Advanced Diploma in Human Resource Development

Purpose

The purpose of this qualification is to offer an intensive, focused and applied professional advancement which meets the requirements of the professional body, South African Board for People Practices (SABPP) and labour market. This qualification will provide continuing specialised professional development through the inculcation of deep and systematic understanding of current thinking, practices, theories and methodologies in human resource development.

This qualification will also provide entry to graduates from other related disciplines with a Diploma or Degree (Level 6, 360 SAQA Credits) from Management, Public Management, Office Management and Technology, and Education, Training and Development in order to further their specialisation in human resource development for their related fields and career advancement.

This Advanced Diploma (AdvDip) Human Resource Development (HRD) will also prepare students for Postgraduate study through the deepening of their knowledge and understanding of theories, methodologies and practices in Human Resource Development, as well as the development of their ability to formulate, undertake and solve complex theoretical and practice related problems and tasks.

The programme design is professionally orientated and responsive to the professional body, SABPP standards and competencies which are required in the labour market. The proposed curriculum includes a combination of theories, concepts and principles (knowledge), with workplace procedures, processes and problem solving skills (practice) in order to develop professional competencies and promote ethical conduct (professional engagement). This AdvDip (HRD) consists of six subjects. Three specifically focused on HRD Strategies and Policies, Organisational Development and Transformation, and advanced HRD practices, respectively, in order to inculcate deep and systematic understanding of current thinking, practices, theories and methodologies in human resource development. Organisational Effectiveness equips students with the knowledge and skills to effectively measure and control human behaviour in organisations; whereas Project Design in HRD enables students to develop a fully integrated HRD project and to facilitate problem-solving and decision-making processes throughout the duration of the project. Research Methodology formalises students' research abilities via research theories, methodologies and ethical practices. In addition, it enables students to collect, process and interrogate HRD information and data while developing their independent thinking in preparation for Postgraduate study.

Rationale

Human Resources (HR) is a well-established business function in any organisation. Human Resource Development (HRD) is sometimes viewed as a sub-function of HR, but is rapidly gaining its own independence owing to numerous skills development legislative requirements. HRD designs, implements and monitors the organisation's education, training and development opportunities for all its employees, while claiming back skills development levies from the Sector Education and Training Authority (SETA). The Department of Higher Education and Training (DHET) conducted a survey in 2011 and identified Training and Development Professionals as the top three scares and critical skills area. In May 2014, this survey was followed up with the National Scares Skill List - Top 100 Occupations in Demand of which Occupational Instructor/Trainer is still on the list (DHET, 2014: 16). According to the South African Board for People Practices (SABPP) "times are changing, laws amended and HR practitioners are faced with radically different work and broader socio-economic and political environment". HRD practitioners need to demonstrate the knowledge, skills and applied competence of the HR profession in an ethical manner, in an ever changing working world (SABPP, 2010: 4).

A situational analysis was conducted to investigate what industry requirements are for HRD practitioners advancing in the labour market. The HRM academic department at Cape Peninsula University of Technology (CPUT) has a well-established Advisory Committee, consisting of industry partners, alumni and academic staff. The industry partners (employers) and alumni in the Advisory Committee was consulted regarding the HRD competencies and functional areas for level 2, advanced HRD jobs in their organisations. In addition, job advertisements published in regional and national newspapers and on internet sites, revealed needs for a variety of advanced HRD jobs, including but not limited to Training Manager, Organisational Development Consultant, Human Resource Specialist: Talent Management, and Assistant Director: Generic Training and their key performance areas were incorporated into the syllabus. Alumni questionnaires were also distributed to previous students who recently completed the Bachelor of Technology (BTech): HRD qualification to determine what content, skills and attributes were transferable to their jobs, and which areas require more attention in the syllabus.

The South African Board for People Practices (SABPP) HR Standards and Competency Model were also integrated into the programme to ensure that the HRD syllabus incorporates talent management, learning and development, and organisational development standards to ensure professional practice standards and to support other HR functional areas.

The HRM academic department at CPUT is an active member of the Human Resource Universities Forum (HRUF), which is a national education sub-committee of the professional body SABPP. HRUF aims to provide guidelines for Human Resource Management, Human Resource Development and Labour Relations curriculum development for qualifications on the new HEQSF. This new AdvDip (HRD) was benchmarked against other Universities of Technology (UoTs) in South Africa at the HRUF, and it was found that CPUT is one of three UoTs offering an Advanced Diploma in Human Resource Development.

In February 2011, the HRM academic department received its professional body SABPP accreditation for all current programmes offered, which was re-accredited in May 2014. The curriculum for this Advanced Diploma (AdvDip) (HRD) was evaluated and endorsed by the SABPP. The SABPP strives "to promote, direct and influence the development of HR profession; to review competency standards for the education, training and conduct of those engage in the profession; to advise involved parties on the development and attaining those competencies and to evaluate such attainment". CPUT HRD students and graduates are able to register with the SABPP as a HR professional ranging from Candidate to Master HR Practitioner levels depending on their level of qualification and work experience.

This Higher Education Qualifications Sub-Framework (HEQSF) aligned Advanced Diploma in Human Resource Development (HRD) offers an intensive, focused and applied professional advancement which meets the requirements of the labour market. This programme will provide continuing specialised professional development through the inculcation of deep and systematic understanding of current thinking, practices, theories and methodologies in human resource development. This AdvDip (HRD) will also prepare students for Postgraduate study through the deepening of their knowledge and understanding of theories, methodologies and practices in human resource development, as well as the development of their ability to formulate, undertake and solve complex theoretical and practice related problems and tasks. This programme will enable graduates to advance in the labour market, and ensure that employers received qualified and professional HRD practitioners.

