Bachelor of Commerce in Human Resource Management

Purpose

The purpose of the Bachelor of Commerce in Human Resource Management is to provide learners with quality education and skills required to be an efficient and effective Human Resources manager/officer. The learners will have the appropriate knowledge and skill set to successfully bridge the gap between the new skills requirement within the discipline and the demand for qualified experts that bank the new age skills as Humane Resource decision makers.

This qualification is designed to develop competent and work-ready Human Resources professionals. The proposed curriculum is designed to provide the learner with the necessary knowledge required by Human Resources professionals in both the core and related disciplines to develop a thorough understanding of the essential elements of a business. Modules have also been developed to ensure that learners are equipped to understand current trends and the impact of technological advancements on Human Resources practices to ensure that content is relevant to the needs of the current volatile business environment.

Upon completion of this qualification, qualifying learners will be able to

• Discuss the fundamental concepts associated with human resources practice.
• Critically analyse the fundamental theories and conceptual knowledge of Business Management.
• Demonstrate an understanding of the importance of communication in an organisation and the communication process, models, intercultural communications, and the levels of communication.
• Discuss the evolution of information systems illustrating knowledge of the use of different computer and system components.
• Demonstrate an understanding of the importance and contribution of Training and Development in achieving the organisational Human Capital objective.
• Discuss key concepts, objectives, and importance of Performance Management as a subsection of Human Resources Management and exhibit knowledge of the various Performance appraisal systems.
• Compile an analysis of the macro and micro economic environment that impacts organisational performance and provide methods to manage these factors.
• Show a professional and appropriate work ethic and abide by business law in the dynamic business environment.

This qualification aims to produce learners who are in possession of the following attributes

• Analytical thinking.
• Ability to manage complex supply chain problems.
• Ability to effectively direct a team towards an objective.
• Effective communication skills.
• Statistical and mathematical skills for decision-making.
• Ability to identify, diagnose and solve Human Resources challenges.
• Ethical conduct.
• An understanding of corporate governance principles.
• Social responsibility.

Rationale

Almost every profession in the world is changing owing to the fourth industrial revolution, and Human Resources Management as a body of knowledge and profession is no exception. The different facets of Human resources Management have enhanced and evolved due to the advent of disruptive technology coupled with the sudden emergence of the COVID-19 Pandemic. These two factors have compelled the management of organisations to adopt innovative and creative strategies that afford them the opportunity to survive the rough terrains of unpredictable markets and business environments. Firstly, it is a well-known fact that an organisation's greatest competitive edge is its motivated workforce apart from technological and infrastructure or physical resources.

During this pandemic, organisations are forced to adopt drastic steps that impact their employees' work-life culture and at an organisational level forced to adopt decisions of redeploying resources to see business continuity. In this process, the Human Resources Team has been tasked to bring in innovative and unconventional strategies to ensure the workforce is focused and contributes to the well-being of the organisation. Secondly, the advent of 4IR has challenged the traditional approaches to business operations and integration of business functions was undertaken, this approach has paved the way for renewed professions and redrafted careers.

This sudden adaptation of change in the above required new age skills set amongst employees in the organisations and more so in the Humane Resources teams and profession itself. University of Johannesburg researchers Rose Luke and Gert Heyns, maintain that employers are having trouble in filling tactical and strategic level positions. "Employers have indicated that, although operational positions are relatively easy to fill (63% average over both years), around 65% indicated it was difficult to fill tactical level positions. Strategic level positions are becoming more challenging to fill with 63% indicating difficulties in 2011 and 66% in 2012. The information technology sector is going through a mass exodus of software professionals, this challenge needs special Human Resource professionals, who maintain the ability to keep the appetite for employment amongst the employees and organisational growth in the Information Technology sector. These above-mentioned scenarios advocate the need for a skilled workforce as well as indirectly allude to the fact of acquiring a new skill set of HR professionals who think out of the box.

This qualification is developed to provide a solution to these macro business environment factors from a Human Resources Management perceptive. This qualification encapsulates emerging new knowledge in the Human Resources facet and imparts learners with an equal portion of theoretical as well as practical exposure through case studies, simulation methods in teaching and learning strategies. this approach would result in work-ready learners. The aim of this qualification is to resolve the highlighted scarce skills in managerial positions more so in the Human Resource profession within the country.

