1.1 These regulations shall be read in conjunction with the Faculty Regulations and the General Academic Regulations for Postgraduate degrees

1.2 The degree shall be awarded to candidates who have successfully completed the programme and passed the examinations in accordance with regulations set in the Faculty Regulations.


2.1 Given that employees are a key resource in the search for improved organizational performance, the programme provides an understanding of contemporary theoretical foundations and analytical issues in the management of the human resource.

2.2 The programme prepares students to develop a critical appreciation of how to manage, evaluate and advise on human resource and employment issues.

2.3 The programme is designed in an integrated way and encourages critical awareness which is a pre-requisite for creative thinking


3.1 To qualify for entry into the Master of Social Sciences degree programme a student should have an honours degree in Human Resource Management, Human Resource development or Employment Relations, any social science or any other qualification which the Department may deem to be sufficient preparation for the programme with a pass of an upper second class (2.1) or better.


4.1 The programme shall be completed over a minimum of 3 semesters on a block- release basis.


5.1 Formal examinations will be held at the end of each semester.

5.2 For a student to be admitted to the examinations they must; have paid in full the prescribed fees; Satisfactorily attempted approved modules of study including submission of required written assignments; Attended compulsory classes; Participated in prescribed seminars, tutorials and practical classes

5.3 Normally all formal examinations will be written papers, but in some cases the examiner may test the candidate orally.


6.1 Continuous assessment shall account for 40% of the overall assessment, while the final examination will account for 60% of the overall assessment.

6.2 The aggregate pass mark shall be 50%


A student who fails to satisfy examiners and obtains less than 50% but not less than 40% may on the recommendation of the Board of Examiners and subject to the approval of the University Senate, be permitted to sit for a supplementary examination(s) in the respective module(s) failed in a particular semester. 1066


Level 1 Semester 1

Code Description Credits
MHRM 701 Human Resource Management 4
MHRM 702 Employment Relations 4
MHRM 703 Employee Resourcing 4
MHRM 704 Marketing Management 4

Elective Modules (choose one)

Code Description Credits
MHRM 705 Ethics and Corporate Governance 4
MHRM 706 Sociology of Work and Employment 4
MHRM 707 Managerial Economics 4

Level 1 Semester 2

Code Description Credits
MHRM 708 Reward Management 4
MHRM 709 Organisational Analysis and HR Strategy 4
MHRM 710 Research Methodology and Statistics 4
MHRM 711 Business Finance 4

Elective Modules (choose one)

Code Description Credits
MHRM 712 Leadership 4
MHRM 713 HR Consultancy 4
MHRM 714 Management of Change 4
MHRM 715 HRM Information Systems 4

Level 2 Semester 1

Code Description Credits
MHRM 801 Strategic Human Resource Development 4
MHRM 802 Dissertation 8


9.1 A student must pass at least eight modules in the first level for one to progress to the second level.

9.2 A student who fails three modules at the end of the first levelwill have to repeat failed modules.

9.3 A student must pass MHRM 710 in order to do MHRM 802 which is the dissertation.


10.1 For the purposes of degree classification the parts of the degree programme will be classified as follows:

Level one 50%

Level two 50%


Results shall be published in accordance with the provisions of the General Academic Regulations.


MHRM 701 Human Resource Management

The module considers the overall significance of HRM in moulding profitable organizations. It will cover the basic concepts underpinning HRM such as commitment, teamwork, and the evolution of HRM, the HRM Practices, the philosophy of HRM and the local and international context in HRM. It will also explore some topical contemporary issues in HR such as performance management, knowledge management and high performance work systems.

MHRM 702 Employment Relations

The module considers an overview of employment relations in Zimbabwe. It looks at the definition of employee relations, the challenges facing employee relations in Zimbabwe, employee relations in a transitional environment, the Labour Act, Institutions for managing employee relations in Zimbabwe, the role of employee relations in Organisational effectiveness, the integrations of Human Resource Management with other HR functions, regional employee relations (SADC) and International employee relations.

MHRM 703 Employee Resourcing

This module focuses on the task of engaging employees to the organization and will cover recruitment and selection, analyzing the labour market for recruitment and selection, ethics in recruitment and selection, international issues in recruitment and selection, strategic significance of recruitment and selection, recruitment and selection in the Zimbabwean context.

HHRM 704 Marketing Management

The module exposes the students to the main concepts and theories of marketing management. Topics will include the marketing concept, the marketing environment, market segmentation, marketing planning, consumer and industrial strategies, products life cycle, advertising, sales promotion, personal sales management and the role of an HR Practitioner in marketing management.

MHRM 705 Ethics and Corporate Governance

The module explores the concept of ethics in management. It will analyse the question of ethics in all HR activities, the link between ethics in HR and employee relations, the link between ethics in corporate governance and organizational performance.

MHRM 706 Sociology of Work and Employment

The module examines, industrial conflict, discipline and power in organizations, new forms of surveillance, corporate cultures, organizational structures and how they impact on employee performance and relations in organizations. 1069

MHRM 707 Managerial Economics

The module explores the theory of Economics, Micro economics, Labour Economics, the link between Economics and HR Strategy, International economics, International political economy and its impact on international Human Resource Management. It also analyses the role of Government economic policy in Human Resource Management.

MHRM 708 Reward Management

The module analyses the concept of Reward, the Total Reward model, the link between Performance and reward, the Reward Strategy, Reward management in a hyper-inflationary environment,International issues in reward management.

MHRM 709 Organisational Analysis and HR Strategy

The module analyses issue to do with Strategic Human Resource Management. It will analyse the concept of HR Strategic, its significance and influence in Overall Organisational strategy, It also analyses the contribution of HR to overall organizational performance and some generic HR Strategies.

MHRM 710 Research Methodology and Statistics

The module serves as a thorough grounding for practical research in Social Sciences. It will encompass computers in the analysis of research findings. Students will gain a deeper appreciation of qualitative ethnographic research methods and quantitative statistical analysis. Students will be exposed to various types of research such as evaluation research, action research, case studies, ethnography etc. Students will also gain an insight on how to publish research findings.

MHRM 711 Business Finance

The module seeks to provide a good grounding on the key principles and approaches in financial management necessary for financial decision making. It will also look at the role and significance of the HR function in financial management in an organization and vice-versa.

MHRM 712 Leadership

The module analyses the concept of leadership, the role of and significance of leadership in an organization, the various leadership styles, international and contemporary issues in Leadership.

MHRM 713 Human Resource Consultancy

The module explores trends and principles of ethical and profitable Consultancy in Human Resource Management.

MHRM 714 Managing Change

The module provides a thorough grounding in current theory and approaches to managing transition. It will cover topics such as the role of leadership in change and analyse recent cases of transition.

MHRM 715 Human Resource Management Information Systems

This module explores the impact of information technology in modern Human Resource Management. It further looks at the shift to paperless HR Information Systems and analyses in depth current commercial HR Information System and Packages.

MHRM 801 Strategic Human Resource Development

The module starts by reviewing elementary Human Resource Development concepts such as learning theories, Career Management, Succession Management. It then focuses on the strategic role of HRD in the form of HRD Strategy, organisational development, managing learning and contemporary and international issues in Human Resource Development.

MHRM 802 Dissertation

Students carry out research on a topic of their choice concerning pertinent issues in Human Resource Management under the guidance of a Supervisor.