Recognition of Prior Learning (RPL)

Recognition of Prior Learning (RPL) is undertaken in the context of the institutional commitment to alignment with the principles of the National Qualifications Framework (NQF) and the National Plan for Higher Education in South Africa, with specific reference to:

a. Broadening the social base of higher education,

b. Increasing access to higher education,

c. Increasing mobility of students across higher education institutions, d. and other learning contexts,

e. Accelerating progress through learning programmes, and f. increasing the number of graduates.

The scope of RPL is limited in the context of academic programmes at Cape Peninsula University of Technology (CPUT). It does not refer to RPL used in the context of job promotion, job upgrading, employment equity planning or succession planning.

In accordance with National RPL requirements and the Institutional RPL Policy and practices, candidates who submit a body of evidence of non-formal and formal learning will be considered for admission to this qualification. RPL applications will be dealt with according to the formal institutional procedure and requires validation of prior informal and non-formal learning.

Entry Requirements

The minimum admission requirement are

• A Diploma in Human Resource Management (HRM) on Level 6.

Or

• A Bachelor's Degree on National Qualifications Framework (NQF) Level 6 consisting of 360 SAQA Credits in either Human Resource Management or Industrial Psychology.

Or

• Diploma in Management NQF Level 6.

Or

• Diploma in Public Management NQF Level 6.

Or

• Diploma in Office Management and Technology NQF Level 6.

Or

• Bachelor's Degree in Education, Training and Development NQF Level 6.

This qualification comprises of compulsory modules at Level 7 totalling at 120 Credits.

Compulsory Modules, Level 7, 120 Credits

• Human Resource Development Strategies and Policies 4, 22 Credits.
• Advanced Human Resource Development 4, 20 Credits.
• Organizational Effectiveness, 20 Credits.
• Organizational Development and Transformation, 20 Credits.
• Project Design in Human Resource Development, 20 Credits.
• Research Methodology, 18 Credits.

1. Integrate Human Resource Development (HRD) strategy and knowledge in the workplace.
2. Formulate Human Resource Development (HRD) strategies and policies to improve service delivery.
3. Promote HRD practices to ensure sustainable life-long learning.
4. Create comprehensive HRD interventions.
5. Recommend organisational development process to facilitate organisational transformation.
6. Influence organisational behaviour to enhance HRD impact.
7. Implement and manage HRD projects effectively.
8. Produce a scientific research output.

Associated Assessment Criteria for Exit Level Outcomes 1

• Apply correctly the process of alignment and incorporation of the Human Resource Development (HRD) strategy into the broader Human Resources (HR)and organisational strategy.
• Design HRD strategies and deliverables to contribute to organisational objectives.
• Correctly interpreted and apply implications and benefits of various South African (SA) skills development legislation in organisations.
• Illustrate the HRD function's return on investment via graphics and business calculations in order to illustrate its contribution towards organisational goals.

Associated Assessment Criteria for Exit Level Outcomes 2

• Design HRD policies and procedures according to the guidelines in order to achieve the HRD strategy.
• Compile a HRD professional code of conduct and implemented in an organisation.
• Develop a talent management strategy and implemented to optimise employees' potential in accordance with performance improvement.
• Establish a continuous management development initiatives and implemented in order to ensure organisational sustainability.

Associated Assessment Criteria for Exit Level Outcomes 3

• Plan comprehensive learner support strategy and organised for implementation.
• Implement workplace-based Learning across the organisation in order to promote a learning organisation.
• Effective knowledge management system and related processes are implemented to ensure retention of organisational knowledge.
• Develop a sustainable mentoring and coaching strategy for individual employees' personal development and implemented across the organisation.

Associated Assessment Criteria for Exit Level Outcomes 4

• Apply the appropriate needs analysis technique(s) to familiar and unfamiliar work contexts.
• Conducted the design, planning and organisation of learning programmes in a professional manner.
• Develop career and performance management initiatives and implemented for the modern workplace.
• Facilitate the shift from training to total organisational performance improvement.

Associated Assessment Criteria for Exit Level Outcomes 5

• Apply the process of Organisational Development according to the guidelines.
• Recommend various types of Organisational Development interventions and appropriate intervention(s) for transformation
• Develop a proposal for an Organisational Development intervention which covers all the necessary elements for consideration.
• Compile a contract for an Organisational Development intervention and adheres to the contractual requirements.
• Evaluate the effectiveness of the Organisational Development process and its results achieved and recommendations for improvement are made.

Associated Assessment Criteria for Exit Level Outcomes 6

• Design an appropriate diagnostic model for Organisational Behaviour.
• Manage Organisational culture and climate within the integrated business strategy that is aligned with the HR strategy and HR operational plan/model; including the HR policies and procedures, performance management and measurement.
• Review organisational structure and design and recommendations provided that will enhance the overall organisational effectiveness and contribute to achieving organisations goals.
• Design workshops regarding individual behaviour; attitudes; job satisfaction; emotions and moods; group behaviour; personality and values; communication, power and politics; organisational change; and stress management and facilitated in order to positively impact organisational effectiveness.

Associated Assessment Criteria for Exit Level Outcomes 7

• Correctly outlined and implement the project design within the Human Resource Development environment.
• Correctly reflect organisational strategy in the HRD project management design to ensure proper strategic alignment with organisational goals and objectives.
• Implement HRD related project i according to the project management process where clear evidence is presented of project planning, execution, management, control, and results.

Associated Assessment Criteria for Exit Level Outcomes 8

• Compile a scientific research proposal which clearly outlines the research intent and significance.
• Conduct a scientific research project according to the chosen research design and methods.
• Ethical and professional research practices are consistently applied during the research project.
• Produced a scientific research report by using the appropriate academic and professional discourse.
• Presented the research findings and recommendations are professionally in a simulated conference environment.