Higher Certificate in Human Resource Management

Purpose

The purpose of this qualification is to equip learners with the necessary knowledge, skills and abilities in order to perform various human resource management functions at the foundation level in an organisation. This qualification will give learners the opportunity to develop essential competencies needed within an HR context.

The qualification aims to provide learners with the knowledge and skills needed to administer and conduct various human resource functions, against the background of labour legislation and statutory requirements. Thus learners will be able to:

• Understand the process of effective recruitment and selection within organisations.
• Understand compensation and the effects of both intrinsic and extrinsic rewards in compensation.
• Have a holistic and practical understanding of employee training and development within organisations.

The qualification requires learners to demonstrate an understanding of theoretical human resource and the application of these skills.

Supporting modules will provide learners with the background against which human resource is applied in business.

Rationale

There are fundamentally two reasons that have motivated the development of the Higher Certificate in Human Resource Management qualification. Firstly it is important for the discipline to have an entry level human resource qualification in Southern Africa. Secondly, the qualification will provide learners with an entry-level qualification so as to enable their progression into a Degree in Human Resource Management.

Human resource management is critical for the long term survival of South African organisations; for people in organisations to determine their success or failure and managers and supervisors who need to cope with the changing demands of the workplace. Furthermore, the qualification enables managers and supervisors to act professionally, and to have an understanding and to be able to diagnose and solve problems.

A Certificate in Human Resource Management provides an ideal platform for learners to develop human resource competencies in order to secure a job as a Human Resource Administrator or Officer. This qualification is designed with a view to exposing learners to both the theoretical and practical aspects of human resource management in South Africa.

Recognition of Prior Learning (RPL)

This qualification may be obtained in whole or in part through the Recognition of Prior Learning.

In the cases where prior learning is to be recognised for purposes of access to the qualification

• It is assumed that the learning derived from work or life experience will be a major element in the profiles of non-standard entrants primarily by means of an examination of their curriculum vitae (CV).
• Such learners will be selected on the recommendation of a senior manager from their organisations/companies.
• Interviews will also be conducted to assess the applicants. Some of the key criteria that will be used in evaluating 'these learners will include:

(a) The applicants' motivation, maturity and realistic approach to their studies.

(b) Job description, covering relevant area of work, giving examples of tasks carried out, possibly supplying references.

(c) The nature and level of life/ work experience and prior study, and the learning which has resulted from such experience.

(d) Details of in-company short courses, length, content of material covered, standard achieved.

(e) The clarity of the applicant's educational goals and objectives.

(f) The extent to which the applicant can provide evidence of the threshold skills and knowledge for the qualification.

Where prior learning is recognised for advanced standing, credit will be given for prior certificated learning in accordance with established practice at South African higher education institutions. The amount of 'specific' credit granted is dependent on the match between prior learning and award towards which the intended qualification leads.

The following admission requirements will be considered

• Senior Certificate (SC) with no endorsements.

Or

• National Senior Certificate (NSC) with no endorsements.

Or

• National Certificate Vocational (NCV).

In addition to the above admission criteria, the following will also be considered

• Relevant experience in the business sector.
• Employee experience.
• A detailed motivational letter and Curriculum Vitae.
• Prior Learning.

This qualification consists of 6 compulsory modules at NQF Level 5, totalling 120 Credits

• Principles of Human Resource Management, 20 Credits.
• Human Resource Planning, 20 Credits.
• Recruitment and Selection, 20 Credits.
• Training and Development, 20 Credits.
• Compensation and Benefits, 20 Credits.
• Performance Management, 20 Credits.

1. Understand the components of Human Resource Management, the evolution of Human Resource Management, Strategic Human Resource Management, as well as the challenges confronting Human Resources.
2. Understand the process of effective recruitment and selection within organisations.
3. Understand compensation and the effects of both intrinsic and extrinsic rewards in compensation.
4. Have a holistic and practical understanding of employee training and development within organisations.

Associated Assessment Criteria for Exit Level Outcome 1

• The sphere of human resource management is defined.
• Strengths and areas for improvement in organisational human resources management and practices are correctly evaluated.
• Contributions are made in accordance with organisational policies and procedures, client requirements and legal requirements.
• The legislative requirements and the business policies and procedures in the human resources management activities are analysed, adhered, used and met.
• Best practices relevant to operational responsibilities are correctly identified.

Associated Assessment Criteria for Exit Level Outcome 2

• The nature and process of identifying and attracting potential employees is demonstrated.
• Human resource principles are applied when selecting and recruiting employees.

Associated Assessment Criteria for Exit Level Outcome 3

• The benefits where items in total package over and above salary are discussed.
• The human resource principles related to employee benefits compensation and management of employees are explained.

Associated Assessment Criteria for Exit Level Outcome 4

• The need, process and value of training and development are unpacked and evaluated.
• Effective communication is displayed to ensure development of employees and ensure maintenance of good working relationships.
• Problems with employees are assessed and appropriate actions are taken.
• Engagement in the process of human resource planning to determine the future supply, and demand for, human resources so as to gain or maintain competitive advantage is demonstrated.
• The need to manage the performance of employees and to ensure that employees' activities are congruent with the organisations goals is understood.
• The basic conditions of employment act and Health and Safety regulations in an organisation is understood and applied.
• Employees' performance is supervised and managed.
• Rewards and incentives are determined and applied.
• Legislation and organisational policies and procedures relevant to the core processes are correctly identified and appropriately applied to a given situation.
• Contributions to the monitoring of health and safety are appropriate to own responsibilities in the organisation and in accordance with legislative and organisational requirements.

Integrated Assessment

Assessment centres on

• A balance between theory and practice and its relevance to the level of the qualification.
• The use of appropriate technology to ensure effective communication of ideas.

Assessment methods to measure the extent to which the learner has achieved competence are as follows

Written examination

• Case studies.
• Report writing.
• Interpretative and analytical problem solving in the written examination.
• Work based assignments.
• Self-assessment activities in the course material.

> Formative assessment: The scheme of work includes assignments based on the learning material and learners are given feedback. The process is continuous and focuses on smaller sections of the wok and limited number of outcomes.

> Summative assessment: Examinations or equivalent assessment such as a research essay or portfolio in order to determine a representative selection of the outcomes practised and assessed in the formative stage. 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.