M.Sc. in HRM Learning Goals
1. Advanced HR knowledge and skills
2. Skills to manage HR with professional ethics and
3. Knowledge and skill in research methodology
4. Global HR perspective
Human Resource Management 36
MASTER OF SCIENCE PROGRAM MASTER OF SCIENCE IN HRM CURRICULUM
The 18-month part-time program HRM Orientation
is designed for participants who Management Residential
wish to pursue their careers at Fundamentals of Management for HRM Practices I
the advanced level as senior (Strategic Management and Marketing)
HR managers, consultants and
Module 1 • Human Resource Management
researchers. The program consists
• Organization Behavior
of 18 required courses. This program Module 2 • Compensation and Management of Performance Appraisal
is unique because it covers much • Communication Skills for Managers
more than the traditional fields of Module 3 • Labor Relations
personnel management such as • Human Resource Management Information Systems
recruitment and selection, training, • Staffing
evaluation, and rewarding and Module 4 • Human Resource Development
benefits. The curriculum includes • Organization Development and Change
interdisciplinary concepts drawn • Seminar in HRM
from accounting, finance, marketing, Module 5 • Qualitative Research Techniques for Studying HRM
and operations management. • Quantitative Research Techniques for Studying HRM
Module 6 • Human Resource Management Auditing
This track goes beyond the Graduate • Managing Human Capital in a Global Context/Corporate
Diploma in HRM and provides a greater Social Responsibility
depth of understanding of issues Module 7 • Fundamentals of Management for HRM Practices II
involved in strategic management of HR (Accounting, Finance and Operation Management)
and its contribution to the competitive Module 8 • Strategic Issues in Managing Human Capital
advantage of the firm in a changing International HRM Conference
environment. The participants of • A Management Research Study
the program will be able to: Total 52 credits
• acquire advanced HR knowledge The degree is co-signed by the Society for Human Resource Management and Sasin.
and skills that they can put to use
immediately in their career
• develop understanding of necessary
business principles and management
techniques to manage human
capital with professional ethics
and social responsibility
• develop knowledge and skills in
research methodology in identifying
research problems, applying proven
research methods, and planning
for HR implementation based on
• broaden HR perspectives and
formulate professional networks at
the local and international level
The intensive teaching curriculum International HR Conference
operates on five-week “modules.” Towards the end of the program,
The program consists of eight all participants will take MORS 42
modules, a Management Residential Strategic Issues in Managing Human
Program and a one-week live-in Capital. This course will normally be
session to attend an International organized in the United States
HR Conference abroad. Normally, so that the participants will have
HRM participants take two-to-three an opportunity to spend one week
courses each module. Participants attending an International HR
are also required to conduct a thesis conference such as SHRM Annual
or a 6-credit research project in Conference, Global SHRM
HRM to meet the total program Conference, or other conference as
requirement of 52 credits. A thesis or viewed appropriate by the Sasin
research project must be submitted HRM Academic Development
and accepted by the Research Committee and SHRM. Other guest
Supervisory Committee in order lectures may be provided in addition
to fulfill the requirements for to the presentations in the conference.
the Master’s Degree. A participant’s absence from
the conference without acceptable
Management Residential cause may disqualify him/her
HRM graduate diploma and degree from graduation.
students participate together in
the Management Residential. It is
a 3-day fun-filled trip held early in each
new academic year which highlights
opportunities for significant business
and management development
as well as providing networking
opportunities for HRM students
through leadership and team-building
“I am a repeat customer of Sasin. My
impression as a member of the HRM 2000
graduate diploma course convinced me to
come back for the Master of Science in
HRM. Being self-sponsored, I made sure I invested my
time and money at the right institute. The courses were
aligned and well designed throughout the curriculum.
I would say the program was tough but fun, made me
more resourceful, brought me good friends and added
value to my professionalism. In a nutshell: excellent
return on my investment.”
