Accounting involves the recording, reporting and communication of financial information about a business to help managers, investors and other stakeholders make appropriate decisions. Finance is the process where investment, financing and dividend decisions are made to achieve the key strategic objective of maximising the wealth of a company’s shareholders. The module explores both accounting and finance and the links between them. At a minimum, managers need to understand the basic concepts and techniques of accounting and financial management. This is imperative as managers cannot discuss the cost and finance implications of an activity without an appreciation of the processes, information sources, and methods of presentation of financial information. Irrespective of their specialisation, managers need to be able to interpret and apply financial information in their decision making.

Human Resources (HR) policies and practices are deployed to enable organisations achieve their goals and objectives. They involve the principles of employment relationship, HR planning and job design, recruitment, selection, retention, training, HR development, performance management, remuneration and reward systems, and the modern developments in employee involvement and participation. In addition, they are connected within the contested arena of industrial relations. Furthermore, they are an essential element of business strategies that are associated with organisational effectiveness, whilst these policies and practices are also viewed as ‘bundles’ which can significantly affect organisational performance.

On the other hand, dynamic contingencies (e.g., developments in technology, uncertainties, changes in the sociological and economic context/climate, state intervention, the regulatory framework, enforcement of employment law, implementation of employment policy) as well as the pandemic (COVID-19 threw employers and employees into chaos and uncertainty) may critically affect business and corporate strategy. Hence, this module aims to provide students with a comprehensive understanding of the strategic and operational aspects of HRM within contemporary organisations. It explores the evolving nature of work and the implications for HR policy and practice, focusing on the integration of HR strategies with overall business strategies to achieve organisational objectives. Through a blend of theoretical insights and practical applications, this module equips students with critical skills needed to address complex HR issues in a dynamic business environment.

This module spans ten weeks and comprehensively explores strategies from foundational concepts to advanced data-driven decision-making. It is designed to equip students with the skills to understand, formulate, and implement effective business strategies while integrating analytics to monitor and refine them in a dynamic environment.
The course begins with an overview of strategic fundamentals, delving into definitions and frameworks that inform strategic decision-making at corporate, business, and functional levels. Students will conduct thorough internal and external analyses as the module progresses, applying practical tools like PESTLE, SWOT, and Porter’s Five Forces to real-world scenarios. They will learn to develop a coherent strategic vision, mission, and values that guide an organization’s actions and how to ensure that these principles align with measurable strategic objectives using the Balanced Scorecard.
A critical component of the module involves exploring strategic problem-solving techniques equipping students with tools like the Five Why Method and Decision Trees to navigate complex challenges. Moving from theory to practice, the focus will shift to understanding corporate-level and business-level strategies, including diversification, mergers, acquisitions, and differentiation strategies. Real-world case studies will provide context for how successful and failed strategies can shape the business landscape.
In the latter weeks, students will dive deeper into the role of data and analytics in strategic decision-making. They will learn to link strategic goals with quantitative and qualitative research, leveraging data to guide strategic initiatives. Topics like big data, data cleaning, and analytics frameworks will demonstrate the vital connection between strategy and data-driven insights. Through hands-on exercises, students will grasp the significance of accurate data in forming reliable strategic decisions, preparing them to tackle real-world business challenges confidently.
This module’s culmination will synthesize the learned concepts into a cohesive understanding of how strategy, data, and analysis intersect, empowering students to develop and maintain robust strategic management systems in a constantly evolving business landscape.

The module objectives unfold in the spring semester. The purpose of this module is to provide students with the opportunity to independently undertake a research project on a particular topic of their choice. Students will determine an appropriate research question; review the literature on the subject of examination; develop, design and present a research proposal addressing the subject of examination; recruit participants; collect and analyze data.

As the 21st century unfolds, the focus on Human Resources (HR), and in particular managing people across borders (face to face and/or virtually) has never been more critical at the organizational level and certainly the pandemic has only enhanced this. HR Management is becoming a critical success factor for organisational effectiveness. Organisations have been going through rapid changes in the way they do business.  Fundamental to these changes are issues related to globalization, diversification, national and international culture, and national and international industrial relations.  These issues suggest that focusing on an international perspective of human resources within an organisation can provide one of the keys to success

This module will analyse the periods of dramatic managerial change that are occurring in South-Eastern Europe (and beyond) and those that are still to come, with a focus on the crisis and AI and its impact on organisational workforces. By focusing on the impact of intensified global competition, technological change, and deregulation, organisations need to better understand the critical impact this is having on people. So-called business “pressures” have led to the development of new managerial skills and practices concerning the behaviour of employees as well as many aspects that concern the employment contract and re-evaluating how we strategically manage people. This module will concentrate on these skills and practices as well as on the theories and practice that help to explain and sustain their effectiveness given the dramatic shifts occurring.

Operations and Process Management is a fundamental module that delves into the pivotal role of Operations Management (OM) in shaping the products and services upon which our society relies. In essence, the creation of products and services lies at the heart of every organisation’s purpose, regardless of its size, industry, or profit orientation. In this course, we will explore the various aspects of operations management and its critical role in navigating the ever-changing business landscape. This module acts as a dynamic guide, leading us through the complex web of contemporary business transitions. These developments include ever-changing customer preferences, the revolutionary impact of internet-based technologies on supply networks, and the expanding expectations of environmental responsibility placed on companies. Promoting the creativity that will allow organisations to respond to so many changes is becoming the prime task of operations managers.

This module is designed to introduce MSc Management students specialising in HRM to People Analytics without needing prior advanced technical skills. The course demystifies data analytics in the context of HR by leveraging insights from leading texts, focusing on its strategic importance and application for enhancing decision-making and organisational performance. Students will learn how data can inform HR practices, improve employee experience, engagement, retention, performance management, and contribute to business success through informed decision-making. By bridging the gap between traditional HR practices and business outcomes, students will be better prepared to integrate a data-driven approach within HR functions, crucial in today’s evolving business environment.

This module aims to familiarise students with a variety of research methods and approaches. Along these lines the module provides essential information on academic presentation, research and writing skills, examines a wide range of research methodologies, both qualitative and quantitative, with reference to their philosophical base and practical application in marketing & management. Moreover, it familiarises students with the development and the composition of a research proposal, the identification of the proper research methodology with regards to research idea, and advances students’ research and analytical skills.