Diploma in Human Resource Management Practice

Purpose

The purpose of the qualification is to enable graduate learners to enter a career in Human Resource Practice within a variety of organisations and to enable them to meet the distinct expectations and demands set by modern commerce. Such expectations relate to the fact that Human Resource practices within organisations must be deployed to strengthen the competitive advantage of focal organisations as well as contribute towards the value chain.

Learners enrolled in the qualification will be provided with a qualification that is vocational in its orientation, which includes professional, vocational, and industry-specific knowledge that provides a sound understanding of general theoretical principles, as well as a combination of general and specific practices and procedures and their application.

Learners are empowered to demonstrate focused knowledge and skills in the Human Resource Management field and possess the knowledge and the skills to apply this within a workplace context. The depth and specialisation of knowledge gained, together with practical skills and experience in the simulated workplace context enables successful learners to enter a number of career paths such as HR administrators, HR officers, training officers, or skills development managers, and to apply their learning to particular employment contexts from the outset.

The qualification supports the logical progression in learning by introducing learners to the basic concepts, theories and fundamental knowledge pertaining to Human Resource Management Practices in the first year. This positions them to master the more complex skills of analysing, interpreting and applying the principles and theories of human resources in the context of modern business in the second and third years. The curriculum contributes towards the achievement of qualification outcomes by introducing simple concepts that provide the foundation for progression into more complex concepts. This is required to ensure the achievement of competencies within the qualification which effectively link the different modules in the qualification together through the Work - Integrated Learning (WIL) modules. The aim of these modules, offered in the second and third years of the qualification, is to promote the ability of learners to think and act strategically within a variety of given contexts and to position successful learners to effectively contribute to the economic welfare of the organisation that employs them.

Rationale

While most of the original rationale that supported this qualification being accredited in 2012 remains the same, we have updated the relevance of the qualification in the current South African context.

Human Resource Management aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives. The importance of people to ensure organisational success is receiving increasingly more attention in the field of Human Resource Management. The focus is on the effect of human resources on business performance and how effectively managed human resources benefit organisational development. Within the South African market, there has been a growing emphasis on the importance of Human Resources Management to ensure organisational development, organisational growth, and the creation of a competitive corporate environment. Organisations are increasingly realising the value of qualified professionals in this field.

To educate learners and to comply with market demand, the qualification aims to expand Human Resource skills in terms of recruiting, developing, and evaluating staff, assisting in resolving disputes and dealing with employment relations as well as personnel administration and training. The qualification will provide the required skills and knowledge that are essential for entry-level positions in a variety of Human Resource (HR) business roles. The specific selection of modules in this qualification aims to equip the learner to become productive in a short space of time as an HR practitioner or related position in industry. They will be able to engage efficiently with the HR functions in an organisation and contribute as a generalist or specialist in a particular HR discipline.

Career opportunities for immediate graduates of this qualification exist as

• HR Officer.
• HR Administrator.
• Training Officer.
• Skills Development Manager.
• Recruitment Consultant/Specialist.
• Employee/Industrial Relations Officer.
• Payroll Administrator.

This qualification will prepare graduates to further their human resource management studies at Higher Education Qualifications Framework (HEQF) Level 7.

Recognition of Prior Learning (RPL)

Each RPL application involves the design of a qualification-specific instrument. The institution has principles in place for the design of these instruments. RPL processes are qualification specific because the criteria against which evidence of prior learning is evaluated are determined by the learning normally assumed to be in place for qualifications at the level and in the field concerned.

The learning assumed to be in place for the qualification is assessed against exit level outcomes equivalent to the formal learning required for admission. This would include an evaluation of the content as well as the applicant's cognitive and technical competence. Applicants are provided with the qualification specific instrument, Credit Accumulation and Transfer, Recognition of Prior Learning and Qualification Completion Policy and supporting documentation. Applicants are required to provide both an argument and a portfolio of evidence to demonstrate how they achieved the learning assumed to be in place. In addition, we have processes in place for the evaluation of applications, namely that a team of experts/academics in the field complete a standard assessment rubric. The teams' decision is reviewed and ratified by a senior member of The Institution's Central Academic Team. Thereafter, all RPL admissions are tabled at Senate for approval.

Entry Requirements

The minimum entry requirement for this qualification is

• National Senior Certificate, NQF Level 4, granting access to Diploma studies.

Or

National Certificate (Vocational), NQF Level 4, granting access to Diploma studies.

This qualification consists of the following compulsory modules at NQF Level 5, 6 totalling 371 Credits.

