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Modules
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**Diploma Requirements:**
**Full Diploma:** Complete all 12 compulsory modules, totaling 60 ECTS, to earn your Diploma in Human Resources Management at MQF Level 5.
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**Flexible Certification Options:**
**Undergraduate Certificate:** Awarded to adult learners who complete half the course, meeting 30 ECTS with 750 hours of dedicated study at MQF Level 5.​
**Modular Achievements:**
-Obtain individual module awards for any successfully completed components, even if you don't finish the full course.​
Pursue your education at your own pace and gain the credentials that match your progress. Your pathway to recognized qualifications starts here!
Learning Outcomes
1. Recruitment Reward and Retention
Recruitment and selection procedures and practices, performance management and appraisals, training and development, job evaluation and market research, Knowledge and development management, staff retention techniques.
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Learning Outcomes
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. An understanding of the different types of training and development models and how to apply them in the workplace.
2. Ability to assess employees’ needs and identify appropriate training and development methods.
3. Understanding of the different types of learning theories and how to apply them in the workplace.
4. Techniques to effectively measure and evaluate the effectiveness of training and development initiatives.
5. Knowledge of the latest relevant laws and regulations related to training and development initiatives.
6. Understanding on how to use technology to deliver effective training and development programs.
7. Ability to create a learning climate and culture in the workplace.
8. Techniques to promote and encourage staff development and organizational learning.
9. Knowledge on techniques for maintaining a good relationship between the trainer and participants during the development program.
10. Understanding on how to design and deliver an effective training and development program.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. An understanding of the different types of training and development models and how to apply them in the workplace.
2. Ability to assess employees’ needs and identify appropriate training and development methods.
3. Understanding of the different types of learning theories and how to apply them in the workplace.
4. Techniques to effectively measure and evaluate the effectiveness of training and development initiatives.
5. Knowledge of the latest relevant laws and regulations related to training and development initiatives.
6. Understanding on how to use technology to deliver effective training and development programs.
7. Ability to create a learning climate and culture in the workplace.
8. Techniques to promote and encourage staff development and organizational learning.
9. Knowledge on techniques for maintaining a good relationship between the trainer and participants during the development program.
10. Understanding on how to design and deliver an effective training and development program.
Skills:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. An understanding of the different types of training and development models and how to apply them in the workplace.
2. Ability to assess employees’ needs and identify appropriate training and development methods.
3. Understanding of the different types of learning theories and how to apply them in the workplace.
4. Techniques to effectively measure and evaluate the effectiveness of training and development initiatives.
5. Knowledge of the latest relevant laws and regulations related to training and development initiatives.
6. Understanding on how to use technology to deliver effective training and development programs.
7. Ability to create a learning climate and culture in the workplace.
8. Techniques to promote and encourage staff development and organizational learning.
9. Knowledge on techniques for maintaining a good relationship between the trainer and participants during the development program.
10. Understanding on how to design and deliver an effective training and development program
2. Training and Development
The Training and Development module at MQF Level 5 focuses on developing a range of training and facilitation skills, preparing learners to train and facilitate others in an effective and professional manner. Learners will develop a range of competences in training needs analysis, instructional design, delivery methods, evaluation of learning, and understanding of adult learning and its application in organisational development. They will gain the skills necessary to plan and design effective learning programmes, prepare course materials, select appropriate evaluation methods, and develop techniques suitable for different learning contexts. The module also covers the management of learning environments and resources, and students will have the opportunity to apply their learning in a practical setting. On successful completion of this module, learners will be able to plan, design, and facilitate effective and appropriate training, and be able to assess an individual or group's learning outcomes.
Learning Outcomes:
Competencies:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Develop instructional objectives.
2. Identify methods and techniques for delivering training.
3. Evaluate the effectiveness and impact of training programs.
4. Utilize appropriate technology for delivering training.
5. Design and create learning activities.
6. Facilitate the learning process.
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Knowledge
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. An understanding of the different types of training and development models and how to apply them in the workplace.
2. Ability to assess employees’ needs and identify appropriate training and development methods.
3. Understanding of the different types of learning theories and how to apply them in the workplace.
4. Techniques to effectively measure and evaluate the effectiveness of training and development initiatives.
5. Knowledge of the latest relevant laws and regulations related to training and development initiatives.
6. Understanding on how to use technology to deliver effective training and development programs.
7. Ability to create a learning climate and culture in the workplace.
8. Techniques to promote and encourage staff development and organizational learning.
9. Knowledge on techniques for maintaining a good relationship between the trainer and participants during the development program.