Graduate Diploma in HRM Class of 2000, M.Sc. Class of 2002,
Senior Trainer/Senior Coach, APM Group,
President, Human Capital Club Thailand
Human Resource Management 38
DESCRIPTION OF COURSES IR 40 Human Resource and function of finance and
Management (3.0) accounting. Participants will
IR 33 Staffing (1.5) This course provides an overview develop an understanding of
This course develops the entire of the basic functions of human financial statements and financial
framework of human resource resource management (manpower ratios and their implications for
planning and recruitment. The course planning, recruitment and selection, HRM budgeting. The course will
deals with personnel and performance job analysis and design, performance also examine cost-benefit analysis
testing (including procedures management and appraisal, training and its application to HRM.
and data for personnel decisions) and development, compensation
and recruitment decision strategies. and rewards). This course analyzes MGMT 33 Communication Skills for
This course also covers selection the evolution of human resource Managers (3.0)
criteria for staffing multinational management (HRM) and the This course focuses on building skills
companies and overseas assignments. development of HRM objectives in communication and interpersonal
and HRM policies. interactions within a management
IR 35 Human Resource Management context. Various activities give students
Auditing (3.0) IR 42 Labor Management Relations (3.0) practical experience in applying
Audits of an organization’s human This course focuses on labor the communication concepts to
resource processes – including legislation, including an overview their oral and written presentations.
recruitment and selection, training of Thai labor laws, labor unions
and development, and performance in Thailand, collective bargaining MGMT 41 Human Resource
appraisal – are a vital part of creating and employee health and safety Management Information Systems (1.5)
a cutting-edge HRM system. regulations. Participants analyze This course covers the impact of trends
This course reviews measures and real-life cases in labor management in information technology systems
information typically used in HRM and develop an understanding of and technologies on human resource
audits, cost/benefit approaches to effective tactics for different labor information management. Participants
HRM evaluation, and analysis and management situations. learn how to employ information
utilization of audit findings. technology to leverage their business
MGMT 31 Fundamentals of and make strategic human resource
IR 36 Compensation and Management Management for Human Resource management decisions.
of Performance Appraisal (3.0) Management Practices 1 (3.0)
This course covers the development This course covers the fundamental MGMT 68 Corporate Social
and application of appraisal programs, concepts of management decision Responsibility
including establishing performance making, organization and control, This course focuses on the issue of
standards, developing evaluation strategic planning and marketing. “Corporate Social Responsibility
methods and designing effective This course examines how analysis and the Law” observing concepts
reward systems. Participants learn of marketing opportunities and ranging from command and control
how to implement (and interpret) customer insights drive business regulation to self-regulation with
wage and salary surveys, determine strategies and organizational market-based approaches. This is
pay rates, adjust pay structures, structures. a practical course, and will walk
and develop remuneration systems the students through practical
(merit-pay, skill-based pay, pay for MGMT 32 Fundamentals of processes of these following critical
performance, etc.). The course also Management for Human Resource activities: identification of social
covers the impact of government Management Practices 2 (3.0) issues to support, selection of
regulation on incentive plans. This course explores the implications initiatives to support the social issues,
of finance, accounting and operations development of integrated and
management for HRM. The course strategic implementation plans, and
offers an overview of the role measurement and report outcomes.
MORS 30 Organization Behavior (3.0) the complexities involved in leading topic, selection of research methods
This course deals with motivation, and managing people across borders and a research strategy, and the
individual and group decision making, cannot be underestimated. This class implementation of different research
conflict, power and politics, leadership, will have a clear focus on global issues, techniques. It aims to explore the
job design, performance maintenance, and will revolve around the five concepts, data collection procedures,
the organizational environment, domains of Global Human Capital: and analyses of the qualitative
organization structure and design, Strategic HR Management, Global approach.
and emerging trends and challenges. Talent Acquisition and Mobility,
Global Compensation and Benefits, MORS 41 Quantitative Research
MORS 35 Organization Development Organizational Effectiveness and Techniques for Studying Human
and Change (2.0) Talent Development, and Workforce Resource Management (3.0)
This course is designed to explore Relations and Risk Management. This course focuses on the statistical
the organizational conditions that Although Thai practices will be techniques and data analysis
may impact change management referenced, the focus will be on methods appropriate for quantitative
effectiveness. Topics include definition cross-border issues, particularly human resource management
of organization development and of some of the more frequent business research projects. Participants learn
change management, organization destinations in the world: The EU, the importance of reliability,
diagnosis, the major steps in change The U.S.A., China, India, The U.K., validity, and accurate measurement,
management, and managing and Canada. and how to conduct reliable and valid
resistance to change. Several change research projects.
methods, reflecting different depths MORS 39 Strategic Issues in Managing
of intervention will be presented. Human Capital (4.0) MORS 42 Human Resource
This course focuses on developing Management Research Study (6.0)
MORS 37 Human Resource an understanding of the current global Each participant is supervised by
Development (2.0) business environment and its impacts the Research Supervisory Committee
This course discusses current trends on human resource management in developing a reliable and valid
in employee development. The course practices. Participants participate, with research project on a specific HR topic
focuses on the role of training in other human resource management of his or her interest. The course
developing employees’ knowledge and professionals, in a major human resource sharpens participants’ skills in
skills. This includes job analysis, needs management seminar (in Thailand or conducting HR research to meet
assessment, management development abroad). This will allow participants to the demands of the business community
program design, inventorying, training better understand the critical domains and to contribute to the body of
media and methods, training evaluation, of human resource management knowledge surrounding HRM practice.
