Postgraduate Diploma in Human Resource Management

Purpose

This Postgraduate Diploma in Human Resource Management is interdisciplinary and serves to strengthen and deepen the learner's knowledge in various related areas of the Human Resource profession. This qualification demands theoretical engagement and intellectual independence, as well as the ability to relate knowledge to a range of contexts to undertake professional or highly skilled work. A sustained research project is not required, but the qualification may include conducting and reporting research under supervision.

The qualification will provide learners with a focused and applied specialisation which meets the requirements of a specific niche in the labour market regionally, nationally and internationally. Secondly, the qualification will offer learners continuing professional development through the inculcation of a deep and systematic understanding of current thinking, practise, theory and methodology in an area of specialisation. Thirdly, it will also prepare learners for entry into Master's qualification through the deepening of their knowledge and understanding of theories, methodologies and practices in Human Resource Management (HRM) disciplines and fields, as well as the development of their ability to formulate, undertake and resolve more complex theoretical and practice-related problems and tasks through the selection and use of appropriate methods and techniques.

The qualification prepares learners to demonstrate focused knowledge and skills in the field of Human Resource Management. They will learn about effective HRM by comparing and applying theories and practices at micro-level (individual behaviour, such as employee motivation), meso-level (organisational HRM practices, such as performance management) and macro-level (contextual factors, such as national culture).

The modules will cover the application of the significant functional specialisations in an integrated manner. Learners will acquire broad theoretical and practical knowledge of human resource management and development, socio-economics, industrial psychology, company law and business management, labour law and industrial relations and computer literacy.

Rationale

This qualification provides specialised academic and professional studies for learners with an Advanced Diploma in HRM or a Bachelor of Business Science or a Bachelor of Social Science (HRM). This qualification deals with all aspects of the function of the management of human resources particularly emphasising the critical factors of organisational development training and industrial relations in the industrial, commercial and public sectors of the South African economy.

The Department of Higher Education and Training (DHET) Third National Skills Development Strategy (NSDS III) seeks to encourage and actively support the integration of workplace training with theoretical learning. Through analysis, learners with an Advanced Diploma in Human Resource Management will be inadequately prepared. Therefore, learners need a further year of study to enhance their knowledge and skills for in-depth scientific work. It further became evident that there is a need to deepen their conceptual knowledge about various broad Human Resources related areas. Thus, this qualification will develop the learners' knowledge about approaches, strategies and methodologies to prepare them for Masters and the Doctoral studies in Human Resource Management.

Recognition of Prior Learning (RPL)

The institution accepts the principle underlying outcomes-based and lifelong learning, in which considerations of articulation and mobility play a significant role. The institution views Recognition of Prior Learning, whether acquired by formal education curricula at this or another institution or informally (by experience), as an indispensable element in deciding on admission to and awarding credits for this qualification.

The Recognition of Prior Learning focuses on evidence-based knowledge and learning that learners have acquired, whether by having completed formal education curricula or by experience.

Recognition of Prior Learning applies to the learner's demonstration of the applied competencies against the Exit Level Outcomes of the selected qualification. Furthermore, Recognition of Prior Learning will take place in a valid, trustworthy and fair manner, within the existing policy on awarding credits to prospective and existing learners.

Entry Requirements

The minimum entry requirement for this qualification is

• An appropriate Bachelor of Commerce in Human Resource Management or Development, NQF Level 7.

Or

• Advanced Diploma in Human Resource Management, NQF Level 7.

This qualification consists of the following compulsory modules at National Qualifications Framework Level 8 totalling 120 Credits.

Compulsory Modules, 120 Credits

• Strategic Human Resources Management: Theory, 12 Credits.
• Strategic Human Resources Management: Talent Management and Metrics, 12 Credits.
• Organisational Development and Change: Theory, 12 Credits.
• Organisational Development and Change: Intervention, 12 Credits.
• Introduction to Strategic Human Capital Development, 12 Credits.
• International Human Capital Development, 12 Credits.
• Employment Relations Management: Business Applications, 12 Credits.
• Employment Relations Management: Risk Management, 12 Credits.
• Research Methodology: Approaches, 12 Credits.
• Research Project/Report, 12 Credits.

1. Critically engage with different theoretical constructs and frameworks as they apply to strategic HRM in organisations both nationally and internationally.
2. Demonstrate knowledge of organisational development and planned change processes to improve organisational effectiveness and efficiency continually.
3. Apply employment relations management principles and practices.
4. Apply employment relations risk management principles.
5. Develop and implement a strategic human capital development plan and communicate it to relevant stakeholders.
6. Execute a comprehensive applied HRM research study using both qualitative (e.g. in-depth interview) and quantitative (e.g. inferential statistics and path modelling) techniques.

Associated Assessment Criteria for Exit Level Outcome 1

• Analyse and evaluate strategic human resource practices within the national and international context in order to design appropriate human resource strategies.
• Create an enabling environment based on appropriate human resource practices.
• Establish and maintain sound talent management practices in order to retain, motivate and improve employee performance.
• Apply quantitative skills to determine the impact of human resource on employee effectiveness and performance.

Associated Assessment Criteria for Exit Level Outcome 2

• Apply organisational development theory to establish links with organisational purpose across all levels and functions.
• Communicate sound OD intervention to improve the ability of individuals, teams, departments and functions to work cooperatively to meet organisational objectives.
• Facilitate stakeholder involvement in all OD processes to ensure optimum engagement.

Associated Assessment Criteria for Exit Level Outcome 3

• Comprehend the business application of employment relations in order to manage business transition effectively.
• Demonstrate an understanding of the Employment Equity Plan to comply with legislation.
• Demonstrate an understanding of diversity management within the organisational environment to effectively manage employee relations.

Associated Assessment Criteria for Exit Level Outcome 4

• Apply knowledge of employment relations theory and practice to demonstrate a holistic understanding of employment relations management.
• Communicate creative insights into employment relations management incidents in the workplace in order to effectively address issues.
• Demonstrate accountability for decisions related to risk and strike management.

Associated Assessment Criteria for Exit Level Outcome 5

• Demonstrate a comprehensive understanding of strategic human capital management to develop human capital, both nationally and internationally.
• Contrast national and international human capital development strategies to establish best practices.
• Implement and evaluate strategic human capital development programmes in an organisation to ensure organisational effectiveness.

Associated Assessment Criteria for Exit Level Outcome 6

• Demonstrate a comprehensive understanding of research philosophies and paradigms in order to conduct valid and reliable research.
• Apply appropriate methodologies in solving human-resource-related issues and conducting scientific research.
• Write and present a research report on research done in human resource in order to demonstrate a comprehensive understanding of the research process.

Integrated Assessment

Learners will submit a project or case study designed to constitute both a formative and summative assessment exercise. In this assessment, they are required to reflect creatively on some of the current or real-life problems; they encounter in their exposure to the industry or profession.

All work and assessment are required to preferably start with situations and decisions needed in an industrial setting. Such practices enable the qualification and its lecturers to achieve the required integration of assessment which, by definition, means to:

• Treat several Exit Level Outcomes together.
• Treat several Associated Assessment Criteria together.
• Promote an awareness of the connections and relationships between the knowledge, processes and skills inside the different modules.
• Practice a combination of assessment methods and instruments used to achieve the Exit Level Outcomes.
• Collect naturally occurring evidence (such as in the workplace setting).