10. Understanding on how to design and deliver an effective training and development program.
Skill
At the end of the module/unit the learner will have acquired the following skills:
1. An understanding of the importance of training and development in the workplace.
2. Knowledge of how to develop, review and implement effective training programs.
3. The ability to identify gaps in staff skills and recommend relevant training programs.
4. An understanding of how to measure the success of training initiatives.
5. The ability to create a conducive learning environment.
6. Knowledge of how to use various learning tools and techniques to deliver training.
7. The ability to evaluate and monitor training outcomes.
8. An understanding of how to use feedback to improve employee performance.
9. An ability to lead and facilitate group training sessions.
10. An appreciation for the need to stay up to date with new trends and industry best practices in the field.
3. Performance Management
The Performance Management module for MQF level 5 focuses on developing the skills and knowledge necessary for effectively managing the performance of an organization’s employees. Students learn a variety of techniques and approaches to effectively evaluate, measure, and improve employee performance. They gain insight into the overall process of performance management, from setting goals and performance expectations to reviewing performance and providing feedback. Topics covered include setting performance objectives, effective monitoring and evaluation of performance, effective goal setting, using performance data to support decision-making, developing effective performance feedback systems, fostering collaboration and teamwork, handling difficult performance issues, and understanding the legal issues related to performance management. The module also covers the framework, models, and theories underpinning performance management and the psychological and sociological factors which impact an individual’s job performance.
Learning Outcomes
Competencies:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Define performance management objectives: Learners will understand the purpose of performance management, as well as the different types of objectives that need to be set in order to measure performance.
2. Design Performance Improvement Strategies: Learners will learn the steps necessary to create effective performance improvement strategies.
3. Execute Performance Management Plans: Learners will gain knowledge on how to implement and adhere to performance management plans. This will involve learning and utilizing a range of techniques and strategies.
4. Monitor and Review Performance: This will include exploring and understanding different methods of performance measurement, and the ways to review and adjust performance management strategies.
5. Provide Feedback: Learners will develop an understanding of how to provide useful feedback that positively influences the workforce.
6. Motivate and Reward: Learners will have the tools to motivate and reward members of the workforce in order to create a productive team.
7. Use Standard Metrics: Learners will learn about standard metrics used to measure performance and the importance of setting the right metrics for each situation.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Understand the performance management cycle, its components and its importance.
2. Examine the roles and responsibilities of each participant within a performance management proces.
3. Recognise the characteristics of an effective performance review system.
4. Describe the techniques used in preparing for performance reviews.
5. Explain the process, techniques and activities used for conducting performance reviews.
6. Analyse the techniques used for providing feedback during a performance review.
7. Identify the best practices for developing individual goals and objectives in line with organisational objectives.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
1. Understanding Organizational Performance Management Strategies: Learners will be introduced to the strategies necessary for effective performance management, including setting goals, developing performance measurement systems, creating feedback loops, and developing improvement plans.
2. Applying Techniques for Developing Effective Performance Indicators: Learners will learn how to develop and utilize performance indicators and other tools for quantitatively measuring performance and identifying areas of improvement.
3. Implementing Departments for Performance Measurement: Learners will learn the process for implementing performance measurements across departments and organizations.
4. Conducting Performance Appraisals: Learners will learn to prepare and review individual performance appraisals.
5. Facilitating Performance Improvement Action Plans: Learners will learn how to diagnose performance problems and create action plans to address these issues.
6. Developing a Culture of Performance: Learners will gain an understanding of how to create a culture of performance throughout the organization.
7. Evaluating the Performance Management System: Learners will learn how to evaluate the effectiveness of the organization’s performance management system.
4. Communication
The Communication Module at the MQF Level 5 focuses on the dynamics of interpersonal and group communication for successful networking and building of relationships. It covers the theories and processes of communication, language and communication, persuasive communication, communication ethics, communication technology and research, negotiating, conflict resolution, public speaking and presentation techniques. This module provides students with the skills and knowledge to effectively develop and apply their communication and presentation skills to various contexts as well as increase their analytical and decision making abilities. Students will also learn to identify, analyze, and evaluate social systems and communication processes to achieve positive outcomes.
Learning Outcomes
Competencies:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Develop a communication architecture across the organization.
2. Establish targets and measure the performance of different communication channels.
3. Design, implement, and manage communication projects and campaigns.
4. Manage and maintain communication systems.
5. Analyse communication challenges and come to appropriate solutions.
6. Experiment with new developments in communication techniques.
7. Monitor communication trends and adapt as necessary.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. The principles of effective interpersonal communication: including active listening, non-verbal communication, and establishing mutual respect and understanding.
