Advanced Diploma in Human Resources Management

Purpose

The Advanced Diploma in Human Resources Management equips learners with the advanced knowledge, capabilities and skills to execute the main roles of human resources management at middle management level which include:

• Strategic planning of human resources.
• Talent sourcing, administration and effective utilisation of human capital.
• Human resources development.
• Labour and employee relations.

On completion, the qualifying learner is competent in formulating, interpreting and implementing corporate human resources strategies, problem-solving and decision making in managerial situations. The learner can:

• Perform human resource planning and talent management as a strategic partner of an organisation.
• Carry out human resources practices within a workplace.
• Contribute to the improvement of labour and employee relations in the workplace.
• Manage and improve productivity within an organisation.
• Execute human resources administrative duties according to organisational practices and HR standards.

The qualification provides learners with knowledge and learning experiences needed by human resource practitioners in the provisioning of competencies linked to management, labour relations, human resources planning and administration, talent management, development and productivity, thereby potentially bettering the Human Resource Management function of an organisation.

This qualification will allow the learner access to further learning in the same or a related field.

Rationale

The imperative to adapt and adjust to a continuously changing work environment justifies the introduction of a qualification that will be relevant and responsive to the prevalent HR practices and standards as upheld by a professional or accredited body (SABPP).

The curriculum was designed in consultation with the SABPP and the Human Resource University Forum (HRUF). The qualification produces learners that are strategic partners and competent to operationalise aspects of the core processes and practices at a strategic level across the four role clusters identified in the field analysis:

• Research and strategic planning for human resources management and practices.
• Talent acquisition, development, utilisation of human capital and retention.
• Establishment and improvement of labour and employee relations.
• Compensation and administration related to human resources management and practices.

Typical learners are Diploma in Human Resources Management learners, those that are furthering their qualifications and those that have been working in a human resources related environment. Qualifying learners work as human resources practitioners, strategic partners, human resources consultants, human resources development practitioners, labour relations practitioners, change specialist etc.

This qualification could enable the qualifying learner to acquire professional registration with the South African Board of Peoples Practice (SABPP). The qualification gives learners a competitive advantage for employability and promotion. It enables holders to enter learning programmes for a Postgraduate Diploma in Human Resources Management, with a specialist focus in one or more of the four role clusters.

Holding the qualification serves as an indicator to organisations that a person is knowledgeable and competent in this regard. The acquired knowledge serves as a benchmark to gauge the competence of people in the organisation against those of their local and international competitors.

The society benefits from an accredited qualification to produce competent human resources leaders that can add value to the economy.

Recognition of Prior Learning (RPL)

RPL undertakes the context of the institutional commitment to alignment with the principles of the NQF and the National Plan for Higher Education in South Africa, with specific reference to:

• Broadening the social base of higher education.
• Increasing access to higher education.
• Increasing mobility of learners across higher education institutions and other learning contexts.
• Accelerating progress through learning programmes.
• Increasing the number of graduates.
• The scope of RPL is in the context of academic programmes at the institution.

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

Entry Requirements

The minimum requirement for admission to the Advanced Diploma is

• Diploma in Human Resource Management, NQF Level 6.

Or

• Bachelor of Arts in Human Resource Management, NQF Level 7.

Or

• Bachelor of Arts in Industrial Psychology, NQF Level 7.

This qualification consists of the following compulsory modules at NQF Level 6 totalling 120 Credits.

Compulsory Modules, Level 6, 120 Credits

• Advanced Human Resources Management, 20 Credits.
• Advanced Labour Relations, 20 Credits.
• Advanced Strategic Management, 20 Credits.
• Advanced Human Resources Development, 20 Credits.
• Organisational Behaviour, 20 Credits.
• Research Methodology, 20 Credits.

1. Assist in the development and implementation of a Human Resource strategy for the organisation.
2. Contribute on an advanced level to the development of people in the organisation, up to and including middle management.
3. Contribute to the overall development of the organisation.
4. Engage in empirical research related to the organisation.

Associate Assessment Outcome for Exit Level Outcome 1

• Demonstrate knowledge of the Strategic Planning process.
• Apply insights into business and the economy to the strategic planning process.
• Demonstrate knowledge of general Human Resource and I.R. developments.
• Provide assistance with formulation of strategic plan.
• Advise on and monitor implementation.

Associated Assessment Criteria for Exit Level Outcome 2

• Demonstrate advanced knowledge of human behaviour with particular reference to organisations.
• Demonstrate advanced knowledge of skills development and Affirmative Action legislation and processes.
• Maintain, supervise and develop user-friendly human resource systems.

Associated Assessment Criteria for Exit Level Outcome 3

• Demonstrate knowledge of recent developments in organisational structuring and functioning.
• Assist in developing and instituting qualification for organisational advancement.
• Institute processes and structures to contain and minimise conflict.

Associated Assessment Criteria for Exit Level Outcome 4

• Demonstrate knowledge of the research process.
• Produce or critically evaluate a Research proposal and Research report.

Integrated Assessment

There are various programme assessment strategies used to evaluate the effectiveness of teaching and learning. For instance, some of the assessment strategies include Participative assessment and a case study.

Other assessment strategies include Formative assessment, Summative assessment, and balancing formative with summative assessment.

Tests, presentations, assignments, projects, case study methods and practical exercises in the case of information administration are used to evaluate the performance of the learners. Assessment policies, procedures and practices match and support the qualification purpose.