marketing human resource development and how HR “aligns” with other
programs, and organization entry functional areas, and with corporate MORS 50 Seminar in HRM (2.0)
and career development. strategy. The course will develop This course is seminar-based.
participants’ proficiency in assessing Participants develop updated
MORS 38 Managing Human Capital the impact of an organization’s strategy knowledge of specific topics in HR
in a Global Context on the design of HR philosophies including HR and a High Technology
This course will be an advanced and programs. Firm, HR and Downsizing, and other
seminar on the management of human topics to be selected by the candidate
capital in global business. Frequently MORS 40 Qualitative Research in conjunction with a supervising
the single largest line-item investment Techniques for Studying Human committee. Each participant will
which enterprises make is people. Resource Management (3.0) prepare a detailed literature review,
While home country socio-economic This course covers the entire qualitative and an analysis of his or her topic based
and political situations and laws may research project planning process, on published secondary sources and
be easily handled by most companies, including development of a research interviews with Thai-based HR experts.
Human Resource Management 40
The Teaching Learning Experience
All courses emphasize learning from practical experience as well as from business theories.
TEACHING STYLE ATTENDING CLASSES WORKING AS A TEAM
All courses emphasize learning from Classes are normally scheduled Teamwork is an important part of
practical experience as well as from Wednesday 18.00 - 21.15 and Saturday the course and participants spend
business theories. Teaching methods 8.30 - 16.30. Make-up classes may most of the time together in study,
include lectures, case studies, field occasionally be held at other times. social and extra-curricular activities.
studies and guest lectures. Much of the Regular class attendance is Many class projects are assigned to
teaching involves case discussions or required – participants are expected to groups of participants, rather than to
experiential activities where students attend all sessions of courses for which individuals, and require significant
express their own experiences and they are registered and will be allowed TEAMWORK. HRM participants
opinions. to take examinations only if they satisfy typically form groups of five to seven
an 80% attendance requirement. members with diverse academic
Case studies provide students with and/or professional backgrounds.
real-life business problems to analyze In addition, participants should expect Through the program, participants
and discuss in class. Teamwork, to spend at least 15 hours per week in learn how to work effectively with
group assignments, and participation out-of-class study. Study groups and others, enhance their skills in working
in class discussions are strong teamwork are essential to the HRM as part of a team, and develop
features of the Sasin HRM. experience. Participants can expect personal friendships and life-long
informal group meeting once or twice networking.
a week to work on case studies.
Individual assignments are also required.
“Sasin has diligently provided me with
knowledge, comparative experience and
tools with which I feel better equipped
to face the respective challenges
awaiting in the future. Our class has grown to
capitalize on opportunities, better be able to respond
to difficulties, and understand the perceptions of
Jo han Arvling
Graduate Diploma HRM Class of 2002,
Research Officer, United Nations
FACULTY GRADUATION REQUIREMENTS CAREER OPPORTUNITIES
The Graduate Diploma and Master To be qualified to complete the At a practical level, graduates with
of Science in Human Resource Graduate Diploma in HRM Program, a Diploma in HRM can pursue
Management programs are taught students have to achieve an average a wide variety of positions in both
by Sasin faculty members, visiting grade of at least 2.0. public and private sectors such as
professors and HR experts and a generalist human resource,
practitioners recommended by For the Master of Science in HRM recruitment officer, training officer,
the Society for Human Resource Program, to qualify for graduation, compensation officer, organization
Management. They are scholars students have to achieve an average development officer, etc.
well-know for their work on human grade of at least 3.0, complete
resource development and labor the research project, and attend Graduates with the Master’s degree
economics in Thailand and the International HRM Seminar as in HRM are qualified for a wide
the region. See Faculty section required by the course MORS 39 range of positions including
page 60. Strategic Issues in Managing specialist or senior professional
Human Capital. in any of HR functions, HR policy
analysts for government sector, and
The symbols A, B, C, D and F are academic positions in universities.
used at Sasin to indicate the quality Alternatively, graduates can advance
of academic achievement. Students to positions that are even broader
must make up any F grade by in scope and no longer associated
registering for that same course specifically with HRM, such as
whenever it is next offered. organizational consultant or general
The grade F will be recorded as such manager.
on the permanent record card.