2. How to analyse different communication styles and understand how they can influence communication outcomes.
3. How to adjust communication style to suit the audience and the purpose of the conversation.
4. How to manage conflict and resolve differences through communication.
5. The function of digital communication technology and its impact on communication processes.
6. How to utilize digital communication technology to facilitate effective communication.
7. Understanding cultural norms and values to ensure appropriate communication.
8. The ethical implications of communication and how to apply ethical practices to communication.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
1. Understanding different communication styles and strategies.
2. Exploring the impacts of cultural and individual factors on communication styles.
3. Applying effective communication techniques to improve relationships.
4. Establishing communication objectives and outcomes.
5. Developing key communication skills, such as active listening, questioning, and reflective communication.
6. Analysing communication patterns and the implications for interpreting messages.
7. Building trust and rapport through effective communication.
8. Using technology and electronic media as a communication tool
5. Cultural Diversity
Cultural Diversity (MQF/EQF Level 5) is a course that introduces students to the concept of cultural diversity and its implications in the contemporary world. The course explores the psychological, social and cultural dimensions of diversity, and provides theoretical and practical frameworks for understanding and managing diversity in its various intersections – racial, ethnic, national, religious, gendered, and physical. Through readings, lectures, discussions, and research activities, students reap a holistic understanding of cultural diversity, its socio-political implications, and how to effectively manage diversity in organisations and public policy.
Learning Outcomes:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Analyse cultural diversity in global contexts.
2. Compare and contrast different cultures.
3. Describe the effects of cultural diversity on society.
4. Recognise difference and inequalities between cultural groups 5. Understand and interpret cultural norms and values.
6. Critically examine the impact of multiculturalism on individuals and communities.
7. Develop cultural competence through self-reflection and intercultural communication.
8. Utilise strategies to build and maintain positive relationships amongst culturally diverse groups.
9. Design and implement initiatives to promote cultural understanding and appreciation.
10. Evaluate the successes and challenges of multiculturalism in society.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
• Understand the differences between various cultures and the characteristics of different cultures
• The importance of cultural diversity and cultural awareness..
• Different theories and models of cultural diversity.
• The impact of globalization on cultural diversity.
• Different approaches to resolving cultural differences and conflicts.
• Strategies to promote cultural inclusion and cooperation.
• The interaction of culture and identity.
• Laws and regulations regarding cultural diversity.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
1. Develop an understanding and appreciation of the different cultures and customs of different countries or regions.
2. Explore the key challenges faced by minority groups in relation to social, economic and political issues.
3. Apply key concepts in relation to cultural diversity, inclusion, equality and social justice.
4. Understand the implications of cultural diversity for economic development.
5. Develop effective communication techniques and an understanding of how to build trust and good relationships with a diverse range of people.
6. Evaluate issues that impact on societal and economic outcomes as a result of cultural diversity.
6. Employment Law
Employment Law within the Maltese and European context, conditions of employment & Disciplinary issues.
Learning Outcomes:
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) Able to apply law to specific HRM scenarios.
b) propose action points for avoiding industrial dispute.
c) develop a checklist for reviewing contracts.
d) able to effectively handle a grievance case.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) study laws specific to employment and HRM. This is not a basic overview. Attendees will already have a basic knowledge of employment law will give HR professionals additional theoretical knowledge.
b) comprehensive, specialised factual and theoretical knowledge about the EIRA.
c)Understand the necessary clauses in a contract.
d) Understand the legal obligations and requirements in terminating a contract.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
a) identify which parts of the law are applicable to the HR Function.
b) identify the obligations of employers and employees in specific scenarios.
c) identify scenarios where a definite contract of employment is preferable to the organisation over indefinite.
d) identify tactics to develop a culture of equity.
7. HR Leadership and Skills
Human Resources Leadership at EQF/MQF Level 5 provides individuals with the knowledge and skills necessary to be an effective leader within the human resources field. The modules cover topics such as understanding and implementing organizational policies and procedures, creating successful working environments, dealing with labor relations, developing and maintaining effective communication with team members, and developing and delivering effective training programs. Learners will also gain an understanding of the links between motivation, talent management, and performance, and how HR leaders can use these connections to create a successful work environment. Through hands-on activities, case studies, and collaborative learning, individuals will be able to practice the skills necessary to be successful in the human resource sector.
Learning Outcomes:
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Understanding Human Resources laws and policies.
2. Developing and monitoring personnel performance.
3. Establishing effective work relations.
4. Managing employee recruitment, selection, and retention.
5. Strategies for performance management.
6. Designing and implementing employee programs.
7. Implementing organizational development initiatives and change processes.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Understanding the Role and Responsibilities of a Leader.
