Bachelor of Commerce in Human Resource Management

Purpose

This qualification is aimed at introducing learners to the basic functions, concepts and theories of human resource management. Moreover, learners are expected to demonstrate the strategic link between human resource management and other organisational functional areas as well as the corporate strategy. In a context of intense competition and fast-changing business conditions, placing employees into the right jobs; ensuring proper and appropriate training, motivation, and development; and monitoring and improving performance, all directly enhance the efficiency and effectiveness of organisations.

The qualification is directed towards learners with a keen interest in human resource management, intending to occupy or occupying, junior or middle positions and aspiring towards senior management positions in private, public and non-profit organisations. Such learners would have had no or limited previous exposure to the theoretical underpinnings of human resource management.

In order to ensure effective development of key skills knowledge and attributes, contact lectures, seminars, workshops, and tutorials are to be enhanced with online activities such as quizzes and discussion forums by means of the Learning Management System. Therefore, the Bachelor of Commerce (BCom) (Human Resource Management) will:

• Contribute to international, regional and national goals by facilitating capacity building and skills development in human resource management for social and economic development.
• Empower graduates with the skills and competencies necessary to grow and develop in the private and business sectors.
• Contribute to skills development in South Africa by enhancing the acquisition, development and promotion of ethical practices and effective human resource governance in the public, private and not for profit sectors.

Rationale

The rationale for the Bachelor of Commerce in Human Resource Management (BCom) (Human Resource Management) is strategically aligned with local and international needs as the qualification aims at developing Human Resource Management competencies essential to achieving organisational sustainability and competitive advantage. According to the South African National Human Resource Competency Model, key areas for development are Human Resource Governance and Risk, Human Resource Service Delivery, Leadership, Human Resource and Business Knowledge, and Equality and Diversity issues. Internationally, people management skills are among the top key skills required by professionals to thrive in an ever changing business environment. The qualification will enhance the development of key competencies in human resource management and contribute to social and economic transformation locally and internationally.

Recognition of Prior Learning (RPL)

The institution adheres to national requirements for the Recognition of Prior Learning (RPL) and has an RPL policy and procedures in place. In this context, the institution will allow for an educationally appropriate alternative access to the qualification. In so doing, it will recognise the following fundamentals:

• Formal learning, such as a course offered by a professional body, enterprise, private educational institution, or by any other accredited provider recognised by the institution. These may include professional development or on-the-job-training.
• Experience of approximately three to five years working within the industry may be considered in conjunction with the academic record of the candidate based on the institutional policy of Recognition of Prior Learning.

With regard to Credits Accumulated Transfer (CAT), the institution may grant credit for subjects (modules) passed, with satisfactory grades, at other recognised higher education institutions if:

• The subject is considered to be equivalent in content and standard to those offered by the institution.
• It is relevant to the planned course/qualification of study.

The student must still complete at least half the qualification units/modules at the institution in order to be awarded a Degree. Applications will be considered on a case-by-case basis.

Entry Requirements

The minimum requirements for admission to this Bachelor of Commerce in Human Resource Management are

• National Senior Certificate (NSC) granting access to Bachelor's Degree studies.

Or

• National Certificate with appropriate subject combinations and levels of achievement.

Alternatively, a Higher Certificate, Advanced Certificate or a Diploma in a cognate field may satisfy the minimum admission requirements.

This qualification consists of compulsory and elective modules at Levels 5, 6 and 7 totalling 360 Credits.

Compulsory Modules at Level 5: 120 Credits

• Introduction to Information Systems, 15 Credits.
• Basic Accounting, Costing and Financing, 15 Credits.
• Principles of Marketing, 15 Credits.
• Introduction to Micro and Macro Economics, 15 Credits.
• Introduction to Management, 15 Credits.
• Principles of Psychology, 15 Credits.
• Foundations of Human Resource Management (HRM), 15 Credits.
• Managerial Communication, 15 Credits.

Compulsory Modules at Level 6: 120 Credits

• Governance and Ethics, 15 Credits.
• Business Statistics,150 Credits.
• Labour Relations Framework for HRM, 15 Credits.
• Organisational Psychology, 15 Credits.
• Education Training and Development in Organisations, 15 Credits.
• Fundamentals of Human Resource Planning, 15 Credits.
• Compensation and Reward Systems, 15 Credits.
• Fundamentals of Leadership and Teamwork, 15 Credits.

Compulsory Modules at Level 7: 90 Credits

• Managing Change and Innovation, 15 Credits.
• Strategic HRM: Implementation and Metrics, 15 Credits.

(Talent Management Specialisation)

• Talent Attraction, Management and Retention, 15 Credits.
• Selection and Assessment of personnel in Human Resource Management, 15 Credits.
• Workplace Wellness, 15 Credits.
• Advanced Education, Training and Development in Organisations, 15 Credits.

Or

(Employment Relations Specialisation)

• Contemporary issues in Employment Relations, 15 Credits.
• Labour Economics, 15 Credits.
• Labour Dispute Resolution Techniques, 15 Credits.
• Comparative Employment Relations, 15 Credits.