“Sharing and learning are positively correlated in
the Sasin environment. What you learn is usable
in the workplace-course ambience is a balance of
practical business sense and academic theory.
A bond among classmates and faculty members develops
naturally throughout the program and the relationships do not
end with the curriculum.”
Patchara Po paitoo n
M.Sc. Class of 2002
Human Resource Management 42
Meet Your HRM Class
> STRENGTH IN DIVERSITY
The program brings together experienced HR managers and professionals who wish to further
develop their HRM knowledge and enhance their current capabilities, and managers from a variety
of other business areas whose career growth requires that they become firmly grounded in all
aspects of HRM. They come from an impressive array of private and public companies as well as
state agencies and state enterprises.
PARTICIPATING ORGANIZATIONS • Combined Insurance (Thailand) Ltd. • Nestle (Thailand) Ltd.
• Diethelm Travel (Thailand) Ltd. • Nidec Copal (Thailand) Co., Ltd.
• ACE Insurance Ltd. • Effem Foods (Thailand) • Nippon Paint (Thailand) Co., Ltd.
• Adecco Recruitment Ltd. • Fabrinet Co., Ltd. • Petronas Retail (Thailand) Co., Ltd.
• Alcon Laboratories (Thailand) • Finnair • Prudential TS Life Assurance
Co., Ltd. • Government Pension Fund • SGS (Thailand) Ltd.
• Anit Group Co., Ltd. • Kenwood Electronics (Thailand) • Siam Commercial Bank Pcl.
• Ansell (Thailand) Ltd. Co., Ltd. • Siam Motors Co., Ltd.
• Bangkok Hospital • Mattel Bangkok Ltd. • Siam Samsung Life Insurance
• Bank of Ayudhaya Pcl. • Millward Brown Firefly Co., Ltd. Co., Ltd.
• Bank of Thailand • Ministry of Finance Malaysia • Thaan Aoan Co., Ltd.
• Berli Jucker Pcl. • Mizuho Corporate Bank Ltd. • Thai Yamaha Motor Co., Ltd.
• Capsugel (Thailand) • NDC Global Services (Thailand) • The Minor Food Group Pcl.
• Citibank, N.A. Co., Ltd. • The Oriental Bangkok Hotel
• CLP Power (Thailand) Ltd. • Ness Pro (Thailand) Co., Ltd. • Wall Street Institute
“In HRM class, I have learned not only
how to run HR jobs more strategically,
but also how to understand and work
with others better. Outside the class,
Sasin gave me a great oportunity to network with
others, such as MBA and EMBA students, through
lots of fun and meaningful activities.”
Graduate Diploma in HRM Class of 2001,
Senior Internal OD Consultant, APM Group
“Sasin’s M.Sc. program has made me
realize that we as HR practitioners must
understand the strategic role of human
capital management and how it affects
the way we recruit, retain and develop talent within
an organization today”
Graduate Diploma in HRM Class of 1998, M.Sc. Class of 2002,
AVP, HRIS Project Manager,
Siam Commercial Bank Public Co., Ltd.
HRM STUDENT PROFILE
46% Students with advanced degree
Average age 36
Average years of work
Undergraduate Major Represented Management Level Financial Support
8% Accounting 8% Entrepreneur
8% Business Studies 23% Consulting
23% Upper-middle to Senior
15% Financial Institutions
15% Engineering 92% Self-supported
8% Science & Technology
46% Social Sciences
& Humanities 23% Services
15% First-line 8% Organization
Human Resource Management 44
ELIGIBILITY English Proficiency Test/TOEFL Graduate Record Examination (GRE)
Proficiency in reading, listening, All M.Sc. applicants must take the
Applications from graduates of and speaking English is necessary. GRE general test. The GRE General
all fields who have at least three years Classes and group work require Test measures skills that are acquired
of work experience after receiving strong language skills. All non-native over a long period of time and are not
their first degree are welcomes. English speaking applicants are related to any specific field of study.
Assessment of international degrees required to take the English The skills measured are in three
is based on the characteristics of Proficiency Test which is scheduled areas: verbal reasoning, quantitative
the national system of education, in March at Sasin. (See details on reasoning, critical thinking and
the type of institution attended, key dates) Applicants may submit analytical writing. All three sections
and the level of studies completed. the scores report on TOEFL iBT are delivered in a computer adaptive
(Internet-based Testing) or TOEFL CBT format. GRE scores are valid for five
ADMISSIONS CRITERIA (Computer-based Testing) and be years. Applicants must arrange to
exempted from the Sasin English have their GRE results reported
Selection is based on the Admissions Proficiency Test. directly to the Sasin Admissions
Committee’s careful evaluation of the Office by Educational Testing Service
applicant’s academic history, English The ITP TOEFL test evaluates (ETS). Sasin’s school code is 9318.
