Postgraduate Diploma: Human Resource Development

Purpose

The purpose of this qualification is to provide learners with the opportunity to develop professional and specialised competencies in the field of Human Resource Development (HRD). The Postgraduate Diploma: Human Resource Development will enable them to independently identify, analyse and manage human resource development trends, practices and problems in the context of people development in any organisation.

Rationale

This qualification is designed for the Learning and Development Practitioner to

• Access Postgraduate level knowledge, discipline, specific skills and applied competences that provide opportunities for continued personal intellectual growth, gainful employment and making a rewarding contribution to society.
• Provide South Africa with significant numbers of Postgraduates in order to ensure that the leadership base of innovative and knowledge-based economic and scholarly activity is strengthened and diversified.

It is assumed that applicants are competent in

• Theoretical and practical aspects of Human Resource Management at NQF Level 7.
• Reading and writing in the language of instruction.
• Independent learning in an Open and Distance Learning context (ODL) with minimum support.

Recognition of Prior Learning

Learners may be admitted in terms of Recognition of Prior Learning according to the institution's Recognition of Prior Learning policy.

Evidence can be presented in a variety of forms, including international or previous local recognised qualifications, reports, testimonials mentioning functions performed, work records, portfolios, videos of practice and performance records.

Access to the Qualification

• An appropriate Bachelor's Degree or an appropriate Advanced Diploma or equivalent cognate qualification in the fields of Human Resource Development or Human Resource Management.
• Learners with a degree outside the fields of Human Resource Management or Human Resource Development may be required to register for prerequisite modules from the curriculum of the Bachelor of Commerce: Human Resource Management, for non-degree purposes.

All modules are compulsory, are each worth 24 Credits, are at NQF Level 8 and together total 120 credits.

Modules

• Strategic Management.
• Organisation Development and Change Approaches.
• Strategic Human Resource Development.
• Organisation Development and Learning in the context of Human Resource Development.
• Advanced Human Resource Development.

1. Utilise the building blocks of strategic management and their inter-relatedness to develop a strategic plan with implementation guidelines in order to manage the Human Resource Development function.
2. Demonstrate a fundamental and systematic knowledge of strategic Human Resource Development with a view to determine, design and implement appropriate Human Resource Development systems and practices.
3. Manage Human Resource Development at an advanced level in such a way that it contributes towards the achievement of the objectives of the organisation.
4. Apply the principles and techniques of organisational development at a strategic level to enhance organisational performance.
5. Use comprehensive and specialised knowledge, critical reasoning and applied competence in organisation development and change.

Critical Cross-Fields Outcomes

This qualification promotes, in particular, the following Critical Cross-Field Outcomes

• Identifying and solving problems and making decisions using critical and creative thinking by applying advanced Human Resource Development principles, processes, procedures and practices in order to independently identify, analyse and manage Human Resource Development trends, practices and problems within the context of people development in any organisation.
• Working effectively with others as members of teams, groups, organisations or communities in giving and accepting work instructions pertaining to Human Resource Development, interpreting these correctly and requesting assistance in an appropriate manner as a team member or leader.
• Organising and managing self and own activities responsibly and effectively.
• Collecting, analysing, organising and critically evaluating information by reconciling the information from various sources and examining physical evidence relevant to Human Resource Development, for example, training budget, annual training report.
• Communicating effectively using visual, mathematical and/or language skills in the modes of oral and/or written presentations and presenting and communicating information and opinions related to the field of Human Resource Development in well-structured arguments, showing awareness of audience and using professional discourse appropriately.
• Demonstrating an understanding of the world as a set of related systems by recognising that problem-solving contexts do not exist in isolation; by identifying varying and diverse contexts within Human Resource Development practice; and identifying strengths and areas for improvement in own learning through self-reflection and reflection on support for organisational human resources management and practices.
• Operating in variable and unfamiliar learning contexts, that require responsibility, initiative; capacity to self-evaluate and identify and address personal learning needs and to interact effectively in a learning group.