The qualification coursework is designed to provide learners with a sound understanding of the core learning areas of Human Resources as well as core management functions. This qualification will equip learners with the necessary skills and competencies to function in both the private and public sectors. This qualification will provide articulation to NQF Level 8 qualifications, such as the BCom Honours in Human Resources Management in a number of private and public institutions both nationally and internationally.

Recognition of Prior Learning (RPL)

The institution has an RPL Policy benchmarked against the national and CHE policy and compares favourably with that of some private and public higher education institutions in South Africa. Thus, applicants will be considered for admission as per the policy guidelines captured in the RPL Policy.

The RPL application will be reviewed by a panel consisting of academic experts from the relevant department and other academics and managers from the institution. The panel will consider formal academic qualifications, work experience, relevant professional certifications, and membership in professional bodies.

RPL for access

The RPL panel will consider applications for

• Admission to a qualification (restricted to 10% of the cohort)
• The awarding of credit exemption equivalence for a specific discrete module within the qualification.

Entry Requirements

The minimum entry requirement for this qualification is

• National Senior Certificate (NSC), NQF Level 4, granting access to Bachelor's degree studies.

Or

• An equivalent NQF level 4 qualification with proven proficiency in English.

Or

• National Certificate Vocational (NCV), NQF Level 4, granting access to Bachelor's degree studies

Or

• Amended Senior Certificate (ASC), with Degree endorsement.

Or

• Senior Certificate (SC), with University Exemption or Degree endorsement.

Or

• Higher Certificate, NQF Level 5 in a cognate field of study.

Or

• Diploma, NQF Level 6 in a cognate field of study.

This qualification consists of the following compulsory modules at National Qualifications Framework Level 7 totalling 360 Credits.

Compulsory Modules, NQF Level 5, 120 Credits

• Fundamentals of Financial Accounting, 15 Credits.
• Business Communication, 15 Credits.
• Business Management, 15 Credits.
• Introduction to Human Resources Management, 15 Credits.
• Introduction to Information Technology, 15 Credits.
• Training and Development,15 Credits.
• Business Management, 15 Credits.
• Introduction to Human Resources Management, II 15 Credits.

Compulsory Modules, NQF Level 6, 120 Credits

• Economics, 15 Credits.
• Business Statistics, 15 Credits
• Payroll Management, 15 Credits.
• Human Resources Management, 15 Credits.
• Economics, 15 Credits.
• Business Law, 15 Credits.
• Employee Health and Wellness, 15 Credits.
• Human Resources Management, II 15 Credits.

Compulsory Modules, NQF Level 7, 120 Credits

• Project Management, 15 Credits.
• Organisational Development and Change Management, 15 Credits.
• Human Resources Information Systems, 15 Credits.
• Strategic Human Resources Management, 15 Credits.
• Strategic Management, 15 Credits.
• Group Dynamics and Behaviour, 15 Credits.
• Ethics and Corporate Governance, 15 Credits.
• Strategic Human Resources Management, II 15 Credits.

1. Demonstrate an understanding of the evolution of Human Resources Management as a specialised knowledge area focusing on human resources requirements in a business environment and be able to discuss the fundamental concepts associated with human resources practice.
2. Critically analyse the fundamental theories and conceptual knowledge of Business Management.
3. Demonstrate an understanding of the importance of communication in an organisation and the communication process including communication models, intercultural communications, and the levels of communication applicable in a work environment.
4. Discuss the evolution of Information systems illustrating knowledge of the use of different computer and system components with emphasis on the contemporary technology used for conducting business meetings, conferences, virtual meetings, and training initiatives.
5. Demonstrate an understanding of the importance and contribution of training and development in achieving the organisation's Human Capital objectives and principles of talent management.
6. Discuss key concepts, objectives, and importance of Performance Management as a subsection of Human Resources Management and exhibit knowledge of the various performance appraisal systems that facilitate the effective evaluation of employee performance and the contribution of the performance appraisal process to the overall organisational productivity and performance.
7. Show a professional and appropriate work ethic and abide by business law in the dynamic business environment in South Africa.

Associated Assessment Criteria for Exit Level Outcome 1

• Discuss the evolution of Human Resources Management to develop an overview of the journey and progress made in the field of Human Resources as a sub-segment of management sciences.
• Discuss roles and responsibilities of the staff based in the Human Resources department to provide a greater understanding of the functionality associated with the Human Resources department and the role of the department.
• Examine contemporary issues affecting Human Resources Management to develop a greater understanding of the process and procedures adopted to overcome the issues or matters thus raised.

