Postgraduate Diploma: Human Resource Management

Purpose

The Postgraduate Diploma: Human Resource Management offers specialised academic and professional studies for students holding a relevant Bachelors' Degree, Advanced Diploma or equivalent qualification in the field of Human Resource Management (HRM). The Postgraduate Diploma: Human Resource Management will enable them to independently identify, analyse and manage human resource trends, practices and problems within the context of managing human resources in any organisation.

The qualification is accredited by the South African Board for People Practices (SABPP). Its composition is based on the learning outcomes provided by the SABPP and the requirements for registration as a Chartered Human Resource Practitioner.

Rationale

This qualification offers South Africa (and other countries) people who can understand the constructive role they need to play as leaders and specialists in their specific area of knowledge and who are empowered to play that role. It will advance the theoretical knowledge and practical skills levels of Human Resource practitioners. This should result in the better management of the human resources in organisations.

Students should

• Have good reading and writing skills in the language of learning and teaching of the provider.
• Be able to analyse and respond to variety of texts.
• Be able to learn independently in an Open and Distance Learning context (ODL) with minimum support.

Recognition of Prior Learning

All admission through Recognition of Prior Learning must be in accordance with the principles laid down in the Unisa Recognition of Prior Learning Policy. The Unisa Recognition of Prior Learning office can supply full details of processes relating to the assessment and accreditation of learning from prior experiences. Evidence can be presented in a variety of forms, including international or previous local qualifications, reports, testimonials mentioning functions performed, work records, portfolios, videos of practice and performance records. All such evidence should be judged according to the general principle of assessment described in the notes to assessors. Unisa lecturers will act as assessors for Recognition of Prior Learning purposes.

This qualification can be achieved wholly or in part through recognition of prior learning. Recognition of Prior Learning can also be used to grant access to learners who do not meet the requirements for admission to the qualification.

Access to the Qualification

An appropriate Bachelor's Degree or equivalent cognate qualification.

Further admission requirements (e.g. a minimum percentage obtained in undergraduate studies) may be set by the University.

The Chair of Department also has the prerogative to admit candidates subject to documentary evidence of being active in the field of Human Resource Management.

Students with a degree outside the fields of human resource management or labour relations management may be required to register for prerequisite modules from the curriculum of the Bachelor of Commerce: Human Resource Management for non-degree purposes.

The qualification has a total of 120 credits.

All five modules are compulsory, and all are at NQF Level 8 and have 24 credits each

• Strategic Management.
• Advanced Human Resource Management.
• Advanced Labour Relations Management.
• Advanced Human Resource Development.
• Managerial and Organisational Psychology.

1. Utilise the building blocks of strategic management and their inter-relatedness to develop a strategic plan with implementation guidelines in order to effectively manage the human resources function in an organisation.
2. Demonstrate systematic knowledge of advanced human resource management with a view to determining, designing and implementing appropriate Human Resource systems and practices to ensure proper management of employees in an organisation.
3. Manage labour relations at a strategic level in such a way that it contributes towards the achievement of the objectives of the organisation.
4. Manage and maintain a strategic Human Resource Development portfolio and strategy for an organisation.
5. Explain individual, group and organisational phenomena and assist in providing a work environment that promotes quality of work life.

Critical Cross-fields Outcomes

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

• Identify and solve problems and make decisions using critical and creative thinking.

> Note: The ability of the candidate to apply advanced Human Resource Management principles, methodologies and techniques in order to independently identify, analyse and manage human resource trends, practices and problems within the context of employment relations in any organisation.

• Work effectively with others as members of a team, group, organisation or community.

> Note: The ability and willingness of the candidate to give and accept work instructions pertaining to Human Resource Management, to interpret these correctly and to request assistance in an appropriate manner as a team member or leader.

• Organise and manage himself/herself and his/her activities responsibly and effectively.

> Note: In making the necessary preparations for establishing proper procedure, the candidate must indicate what prerequisites are required and must be able to communicate this in writing.

• Collect, analyse, organise and critically evaluate information.

> Note: The ability of the candidate to reconcile the information from various sources and examination of physical evidence relevant to Human Resource Management.

• Communicate effectively using visual, mathematical and/or language skills in the modes of oral and/or written presentations.

> Note: The ability to present and communicate information and opinions related to the field of Human Resource Management in well-structured arguments, showing awareness of audience and using professional discourse appropriately.

• Demonstrate an understanding of the world as a set of related systems by recognising that problem-solving contexts do not exist in isolation.

> Note: The ability of the candidate to identify varying and diverse contexts in which Human Resource Management practices are conducted.

• Identify strengths and areas for improvement in own learning through self-reflection and reflection on support for organisational Human Resources Management and practices.

> Note: The ability to operate in variable and unfamiliar learning contexts, requiring responsibility and initiative; a 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 what strategic management is and how it fits into contemporary business environment.
• Conceptualise the building blocks of strategic management and their inter-relationship.
• 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

• Discuss the functioning of human resource management from an investment perspective with the focus on the challenges human resource management faces.
• Integrate advanced Human Resource issues with other Human Resource functions and the operational objectives of the organisation.
• Describe the nature of advanced human resource management and explain appropriate Human Resource systems and designs that may be relevant to managing a complex workforce effectively.

Associated Assessment Criteria for Exit Level Outcome 3

• Contribute to the overall formulation, implementation and control of the organisational strategy from a labour relations management perspective.
• Develop strategies for improved labour relations within the workplace.
• Interpret both external and internal environmental influences on the strategic management of labour relations in an organisation.
• Formulate a labour relations policy based on the labour relations strategy and the overall strategy of an organisation.
• Oversee the implementation of a labour relations policy in line with the organisational and labour relations strategies.

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

• Advise on and assist with the handling of serious disciplinary transgressions and terminations.
• Engage in negotiation regarding restructuring, redundancy and retrenchments.
• Advise on and assist with equity plans and processes.
• Plan and execute elementary research in the field of employment relations and relay results to the appropriate person.

Associated Assessment Criteria for Exit Level Outcome 4

• Establish and maintain structures to manage the Human Resource Development function in the organisation.
• Develop and implement a strategic Human Resource Development plan.
• Identify relevant Human Resource Development stakeholders and establish liaison mechanisms for feedback and inputs.
• Formulate and monitor Human Resource Development policies and procedures in the organisation.
• Implement and evaluate the Human Resource Development strategy in the organisation.
• Apply the Return on Investment (ROI) principles to measure the financial and business impact of strategic Human Resource Development interventions and practices.
• Develop a Quality Management System as part of the strategic Human Resource Development process.
• Ensure compliance with legislative requirements from a strategic Human Resource Development context/perspective.

Associated Assessment Criteria for Exit Level Outcome 5

• Critically analyse the concepts of organisational behaviour, culture and change.
• Explain the principles and theories underlying the psychology of managing individual behaviour and group behaviour within organisational contexts.
• Apply leadership theories to various situations in an organisational context.

Integrated assessment

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

Formative assessment

Learning and assessment are integrated. 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 students have to submit and for which they earn year marks. Students are given feedback in the form of written comments in the assignments and suggested solutions and mark plans presented in a formal tutorial letter. The process is continuous and focuses on smaller sections of the work and a limited number of outcomes.

Summative assessment

Examinations of a representative selection of outcomes practiced and assessed in the formative stage. Summative assessment also tests the student's ability to manage and integrate a large body of knowledge to achieve the stated outcomes of a module.