Bachelor of Arts Honours in Labour Relations and Human Resources

Purpose

The overall aim of the Honours qualification is to provide graduates with a strong grasp of the theoretical foundations and insight into the core values and principles informing Labour Relations (LR) and Human Resources (HR) best practice.

Following on a Bachelor's Degree, this Honours qualification is a Postgraduate specialisation that provides students with an opportunity for advanced study in the area, thus consolidating and deepening the students' knowledge and expertise relating to theories and practices of LR and HR.

Students will develop appropriate competence to meet the needs of the South African economy for well-qualified and competent human resource and labour relations professionals. The qualification develops student's diagnostic and practical skills so that they may bring to any particular issue a clear understanding of the factors involved, insight into how problems may be resolved and practical implementation plans. By including a discrete research component in the curriculum, the qualification will also prepare students for research-based Postgraduate study in human resources and labour relations.

Rationale

South Africa has a turbulent history of Labour Relations (LR) and Human Resources (HR), with the terrain characterised by conflictual relations. The qualification was initially introduced to fill the gap in advanced LR and HR created by the Eastern Cape regional labour upsurge post the 1979 Wiehahn Commission.

However, South Africa remains a challenging LR and HR environment. The World Economic Forum in the annual Global Competitiveness Report consistently raises concerns regarding the labour market in South Africa. Many of the labour market issues relate to the current legislative environment and reflect differences in ideological perspectives. One of the particular areas of concern lies with the significant tensions in labour-employer relations where in the current 2012-2013 report South Africa was ranked as 144th out of 144 countries (The Global Competitiveness Report 2012to 2013).

South Africa needs professionals to manage this complex and challenging environment. The South African Department of Labour has recognised the need for human resource management competence and includes Human Resource Managers and Human Resource Professionals among their list of scarce-skills in South Africa.

Recognition of Prior Learning (RPL)

RPL applications will be considered according to the Nelson Mandela University (NMU) policy.

Entry Requirements

The minimum requirement for admission is

• A Bachelor's Degree.

This qualification comprises of compulsory modules at Level 8 totalling 122 Credits.

Compulsory Modules, Level, 8 122 Credits

• Labour Law, 14 Credits.
• Business, Labour and Collective Bargaining, 14 Credits.
• Selected Human Resource Issues, 14 Credits.
• Research Methodology, 10 Credits.
• Treatise, 30 Credits.
• Labour Relations and Human Resources Theory, 20 Credits.
• Advanced Organisational Behaviour, 20 Credits.

1. Integrate and apply knowledge of contemporary Labour Relations and Human Resource management theories, concepts, principles and practices to the design and management of Labour Relations and Human Resource systems at multiple levels and in a diversity of organisations.
2. Integrate and apply knowledge of the international regulatory system governing employment relations and labour administration proposed by the International Labour Organisation (ILO) as a platform for appraising the South African regulatory environment governing employment relations and labour administration. Apply the knowledge of the South African regulatory environment to the management of the South African workplace.
3. Engage in independent learning and research activities by planning, designing, conducting and reporting on empirical research in the broad area of LR and HR while adhering to appropriate research principles and protocols while applying appropriate research methods and analytical techniques.
4. Identify following a case study approach and analyse specific organisational issues and resolve unfamiliar problems by applying contemporary LR and HR theory, principles, techniques and processes using critical and creative thinking in cross-examining and evaluating multiple sources of knowledge.
5. Access, process and disseminate LR and HR information and research findings using relevant information technology, with due regard to social, cultural and ethical considerations of the different role players involved.
6. Integrate the theory, principles and practices of organisational behaviour with those of LR and HR as they contribute to the effective functioning of the business organisation.

Associated Assessment Criteria for Exit Level Outcome 1

• Explore the ideological foundations and historical development of Labour Relations (LR ) and Human Resources (HR) theory, principles and practices, described, contrasted and compared with contemporary theory, developments and practices.
• Use contemporary LR and HR theories, principles and practices as a platform to assess the design, implementation and management of LR and HR systems at multiple levels and in a diversity of organisations, with full cognisance of the political, socio-economic, environmental and ethical implications of managerial decision-making and actions.
• Evaluate the labour relations system, its functions, levels and forums, for its effectiveness in terms of delivering equity and efficiency, through forms of social dialogue and dispute resolution
• Analyse and assess the functioning of the labour market in terms of supply and demand, wages and wage differentials, unemployment, productivity, inflation, labour market flexibility and global competitiveness.
• Investigate the role, structure, and strategies of trade unions, employers and employer organisations and the state towards labour relation and human resource management.
• Describe and analyse current Labour Relations and Human Resource challenges and solutions proposed.

