful transformations.

    LEARNING OUTCOMES
    Through successful completion of this course, students should be able to:

    • show a basic understanding and knowledge of OCD concepts,
    • demonstrate skills, learn methods and programs to address OCD
    • communicate their analyses, conclusions and recommendations in a professional manner,
    • develop their ability to analyse, assess, and deal
  • Prerequisite

    Understand the basics of concepts OCD and be aware with economic and social trends.

Corporate communication

ECTS : 2.00

HCM : 10.50

Language of instruction : English

  • Presentation and intended learning outcomes

    As any HR project that should be implemented in a structure needs communication, it’s important to build a tight collaboration between HR and Communication, be it internal or external. The course will teach future HR managers how to build or contribute to Communication Plans dedicated to HR policy for a company, HR projects, HR services, Social Relations, Crisis Management, Corporate image.

    At the end of this 9-hour course, students will be able to identify their own challenges in communication and build a rough
    communication plan. They will be able as well to interact fruitfully with communication professionals. They will learn how to build a communication tool set in order to implement successfully an HR project internally.

  • Prerequisite

    /

AI impacts & Ethics

HCM : 10.50

Language of instruction : English

  • Presentation and intended learning outcomes

    /

  • Prerequisite

    /

Bloc 02 - Corporate Human Resource Management

ECTS : 8.00

HCM : 49.00

Faire de la veille sur les évolutions de son environnement ou éco-système

Fédérer et animer les acteurs internes et externes dans un souci d'éthique

Piloter ou co-piloter la construction d'une vision stratégique RH, fixer des objectifs et donner du sens via des approches de Gestion Prévisionnelle des Emplois et des Compétences et de schéma directeur RH, etc. en alignement avec la stratégie de l’entreprise

HRM policy & strategy

HCM : 10.50

Language of instruction : English

  • Presentation and intended learning outcomes

    After this course, students will understand the connections between strategic management and HRM challenges. They will reflect on issues of different staffing approaches, performance management and compensation approaches and policies, in relation to organizational strategies.

  • Prerequisite

    Bachelor or Master course on strategic management
    Master course on HRM

Corporate Social Responsibility & Responsible Leadership

HCM : 24.50

Language of instruction : English

  • Presentation and intended learning outcomes

    The course introduces fundamental notions of, and problems relating to, Corporate Social Responsibility (CSR) and responsible leadership at individual, organizational, and societal levels. The course will examine topical issues in relation to multiple stakeholders, in complex and dynamic business environments. The course approach relies on real world examples and illustrations through case analysis. Students will be encouraged to reflect on the ideas, attitudes and behaviour required from the leaders and the employees of corporations while transforming businesses to be more responsible and sustainable. The goal of the course is not to provide an “easy” recipe for difficult decisions, but on the contrary to help participants to more comprehensively make informed decisions that take into account downstream
    implications. Students will also practice negotiation with stakeholders as well as calculating and discussing their own carbon footprint and their habits as consumers and members of organizations. Participants will also practice adapting the United Nation´s Sustainable Development Goals (SDGs) in international business contexts for uniting economic with socially and environmentally responsible bottom lines.

     

    Intended Learning Outcomes:
     

    Active participation and engagement in this course should enable students to:

    • Recognize ethical issues in management and business
    • Become familiar with a set of concepts that can help you to structure your thinking around ethical and value issues at work, and gain experience in applying these concepts to complex situations
    • Develop awareness of and reflect on your own personal ethical values and beliefs.
    • Critically reflect on different options for managing business ethics
    • Develop awareness of, and familiarity with, issues related to different stakeholders and stakeholder management
    • describe and reflect on both individual and organizational practices needed for building responsible and sustainable business
    • Critically evaluate the role of the business corporations in society as well as the ethical foundations of capitalism.
    • Demonstrate detailed knowledge of United Nation´s sustainable
    • Development goals (SDGs) and reflect on how business managers could apply them
    • be able to collectively search solutions for complex business cases and present their ideas coherently and clearly.

