Bachelor of Commerce Honours in Human Resource Management

Purpose

The primary purpose of the Bachelor of Commerce Honours in Human Resource Management is to provide learners with a postgraduate specialisation qualification in Human Resource (HR) management, consolidate and deepen the learner's expertise in HR management, and develop the learner's research capacity in the methodology and techniques of HR management.

The qualification will provide theoretical depth through the delivery of relevant content with the inclusion of advanced core strategic areas encompassing human resources management and development, governance and ethics, labour relations and legislation, organisational behaviour, and human resources metrics and analytics.

Combined with the research component, the qualification will develop graduates' capabilities as effective strategic human resources business partners, informed organisational human resources change agents and human resources managers who can lead in complex business environments while at the same time ensuring effective and fair employee relations practices. As a postgraduate human resources management specialisation, learners will be equipped for progression in the complex world of work as professional HR practitioners and prepared for further postgraduate study.

Upon completion of the qualification, a qualifying learner will be able to

• Apply the appropriate concepts, standards, and methods to the strategic design of human resources management in the workplace.
• Effectively manage organisational behaviour by critically assessing the relevant business components (policies, processes and procedures) and environmental impact factors (political, social and economic) of the organisation.
• Apply strategic business ethics and corporate governance principles to develop an implementable organisational code of practice and ethical code of practice.
• Create an effective strategic human resource development plan to manage performance and reward systems aligned to organisational goal attainment.
• Critically analyse challenges in the South African labour market by assessing the contemporary South African employment relations environment in relation to current South African labour legislation.
• Strategically utilise human resources technology (E-HRM) for effective human resource administration and for the generation of human resource metrics and analytics to improve strategic decision-making processes.

Rationale

Human resources (HR) and talent acquisition jobs are well-positioned at number two in the top 100 fastest-growing global roles. Linked to global changes such as the fourth industrial revolution and a greater need for corporate governance, the sound management of human resources is key to South African organizations' overall success, competitiveness, and, ultimately, South Africa's national economic progression.

Despite government and other stakeholder initiatives to improve the management of human resources, including labour law amendments, the level of conflict in South African workplaces remains high in a poor economic climate, with South Africa experiencing a growing demand for employees with advanced HR skills.

This need for adept HR managers in South Africa is demonstrated by the inclusion of HR Managers in the Department of Higher Education and Training's (DHET's) Occupations in High Demand list (DHET, 2020); the listing of a Policy Analyst (which involves the role of planning for HR functions within public or private sector organisations) in the DHET Critical Skills List (DHET, 2022); and in the current vacancies advertised for HR Business Partners, Group HR Managers and HR Managers

The demand for the development of HR practitioners and managers who can apply scientific knowledge and best practices in the workplace is further reflected by the South African Board for People Practices (SABPP) launch of the National HR Competency Model in 2012 and the National Human Resource Professional Practice Standards in 2014 which benchmark HR professionalism and advise the HR curriculum in the contemporary world of work in South Africa.

South African higher education institutions can assist in addressing these human resource challenges by developing graduates with relevant workplace skills and an understanding of complex HR problems, who will ultimately contribute to improving the economic success of both organisations and the South African economy. The proposed BCom Hons (Human Resource Management) aligns with the SABPP national standards, and learners will contribute to both the currently limited African perspective (decolonisation) in HR literature by addressing Africanisation in the South African workplace context and to the strategic HR Management literature within the South African and global context.

By offering the qualification in the distance mode of learning, the institution will provide the opportunity for working degree graduates, galvanised by the complexities and possibilities of South African HR management and the international organisational HR management context, to advance their careers in the human resource management field. The qualified learners will be prepared for the world of work in middle management to senior management positions.

These positions include, but are not limited to

• Assistant HR Manager
• Group HR Manager
• HR Business Partner
• HR Consultant
• HR Coordinator
• HR Director
• HR Generalist
• HR Manager
• HR Practitioner
• HR Specialist
• Policy Analyst: Human Resources
• Talent Specialist
• Wellness Manager

Recognition of Prior Learning (RPL)

The institution's existing RPL policy and practices will be applied in relation to this qualification. The principles of recognising learning that has already taken place will be applied at a modular level.

The institution follows the CHE's Policies on the Recognition of Prior Learning, Credit Accumulation and Transfer, and Assessment (CHE, 2016), and in accordance with the policy, learners applying for admission to the qualification via RPL can only be exempted from a maximum of 50 % of the qualification modules.

Learners need to be able to demonstrate their prior learning either through evaluation/verification and/or assessment. Each application will be considered on a case-by-case basis, and learners will enter a discussion with the RPL advisor to determine the requirements for the RPL assessment or portfolio of evidence. Although learners are rigorously assessed, as per the principles of RPL, there is no guarantee that a learner will gain admittance into a qualification or receive exemptions from modules.

While the institution is making provision for RPL, the institution is adhering to the guidelines set by the CHE (CHE, 2016), and only 10 % of a cohort will be allowed admittance to a qualification on RPL basis.

All RPL applications will be adjudicated by the Academic Committee and Registrar: Administration. The outcome of the applications will be communicated to learners in writing (via email).

Entry Requirements

• Advanced Diploma in Human Resource Management, NQF Level 7.

Or

• Bachelor of Commerce in Human Resources Management, NQF Level 7.

Or

• Bachelor of Commerce NQF Level 7.

This qualification consists of the following compulsory modules at NQF Level 8, totalling 120 Credits.

