Course Overview
Thank you for your interest. This course is now full for September 2024. For alternative start dates see the attendance options above.
Course summary
In a turbulent, rapidly changing business environment, the demand for HR professionals who can strategically manage and develop staff potential – while overcoming issues such as redundancy, flexible working and the recent challenges of furloughed staff and social distancing – has never been more fundamental to business success.
Our career-focused MA is fully accredited by the Chartered Institute of Personnel Development (CIPD) and is designed to build your understanding of the theory, practices and policies associated with evidence-based Human Resource Management (HRM) as they relate to real-world situations, equipping you with the knowledge, competencies and analytical skills to effectively manage organisational strategy and operations from an HR perspective.
Our problem-based approach to teaching means you’ll get to apply what you learn to management problems through assignments and projects based on actual situations. We’ll draw on everyday HR issues in the news, case studies and current examples, at times addressing some of our own students’ workplace experiences. You’ll learn to collect and analyse relevant data and information, developing your ability to identify, evaluate and propose the most appropriate solutions looking at issues ranging from flexible working to employee engagement, managing change or reward management.
Our annual HRM conference offers you the chance to hear direct from a range of guest speakers, who have previously covered issues such as immigration and labour supply, and the impact of EU legislation on employee relations post-Brexit. You’ll also have the opportunity to develop essential HR practitioner skills through a series of practical workshops in areas such as finance, employment law, interviewing, disciplinary and grievance handling, counselling and negotiating. Working in teams, you might simulate dealing with a disciplinary hearing, for example, or conducting a job evaluation exercise. When studying people resourcing, you may participate in an assessment centre or practise your interviewing skills.
Whether you’re a graduate intending to work in HR or a current practitioner seeking to advance, our course, with its focus on professional practice, will help you progress your career. With working professionals in mind, this course can be studied both full-time or part-time. Part-time study is either evenings only or a combination of evening and half-day study. Past graduates have secured jobs as consultants (internal and external), HR managers, compensation and benefits managers, change management specialists, HR business partners/operations managers, civil servants and mediators.
Top reasons to study with us
- Accredited by the Chartered Institute of Personnel Development (CIPD), the Human Resource Management MA maps and aligns to the CIPD Profession Map core knowledge and core behaviour standards at Chartered Level
- We pay your joining fee and initial CIPD membership fee, giving you student access to CIPD knowledge resources and professional networking events, part of a 160,000-strong worldwide member network
- Annual HRM Conference offers the chance to hear from leading experts, with past themes including making a difference at work, talent management and HRM in transition
- Taught by accomplished professionals with specialist HR knowledge and experience of academia, research and training, some as senior HR professionals and consultants
- Workshop series for essential skills in interviewing, negotiation, counselling and disciplinary handling
- Optional 8-12 week internship
Course structure
We cover a range of core topics, including: human resource management, organisational analysis and development; leadership; learning and development; employee engagement; management skills; analytical and diagnostic techniques; and ethical requirements within the workplace.
You will also choose two optional modules each semester from a large range of subject areas, which allows you to tailor your studies to match your interests. If you are interested in human resource development, for example, you can choose to focus on learning and development and designing and delivering training. Alternatively, if you wish to broaden the scope of your studies, you can incorporate anything from employment law and international HRM to reward management and employee relations.
Please note that if you are studying part-time, your studies will be split over four semesters instead of two.
Semester 1
The core Managing Human Resources module is designed to give you a solid overview of HRM theory and practice, exploring approaches to human resource practice and the implications for organisational success. We’ll also examine the theory and practice of leadership and management and give you a greater insight into how businesses operate and the economic, social, political and governance issues that affect how managers make key decisions.
You’ll participate in two one-day workshops on disciplinary handling and counselling as part of our commitment to developing essential practitioner skills. You’ll also be introduced to research methods in preparation for your research project.
Semester 2
As the course develops, we’ll examine the skills required to be an effective HR manager or consultant, focusing on how to diagnose HRM problems and apply appropriate solutions taking particular account of specific international, national and local contexts, institutions and cultures.