     

    … ultimately, to become more proficient decision makers in the context of a complex and dynamic business environment, in terms of considering different ethical and value aspects of business decisions.

  • Prerequisite

    /

Strategic HR planning

ECTS : 2.00

HCM : 14.00

Language of instruction : English

  • Presentation and intended learning outcomes

    AIM
    How to navigate from a learning perspective through organizations;
    To address the main fundamental aspects of Learning management in an International context to be able to understand/build a sustainable learning eco system.


    COURSE DESCRIPTION
    This course provides students with an understanding and an overview of learning management in an international context.
    We will liaise with competence management and resource management;
    Then, tackle the learning topics from 3 angles:

    • The legal aspect,
    • the financial aspect ( budget management ,funding),
    • and last but least the pedagogical aspect.

     

    In times of changing and fast paced environment they will also have glimpses of collective intelligence in order that their company can flourish;
    The learners will experiment different scenarios to understand the impact of learning in organization and for themselves.
    How to use and deal with Learning to make their company moving keep competitive advantage.
    In this sense, the course will focus very much on case studies, Role plays, digi surveys and games.

     

    LEARNING OUTCOMES
    Through successful completion of this course, students should be able to:

    • Understand the place of learning in the competence and resource chain
    • Build a learning strategy
    • Build a training plan
    • Experiment through role plays the consequences of strategic decisions
    • Manage a Learning budget taking into account various items
    • Set a communication plan for various key stakeholders
    • Have an overview of the latest learning tech
    • Deal with individual and collective training management

     

  • Prerequisite

    /

Bloc 03 - Implementation of HR practices

ECTS : 8.00

HCM : 49.00

Développer des politiques et des pratiques de GRH dans les différents domaines de la gestion des RH (recrutement, formation, etc..) en veillant à une contextualisation des pratiques

Appliquer et mettre en œuvre des politiques et des pratiques de GRH dans le domaine du développement des RH, de l'évaluation et de la gestion des trajectoires professionnelles

Recruitment & Career

ECTS : 3.00

HCM : 21.00

Language of instruction : English

  • Presentation and intended learning outcomes

    /

  • Prerequisite

    /

Training

ECTS : 2.00

HCM : 10.50

Language of instruction : English

  • Presentation and intended learning outcomes

    In times of changing and fast paced environment, this course provides you with an understanding and an overview of learning management in an international context.
    We will:

    • Liaise with competence management and resource management;
    • Navigate from a learning perspective through organizations;
    • Address the main fundamental aspects of Learning management in an international context.


    By tackling the learning topics from 4 angles:

    • The legal aspect,
    • The financial aspect (budget management ,funding),
    • Sustainability (Learning eco system).
    • And last but not least the pedagogical aspect.

     

    You will also have glimpses of collective intelligence in order that your company can flourish.

    As learners, you will experiment different scenarios to understand the impact of learning in organization and for yourself.
    How to use and deal with Learning to make your company keeping competitive advantage.
    In this sense, the course will focus on case studies, Role plays, digi surveys and games. You will experiment reverse learning and other techniques of learning and intended learning outcomes.


    Through successful completion of this course, students should be able to:

    • Understand the place of learning in the competence and resource chain
    • Build a learning strategy
    • Build a training plan
    • Experiment through role plays the consequences of strategic decisions
    • Manage a Learning budget taking into account various items
    • Set a communication plan for various key stakeholders
    • Have an overview of the impact of digitalization in learning
    • Deal with individual and collective training management
  • Prerequisite

    Please do your pre-work: read the learning booklet and answer the digisurveys
    + Think of HR or learning situations from your real life and bring them in the module
    + Accept the confidentiality of this module and commit to not disclose any learning business issue from a fellow student
    in order to focus on your needs and to keep the in-person sessions as interactive as possible.

Labor relations & collective bargaining

ECTS : 3.00

HCM : 17.50

Language of instruction : English

  • Presentation and intended learning outcomes

    AIM
    To address the main issues of Labour Relations, Conflict Management and Negotiation from an international management perspective.