Associated Assessment Criteria for Exit Level Outcome 2

• Examine basic concepts, and the nature of entrepreneurship for different start-ups and small businesses to understand the challenges faced by the entrepreneurs in the South African economies.
• Examine the essential success factors as well as challenges of starting a business in an emerging economy and understand the entrepreneurial strategies for growth in small businesses and start-ups.
• Analyse relationships and the functional integration of various enterprise functions in a small business and their impact on the success of the business.
• Apply knowledge of developing and analyzing successful business plans for small businesses and start-ups to be examined.

Associated Assessment Criteria for Exit Level Outcome 3

• Discuss the communication process including communication models, intercultural communications, and the levels of communication in the organisation to enhance understanding of the importance of effective communication in an organisational context.
• Explain formal and informal communication structures and operate in a business environment to show understanding of the available structures and their relative impact on the communication process in the workplace.
• Discuss concepts of groups and conflict in groups from a communication perspective to understand the impact of group dynamics on the effective functioning of business.
• Maintain and understand the role of technology as a means of ethical business communication so that when engaging the technological communication platforms, it is ensured ethical business practice.

Associated Assessment Criteria for Exit Level Outcome 4

• Apply fundamental concepts and use of business-related technology to be understood to perform basic job-related functions.
• Use contemporary technology for conducting business meetings, conferences, virtual meetings, and training initiatives to be interrogated to enhance knowledge on applying the technology to business needs.
• Illustrate the elementary level of operating systems and the system development life cycle with a view to effectively using the knowledge in daily job scenarios.

Associated Assessment Criteria for Exit Level Outcome 5

• Discuss the importance and the role of training and development as a component of the Human Resource Management function from a national and regional context.
• Identify and examine training needs to ascertain organisation preparedness to the current and future skill set needs and thereby adopt and administer training qualifications to bridge the skills gap.
• Understand the role of the regulatory framework and government institutions overseeing the skills development landscape in South Africa and effectively enjoy the benefits from the skills development provisioning, which is of mutual benefit to individuals, organisation as well as the industry.

Associated Assessment Criteria for Exit Level Outcome 6

• Discuss concepts, objectives and importance of Performance Management as a subsection of Human Resources Management to establish the role of management in ensuring effective implementation of Performance management processes to achieve organisational growth and productivity.
• Examine various performance appraisal systems to gain knowledge on the relative effectiveness and applicability of the systems in evaluating and capturing the actual performance of the individuals, teams, and departments in comparison with the projected goals and performance objectives of the organisation.
• Identify causes of performance challenges in the organisation, interrogate poor performance to the company adopt appropriate measures to enhance performance and identify training interventions where gaps in the skill set.

Associated Assessment Criteria for Exit Level Outcome 7

• Survey the South African legal system to assess appropriate relation to commercial law.
• Analyse the role of ethics in the contemporary world of business and within the context of corporate governance.
• Understand the role of ethics in decision-making in business, including ethics related to corporate responsibility.

INTEGRATED ASSESSMENT

This qualification uses the following assessment strategies namely summative and formative strategies, a number of assessment techniques and instruments are used to ensure appropriate learning and evaluation.

Formative Assessment

Formative assessment methods will be used in the qualification using a range of assessment methods and approaches. Learners are provided with various assessment opportunities to develop and demonstrate attainment of the exit outcomes of this qualification.

The assessment approaches include

• Mid-semester assessment
• At a minimum of at least one assignment or project.
• At a minimum of at least one class written test.
• Constructive classroom activities.
• Attendance.

Summative Assessment

One final written examination.

No. Assessment Percentage.

• Class Test 20%.
• Written Assignment/ Project 20%.
• Mid-Year Written Examination 60%.
• Final Mark: 100%.

40% of the Dual Performance mark and 60% of the written examination are combined to produce the final total. Qualifications that require continuous assessment, practical assessment, and external written examinations by relevant accreditation authorities - as per criteria the rules will apply.

Moderation of Assessment

All formative and summative assessments of non-exit level modules will be internally moderated by either the Qualification Co-coordinator or Module coordinator. In the case of the exit level modules, external experts from industry (provided they have the requisite academic qualifications at NQF 8), private and public higher education institutions with relevant academic qualifications (NQF8) as well as experience, will be appointed to serve as external examiners. The Institute will develop a database of highly qualified experts who will be called upon from time to time to assist with the moderation of the assessment tools as well as the learners' responses/scripts.

This qualification does not have any WIL.