The project module gives you the chance to demonstrate your ability to critically analyse, research and report independently on a specific HRM problem, practice, policy or opportunity, through systematic enquiry and the integration of theory. You may, for example, analyse how remote working influences employee engagement, or investigate best practice in redundancy and dismissal.
The following modules are indicative of what students study on this course. To be awarded the MA in Human Resource Management, you'll take five core modules and choose three option modules from the list below.
Core Modules
This module brings together key themes of culture and organisational behaviour with the leadership and management of change. It explores behavioural issues in terms of how people make sense of, cope with or resist change in organisations; it proposes leadership and people management approaches to manage these responses and help foster a positive organisation culture. The module also discusses readiness and capacity for change at the organisational level.
Despite dynamic influences in the business context, all successful organisations need to create and sustain their competitive advantage. This core module will develop your knowledge and understanding of key influences in the business context on organisations, your management and performance including economic, demographic, social, technological and ethical factors. The module will also focus on other influences on organisational strategy including government and regulatory environments, and the financial context. You'll develop your financial literacy and interpret and use data and information to support strategic decision making. The module will enable you to appreciate the use of various strategies formulated by organisations to respond to changes in the business context and associated risks and uncertainty which impact upon their performance. The module is delivered through weekly sessions incorporating a mixture of lecture and seminar-based teaching and learning. Assessment of the learning outcomes will be achieved using an individual written report addressing strategic responses to a variety of business context scenarios.
This module will enable you to explore people resourcing and enhance your resourcing skills, which are of value within an HRM career. The module concentrates on organisations’ need to recruit and retain effective people with the necessary skills to achieve organisational objectives. It combines a strategic and practical focus on recruitment, selection, retention and dismissal with the academic rigour necessary to study resourcing and talent management in a global context. This requires an understanding of employment markets, the full range of resourcing options and relevant law.
This module is designed specifically to develop your skills sets in relation to the CIPD Profession Map and the behaviours that have been identified as core to those working in human resource management. The CIPD Profession Map seeks to set an international benchmark for the people profession, to help those people make better decisions, proceed with confidence, drive change in their organisations and progress in their careers. The behaviours and skills that are addressed in this module are as follows: models of facilitation, consulting, coaching and mentoring; the skills of negotiation and disciplinary handling; unconscious bias and alternative approaches to making evidence-based decisions; the use of digital technologies in improving the efficiency and effectiveness of HR processes and in enabling strategic decision making.
The HRM Research Project module will develop your knowledge and skills of evidence-based critical academic and practitioner HRM research. The module focuses on the elements and stages of the research process, with focus on research question formulation, reviewing literature, research design, research ethics, data collection and analysis and presentation of evidence as part of research report writing. you will apply this knowledge through the planning and development of an individual HRM research project on a specific human resources area of knowledge or, within that area, a specific human resources problem, practice, policy or opportunity, through evidence-based systematic enquiry, integration of theory and reflection of the impact of your research findings for HRM at an organisational level.
Option Modules
This module investigates how organisations currently apply theory and research into training events; it considers how training is designed, and delivered for effective organisational function, and for individual benefit. It examines current theory and practice of training including training needs analysis, learning, transfer of learning, training for development, and training as part of organisational strategy. It investigates how topical training methods are included in work programmes, via online, class-based and distance training. The theory of individual differences is covered to demonstrate how people learn, to inform those planning training to consider such differences. Evaluation of training is included, as well as the psychology of learning styles, current technology, and generational differences are considered when planning training event.
The module aims to encourage students to develop and critically reflect upon the aims and objectives of the employee relations policies of organisations from a number of different theoretical, ethical and behavioural perspectives. The holistic importance of ER within an organisation is emphasised so that students are aware of the importance of aligning ER policies with business strategy, change processes, employee involvement and organisational goals. Attention is focused on a wide range of practical influences and examples from the national and international arenas, covering areas such as: employee engagement, the psychological contract, fairness and trust, flexible working, workforce diversity, employee voice/involvement, union recognition and partnership. Particular weight is placed on the ability to diagnose the causes of employee relations problems, to make practical suggestions for the resolution of these problems and to analyse the context in which they occur - whether they be in small or large, private or public, unionised or non-unionised organisations.