    COURSE DESCRIPTION

    This course provides students with a basic understanding and an overview of the players in the field of labour relations, the key issues and conflicts to be anticipated, monitored or solved through social dialogue and collective bargaining.
    This course will highlight the fact that Labour Relations issues are highly contingent and context-related and contribute to the Companies performance.
    A case study related to Airbus Integration challenges will demonstrate the importance of Labour Relations and positive Employees and Trade Unions relations to manage successfully the challenges that a multinational hi tech Company could face in a highly competitive context.
    An exercise of salary negotiation will be run by the students (Employers and Unions representatives) to put into practice the collective bargaining concepts and experiences shared during the previous sessions.


    LEARNING OUTCOMES
    Through successful completion of this course, students should be able to:

    • demonstrate understanding and knowledge of concepts related to employees relations, conflict management and negotiation: participants, objectives, characteristics, different modes…
    • list the bargaining issues, manage the different stages of collective bargaining and identify the different ways to handle conflictual situations
    • identify the tools enabling to analyse the social landscape and prevent or solve social issues/conflicts
    • know the skills to be acquired to become an efficient negotiator
    • gain experience to communicate their analyses, conclusions and recommendations in a professional manner
  • Prerequisite

    None.

Bloc 04 - Performance Management and Control

ECTS : 8.00

HCM : 45.50

Contrôler et mesurer la pertinence et la performance des outils de gestion RH en développant des approches de contrôle de gestion sociale à travers des indicateurs et tableaux de bord sociaux sur-mesure

Payroll Management Control

HCM : 7.00

Language of instruction : English

  • Presentation and intended learning outcomes

    Identify the issues of payroll management control and learn the tools and working methods associated with them.

  • Prerequisite

    Have a solid understanding of policy and remuneration systems.

Compensation management & policy

ECTS : 4.00

HCM : 24.50

Language of instruction : French

  • Presentation and intended learning outcomes

    This course aims to develop the skills necessary for managing compensation in international companies located in France. It prepares students for decisions about choosing a suitable compensation system for the company. The course will be guided by the resolution of essential questions in terms of compensation policy: how to respond to the challenges of attracting, motivating and retaining people? - while ensuring the achievement of objectives of flexibility, control of the total payroll, and compliance with regulatory and legal frameworks.

    The course prepares students for the compensation policy diagnostics, and the implementation of methods, techniques and tools in terms of job classification, construction of pay scales, setting of pay levels, development of variable compensation systems linked to the evaluation of job performance, and development of gain-sharing, profit-sharing, employee savings plan and stock ownership programs.

  • Prerequisite

    Pay tools and practices, management control – level Master 1.

Management of the training performance

HCM : 7.00

Language of instruction : English

  • Presentation and intended learning outcomes

    The HR function has historically moved from an administrative role to a strategic partner. As such, HR has to be a source of added value for the organization helping thereby the organization to meet its economical, legal, social, etc. challenges.
    The objective of this course is to illustrate through concrete examples of companies and business cases how HR contributes to the performance of the organization.

  • Prerequisite

    Team-based case study assessed through final written examination.

HR management for value creation

HCM : 7.00

Language of instruction : English

  • Presentation and intended learning outcomes

    /

  • Prerequisite

    /

Bloc 05 - Organizational Behavior and Leadership

ECTS : 8.00

HCM : 45.50

Animer et fédérer des collectifs, développer son leadership et son relationnel

Conseiller et négocier avec ses équipes

Gérer l'organisation du travail et les transformations possibles

Organizational Behavior & Managing HR in a crisis

ECTS : 4.00

HCM : 21.00

Language of instruction : English

  • Presentation and intended learning outcomes

    AIM
    To address the main issues of Organisational Behavior and HR in crisis in companies, from an international management perspective