2. Creating and Maintaining an Effective Work Environment.
3. Understanding Significance of Developing Strategic Organizational Goals.
4. Planning and Implementing Effective Change Initiatives.
5. Managing Strategic Human Resources.
6. Developing Effective Communications and Interpersonal Skills 7. Exercising Multi-Level Decision-Making in Complex Situations.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
1. Communication: Developing the skills to convey information effectively with clarity and accuracy.
2. Coaching: Understanding how to work with individuals and teams to identify their goals and create and implement realistic and achievable plans.
3. Developing a Leadership Style: Creating an understanding of different styles of leadership and the ability to adapt these styles to different situations.
4. Decision Making: Understanding the need for effective decision making techniques and practicing decision making under pressure.
5. Conflict Resolution: Identifying the different types of conflict resolution techniques and when to best use them in an organization.
6. Motivation: Understanding the importance of motivation and developing techniques for motivating individuals and teams.
7. Cultural Awareness: Acquiring an awareness of different cultures and how to work with cultural diversity in the workplace.
8. HR Operations
Organisational design/organogram, HRM Tool (payroll, recruitment, data systems) Policies and Procedures, Effective communication, Health and Safety, and employee wellbeing
Learning Outcomes
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) create an effective organogram.
b) critically assess various leave systems.
c) Develop HRM policies and procedures.
d) identify the appropriate skills and tools required for various HRM scenarios.
e) Demonstrate how to conduct a companywide communication.
f effectively) develop an H&S policy for the organisation.
g) Determine how the HRM function can positively impact employee well-being.
Knowledge:
At the end of the module/unit, the learner will have acquired the responsibility and autonomy to:
a) Develop an understanding of an effective organisational design.
b) Review the latest tools available for HRM.
c) understand what policies are required for an effective work environment and how to create them.
d) have specific theoretical knowledge on effective communication.
e) understand the specific H&S obligations of an employer.
f) Theoretical knowledge of factors impacting employee well-being and their benefits to the organisation.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
a) demonstrate the core considerations of organisational design.
b) identify core requirements and considerations when implementing HRM tools.
c) Analyse key considerations when creating policies and procedures.
d) Analyse their own level of expertise in various HRM skills and identify ways to improve these.
e) Identify which communication styles are most appropriate for various HRM scenarios.
f) demonstrate the effects of not having an appropriate H&S policy.
g) understand various concepts in employee well-being and their benefits to the organisation.
9. HR Strategy
The changing roles of HR Professionals, Organizational and HR Strategies – formulations and implementation, Key business issues and factors affecting organisations and their impact on HR, Identifying and coping with changes in the external and internal environments and assessing the impacts of these factors on the HR Department, The thinking performer- occupational psychology.
Learning Outcomes:
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) Able to see how the individual should evolve in the HR role to cope with changes.
b) develop and implement HRM strategies which are in line with company goals.
c) demonstrate competence in identifying key factors affecting their industry.
d) analyze how to successfully cope with change.
e) cope with standard problems and common situations and Alyse how to collaborate with different departments.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
a) Understand how the HR function developed and evolved over time.
b) identify key components is developing strategies and understand how the HRM strategy should support overall organisational strategies.
c) identify and understand the specific impacts of business issues on the HR function.
d) Understand how the role of occupational psychology in improving the work place.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
a) identify which parts of the law are applicable to the HR Function.
b) identify the obligations of employers and employees in specific scenarios.
c) identify scenarios where a definite contract of employment is preferable to the organisation over indefinite.
d) identify tactics to develop a culture of equity.
10. Employer Branding
This module evaluates the effectiveness of employer branding at MQF/EQF level 5, a tailored approach for a company's internationally distributed labour force. The module covers such topics as objectives of EQF/MQF 5 Level, the importance of employer branding, evaluation of employer brand, recruiting strategies, employer branding techniques, and the assessment of best practices. Through a mix of lectures and group work, the module assesses the feasibility and the benefits for a company to follow employer branding strategies tailored to each international market, emphasize marketing messages that best capture a company's uniqueness within each country's labour market, and how to build alignment and consistency in employer branding between countries. At the end of the module, students share their best practice for employer branding and each group is asked to create a campaign to promote the employer brand.
Learning Outcomes:
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Understanding the role and importance of employer branding 2. Managing a successful employer brand.
3. Identifying the target audience.
4. Defining the desired employee image.
5. Leveraging digital platforms to create an employer brand presence.
6. Develop and execute an employer brand communication strategy.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Understanding the importance and benefits of employer branding.