This module explores employment legislation in England and Wales. It looks at statutes and case law and the implication these have on working practices. It also explores the legal system and how it works and how this relates to the HR practices within companies. It provides an overview of governance and how HR governance affects the company and how this relates to the legal system.
The module develops understanding of techniques and methods underpinning data informed decision-making about the workforce. It will equip you with ‘analytic literacy’ to inform decisions and shape solutions on staff related challenges. It focuses on effective workforce analytics practice achieved through the use of systematic investigative techniques. Furthermore, it develops the skills of research and enquiry to enable consideration of different ways of delivering HR and organisational objectives, increasing organisational competitiveness and demonstrating the value added by the HR.
This module concentrates on some of the main international aspects of human resource management, including its different roles in different countries, the policies, practices and procedures that transnational organisations need when designing international human resource strategies and managing personnel abroad. Topics include, but are not limited to, the employment relationship and the management of HRM in the global economy; the impact of culture and institutions on IHRM; international resourcing; types of international assignments; international performance management; international reward; international diversity and gender; and well-being, stress and work-life balance in international organisations.
This module explores different theories of learning and development relevant to career planning and progression. It includes how organisations use learning theories for their research and practice and considers the application of learning for individual differences in line with organisational strategy, education, and training. The module explores key theories relating to organisational culture and learning for leadership and management. Application of learning for stress, well-being, resilience, and work life balance are included, and a critical evaluation of application to understanding generational learning is considered.
The module will explore and consider the structure and implications of difference and inequality within the employment relationship. Examining the implementation and management of equality, diversity and inclusion (EDI) in the workplace, it will consider the structures of inequality and the economic, sociological and psychological bases of discrimination; including historical, economic and demographic dimensions. A significant part of the module will be spent using case studies to consider how EDI in the workplace can be implemented and managed. The case for equality and diversity will be discussed, together with the respective roles of the individual employee, the line manager, the HR department, EDI champion and senior management. Strategies for changing organisation cultures together with the skills required for promoting inclusion will be explored. Techniques for researching inequality and the metrics, which can be used in organisations to track progress will be discussed. Students will examine relevant UK and European legislation and case law and learn both how to interpret it and evaluate the implications for the workplace.
This module uses concepts and modes of analysis from the social and behavioural sciences to develop a mastery of both practical and theoretical issues in the study of organisations and their development. It examines ways in which employee attitudes, organisational structures, systems, technologies, work processes, cultures and the relations of authority, power and conflict may be linked to wider social factors influencing organisational design and development. It incorporates historical foundations to give context to developments of work practices and systemic processes in relation to cultural values, relationships and power dynamics as they relate to key changes in social systems.
This module focuses on the study of reward strategies, policies and practices in the context of UK as well as more globally. It explores key debates surrounding pay inequality issues including pay gap, pay ratios, living wage, as well as the role and structure of monetary and non-monetary reward. In doing so, it draws on theory from economics, psychology, sociology and HRM to encourage students to analyse reward problems and issues. It also aims to develop reward related skills including developing job evaluation and salary benchmarking.
This module will provide you with an opportunity to explore the multiple ways of conceptualising and defining talent management and its strategic focus in a variety of organisations. It offers an overview of benefits and drawbacks of exclusive and inclusive approaches to talent management and the value it might add to organisations. It further investigates the role of talent management as a tool for employee development, by identifying, assessing, developing and retaining talent. It highlights the importance of a systematic support for managing talent by the HR and line managers, to allow effective succession planning within a changing business environment. Global perspectives of talent management are also explored, as well as the beneficial influence of talent management on organisational recruitment, selection, retention and performance management. The module offers useful insight into the importance of the evaluation of talent management practices and the future perspectives of talent management.