    COURSE DESCRIPTION
    This course provides students with a basic understanding and an overview of the key issues in Organisational Behavior as well as HR in crisis in an international context. We will adopt the perspective of a general manager and focus primarily on managing the organisation’s human assets in businesses. In this context, it is more and more each manager’s responsibility to make decisions regarding issues such as selection or promotion. Therefore, this course aims to provide students with a better understanding of accurate and appropriate OB & HR concepts to allow people to succeed in their roles and contribute to firm performance and make employees satisfied at work.
    This course will highlight the fact that Organizational Behavior & HR issues are highly context-related. In this sense, the course will focus very much on case studies in different firms and countries. For additional input to the discussion in class, every student is expected to bring personal experiences to the classroom that can be used to bridge the academic content with practitioner realities. This course will also help students use recent theories published by researchers in social sciences to feed their thinking about managing people in organisations.

     

    LEARNING OUTCOMES
    Through successful completion of this course, students should be able to:

    • Demonstrate a basic understanding and knowledge of OB concepts
    • Discuss the general field of organisational behavior, its historical foundations, and importance in the current business environment
    • Grasp skills and tools enabling the application of this knowledge to real issues of concern to business
    • Gain experience in applying management and OB knowledge to issues relevant to business organisations and practising managers
    • Discuss how emotion and personality constructs affect the organisational climate
    • Develop the ability to critically analyse, assess, and deal with the managerial and organisational implications of OB issues
    • Understand how a crisis could change employees’ behavior
    • Overview of major theories of employees experience during a crisis
    • Identify factors of effective people management during crisis
  • Prerequisite

    None

Intercultural management

HCM : 14.00

Language of instruction : English

  • Presentation and intended learning outcomes

    Aim
    The objective of this course is to develop students’ cross-cultural awareness (including self-awareness), skills, and practices in order to prepare them for their future role as employees and managers in a multicultural environment.


    Course description
    The course aims to equip students with both theoretical frameworks and practical tools to analyze and understand the behavior of colleagues and partners in various international contexts, and to train students to apply these concepts to topical management issues such as change management.
    The focus of the course will be a combination of academic knowledge and experiential learning, with case studies, class exercises, and discussion sessions.


    Learning outcomes
    Through successful completion of this course, students should be able to:

    • gain experience in communicating effectively across cultures
    • understand how to work in and manage global teams
    • apply analytical frameworks to analyze and understand the behavior of colleagues and partners in various international contexts.
    • develop their cross-cultural awareness (including self-awareness), skills, and practices in order to prepare them for their future role as employees and managers in a multicultural environment.
    • critically analyze, assess, and deal with the managerial and organizational implications of intercultural issues.
  • Prerequisite

    None.

Leadership & Team management

HCM : 10.50

Language of instruction : English

  • Presentation and intended learning outcomes

    Aim
    This course describes what are the key challenges to manage, organize or create an international team.

     

    Course Description
    Team Management at distance, understanding a country and a distant team, understanding international context to understand a remote team.


    Learning Outcomes
    Through successful completion of this course, students should:

    • Develop knowledge of the theories of leadership and of the challenges of managing cultural differences in an international team.
    • Develop awareness of, and reflect on, their own cultural biases and their expectations of a leader’s roles and responsibilities.
    • Apply theoretical and practical tools to assess and to identify the challenges of managing an international team.
    • Develop their ability to critically analyse and to propose solutions to address the managerial issues relevant to global organisations.
    • Gain experience in communicating their analyses, conclusions and recommendations in a professional manner.
  • Prerequisite

    None.

     

Bloc 06 - International HR management

ECTS : 8.00

HCM : 45.50

Concevoir et mettre en place les domaines d'action incontournables de la GRH  dans un contexte international et en connaître les régulations

Expatriate management

ECTS : 3.00

HCM : 17.50

Language of instruction : English

  • Presentation and intended learning outcomes

    Objective :
    During the course on International Mobility, the student will learn all essentials and certain details in order to be able to understand the stakes of an International Mobility Department.
    The student will learn on employer’s obligations, risks and difficulties encountered.