Associated Assessment Criteria for Exit Level Outcome 1

• Explain strategic management and how it fits into the contemporary business environment.
• Conceptualise the building blocks of strategic management and the interrelationship of the various building blocks.
• Critically evaluate a strategic management plan for a multi-business South African organisation.
• Develop a strategic plan with implementation guidelines based on the building blocks of strategic management for a small single/dominant product organisation or a division of a multi-business organisation.

Associated Assessment Criteria for Exit Level Outcome 2

• Position the Human Resource Development function in the organisational structure.
• Demonstrate an ability to integrate strategic Human Resource Development issues with other HR functions and the operational objectives of the organisation.
• Discuss the functioning of Human Resource Development from an investment perspective with the focus on the challenges faced by human resource developers.
• Critically discuss the strategic role of Human Resource Development in the organisation and how this function can contribute to the achievement of an organisation's strategic objectives.
• Develop and manage a strategic Human Resource Development plan for the organisation in a simulated environment.
• Formulate, implement and evaluate Human Resource Development policies and procedures in a simulated environment.
• Formulate, implement and evaluate a Human Resource Development strategy in a simulated environment.
• Develop, with guidance, a Quality Management System for a simulated organisation.

Associated Assessment Criteria for Exit Level Outcome 3

• Interpret both external and internal environmental influences on the management of Human Resource Development in an organisation.
• Develop relevant policies, processes and procedures for advanced Human Resource Development practices, taking into consideration the appropriate organisational requirements, national imperatives and international benchmarks.

> Range: This includes developing and monitoring the implementation of all necessary Human Resource Development policies and procedures in an organisation as well as training and advising line managers on the implementation of such policies and procedures.

• Manage, with guidance, the implementation of Human Resource Development policies, processes, procedures, practices and programmes.
• Manage, with guidance, the identification and application of appropriate techniques and instruments for the evaluation of the effectiveness of Human Resource Development interventions.
• Manage, with guidance, the development and implementation of an appropriate quality assurance system in an organisation.
• Manage, with guidance, the implementation of leadership and management development interventions in the organisation to enhance organisational performance.
• Advise on and assist in formulating leadership and management development plans and processes.
• Plan and execute basic (elementary) research in the field of Human Resource Development and relay results to the appropriate person.
• Demonstrate the ability to describe global Human Resource Development and explain how differently the global workforce should be developed.

Associated Assessment Criteria for Exit Level Outcome 4

• Identify organisational priorities, internal problems and external challenges in order to respond pro-actively to a changing environment and generate appropriate Organisational Development intervention proposals.
• Align Organisational Development practices and organisational needs with national and international best practices and propose, monitor and measure appropriate learning interventions and methodologies to relevant stakeholders, in line with strategic performance indicators and strategic Human Resource Development interventions.
• Compile comprehensive reports to management regarding the application of Organisational Development principles in order to promote reflection, continuous improvement and benchmarking.
• Discuss appropriate leadership theories and management development methods in the context of Human Resource Development strategies.

Associated Assessment Criteria for Exit Level Outcome 5

• Evaluate paradigms, metaphors and approaches to the study of organisational development and elaborate on the concepts of organisational development as a profession and a field.
• Discuss and explore the role of the core theories (action research, systems theory, change theory, appreciative inquiry) in Organisational Development.
• Evaluate the role and responsibilities of an Organisational Development consultant.

Integrated Assessment

All assessment will integrate knowledge, skills and attitudes and applied competence.

Formative assessment

The study material contains self-assessment tasks with feedback. The scheme of work includes a combination of written and multiple choice assignments based on the learning material which learners have to submit and for which they earn year marks. Learners are given feedback in the form of written comments on the assignments with suggested solutions. The process is continuous and focuses on smaller sections of the work and a limited number of outcomes.

Summative assessment

Summative assessment tests the learner's ability to manage and integrate a large body of knowledge to achieve the stated outcomes of a module. Examinations of a representative selection of outcomes practiced and assessed in the formative stage are carried out by:

• One two-hour examination per module per year.
• Unless otherwise stated, a subminimum of 40% must be obtained in the examination.
• The mark obtained in the examination contributes 90% to the learner's final mark.