This module focuses on key theories, research, debate and application of selection and assessment. It encourages a critical evaluation of good practice in assessment and will help students to identify the major predictors of job performance as well as the most suitable methods for assessing them. It provides a critical and comprehensive review of the constructs used when assessing people for organisational fit: intelligence, personality, creativity, emotional intelligence, values, leadership, and talent – and explore how these constructs help to predict differences in individuals' performances at work.
Accreditation
Westminster Business School is an accredited Chartered Institute of Personal Development (CIPD) centre. The Human Resource Management MA maps and aligns to the CIPD Profession Map core knowledge and core behaviour standards at Chartered level. Students who graduate with a Diploma will need to have passed all core modules in order to gain Associate level of CIPD membership. Both Masters and Diploma students have the eligibility to potentially upgrade their membership to Chartered Member depending on evidencing their experience via the CIPD upgrading process. There is no CIPD accreditation for a post-graduate certificate exit award. Westminster Business School will pay your CIPD joining fee and your initial membership fee.
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For more details on course structure, modules, teaching and assessment Download the programme specification (PDF).
To request an accessible version please email [email protected]
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Get your copy of the University of Westminster prospectus and browse the range of courses on offer.
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Contact us for general course enquiries:
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Open evenings
Join us at an open evening online or on campus. Get a feel for student life at the University of Westminster and talk to course leaders and our support teams.
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Careers
This course will enhance your career prospects and marketability in the professional practice of HRM. As a postgraduate, you can look forward to excellent career prospects in managerial or organisational roles, either here in the UK or abroad, which focus on human resources or people development. You’ll be particularly well placed to pursue people-focused career opportunities in areas such as change management, industrial/employment relations and reward management.
Past students have become consultants (internal and external), HR managers, compensation and benefits managers, change management specialists, HR business partners/operations managers, civil servants and mediators. Employers of our students include the BBC, Capgemini, Linklaters, PricewaterhouseCoopers and the Royal Household.
With a growing global network of 3,000 employers, our Careers and Employability Service is here to support you to achieve your full potential.
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Build key skills
Practical skills workshops develop essential HR practitioner skills.
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Develop your CQ
Develop your cultural intelligence – or ‘CQ’ – studying alongside students and staff representing more than 100 nationalities.
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Learn from experts
Several members of staff are leading authorities in their respective fields, and many have practised at a senior level, often as HR consultants.
Industry links
We are a CIPD accredited centre. We have a long-established reputation for both leading-edge research and high-quality professional education for HR practitioners. We enjoy a close relationship with the HRM profession and recently collaborated on a research project investigating diversity and inclusion practices in organisations. Launched in October 2019, our joint report, Diversity management that works: an evidence based review, identified six priority recommendations for practice.
We have been deeply involved at CIPD branch level for many years and also have close links with other professional bodies, such as the British Universities Industrial Relations Association. Several members of staff are leading authorities in their respective fields, and many have practised at a senior level, often as HR consultants.
Job roles
This course will prepare you for roles such as:
- Change management specialist
- Civil servant
- Coach/mentor
- Compensation and benefits manager
- HR business partner/operations manager
- HR consultant (internal and external)
- HR manager
- Mediator
Graduate employers
Graduates from this course have found employment at organisations including:
- BBC
- Capgemini
- EY
- Harrods
- HSBC
- KPMG
- Linklaters
- PWC
- The Royal Household
- Transport for London
- Visa
Westminster Employability Award
Employers value graduates who have invested in their personal and professional development – and our Westminster Employability Award gives you the chance to formally document and demonstrate these activities and achievements.
The award is flexible and can be completed in your own time, allowing you to choose from a set of extracurricular activities.
Activities might include gaining experience through a part-time job or placement, signing up to a University-run scheme – such as mentoring or teaching in a school – or completing online exercises.
Read more about our Westminster Employability Award.