Proficiency Test results or TOEFL, students’ knowledge of English It is suggested that the GRE be
GRE test scores (M.Sc. applicants only), at the intermediate to advanced taken early in the year. The test is
recommendations, work experience, levels of English language studies. administered throughout the year,
interviews and commitment to The questions in each section are locally, at IIE, and at locations
complete the program. in multiple-choice format with four throughout the world. For more
possible answers per question. details, please visit www.gre.org.
In the selection process, the Admissions There are three sections in the test:
Committee evaluates the applicant’s Listening Comprehension, Structure To register for the GRE examination,
academic ability, personal character, and Written Expression, and Reading please contact Regional Registration
motivation, leadership ability, Comprehension. Center (RRC) in Kuala Lumpur,
interpersonal skills, work experience Malaysia at www.prometric.com.
and management potential by The local test center is at
carefully appraising the following: PROMETRIC Testing Center,
6th Floor, Maneeya Center North,
518/3 Ploenchit Road, Bangkok 10330,
Thailand Tel.: +66 2652 0653
“I really enjoyed my precious time at Sasin, especially
The GRE test must be taken no later
with professors and friends from HR, EMBA and MBA.
The knowledge I gained from Sasin is the tremendous asset than January 31 to be eligible for
supporting my working life. As the winner of the costume invitation to an admission interview
competition on Halloween Day 2001, we were proud to join many exciting in March.
activities all year round.”
Graduate Diploma in HRM Class of 2001, M.Sc. Class of 2003,
Human Resources Coordinator, ACROHELIPRO Global Services Inc.
Interviews The written application is carefully Letter of Corporate Sponsorship
Interviews are required for admission examined by the Admissions A written approval for attendance in
to the Graduate Diploma and Committee. Each part of the HRM program as well as confirmation
the Master of Science program. application should be carefully, of sponsorship from the sponsoring
Interviews, conducted by the Sasin thoroughly and honestly completed organization is required of those who
Admissions Committee (made up of by the applicant. Applications that will receive support.
Sasin Faculty and Sasin HRM alumni), are incomplete cannot be evaluated.
are normally scheduled at Sasin While the Admissions Office will Timing and Application Deadline
in March. The interview is used to attempt to inform applicants if The Sasin Admissions Committee
provide additional insight into information is missing, it is up to begins reviewing applications
the applicant’s ability and desire each applicant to ensure that his or for May admission in January.
to complete the HRM program. her application is complete. All completed applications must be
Interviews also provide an opportunity received by February 28 each year to
for applicants to discuss the HRM Academic Transcripts be ready for the Sasin Admissions
program and raise questions of An official transcript from each Committee’s review. However,
concern to them. Interviews will be college/university or professional applicants are strongly urged to
arranged and conducted only after school previously attended is required. submit their applications before
the application and all supporting Transcripts must be in English and the deadline.
documents have been submitted to prepared by the issuing institution.
the Admissions Office. If the institution will not provide Notification
a translation, translations from Notification of admission decisions
THE APPLICATION the embassy or consulate of are normally mailed to the applicants
the institution’s country or its by March 28.
An application form for the Graduate designated agent are acceptable.
Diploma and Master of Science Copies of transcript and degree VISITING SASIN
programs, together with the program certificate are required of all
bulletin, can be obtained throughout applicants prior to the admission Prospective students are encouraged
the year from the Admissions Office, interview. to visit Sasin at any time throughout
or online as a PDF document the year. Each year Sasin hosts HRM
(www.sasin.edu/programs/hrm). Letters of Recommendation Information Sessions for interested
Two letters of recommendation individuals to learn more about
Each completed application must be are required, from peers and/or the Sasin HRM programs.
accompanied by: supervisors who know the applicant Please see the dates on Sasin website
well, preferably from someone within at www.sasin.edu or contact the
• Academic transcript and copies of the applicant’s current/or previous Admissions Office for more details at
degree certificates organization. The most helpful +66 2218 3851, +66 2218 3857,
• GRE (M.Sc. applicants only) recommendations demonstrate or firstname.lastname@example.org.
• Two letters of recommendation an awareness of the applicant’s
• Letter of corporate sponsorship, management potential.
if not self-financed
• Honor Code Covenant
• Non-refundable application fee of