Master of Commerce in Employment Relations and Human Resources

Purpose

The purpose of the Master of Commerce in Employment Relations and Human Resources is to provide learners with a comprehensive local and global perspective of employment relations and human resources. The advanced study should deliver a thorough theoretical and practical grounding, qualifying learners to think analytically and strategically, to identify and apply best practices in the management of people and organisations and to lead organisational change in South African and international organisations.

The qualification aims to develop learners' ability to be effective strategic business partners, employee advocates, knowledgeable change agents, and organisational leaders.

Learners should demonstrate an understanding of contemporary work and employment issues; critical and analytical thinking and problem-solving skills to address challenges and solve complex organisational-related employment problems in an adaptive and innovative manner; the ability to formulate logical arguments based on theory and analysis which together with a broad range of communication competences would influence and engage a diverse group of employees and stakeholders; and excellent research skills to analyse and respond to the rapid changes reshaping local and international labour markets, work practices and policies.

The learning qualification would allow working specialists to further their careers into more senior management positions and for those new to the field to fast-track their careers. Career opportunities in employment relations and human resources for learners would not be limited to private organisations but could include the public and not-for-profit sectors. Further opportunities exist in employment consultancies, dispute resolution agencies, labour organisations, and international bodies such as the International Labour Organisation.

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

• Apply employment relations theoretical and conceptual tools to analyse complex employment relations systems and to address specific performance, justice, labour, and employment relations problems.
• Integrate and apply substantive and procedural law principles to the relationships among employers, employees, employer organisations, trade unions and the state.
• Integrate and apply knowledge of various regulatory systems and ethical codes to the relationships among employers, employees, employer organisations, and trade unions.
• Analyse, evaluate and apply a range of theoretical perspectives, trends, practices, and strategies to the management of human resources and employment relations in organisational settings.
• Access, process, analyse, evaluate, and communicate information to improve organisational performance.

Rationale

In the 1980's post the implementation of the 1979 Wiehahn Commission recommendations, Trade Unions, determined to bring about both workplace and political change, actively engaged and challenged employers. In response to the rapid increase in adversarial industrial relations in the Eastern Cape, senior members of the department set up executive qualifications and an honours qualification in labour relations and human resources.

Post-1995, the Department introduced a Master's qualification to fill the gap in advanced Labour Relations and Human Resources. It was prompted by the significant changes made to the South African political and legislative environment introduced to normalise employer-employee relationships and create a climate which would facilitate the outcomes of economic efficiency and social justice.

As South Africa entered the global environment and markets, the country was readmitted to the International Labour Organisation (ILO), became a signatory to key conventions and embraced the concept of social dialogue. The suite of labour legislation that passed through the National Economic Development and Labour Council reflected the mainstreaming of ILO principles, conventions, and recommendations.

Further, given the multiple transformative challenges and changes in the world of work, driven by technological changes as in the 4th Industrial Revolution, environmental and climate change, globalisation, threats of pandemics, as well as persistent inequalities between and within nations, the World Economic Forum Future of Jobs Report 2016 highlighted the need for strong social and collaborative skills to manage the inevitable changes. The report emphasised that human resource management skills needed to be strengthened across the globe to ensure that a strategic approach was taken to providing the workforces of the future.

In response to the same challenges likely to impact the world of work, the International Labour Organisation reaffirmed its commitment to the belief that universal and lasting peace and prosperity could be accomplished only if it is based on social justice. Achieving social justice and economic efficiency requires professionals cognisant of the concepts, benefits and management of social dialogue, social protection, rights at work and job creation all pillars of decent work.

South Africa needs employment relations and human resource professionals to manage this complex and challenging environment at multiple levels, namely nationally, within a sector or industry and at the level of the workplace. Organisational performance is dependent on good people management which means the ability to manage and develop employees using sound employment relations, good human resource practices such as recruitment, retention, training and development and performance management. South Africa is hampered by skills shortages in the arena of employment relations and human resources with the South African Department of Higher Education and Training having listed human resource management skills among their occupations in high demand in South Africa.