    Method :
    Presentation of Case Study, to be analysed and solved in a group followed by presentation of facts and anecdotes from EADS assignees’ experience
    Evaluation at the end of each section.

     

  • Prerequisite

    /

International and comparative labor law

ECTS : 5.00

HCM : 28.00

Language of instruction : English

  • Presentation and intended learning outcomes

    AIM
    To address the main issues of labour relations, conflict management and negotiation from an international management perspective.

     

    COURSE DESCRIPTION
    This course provides students with a basic understanding and an overview of the players in the field of labour relations, the key issues and conflicts to be anticipated, monitored or solved through social dialogue and collective bargaining.
    This course will highlight the fact that Labour Relations issues are highly contingent and context-related and contribute to the Companies performance.
    A case study related to Airbus Integration challenges will demonstrate the importance of Labour Relations and positive Employees and Trade Unions relations to manage successfully the challenges that a multinational hi tech Company could face in a highly competitive context.
    An exercise of salary negotiation will be run by the students (Employers and Unions representatives) to put into practice the collective bargaining concepts and experiences shared during the previous sessions.


    LEARNING OUTCOMES
    Through successful completion of this course, students should be able to:

    • demonstrate understanding and knowledge of concepts related to employees relations, conflict management and negotiation: participants, objectives, characteristics, different modes…
    • list the bargaining issues, manage the different stages of collective bargaining and identify the different modes to respond to conflictual situations
    • identify the tools enabling to analyse the social landscape and prevent or solve social issues/conflicts
    • know the skills to be acquired to become an efficient negotiator
    • gain experience to communicate their analyses, conclusions and recommendations in a professional manner

     

  • Prerequisite

    /

Bloc 07 - Professional development

ECTS : 14.00

HTD : 63.00

Objectifs des projets tuteurés : effectuer des actions collectives dans le but de développer des compétences de travail en équipe, de prise de responsabilités, de réalisation de missions courtes et complètes en totale autonomie. Le projet tuteuré aide à mieux maitriser le travail collaboratif.
Par ailleurs, les projets tuteurés contribuent au rayonnement de la formation et du diplôme, à asseoir son image et sa notoriété.
Enfin, les projets tuteurés permettent d’aller au contact des entreprises et des professionnels des Ressources Humaines, de tisser également ses propres réseaux.

Team project

ECTS : 6.00

HTD : 42.00

Language of instruction : English

  • Presentation and intended learning outcomes

    /

  • Prerequisite

    /

Internship or professional training contract with Master thesis

ECTS : 8.00

Language of instruction : English

  • Presentation and intended learning outcomes

    /

  • Prerequisite

    /

Other educationnal activities & development

HTD : 21.00

Language of instruction : English

  • Presentation and intended learning outcomes

    /

  • Prerequisite

    /

This programme is available through full-time programme and work-study.

 

Internal TSM candidates

→ Successful completion of 240 ECTS

→ For non-English speakers: an English language test (C1 required)

→ Examination of candidate’s application and possible interview (choice of track)

 

 

External candidates (non TSM)

→ Successful completion of 240 ECTS

→ For non-English speakers: an English language test (C1 required)

→ Examination of candidate’s application and possible interview

Odile NOLAN - Promo 2015/2016

Senior Consultante en Change Management - Sopra Steria Consulting

The IHRM programme prepares students for support, management, and expert HR roles such as:

  • Collaborator,
  • project manager,
  • assistant project or operations manager,
  • administrative positions,
  • training manager,
  • payroll manager,
  • recruiting manager,
  • career advisor,
  • personnel administrator,
  • social relations director,
  • internal communications manager,
  • social management controller,
  • junior consultant within an international consultant firm, etc. 

Graduates may also undertake a PhD in Human Resource Management and Organisational Behaviour.

Other programmes

Bachelor 3 Human Resource Management (Executive Education & Apprenticeship)

Master 1 Human Resource Management (Full TIme Programme)

Master 2 Human Resource Management (Full TIme Programme & Apprenticeship)

Master 2 Human Resource Management (Executive Education & Apprenticeship)