2. Identifying elements of a successful employer brand.
3. Developing an employer brand strategy.
4. Analysing employer branding trends in the industry.
5. Optimizing communications and marketing materials to promote employer brand.
6. Evaluating the effectiveness of employer branding strategies.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
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1. Understanding the importance of employer branding for attracting and retaining talent.
2. Developing a clear employer brand statement.
3. Identifying the key elements of an employer brand.
4. Establishing measures for measuring the effectiveness of the employer brand.
5. Creating a clear and compelling employee value proposition.
6. Designing and implementing a strategy to build the employer brand internally and externally.
11. Change Management
This module is designed to provide learners with a robust understanding of the process for creating successful change management plans at the MQF/EQF level 5. Learners will understand the theories and strategies behind successful change management, learn how to create and implement plans and evaluate their success. They will also gain skills on how to manage resistance to Change, as well as how to tackle communication of change and other aspects of the process. This course is designed to be useful for anyone involved in the development, implementation or evaluation of change plans and strategies, and to bring the knowledge of change management to the level needed to support meaningful change - both in organisations and for individuals.
Learning Outcomes:
Competencies:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Understand the fundamentals of change management.
2. Identify and recognize the various types of organizational change.
3. Develop strategies to support and manage change initiatives within the organizational framework.
4. Develop an understanding of the impact of organizational change on individuals and teams.
5. Evaluate perceived organizational change initiatives to determine their effectiveness.
6. Facilitate collaboration and communication in order to support successful change management.
7. Apply the principles of change management to support successful projects and initiatives within organizations.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Understanding of the principles, methods and techniques of Change Management.
2. Knowledge of the organisational, behavioural and cultural aspects of change.
3. Ability to apply the Change Management framework and use standard change management processes to help organisations navigate transitions.
4. Skills in communication, problem-solving and negotiation to support organisational change.
5. Understanding of the impact of technology on change initiatives.
6. Ability to develop, monitor and review change initiatives.
7. Awareness of the pitfalls of change management and how to address them.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
1. Develop techniques for managing and responding to change.
2. Monitor and review changes and their impacts.
3. Analyze current and future strategies to accommodate change.
5. Identify sources of change in a project context.
6. Communicate change requirements to stakeholders.
7. Develop, evaluate, and maintain plans for the successful implementation of change.
12. Global HR
This unit focuses on the development and implementation of global human resources policies and practices at the Medium Qualifications Framework (MQF)/European Qualifications Framework (EQF) Level 5. It explores the key aspects of the global HR agenda, including technology and innovation, strategic HR design, global talent management, and workforce diversity and inclusion. It examines the use of digital platforms in HR, and the changing role of HR professionals in an increasingly global environment. It also explores the opportunities and challenges posed by international labour standards, population dynamics and disruptive trends in global workforce management. In so doing, it provides learners with the critical knowledge and skills to successfully partner with global organizations in creating sustainable and successful HR policies and practices.
Learning Outcomes:
Competences:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Understand how the global HR function compares and contrasts with domestic HR functions.
2. Interpret global labor laws and regulations.
3. Develop global HR policies, processes, and procedures.
4. Maintain compliance with domestic and international HR laws and regulations.
5. Analyze global staffing strategies and organizational structure.
6. Develop strategies and plans to support diversity and inclusion initiatives.
7. Evaluate global training and development initiatives.
8. Apply principles of employee relations within an international context.
Knowledge:
At the end of the module/unit the learner will have acquired the responsibility and autonomy to:
1. Knowledge and understanding of the macro-terminology associated with global Human Resources management, such as internationalization, job evaluation and employee mobility.
2. Understanding of the different approaches to organizing Human Resources on a global scale, including regionalization and centralization.
3. An understanding of the major challenges associated with global HR management and how to develop and implement strategies for addressing them.
4. Ability to evaluate the benefits and risks associated with global HR strategies and initiatives.
5. Understanding of the cultural challenges in global HR management and the skills and techniques for cross-cultural competency.
6. Knowledge of HR best practices and processes across different geographical regions and the ability to apply them to the local context.
7. Understanding of the legal and compliance implications of international HR management and the ways to ensure legal compliance in a global organization.
8. Knowledge of the global human resources trends and relevant technology and the ability to make recommendations for leveraging them.
Skills:
At the end of the module/unit the learner will have acquired the following skills:
1. Knowledge of global HR regulations and processes.
2. Ability to create and execute effective HR policies and processes that are compliant with global standards.
3. Analytical skills to identify key employee trends and make strategic decisions.
4. Ability to build effective global HR teams and systems.
5. Ability to manage cross-cultural communication in the workplace.
6. Understanding of the impact of technology on HR processes and employee relations