Course Leader
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Dr Elisabeth Michielsens
Principal Lecturer
With a wealth of academic experience, Elisabeth joined the University of Westminster in 1997 having previously worked as a researcher at Warwick University.
Originally from Belgium, she studied her degree in Political and Social Sciences at the University of Antwerp, followed by postgraduate studies in Business/Managerial Economics at the University of Leuven. Her PhD, achieved at Westminster in 2016, was the culmination of 10 years of research in the field of diversity management, an area she continues to research. Specialist areas include women in non-traditional occupations, equality and equal opportunities and European social policy.
Elisabeth’s teaching now focuses on research methods, both at undergraduate and postgraduate level, though she has previously taught subjects including international HRM, organisational behaviour and equality and diversity. She speaks three languages – English, Dutch and French.
Funnily enough, I originally wanted to be an HR Manager, but found myself researching this area soon after I graduated and have continued to do so. I’ve conducted diversity-related research with European funding on women in management and am fascinated by women who work in male-dominated occupations, such as engineering.
Course Team
- Dr Caroline Bolam - Assistant Head of School
- Dr Fernando Duran-Palma - Senior Lecturer
- Dr Sumita Ketkar - Principal Lecturer
- Dr Angela Mansi - Senior Lecturer
- Dr Christine Porter - Principal Lecturer
- Simon Richardson - Senior Lecturer
- Dr Sylvia Snijders - Senior Lecturer
- Sangeetha Srinivasan - Senior Lecturer
- Dr Iwona Wilkowska - Senior Lecturer
Teaching and assessment
Your learning experience is designed to provide both a practical and theoretical understanding of people management approaches and their impact on organisational behaviour.
To assist the learning experience, we provide reading lists, lecture and seminar materials in advance via Blackboard, our virtual learning environment. Where possible, lectures are recorded using specialist software and similar tools to make sure you can really listen to what is said in class and don’t miss a thing.
How you’ll be taught
Through a variety of teaching methods – from lectures and seminars to case study analysis and projects – we encourage active, experiential and reflective learning. You will demonstrate independent learning, critical evaluation, reflection, discussion and debate, as well as the opportunity through the project to research, in significant depth, a relevant topic.
The emphasis in the classroom is on problem-based learning, blending theory and practice, problem diagnosis and the selection of managerial tools to provide the best fit with the situation. For one assignment, for example, you will interview two managers to see whether or not their career development experience fits the concept of the managerial escalator, which seeks to explain how specialists become managers.
Classes are often run on a workshop basis, giving you the opportunity as a group to pool your experience, as well as drawing on the expertise of the tutors. Skills-based workshops include finance, introduction to employment law, interviewing skills, disciplinary and grievance handling, and negotiating skills.
You'll develop practical knowledge, expertise and valuable insights from visiting HR professionals from a wide range of industries. The teaching team itself has specialist HR knowledge in employee coaching, employment law, international HRM, management development, managing culture and change and reward management. Our annual HRM Conference brings together expert practitioners and academics who address a range of HRM related topics, which have previously included neuroscience for organisational change, comparative industrial relations and inclusive leadership.
Teaching methods across all our postgraduate courses focus on active student learning through lectures, seminars, workshops, problem-based and blended learning, and where appropriate practical application.
In the following graph you'll find examples of how study time has been distributed in the past (data from the academic year 2023/24). Changes to division of study time may be made in response to feedback and in accordance with our terms and conditions. Learning typically falls into two broad categories:
- Scheduled hours: examples include lectures, seminars, practical classes, workshops, supervised time in a studio
- Independent study: non-scheduled time in which students are expected to study independently. This may include preparation for scheduled sessions, dissertation/final project research, follow-up work, wider reading or practice, completion of assessment tasks, or revision
How you’ll be assessed
Using a wide range of techniques, you can expect to be assessed on the learning outcomes of your course in core modules through coursework in the form of essays, reports, presentations, case studies.
