Postgraduate Diploma in Human Resource Management

Purpose

The purpose of this qualification is to strengthen and deepen a learner's or working professional's knowledge of Human Resource Management by stimulating advanced reflection and application of theory on a strategic level.

This qualification is also envisaged to empower learners to independently identify, analyse and manage human resource issues, practices and problems in organisations. Furthermore, it offers learners an understanding of the constructive role they need to play as Human Resources (HR) leaders and 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 students holding a relevant or equivalent National Qualifications Framework (NQF) 7 qualification. Vertical and horizontal articulation can also take place.

Rationale

The Postgraduate Diploma in Human Resource Management will be offered to learners who completed a relevant and equivalent qualification. This qualification is aligned with the HR Competency Framework and the National Human Resources (HR) standards of the SABPP, in order to meet the requirement of industry. This qualification is a SA Board of People Practices (SABPP) accredited HR qualification and will therefore be a sought after qualification. The teaching, learning and assessment aspects incorporates applied approaches whereby learners are actively and interactively involved in the learning process, giving the learner the competitive edge in the HRM discipline.

Individual modules, in the proposed curriculum, were coherently planned through internal and external processes (stakeholders). Learners will be assisted in acquiring discipline specific and industry-relevant knowledge, theory, relevant skills (e.g. visual, mathematical, presentation and language skills, critical and creative thinking skills, problem-solving skills, reflection skills), insight, research competencies, and the ability to apply Human Resource Management (HRM) principles, practices and techniques.

Recognition of Prior Learning (RPL)

The Faculty RPL policy are as follows, presuming prior accredited learning has taken place

• The candidate applies for RPL against a module/modules, or part/full qualification at the relevant department (Head of Department).
• The candidate then completes an exemption RPL form for relevant module/modules or part/full qualification.
• Credits are awarded for relevant, approved prior learning (RPL), aligned with the programme requirements.
• Only then may the prospective candidate continue with part/full registration.

The details of the Faculty RPL policy are as follows, presuming no prior accredited learning has taken place

• Candidate applies for RPL against module/modules, or part/full qualification at the relevant department (Head of Department).
• An RPL Officer is appointed from within Subject Heads (Subject Experts) within the department.
• The Subject Expert meets with the candidate to conduct pre-screening evaluation to ascertain viability of application based on programme requirements (Exit Level Outcomes and assessment criteria).
• Candidate prepares evidence of work (portfolio of evidence) and/or any other relevant proof of evidence (practical work, assignments and/or assessments). The evidence needs to be submitted to the RPL Officer for the RPL evaluation process.
• The candidate pays an initial fee for the RPL process.
• The candidate then completes a RPL form and submits it to RPL officer.
• An Assessor from within the department is then appointed.
• Evidence submitted by the candidate is assessed by the Assessor. However, additional evidence may be requested.
• A Moderator from the department's Advisory Board (within the candidate's industry) is appointed to moderate the candidate's portfolio of evidence.
• The Moderator moderates the candidate's evidence and reports on the assessor's judgment.
• The RPL outcome is presented to the Faculty Board by the RPL Officer.
• If the RPL is not awarded, an appeals application to an independently appointed Moderator or Institution's Registrar can be done. The process of moderation will then resume.
• If the RPL is awarded, an exemption form is completed and then the candidate may continue with part/full registration.

Entry Requirements

The minimum entry requirement for this qualification is

• Advanced Diploma in Human Resource Management or equivalent, relevant National Qualifications Framework (NQF) 7 qualification.

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

Compulsory Modules

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

1. Apply advanced competencies in assisting in the development and implementation of human resource strategies for an organisation, in order to effectively manage the human resource organisational function.
2. Demonstrate systematic knowledge of human resource risk management through identifying, analysing, designing and implementing practices to ensure proper management of risks.
3. Manage and develop effective workplace relations in such a manner that it contributes towards the achievement of the organisational objectives.
4. Strategically manage and maintain the overall human resources development portfolio in a workplace or sector.
5. Apply human resource strategies to ensure the achievement of business and project goals.
6. Investigate individual, group and organisational behaviour for the provisioning of a more productive and conducive work environment.
7. Engage in related research to address workplace problems.

Associated Assessment Criteria for Exit Level Outcome 1

• Interpret the alignment of the human resource strategy to the organisation's objectives.
• Analyse and interpreting the internal and external socio economic, political and technological environment in relation to strategic direction and sustainable people practices.
• Investigate the Human Resources (HR) element of the organisation's governance, risk and compliance policies, practices and procedures in order to deliver HR strategic objectives and effectively manage the human resource organisational function.

Associated Assessment Criteria for Exit Level Outcome 2

• Analyse and interpreting the alignment and integration of HR and people management practices within the governance, risk and compliance framework, appropriate risk assessment and procedures and risk controls within the organisation in order to be timeous, efficient and cost effective.
• Apply advanced knowledge to create and sustain a risk management culture in an organisation.

Associated Assessment Criteria for Exit Level Outcome 3

• Interpret the probability and impact of positive and negative events caused by people factors and developing effective workplace relations which can be managed to achieve the organisational objectives.
• Consider internal and external factors that influence and or impacts in reaching organisational objectives, through a process of interpreting and analysing events caused by the human element.

Associated Assessment Criteria for Exit Level Outcome 4

• Demonstrate an in-depth knowledge of the core concepts of organisational behaviour and the overall human resources development within an organisation.
• Scrutinise human resources development theories, models, principles as well as contemporary developments in leadership and followership, individual and group decision making techniques, paradigms of power, empowerment and change within the context of organisational context.
• Critically analyse the planning, designing and development of learning and development activities, coaching and mentoring techniques, personal development plans and the application of knowledge management in a workplace or sector.

Associated Assessment Criteria for Exit Level Outcome 5

• Critically compare management processes and project management processes and originate the critical path method pertinent to any type of human resources related project by integrating and applying knowledge of project management, human resources strategies and business acumen.
• Implement advanced knowledge and scientific research skills to identify, analyse, interpret information in order to design, plan (e.g. type of project, cost and procurement plan, risk management plan, project quality assessment) monitor and execute a project.
• Appraise the significance of communication to ensure the achievement of strategic business and project goals.

Associated Assessment Criteria for Exit Level Outcome 6

• Critically analyse the theories, models, principles and concepts of individual, group and organisational behaviour, culture and diversity.
• Critique the impact of perceptions, conflict and stress management, organisational wellness and job satisfaction on individuals, groups and the organisation itself.
• Debate the aspects of organisational design, change and innovation on a more productive and conducive work environment.
• Conduct scientific informed research in human resources management.

Associated Assessment Criteria for Exit Level Outcome 7

• Contextualise a human resources management specific research problem and independently undertake a critical literature review.
• Apply advanced knowledge of theories, approaches, methods and scientific research skills to identify, collect, analyse, interpret data and formulate findings in order to produce a research informed scientifically written, publishable article.

Integrated Assessment

Learning outcomes are assessed on a continuous basis by means of assignments, tests, presentations and projects, culminating in a summative, integrated portfolio. Supplementary assessments proceed after the main assessment to be scheduled soon thereafter. Re-assessment is the final opportunity of assessments (this falls in line with the CASS Policy).