Advanced Diploma in Human Resource Management

Purpose

The purpose of this qualification is to provide learners with a focused and applied specialisation in Human Resource Management (HRM) which meets requirements of a specific niche in the labour market regionally, nationally and internationally. They will learn about effective human resource management by comparing and applying theories and practices at micro level (individual behaviour, such as employee motivation), meso level (organisational HRM practices, such as performance management) and macro level (contextual factors, such as national culture).

Qualified learners will be able obtain knowledge and understanding of theories, methodologies and practices in human resource management disciplines and fields, as well as the develop their ability to formulate, undertake and resolve more complex theoretical and practice-related problems and tasks through the selection and use of appropriate methods and techniques.

The modules of this qualification will cover the application of the major functional specialisations in an integrated manner. They provide learners with a broad theoretical and practical knowledge of human resource management and development, socio-economics, industrial psychology, company law and business management, labour law and industrial relations, computer literacy, as well as the contexts in which the learning and theory are most applicable.

Rationale

The Advanced Diploma in Human Resource Management is designed to provide learners with knowledge and skills that will prepare them for regional, national and international work market, especially within the broad Human Resource field.

Part of the development of this qualification is a direct response to the National Skills Development Strategy III (NSDS III) where the South African economy remains constrained by a severe lack of skills, and so the skills development system as a whole has not yet achieved what was expected since the dawn of the new democracy.

Equally, the Organisation for Economic Co-operation and Development (OECD) report highlights the presence of high levels of unemployment, poverty, ill-health and skills shortages in the Free State Province, and some of these problems have been aggravated by the limited capacity in institutions that are supposed to be addressing these particular aspects.

This qualification is suitable for continuing professional development through the inculcation of a deep and systematic understanding of current thinking, practice, theory and methodology in an area of specialisation. It also enables/affords learner's opportunities to further studies at higher levels of learning.

Learners will also be prepared to further their studies at Postgraduate Diploma and/or Bachelor's Degree levels.

Recognition of Prior Learning (RPL)

The institution accepts the principle underlying outcomes-based and lifelong learning, in which considerations of articulation and mobility play a significant role, and subscribes to the view that Recognition of Prior Learning (RPL), whether acquired by formal education curricula at this or another institution, or informally (by experience), is an indispensable element in deciding on admission to and awarding credits in the selected qualification of this Institution.

The RPL process requires evidenced-based knowledge and learning that applicants have acquired, whether by having completed formal education curricula, or by experience. At all times the question will be at what level to pitch the skills? Skills will be assessed in the context of the Exit Level Outcomes required by the intended qualification or subjects in the qualification, or the status for which the applicants apply, and not merely based on the applicant's recorded experience. RPL will; therefore, take place in terms of applied competencies demonstrated by the applicants in their applications, taking into consideration the Exit Level Outcomes that have to be obtained by means of the selected qualification.

Furthermore, RPL must take place in a valid, trustworthy and fair manner, within the normal existing policy on awarding credits to prospective and existing learners, be it from this or another institution. RPL is conducted at a Departmental level in collaboration with the Faculty RPL committee.

Entry Requirements

The minimum entry requirement for this qualification is either a

• Diploma, Level 6.

Or

• National Diploma in Human Resource Management, Level 6.

Or

• Bachelor's Degree in Human Resource Management, Level 7.

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

Compulsory Modules

• Advanced HRM: Individual Behaviour, 12 Credits.
• Advanced HRM: Organisational Behaviour, 12 Credits.
• The Research Process, 12 Credits.
• Advanced Human Capital Development: ETD Interventions, 12 Credits.
• Advanced ERM: Dispute Resolution Management, 12 Credits.
• Advanced ERM: Application of ERM Theory, 12 Credits.
• Fundamentals of Strategic Planning, 12 Credits.
• Strategy in Action (implementation drivers), 12 Credits.
• Fundamentals of Research Methodology, 12 Credits.
• Advanced Human Capital Development: ETD Environment, 12 Credits.

1. Explain individual and corporate issues in strategic change.
2. Conduct a mini-research project and make a final presentation of the results thereof.

Associated Assessment Criteria for Exit Level Outcome 1

• Explain the importance of individual leadership for an organisation.
• Discuss the detail of the process for formulating strategy components.
• Discuss the various factors that play a role in change dynamics.

Associated Assessment Criteria for Exit Level Outcome 2

• Explain the elements and paradigms of proper research.
• Complete the various preparational processes for research projects.
• Plan, structure, organise and implement the research project that is both orderly and according to the prescribed formats.
• Process collected data according to a statistically correct manner.
• Write and present a report on research done according to the applicable criteria.

Integrated Assessment

All work and assessment are required to preferably start with situations and required decisions in an industrial setting. This practice enables this qualification and its lecturers to achieve the required integration of assessment which by definition means to:

• Treat a number of outcomes together.
• Treat a number of assessment criteria together.
• Promote an awareness of the connections and relationships between the knowledge, processes and skills inside the different modules.
• Practice a combination of assessment methods and instruments used to achieve outcome(s).
• Collect naturally occurring evidence (such as in the workplace setting).
• Acquire evidence from other sources, such as supervisors' reports, testimonials, portfolios of work previously done, logbooks or journals.

The design of this qualification integrates the purpose and the actual learning conducted. The assessment is a further confirmation of that integration.