We try to make assessments as practical and relevant as possible, incorporating the type of work required by future employers; for example, you might prepare plans to lead large-scale structural transformation to maximise efficiencies or provide recommendations on how to develop a leadership culture at a time of crisis.
In the following graph you'll find an indication of what you can expect (data from the academic year 2023/24). Changes to assessment weights may be made in response to feedback and in accordance with our terms and conditions. Assessments typically fall into three broad categories:
- Practical: examples include presentations, podcasts, blogs
- Written exams: end of semester exams
- Coursework: examples include essays, in-class tests, portfolios, dissertation
Why study this course?
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Build your analytical skills
Learn which human resources information and data to source and analyse as part of evidence-based practice.
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Combine theory and practice
Link theory to global practice through real-life case studies, guest lectures, workshops and assignments.
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Get industry insight
Annual HRM Conference gives you the chance to hear from experts on themes such as HRM in transition and talent management.
Entry Requirements
A minimum of a lower second class honours degree (2:2). Relevant degree disciplines include business studies, economics, geography, management, and operations research. However, students with qualifications in other disciplines such as engineering, environmental sciences, the humanities and languages are also encouraged to apply. Alternative professional qualifications with at least three years’ relevant professional experience will also be considered. Applicants from different academic backgrounds are welcome.
If your first language is not English, you should have an IELTS 6.5 with at least 6.5 in writing and no element below 6.0.
View more information about our entry requirements and the application process
A minimum of a lower second class honours degree (2:2). Relevant degree disciplines include business studies, economics, geography, management, and operations research. However, students with qualifications in other disciplines such as engineering, environmental sciences, the humanities and languages are also encouraged to apply. Alternative professional qualifications with at least three years’ relevant professional experience will also be considered. Applicants from different academic backgrounds are welcome.
If your first language is not English, you should have an IELTS 6.5 with at least 6.5 in writing and no element below 6.0.
More information
University preparation courses
Our partner college, Kaplan International College London, offers Pre-Master’s courses that may help you gain a place on a postgraduate degree at Westminster.
To find out more, visit University preparation courses.
What our students say
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Toby Jones
Human Resources Management MA - 2024
During my studies, I took part in the Annual Human Resource Management conference that takes place at the university once a year, with guest speakers that talked about their experiences in the industry and gave us plenty of useful tips to prepare us for our Human Resource Management career.
![Headshot of Chinaemerem Obiegbu](/sites/default/public-files/styles/profile_380x380_/public/student-profile-photos/Chinaemerem_Obiegbu_0.jpg?itok=CUg5cDq1)
Chinaemerem Obiegbu
Human Resource Management MA - 2023
The experience at Westminster has led me to connect with several professionals in the field of HR and I have learnt so much about the HR profession and its practice. The course has challenged and pushed me to go beyond my limits.
![Headshot of Davinder Dosanjh](/sites/default/public-files/styles/profile_380x380_/public/student-profile-photos/Davinder_Dosanjh.jpg?itok=_1L-Ijxl)
Davinder Dosanjh
Human Resource Management MA - 2023
I knew the course structure was one of the best, as the Business School was an accredited Chartered Institute of Personal Development (CIPD) Centre and the course aligned to the CIPD Profession Map.
Student work
One of the most popular aspects of this course is the fact that our students graduate with a CV that already demonstrates direct experience, making them more attractive to employers.
Coaching is just one of the ways in which we do this. We’ll show you some of the core techniques and tools to use for coaching in the workplace, such as the Wheel of Life visual tool, the GROW (Goal, Reality, Options, Well) model and the Johari Window self-reflection tool. You’ll then deliver real-life coaching to fellow students, attending supervisor meetings and producing performance reports just as you would do as a professional coach.
Founded in 1995, Westminster Business Consultants is a student-run consultancy service affiliated to the University, which offers management and strategic consultancy, specialising in HR, market research, market analysis, brand strategy, feasibility studies, business development, performance improvement and product development. It works with a diverse clientele of emerging start-ups, SMEs and large corporations at home and overseas, giving students opportunities to gain extensive knowledge and experience in various industries.