Compulsory Modules, Level 8, 120 Credits

• Strategic Human Resource Management, 12 Credits.
• Strategic Business Ethics and Corporate Governance, 12 Credits.
• Advanced Labour Relations and Labour Law, 12 Credits.
• Advanced Labour Markets (Economics), 12 Credits.
• Business Research Methodology, 12 Credits.
• Advanced Organisational Behaviour 10 Credits.
• Strategic Human Resource Development (Performance and Reward Management), 10 Credits.
• Strategic Human Resource Metrics and Analytics (E-HRM), 10 Credits.
• Research Project, 30 Credits.

1. Apply the appropriate concepts, standards, and methods to the strategic design of human resources management in the workplace.
2. Effectively manage organisational behaviour by critically assessing the relevant business components (policies, processes and procedures) and environmental impact factors (political, social and economic) of the organisation.
3. Apply strategic business ethics and corporate governance principles to develop an implementable organisational code of practice and ethical code of practice.
4. Create an effective strategic human resource development plan to manage performance and reward systems aligned to organisational goal attainment.
5. Critically analyse challenges in the South African labour market by assessing the contemporary South African employment relations environment in relation to current South African labour legislation.
6. Strategically utilise human resources technology (E-HRM) for effective human resource administration and for the generation of human resource metrics and analytics to improve strategic decision-making processes.
7. Demonstrate appropriate research skills to resolve a complex business case.

Associate Assessment Outcome for Exit Level Outcome 1

• Develop appropriate human resource management strategies, policies and procedures to enhance organisational efficiency.
• Critique traditional human resources approaches and best practices to determine the most suitable options to promote organisational competitiveness and sustainability.
• Analyse the strategic role played by human resource practitioners to address complex business scenarios and strengthen the organisation's footprint and overall success.

Associate Assessment Outcome for Exit Level Outcome 2

• Exemplify the effective process of organisational change management by applying human resource management theory to case studies.
• Present possible solutions to a complex business scenario by applying sound organisational behaviour management theory, principles and practices.
• Critically demonstrate the various perspectives and approaches of relationship building, teamwork and effective management styles to promote efficient organisational behaviour management.
• Evaluate contemporary organisational development practices, being cognisant of contemporary factors within the South African and international context, to promote effective change management within organisations.

Associate Assessment Outcome for Exit Level Outcome 3

• Critically analyse existing corporate governance frameworks and ethical models by referring to standard practices of specific organisations.
• Appraise how a human resource professional's ethical conduct can enhance culture and employment relationships in the organisation.
• Synthesise ethical strategies and corporate governance theories to improve organisational footprint by developing appropriate interventions.

Associate Assessment Outcome for Exit Level Outcome 4

• Critically examine the key principles of human resource development and performance management practices.
• Suitably develop a framework for strategic human resource development and people management in various business scenarios.

Associate Assessment Outcome for Exit Level Outcome 5

• Suitably develop recommendations for correctly identified employment relations challenges in a given case study.
• Rigorously appraise current and future developments in South African labour legislation.
• Illustrate critical awareness of practices and processes of employment relations as part of organisational efficiency.
• Skillfully develop suitable solutions for the application of sound employment relations theory, principles, and practices.
• Critically debate contemporary issues in the South African labour markets and South Africans' international footprint.

Associate Assessment Outcome for Exit Level Outcome 6

• Correctly use appropriate technology to standardise human resource management processes, policies, and procedures that are aligned with organisational objectives.
• Accurately utilise existing human resource data to make evidence-based strategic decisions regarding the human resource function.
• Proficiently formulate and apply a diagnostic human resource metrics framework for decision-making purposes in a selected organisational or business environment.

Associate Assessment Outcome for Exit Level Outcome 7

• Identify the appropriate scientific method to suitably develop a research design.
• Satisfactorily compile an appropriate literature review.
• Illustrate competence in the formulation and testing of a hypothesis.
• Efficiently utilise data collection methods and conduct basic statistical analysis.
• Produce a research project that adheres to editorial standards for academic writing.

INTEGRATED ASSESSMENT

The institution has adopted a range of fit-for-purpose assessment strategies (i.e., the specific number, configuration, weighting and combination of assessment events) per qualification and per module.

Each assessment strategy consists of various assessment typologies (e.g., summative, formative) that can take on the form of various assessment modalities (i.e., the instrument by which learners are assessed) used for assessment purposes.

Formative Assessment

Formative assessments typically include

• Assignment
• Test

Summative Assessment

Summative assessments typically include either a

• Final Exam
• Capstone project
• Research
• Reflective essay or a combination of modalities.

The assessment strategy includes the following configuration and combination of weighted assessment typologies

Assessment Strategy 6 (AS6) - Two formative assessments (FA1 and FA2) will count forty (40%) percent - twenty percent (20%) each - towards the overall mark. Summative assessments one and two will count sixty percent (60%) - thirty percent (30%) each towards the overall mark.

Assessment Strategy R (ASSR) - Five Formative Assessments (FA1 - FA5), which will consist of different aspects of a research proposal, will count twenty five percent (25% - five percent (5%) each, towards the overall mark. Formative Assessment 6 will include the completed research proposal and an application for Ethical Clearance, which will count twenty-five percent (25%) of the final mark. Summative Assessments one and two will count fifty percent (50%) of the final mark, forty percent (40%), and ten percent (10%), respectively.