Compulsory Modules at Level 5,165 Credits

• Human Resource Management 1A, 8 Credits.
• Business Management 1A, 11 Credits.
• Accounting 1A, 12 Credits.
• Introduction to Personal Computing, 5 Credits.
• Analytical Techniques, 10 Credits.
• Human Resource Management 1B, 8 Credits.
• Business Management 1B, 11 Credits.
• Accounting 1B, 12 Credits.
• Business Communication, 10 Credits.
• Employment Practices, 8 Credits.
• Introduction to Labour Law, 12 Credits.
• Advanced Spreadsheet Projects, 8 Credits.
• Organisational Psychology, 10 Credits.
• Introduction to Project Management 9 Credits.
• Payroll Administration and Systems, 16 Credits.
• Work-Integrated Learning, 15 Credits.

Compulsory Modules at Level 6,170 Credits

• Human Resource Management 2A, 15 Credits.
• Business Management 2A, 18 Credits.
• Management of Training A, 8 Credits.
• Human Resource Management 2B, 15 Credits.
• Business Management 2B, 18 Credits.
• Management of Training B, 8 Credits.
• Business Management 3A, 18 Credits.
• Employment Relations, 18 Credits.
• Labour Law 2, 14 Credits.
• Business Management 3B, 18 Credits.
• Work-Integrated Learning, 20 Credits.

Compulsory Modules at Level 7, 36 Credits

• Human Resource Management 3A, 18 Credits.
• Human Resource Management 3B, 18 Credits.

1. Communicate effectively and professionally in a business environment including the ability to present and communicate information reliably and appropriately.
2. Identify and apply Human Resource discipline specific principles, practices and processes in a variety of contexts.
3. Demonstrate the ability to respond to given or contextual abstract problems pertaining to human resource practice within a business environment.
4. Demonstrate the ability to perform a wide range of human resource administrative functions in a business against relevant policy and legislative matters.
5. Apply a range of methods to resolve human resource-related problems and challenges inclusive of the introduction to change within a business environment.
6. Function effectively and ethically in a team as a responsible business leader and contribute to the economic welfare of a business.

Associated Assessment Criteria for Exit Level Outcome 1

• Employ appropriate grammar, syntax and punctuation in written and oral communication applications to adjust conventions to business purposes.
• Use various communication techniques to plan and administer human resource activities within a business environment.
• Communicate according to organisational practises and standards.

Associated Assessment Criteria for Exit Level Outcome 2

• Demonstrate knowledge of human resource principles, practices and processes in a business context.
• Demonstrate knowledge of relevant labour practice legislation and organisational policy requirements applicable to employee and labour contracts.
• Compile training and development plans according to individual and organisational development requirements.
• Employ a variety of human resource practices, concepts and theories to implement and manage performance according to organisational policy.

Associated Assessment Criteria for Exit Level Outcome 3

• Identify, contextualise and evaluate business opportunities and propositions related to human resource development and management decisions.
• Assess market trends to determine the impact on the human resource function in business.
• Propose practical solutions to a variety of human resource related challenges in business.

Associated Assessment Criteria for Exit Level Outcome 4

• Legislation governing human resource practices are interpreted for implementation within a business environment.
• Administer and apply performance management policies and procedures inclusive of disciplinary and grievance procedures within a business environment.
• Demonstrate the ability to administer payroll functions in business.
• Prepare all required BEE and DoL returns as required by legislation.

Associated Assessment Criteria for Exit Level Outcome 5

• Assess human resource problems and challenges and identify appropriate sources of information to help inform decisions to resolve the problem or meet the challenge.
• Conduct basic research to resolve HR related problems through the collection, analysis and synthesis of the data and the display of results in report format.
• Apply change management principles and plans related to HR to create a competitive advantage within the broader business environment.

Associated Assessment Criteria for Exit Level Outcome 6

Demonstrate ability to

• Function as part of a team.
• Provide ethical business leadership.
• Evaluate business patterns and statistics as the basis for good business decisions to ensure the economic well-being of an organisation of choice.

Integrated Assessment

Formative Assessment

Learning and assessment are integrated. Continual formative assessment is required so that learners are given feedback on their progress in the achievement of learning outcomes. The scheme of work includes assignments, real-world briefs, tests and an integrated qualification portfolio based on the learning material and learners are given feedback. The process is continuous and focuses on smaller sections of the work and limited numbers of outcomes.

Summative Assessment

Summative Assessment is concerned with the judgement of the learning in relation to the Exit Level Outcomes of the qualification. Such judgement must include integrated assessments which test the learner's ability to integrate the larger body of knowledge, skills and attitudes that are represented by the Exit Level Outcomes as a whole. Examinations, projects, reports or equivalent assessments, such as a portfolio of evidence, assess a representative selection of the outcomes practised and assessed. Summative assessment also tests the learner's ability to manage and integrate a large body of knowledge to achieve the stated outcomes of a module.

Integrated Assessments will be designed to achieve

• An integration of the achievement of Exit Level Outcomes in a way which demonstrates that the purpose of the qualification as a whole has been achieved.
• The evaluation of learner performance which can provide evidence of applied competence.

Criterion-referenced assessment which is clearly explained to, and understood by, the learners and which can be applied in the Recognition of Prior Learning.