Higher Certificate in Human Resource Management

Purpose

The qualification provides an ideal platform for school leavers to develop basic human resource administration knowledge, skills and competencies. It will equip learners with valuable skills including, but not limited to performing administrative duties related to human resource management and practices; supporting the implementation of procedures and systems related to human resource practices; strategic planning; organisational development; training of employees; acquisition, development and utilisation of people; the establishment and improvement of labour and employee relations; staffing compensation; corrective conduct, and disciplinary action.

The qualification has a dual-purpose, namely (a) to facilitate access to the world-of-work for learners who are capable of knowledge performance in support of those areas of the organisation that rely on the application of the knowledge and skills systems supporting Human Resource Management; and (b) to function as a bridge for learners who haven't receive the Matriculation Endorsement at the completion of their National Senior Certificate.

Rationale

The Higher Certificate in Human Resource Management prepares qualifying learners for employment in a variety of human resource positions. The qualification will equip learners with the necessary knowledge, skills and abilities to perform various functions at foundation level in organisations.

Human Resource Management (HRM) is a critical factor contributing to the successful managing of any organisation. For business today, managing people is crucial, and the success of businesses and organisations depend largely on the people they attract and employ. People in industry and business determine thus to a great extent economic success or failure. Therefore supervisors and administrative staff must have the basic ability to engage with the changing demands of the workplace and industry.

HRM deals with the management of an organisation's workforce, from the most junior member of staff to the chief executive. Every business wants to recruit, motivate, and retain qualified employees and match them to jobs for which they are well suited. Human resource managers and practitioners are equipped and act as specialists to accomplish this by directing the administrative functions of human resource departments. Their work involves overseeing and administration of employee relations, regulatory compliance, and employees related services such as payroll, training, career development, Broad-Based Black Economic Empowerment Scorecards, relationships and negotiations with unions, and the application of labour laws. The qualifying learners will assist with the activities in the human resource department and support staff and ensure that tasks are completed accurately and on time. The learners will also participate in the administrative activities of organisational change and development.

Recognition of Prior Learning

The institution accepts Recognition of Prior Learning (RPL) as an integral part of the academic programme and as an initiative to support the transformation of the education and training system in South Africa. It is acknowledged that all learning has value and the institution accepts the challenge to assess prior learning and award credit that is aligned to the institution's qualifications to promote lifelong learning.

The Recognition of Prior Learning may allow for accelerated access to further learning. All Recognition of Prior Learning is subject to quality assurance by the relevant accredited Education and Training Quality Assurance Body and is conducted by a registered workplace assessor.

Credit is awarded for competence (demonstrated learning) only, not for experience and learning that is aligned to the learning outcomes of the institution's qualifications. Credits must be appropriate to the institution's qualification in which they are accepted and make a clear link between the career path and the learning outcomes of a particular programme at the institution.

RPL is conducted mainly on a module / subject-match basis, where an applicant qualifies for RPL for specific modules in a qualification. RPL applies to all qualification levels, and assessment is conducted by matching prior learning with the learning outcomes of individual modules/subjects or qualifications. The institution awards credits for individual modules, if, the applicant has satisfied at least 50% of the outcomes or meets all or most of the outcomes to at least 50% competency level.

Entry Requirements

The minimum entry requirement for this qualification is

• National Senior Certificate, NQF Level 4, granting access to Higher Certificate studies;

Or

• National Certificate (Vocational), NQF Level 4, granting access to Higher Certificate studies;

Or

• Senior Certificate, NQF Level 4.

This qualification consists of compulsory modules at National Qualifications Framework Level 5 totalling 120 Credits.

Compulsory Modules, Level 5,120 Credits

• Human Resource Functions, 28 Credits.
• Human Resource Training and Development, 27 Credits.
• Organisational Development, 27 Credits.
• Psychology for HR, 24 Credits.
• Employment Relations, 14 Credits.

1. Apply the basic theoretical principles of human resource management in opportunity identification and problem-solving.
2. Plan and execute the research by gathering, analysing, synthesising and interpreting the relevant information correctly and reflecting on research undertaken.
3. Demonstrate effective communication competence with the different role players in the human resource management field and applying the theoretical principles of communication.
4. Evaluate Human Resource (HR) scenarios; develop meaningful suggestions and advice to design and plan a successful outcome for the situation.
5. Organise and co-ordinate resources and opportunities in the field of HR management and apply the relevant theoretical aspects and to reflect on the application.
6. Practice acceptable social sensitivity with others and work effectively in self-directed teams by implementing the relevant theory of teamwork and evaluate the implementation thereof.
7. Utilise appropriate technologies in expanding HR management expertise.
8. Promote responsible local and global citizenship through their approach towards the holistic application of their HR management capabilities.

The following Associated Assessment Criteria applies across all Exit Level Outcomes

• Apply the HR and employment relations definitions, activities and functions to the South African context.
• Demonstrate the importance of HR planning and forecast for an organisation.
• Demonstrate an understanding of the recruitment and selection process, as well as how to motivate and retain employees.
• Demonstrate an understanding of the remuneration philosophy and process within an organisation.
• Understand the impact of organisational development on an organisation.
• Apply the different phases of the Organisational Development (OD) process during intervention with an organisation.
• Describe the macro factors affecting training and development in organisations.
• Demonstrate an understanding of the importance of training records, information systems and the development of such systems.
• Demonstrate an understanding of outcomes-based adult education and the taxonomies of learning.
• Discuss the development and implementation of management training as part of the development of human resources in an organisation.
• Understand industrial relations, unions and the labour context in South Africa.

Integrated Assessment

The assessors make use of formative and summative assessment methods to assess combinations of practical, applied foundational and reflective competencies.

Assessment practices are open, transparent, fair, valid, and reliable and ensure that no learner is disadvantaged. Learning, teaching and assessment are in line with each other. All assessments are moderated and evaluated in terms of clarity, validity and reliability.

In the case of summative assessment such as examinations, the paper and the memorandum are subjected to moderation. The term 'Integrated Assessment' implies that theoretical and practical components should be assessed together.

Tools and activities are appropriate to the context in which the learner is working. Where it is not possible to assess the learner in the workplace or on-the-job, simulations, case studies and other similar techniques are used to provide a context appropriate to the assessment.