Associated Assessment Criteria for Exit Level Outcome 2

• Explore the principles and guidelines of selected International Labour Organization (ILO) conventions and recommendations relevant to the field of Labour Relations and Human Resources and the application of the principles embodied in the selected conventions and recommendations to the South African labour regulatory environment will be analysed and appraised.
• Explore and evaluate the major South African individual and collective labour legislation, in terms of its effectiveness to promote workplace compliance.
• Explore the Occupational Health and Safety legislation and analysed in relation to health and safety challenges in the workplace.
• The objectives of the Skills Development Act and the Skills Development Fund will be critiqued in relation to the competency requirements within the workplace.

Associated Assessment Criteria for Exit Level Outcome 3

• Demonstrate a sound knowledge of research design and methodology in the social sciences and applicable to the area of Labour Relations and Human Resources.
• Submit a research proposal for a research project, including a preliminary literature review framing the research problem or question together with an appropriate research design.
• Select a relevant measuring instrument(s), a target area and/or population in which to collect the data demarcated, and data related to the research topic collected by following established research protocols, using relevant statistical tools and procedures to analyse and interpret research data.
• Report research data appropriately and findings and conclusions prepared logically
• Present a final research report in the form of an academic treatise, meeting academic and scientific discourse and style conventions
• Maintain Ethical standards related to the research protocols including the reliability and validity of the research throughout.

Associated Assessment Criteria for Exit Level Outcome 4

• Apply a range of methods of enquiry to resolve HR and LR related problems and propose evidence-based solutions and theory-driven arguments
• Demonstrate Critical awareness by identifying, analysing and critically reflecting on and debating different perspectives and approaches within and between the social parties in the world of work.
• Position the role of LR and HR and its essential processes elaborated and appraised as important elements within the strategic management of the business.
• Identify, contextualise, and analysed typical challenges faced in the world of work will be addressed by applying relevant HR and LR theories, principles, concepts, practices and techniques.

Associated Assessment Criteria for Exit Level Outcome 5

• Use Information technology to access, process, manage, store and manipulate information from a range of sources with due attention to relevance and reliability
• Analyse and assesse information, conclusions drawn and communicated in the most appropriate format and discourse register and/or style.

Associated Assessment Criteria for Exit Level Outcome 6

• Identify and assess managerial and leadership behaviours that promote individual motivation in terms of their contribution to enhancing organisational behaviour
• Apply relevant theories and principles of organisational behaviour to HR and LR management and leadership challenges in the workplace, including issues of ethics, social responsibility, barriers to cross cultural communication, the work-family interface, equity, negotiation and conflict resolution, among others.
• The impact of individuals, socio-political and economic groupings and organisational structures on the effectiveness of organisation will be analysed and assessed.

Integrated Assessment

The treatise in its design, preparation and presentation draws from all knowledge areas covered and therefore is used for Integrated Assessment. Integrated Assessment will also use case studies and practical projects. Assessment methods include a combination of diagnostic and formative assessment tasks; assignment tasks include practical projects, case studies, simulations and presentations. Assignments are structured to involve both group and individual tasks in order to simulate an organisational environment.

Formal assessment, some of which may be based on the case studies, practical projects and presentations, consists of scheduled formal tests and written assignments that encourage the student to work throughout the duration of the module, as well as a final examination. The formal tests and assignments will contribute 40% towards the final semester mark and the final examination a further 60%.

The Research Methodology and Design module EIT411 will be assessed following a continuous assessment approach. The theoretical element of the module will be tested by means of a formal test towards the end of the semester, while the rest will be assessed by means of practical assessment tasks, including the preparation of a research proposal. These tasks will be collated by each student in a portfolio of assessment evidence, to be presented for external moderation by a moderator appointed for the purpose. All the above modules are post-graduate exit level modules and therefore the University's policy with regard to examination and moderation applies.

The assessment of the treatise EIT410 will proceed as follows: at the appointed time towards the end of semester two, each student will submit a typed and bound treatise of a minimum of 30pages (approximately 10 000 words), based on an approved topic or research problem identified in a pre-approved proposal, one that falls within the subject field of any of the modules. The supervisor will act as the internal examiner. In addition, for each treatise, an external examiner will be appointed as per the standard institutional procedure for the appointment of examiners of treatises, dissertations and theses.