Recognition of Prior Learning (RPL)

RPL provides alternative access and admission to qualifications, as well as advancement within qualifications. RPL will be applied to accommodate applicants who qualify.

This qualification offers learners a thorough grasp of employment relations and human resource issues, consistent with the institutional mission and goals. Given the rapidly changing global environment for both the world of work and higher education, the content of the qualification has been reviewed, a separate research method module included and further, with the advances in technology and changing emphasis towards blended learning, the delivery mechanism of the qualification has been adapted.

RPL for access

• Learners who do not meet the minimum entrance requirements or the required qualification that is at the same NQF level as the qualification required for admission may be considered for admission through RPL.
• To be considered for admission in the qualification based on RPL, applicants should provide evidence in the form of a portfolio that demonstrates that they have acquired the relevant knowledge, skills, and competencies through formal, non-formal and/or informal learning to cope with the qualification expectations.

RPL for exemption of modules

• Learners may apply for RPL to be exempted from modules that form part of the qualification. For a learner to be exempted from a module, the learner needs to provide sufficient evidence in the form of a portfolio that demonstrates that competency was achieved for the learning outcomes that are equivalent to the learning outcomes of the module.

RPL for credit

• Learners may also apply for RPL for credit for or towards the qualification, in which they must provide evidence in the form of a portfolio that demonstrates prior learning through formal, non-formal and/or informal learning to obtain credits towards the qualification.
• Credit shall be appropriate to the context in which it is awarded and accepted.

Entry Requirements

The minimum entry requirement for this qualification is

• Bachelor of Commerce Honours, NQF Level 8.

Or

• Bachelor of Commerce Honours in Human Resource Management, NQF Level 8.

Or

• Bachelor of Arts Honours in Labour Relations and Human Resources, NQF Level 8.

This qualification consists of the following compulsory modules at National Qualifications Framework Level 9 totalling 180 Credits.

Compulsory Modules, NQF Level 9, totalling 180 Credits.

• Research Methods, 10 Credits.
• Employment Relations, 30 Credits.
• Human Resource Management, 30 Credits.
• Employment Law, 30 Credits.
• Workplace Change and Development, 20 Credits.
• Treatise, 60 Credits.

1. Apply employment relations theoretical and conceptual tools to analyse complex employment relations systems and to address specific performance, justice, labour, and employment relations problems.
2. Integrate and apply substantive and procedural law principles to the relationships among employers, employees, employer organisations, trade unions and the state.
3. Integrate and apply knowledge of various regulatory systems and ethical codes to the relationships among employers, employees, employer organisations, and trade unions.
4. Analyse, evaluate and apply a range of theoretical perspectives, trends, practices, and strategies to the management of human resources and employment relations in organisational settings.
5. Access, process, analyse, evaluate, and communicate information to improve organisational performance.
6. Apply organisational change theory and practice to the analysis of specific organisational problems and the management of solutions to improve organisational performance.
7. Engage in independent learning and research activities in the field of employment relations and human resources.

Associated Assessment Criteria for Exit Level Outcomes 1.

• Analyse global trends for the potential impact on employment relations systems.
• Evaluate, analyse, and apply employment relations theories, principles, and practices to the management of complex employment relationships.
• Examine and evaluate complex employment relations in diverse contexts through a case study approach.
• Analyse and propose changes to employment relations systems to achieve specified performance and justice outcomes.

Associated Assessment Criteria for Exit Level Outcomes 2.

• Analyse the principles and guidelines of the International Labour Organisation to identify applications within South African legislation.
• Apply the South African individual employment legislation to ensure workplace compliance.
• Apply the principles and practices for dispute resolution outlined in the South African employment legislation to the resolution of individual and collective disputes.

Associated Assessment Criteria for Exit Level Outcomes 3.

