Postgraduate Diploma in Human Resource Development

Purpose

The purpose of the Postgraduate Diploma in Human Resource Development is to strengthen and deepen a learner's professional working knowledge and competence of Human Resource Development, by stimulating advanced reflection and application of theory on a strategic level.

The qualification will empower learners to independently identify, analyse and manage human resource development practices and problems in organisations. Also, it offers learners an understanding of the constructive role they need to play as Human Resource Development specialists in the human resource field.

When the qualification was designed, attention was given to career pathways by offering specialised academic and professional studies for learners holding a relevant qualification.

Rationale

This qualification is aligned with the South Africa Board of People Practices (SABPP) standards to meet the requirements of registered industry. The institution is one of the University of Technology's that has Human Resources (HR) qualifications accredited by the SA Board of People Practices and therefore be a sought-after qualification. The teaching, learning and assessment approach addresses the socio-economic needs of the South Africa by applied approaches where the learner is actively and interactively involved in the learning process. This gives the learner the competitive edge in the Human Resource Development (HRD) discipline. This qualification is designed for the 'Learning and Development Practitioner' to access postgraduate level knowledge, discipline, specific skills and applied competencies that provide opportunities for continued intellectual growth.

Recognition of Prior Learning (RPL)

The institution has the RPL policy in place and is implemented as follows

• Candidate applies for RPL against module, or part/full qualification at the institution.
• An exemption form is completed for the RPL of modules or part/full qualification.
• Credits are awarded for relevant, approved prior learning (RPL).
• Only then may the prospective candidate continue with full registration.
• Evidence submitted by the candidate is assessed by the assessor. However, additional evidence may be requested.
• If the RPL is awarded, an exemption form is completed, and the candidate may continue with full registration.

Entry Requirements

The minimum entry requirement for this qualification is

• Advanced Diploma in Human Resource Development, National Qualifications Framework (NQF) Level 7, 120 Credits.

Or

• A relevant qualification at NQF Level 7.

This qualification consists of the following compulsory modules at Level 8 totalling 126 Credits.

Compulsory Modules, 126 Credits

• Strategic Human Resource Development Module 1, 10 Credits.
• Strategic Human Resource Development Module 2, 10 Credits.
• Organisational Development Module 1, 10 Credits.
• Organisational Development Module 2, 10 Credits.
• Organisational Behaviour Module 1, 10 Credits.
• Organisational Behaviour Module 2, 10 Credits.
• Strategic Management Module 1, 10 Credits.
• Strategic Management Module 2, 10 Credits.
• Project Management Module 1, 8 Credits.
• Project Management Module 2, 8 Credits.
• Research Project in Human Resource Management, 30 Credits.

1. Utilise comprehensive and specialised knowledge in the development and implementation of a Human Resource Development strategy to create occupationally competent and engaged workers.
2. Strategically develop and manage effective learning and development interventions, within a changing workplace to improve people's ability to perform and provide means for measuring the impact of learning and development.
3. Demonstrate and apply critical competencies that will contribute to the overall development of Human Resources on an advanced level in a workplace or sector.
4. Apply strategic Human Resource Development principles and techniques to ensure the achievement of business goals.
5. Engage in related research knowledge, critical reasoning and applied competence to address organisational development, change and innovation so that learning and development is a catalyst for continuous improvement.

Associated Assessment Criteria for Exit Level Outcome 1

• Utilise specific contemporary aspects of strategic human resource development for impact-driven improvement of organisational performance.
• Design, produce and deliver learning and development activities, coaching and mentoring techniques, orientation programmes and personal development plans to create occupationally competent and engaged workers.
• Integrate advanced human resource development knowledge and skills to reveal the uses of knowledge management to complete a professional project.

Associated Assessment Criteria for Exit Level Outcome 2

• Demonstrate the ability to diagnose and investigate current, complex business issues from a human resource development perspective.
• Explain underlying learning and development models and theories and applying the models and approaches to strategic human resource development in an organisational environment.
• Develop specific skills regarding analysis of business situations, leadership for change and transformation and organisational development consulting processes.
• Apply appropriate strategic human resource development contextual elements within a changing workplace environment, emphasising communication as a continuous process for an organisation to be effective and compete globally.
• Critique the application of ethical and professional human resource development practices and interventions to improve employee performance in organisations.
• Provide means of measuring and managing the impact of learning and development.

Associated Assessment Criteria for Exit Level Outcome 3

• Demonstrate advanced knowledge to explain and apply concepts of organisational development and transformation.
• Utilise advanced knowledge and competencies of organisational development and how technology advancements impact on employees, the organisation and the effectiveness thereof on various levels internally, externally, as well as globally.
• Apply organisational development processes to facilitate business ethics, diversity, employment equity and performance management on an advanced level in the workplace or sector.
• Describe and critically evaluating organisational dependence on employee well-being, emotional intelligence and talent management to ensure overall effective and successful development within an organisation.

Associated Assessment Criteria for Exit Level Outcome 4

• Interrogate various generic competitive human resource development principles, techniques and strategies which are applied to construct an action plan supporting effective implementation to ensure professional management and maintenance of a system.
• Recommend, construct and apply grand strategies (e.g. Strengths, Weaknesses, Opportunities, and Threats (SWOT) and Senatus Populusque Magpulus (SPQM) matrix, industry analysis) applicable to organisational development which companies should consider and apply to ensure the setting and achievement of business goals.

Associated Assessment Criteria for Exit Level Outcome 5

• Demonstrate an in-depth understanding of research methodology.
• Investigate, justify and conduct a human resource development research problem.
• Critically executing a scholarly literature review.
• Justify sampling decisions and sample size.
• Design and apply self-constructed data collection instruments.
• Analyse and interpret data collected during the fieldwork phase of the research project.
• Professionally and ethically presenting and contextualising findings that emanate from the research project.
• Propositioning the implications of the research project for future research efforts.
• Draft a publishable journal article that complies with the technical requirements of academic scholarship.

Integrated Assessment

Learning outcomes are assessed on a continuous basis using assignments, tests, presentations and projects, culminating in a summative, integrated portfolio.