Bachelor of Business (Human Resource Management)

Modules:
 

• Marketing Principles: Trading and Exchange
• Foundations of Human Resource Management
• Business and Society
• Accounting for Business
• Quantitative Methods for Business
• Principles of Economics

• Meet any prerequisite requirements with a minimum grade of C- or equivalent

• Qualify for the South Australian Certificate of Education (SACE), and achieved a competitive Selection Rank (ATAR), or

• Complete secondary qualifications equivalent to SACE, or

• Complete the International Baccalaureate Diploma with a minimum score of 24 points

• Applicants who have not achieved the Selection Rank required for automatic selection may be selected for any remaining places based on the grades of their year 12 subjects.
   

In addition to meeting academic entry requirements, international students who speak English as a second or additional language must also meet the University's English language entry requirements. The minimum language requirements for this program are:
 

English language test
 

• IELTS total [6.0]

• IELTS reading [6.0]

• IELTS writing [6.0]

Indicative Tution Fees -  AUD$ 34,300 per annum (per 1.0 EFTSL)

Careers to consider: 
 

• Human resources adviser: recruiting and selecting, training and developing staff; approving job descriptions and advertisements; advising on employment law and organisational policies and procedures; negotiating salaries, contracts, working conditions or redundancy packages, health and safety specialist, industrial relations practitioner
• Human resources manager: designing, organising and implementing human resources strategies, policies and programs; overseeing recruitment, performance management, and learning and development
• Employment relations consultant: providing a consultancy service and representation on industrial and workplace relations matters; actively contributing to the development and implementation of industrial relations strategies.
• Learning and development officer: liaising with managers and interviewing employees to identify and assess training and development needs; delivering and overseeing training; monitoring progress made through training programs; designing training programs
• Organisational change consultant: working with key executives develop strategies and frameworks; planning, communicating and executing process improvements; facilitating a smooth transition through the change process
• People and culture manager: overseeing day to day people and culture activities; talent acquisition; employee relations and training and development; implementing and executing strategic employee engagement initiatives
• Recruitment consultant: working on behalf of companies to source candidates for job vacancies; analysing and understanding job specifications; conducting keyword searches on internal recruitment databases, assessing CVs online using various job websites, or actively ‘headhunting’ senior professionals through independent research
• Work, health and safety officer: supporting the development of OHS policies and programs; advising and instructing on various safety-related topics; conducting risk assessment and enforcing preventative measures; reviewing existing policies and updating according to legislation; organising WHS training