• Analyse and evaluate international, industry and organisational collective agreements for effectiveness in promoting performance and justice.
• Analyse and evaluate voluntary industry and organisational codes of conduct for effectiveness in promoting performance and justice.
• Apply the ethical codes particular to employment relations and human resource professionals to evaluate personal and organisational behaviour.

Associated Assessment Criteria for Exit Level Outcomes 4.

• Analyse and evaluate a range of theoretical perspectives, trends, practices, and strategies for potential impact on human resources and employment relations in organisational settings.
• Develop and align human resources and employment relations management strategies to ensure human resource capabilities with organisational strategies to achieve organisational goals.
• Develop and apply human resource and employment relations management strategies, practices, and processes to resolve conflict and enhance employee motivation, commitment, and performance.

Associated Assessment Criteria for Exit Level Outcomes 5.

• Analyse and apply information to align human resource strategies and practices with business strategies and practices for improved organisational performance.
• Employ technology to access, process, manage, store, and manipulate a range of human resource information for the improvement of organisational performance.
• Draw and communicate conclusions in the most appropriate manner with due regard to the social, cultural, and ethical considerations of the role players.

Associated Assessment Criteria for Exit Level Outcomes 6.

• Analyse and develop solutions for challenges within the workplace by applying employment relations, human resource and change management theory, principles, and practices.
• Distinguish for the purpose of formulating effective solutions from different perspectives and approaches of multiple stakeholder groups.
• Follow a case study approach to demonstrate the utility of theories, practices and processes of employment relations and human resources to the management of organisations.

Associated Assessment Criteria for Exit Level Outcomes 7.

• Identify and conduct a research problem relevant to the field of employment relations and human resources.
• Conduct and develop the aims and objectives of the research problem to contextualise A literature review.
• Select and apply research methods either qualitative, quantitative or mixed-method, relevant to the research problem.
• Analyse the data collected appropriately and the results or findings, based on the research data.
• Present logically the conclusions and recommendations based on the results or findings.

INTEGRATED ASSESSMENT

All the content modules follow an integrated assessment approach. The assessment tasks are aligned with the module outcomes and combine both formative and summative assessments.

The assessment instruments assess learner knowledge and understanding and ensure active engagement with the learning material. Assessment results are used to provide feedback to learners plus inform learning and teaching.

Formative Assessment

Each module contains some formative assessments which are not class mark assessments. This allows learners the freedom to offer free-ranging debate and interpretation and offers optimum opportunities for feedback from peers and lecturers. Feedback is provided on all formative assessments. Mark-bearing assignments are a mix of formative and summative assessments in the ratio of 55% for the formative assessments and 45% for the final summative assessment.

The formative assessments during the semester relate to the module outcomes and serve as part preparation for the final summative assessment. The formative assessments are a mix of progress checks:

• Case studies
• Practical exercises
• Role-plays
• Group discussions
• Presentations
• Essay
• Assignments
• Reflective journals

The research method module includes a formative assessment for the presentation of a draft proposal for peer review and then opportunities to test the understanding of research methods and research ethics through online testing.

Summative Assessment

The final summative assessment may be an examination as is the case for Employment Relations, Employment Law and Human Resource Management, or the submission and presentation of a project as is the case for Workplace Change and Development.

The external moderator visits the campus at the end of each semester during the final assessment period. The moderator reviews and moderates the formative and summative assessments for each module for all the candidates. Where appropriate the moderator may also require that selected learners present themselves for an oral examination.

The process for the research treatise is different from the coursework modules. The research treatise is formatively assessed at several stages in the development of the treatise. Initially, a draft proposal is assessed, and feedback is given during the Research Methods module. Thereafter, the final proposal serves before the School Research Committee for comment and feedback by a few reviewers. The revised proposal is submitted to the Faculty Ethics Committee who provide further feedback. Once final ethics clearance is given by the institution the learner commences with the project. At each of the subsequent stages of the finalisation of the treatise chapters and the final document, extensive formative feedback is provided by the supervisor and if appropriate the co-supervisor.