Learn new skills
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Develop your creativity
Develop your creativity to think outside the box.
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Build critical thinking skills
Learn to critically evaluate the strategies that managers use to help organisations adapt in an uncertain or complex environment.
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Improve your problem-solving skills
Improve your problem-solving skills to better understand and tackle people management issues.
Fees and Funding
UK tuition fee: £11,500 (Price per academic year)
When you have enrolled with us, your annual tuition fees will remain the same throughout your studies with us. We do not increase your tuition fees each year.
Find out how we set our tuition fees.
Paying your fees
If you don't wish to pay the whole amount of your fees at once, you may be able to pay by instalments. This opportunity is available if you have a personal tuition fee liability of £2,000 or more and if you are self-funded or funded by the Student Loans Company.
Find out more about paying your fees.
Alumni discount
This course is eligible for an alumni discount. Find out if you are eligible and how to apply by visiting our Alumni discounts page.
Funding
There is a range of funding available that may help you fund your studies, including Student Finance England (SFE).
Find out more about postgraduate student funding options.
Scholarships
The University is dedicated to supporting ambitious and outstanding students and we offer a variety of scholarships to eligible postgraduate students.
Find out if you qualify for one of our scholarships.
Additional costs
See what you may need to pay for separately and what your tuition fees cover.
International tuition fee: £14,000 (Price per academic year)
When you have enrolled with us, your annual tuition fees will remain the same throughout your studies with us. We do not increase your tuition fees each year.
Find out how we set our tuition fees.
Paying your fees
If you don't wish to pay the whole amount of your fees at once, you may be able to pay by instalments. This opportunity is available if you have a personal tuition fee liability of £2,000 or more and if you are self-funded or funded by the Student Loans Company.
Find out more about paying your fees.
Alumni discount
This course is eligible for an alumni discount. Find out if you are eligible and how to apply by visiting our Alumni discounts page.
Funding
There are a number of funding schemes available to help you fund your studies with us.
Find out more about funding for international students.
Scholarships
The University is dedicated to supporting ambitious and outstanding students and we offer a variety of scholarships to eligible postgraduate students.
Find out if you qualify for one of our scholarships.
Additional costs
See what you may need to pay for separately and what your tuition fees cover.
Westminster Business School blog
Read our blog and get an insight into life and studies at Westminster Business School.
Facilities
Supporting you
Our Student Hub is where you’ll find out about the services and support we offer, helping you get the best out of your time with us.
- Study support — workshops, 1-2-1 support and online resources to help improve your academic and research skills
- Personal tutors — support you in fulfilling your academic and personal potential
- Student advice team — provide specialist advice on a range of issues including funding, benefits and visas
- Extra-curricular activities — volunteering opportunities, sports and fitness activities, student events and more
Course Location
In the heart of London, our Marylebone Campus is home to the Westminster Business School and our Architecture, Planning and Tourism courses. Specialist workshops, dedicated digital and architecture studios, and our extensive Marylebone Library offer students everything they need for academic success.
Marylebone Campus is opposite Baker Street tube station and within easy walking distance of Regent's Park and Marylebone High Street.
For more details, visit our Marylebone Campus page.
Westminster Business School
Based in the heart of London's political, media and financial services, Westminster Business School has excellent industry links and a strong commitment to social enterprise.
Our courses are accredited by professional bodies including the Association of Chartered Certified Accountants (ACCA), Chartered Institute of Building (CIOB), Chartered Institute of Marketing (CIM), Chartered Institute of Personnel and Development (CIPD) and Royal Institution of Chartered Surveyors (RICS).
Our practical teaching relates learning to the real world, and we develop graduates who are ready to respond to contemporary business challenges.
Contact us
Call our dedicated team on:
+44 (0)20 7911 5000 ext 65511
Opening hours (GMT): 10am–4pm Monday to Friday
Opening hours (GMT): 10am–4pm Monday to Friday
More information
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