Elective Modules at Level 7: 30 Credits (Select two modules)

• Service Business Management Simulation, 15 Credits.
• Entrepreneurship, 15 Credits.
• Public Sector Management, 15 Credits.
• Compliance and Risk Management, 15 Credits.

1. Elaborate on the key concepts in human resource management with reference to various organisational practices, strategies, institutional frameworks and environments.
2. Identify and explain the key competencies related to the human resource management professional, which include: designing/delivering training, developing job descriptions, recruitment and selection, compensation and reward, managing employment relations and promoting workplace wellness initiatives.
3. Examine methods and techniques which could be utilised by organisations to motivate and work with employees across a range of employment situations.
4. Apply analytical and problem solving skills within the human resource management discipline.
5. Communicate, plan, budget, and make appropriate decisions; whilst employing information technology - individually and as a team.
6. Evaluate human resource management and business practices that are appropriate and relevant in different organisational, national and international contexts.

Associated Assessment Criteria for Exit Level Outcome 1

• Discuss the key components of the human resource value-chain as well as roles and responsibilities of the human resource manager in a typical organisation.
• Analyse the relationship between the environment; strategy and compensation; and reward systems.
• Elaborate the contribution of training and development activities towards strategic organisational development.
• Conduct an economic, social, legal, ethical and political analysis of factors affecting the human resource management function.
• Outline the challenges/issues confronting human resource management specialists.
• Distinguish between international and domestic human resource management practices.
• Research information pertaining to legal issues that impact on human resource management.

Associated Assessment Criteria for Exit Level Outcome 2

• Discuss the competencies essential for the human resource professional in the context of changing strategic roles.
• Assess the impact of changes in the external and internal environment; on the roles and responsibilities of human resource management.
• Elaborate on how emerging trends in team dynamics; leadership; and team development impact on the overall functioning of an organisation.
• Describe the link between performance management and other human resource management functions.
• Analyse a case study on the consequences of poor employment relations in an organisation.
• Discuss relevant labour legislation.
• Provide examples of how culture affects managerial communication.

Associated Assessment Criteria for Exit Level Outcome 3

• Analyse a case study on the key developments in strategic human resource management and their impact on the operations of diverse organisations.
• Assess the role of health promotion qualifications in promoting psychologically safe workplaces.
• Elaborate on challenges related to performance management and employee compensation when managing globally.
• Illustrate the key competencies required to successfully design and deliver a training qualification.
• Compare and contrast the different tripartite relationships in employment relations.
• Provide practical examples of how culture affects managerial communication.

Associated Assessment Criteria for Exit Level Outcome 4

• Critically appraise the structures and processes available to human resource managers in managing change and innovation.
• Identify challenges in human resource management in a case study and recommend appropriate remedial action.
• Discuss the relationships between: National income; Labour economics; Budgets; Interest rates; and Inflation on the human resource management.
• Recommend appropriate talent retention strategies for the public, private and not for profit sectors.
• Outline the management, negotiation and conflict resolution skills that fosters a positive employment relations climate.
• Analyse the various processes, methods and constructs of personnel selection and assessment as well as their limitations.

Associated Assessment Criteria for Exit Level Outcome 5

• Evaluate the role of teamwork and effective leadership skills in promoting organisational efficiency and effectiveness.
• Appreciate the value of skills development within the local and global context.
• Present a report on the importance of metrics, analytics, and information technology in aiding human resource planning.
• Explain the operational, managerial and strategic roles of information systems.
• Describe how information technology is used in modern information systems to support end user collaboration, enterprise operations, managerial decision making and strategic advantage.
• Perform statistical analysis to extract additional information from business data.
• Assess validity and reliability of selection tests in HRM.
• Propose a strategic human resource management plan that can be implemented in order to address human resource management problems and challenges.

Associated Assessment Criteria for Exit Level Outcome 6

• Critically evaluate the central role of leadership in developing an effective, employee centered organisation.
• Elaborate on the importance of designing internally and externally consistent compensation and reward packages that recognise labour market and equity constraints.
• Propose strategies for human resource management in creating and managing an environment for change and innovation.
• Execute an integrated management project on change and innovation in human resource management.
• Assess validity and reliability of psychometric tests when selecting employees for an organisation.
• Critically appraise a case study on labour dispute procedures and regulations regarding litigation, review and appeal in the Labour Court.

Integrated Assessment

The institution practices an integrated system of assessment, in terms of which students are assessed on an ongoing basis. Integrated assessment will be regarded as an essential component of this qualification to ensure that the stated purpose of the qualification is achieved. Formative and summative assessment techniques will be used.

Students will be assessed by

• Problem solving exercises.
• Individual/group assignments and presentations.
• Case study analyses.
• Report writing.
• Practical application of skills and competencies.
• Tutorial participation.
• Practical projects.
• Role-play.
• Online discussions.
• Case study analysis.
• Reflective documentation of learning.
• Practical projects.
• Examinations.