Short Programme in Human Resource Management (HHR105)

Transcription

1 Short Programme in Human Resource Management (HHR105) About the Short Programme This short programme in Human Resource Management has a dual possibility as an academic programme. A student can either do it as a short programme, and receive a certificate of completion, or a student can do it as a 20-creditbearing-module, as part of the Higher Certificate in Administration NQF L5 (SAQA ID: 36130). If a student chooses the second option, this programme then becomes one of six modules that must be passed to accumulate 120 credits upon which the Higher Certificate in Administration will be awarded to the student. This programme consists of faceto-face lectures, a portfolio of evidence and a final examination. Prescribed Textbook: Du Plessis, A. J. (Ed.), Human Resource Management and Employment Relations in SA. Cape Town: Juta. Themes Specific Outcome Assessment Criteria Human Resources HR Functions Define human resource management Define employment relations Identify the influences that other disciplines have on human resource management Describe the benefits of a multi-ethnic workforce Distinguish between the functions of human resource practitioners line managers and managers Explain the main function of human resources management in practice Give a summary of the context of contemporary human resources practice in South Africa Identify all the different human resource functions in an organisation Describe the roles and responsibilities of HRM List the competencies a HRM must possess Give an overview of the HR profession in South Africa Distinguish between the different HR professional bodies in South Africa Relationships in the workplace Human Resource Management Employment Relations Commonalities between HRM and ER Interaction between different disciplines Practice of relationships in the work environment The South African HR environment HR and the competitive advantage The HR profession Job analysis and design Labour relations Skills and competencies HR responsibilities Strategic human resource planning

2 Integration Management HR planning Recruitment Define the concept of human resource management function Describe the integration of the different human resource management functions Explain the best practice perspective Summarise the critical role HR practitioners are playing in an organisation Discuss the integration of HRM with line management Explain how to assess HRM s effectiveness Explain the different elements that are part of the human resource planning process Discuss how HR forecasting is done Define the concept staffing issues Describe training and the different training types of training Distinguish between internal and external supply of the labour demand Explain what a gap analysis is Illustrate what competency profiling is and how it links to a job analysis Summarise the advantages and disadvantages of a job analysis Give a comprehensive definition of recruitment Compare a recruitment policy to a recruitment process Identify sources and methods of recruitment Give examples of recruitment channels Explain the selection process Discuss selection criteria and selection methods Distinguish between different types of tests as part of selection testing Understand employee orientation and induction Explain the concepts of employee motivation and retention Summarise the basis theories of employee motivation Discuss some employee retention strategies HRM functions Integration management Separation of roles Effective management Line managers Recruitment and selection of employees Job analysis Job description Forecasting of labour demand Orientation programmes Employee recruitment Job application Internal and external recruitment Shortlisting Psychological testing Job interviews Orientation programmes Employee motivation and retention Retention strategies and models

3 Leadership Performance Measure performance Remuneration Benefits and rewards Identify the contemporary issues in management and leadership in modern organisations Name the characteristics of effective managers Explain the different leadership styles Describe the main functions of management and leadership Summarise the different leadership theories Discuss the fundamental management principles and practices Explain what is meant by the management of people Discuss the concept and the effect of performance management Explain the performance appraisal process Demonstrate the relationship between organisational, individual and group objectives to reach goals set by an organisation Summarise the purpose and objectives of performance appraisals Illustrate different kinds of performance appraisal methods Explain the legal considerations applicable to work performance Define comprehensively the term remuneration Discuss the objectives of remuneration Explain different remuneration systems and their benefits Outline the different types of pay for performance Differentiate between individual pay for performance and team pay for performance Discuss how employee benefits and rewards can be managed Management and leadership Contemporary challenges for managers Leadership traits Different levels of management Transformation of organisations Leadership issues and trends Career development Managing Performance management Individual performance Group and team performance Performance management systems Performance management tools Performance appraisals Remuneration Employment benefits Monetary and non-monetary remuneration Remuneration systems Pay ranges and job categories Total remuneration and cost to company Managing benefits and rewards

4 Labour practices Labour legislation Discipline Define an employment contract and distinguish among a variety of employment contracts Identify the requirements of a valid contract Discuss circumstances in which an employment contract can be terminated Distinguish between workplace mistreatment, harassment, bullying, incivility and other forms of mistreatment in the workplace Discover ways in which mistreatment can be prevented Explain the impact of sexual harassment Summarise the various statues applicable to unfair treatment in the workplace Distinguish between conflict, grievances and workplace Disputes Highlight the importance of various acts, such as the Labour relations Act 66 of 1995; the Basic Conditions of Employment At 75 of 1997 and the Occupational Health and Safety Act 85 of 1993 Discuss the importance of the CCMA and its functions and areas of jurisdiction Summarise the various statues applicable to unfair treatment in the workplace Distinguish between conflict, grievances and workplace disputes Highlight the importance of various acts, such as the Labour relations Act 66 of 1995; the Basic Conditions of Employment Act 75 of 1997 and the Occupational Health and Safety Act 85 of 1993 Discuss the importance of the CCMA and its functions and areas of jurisdiction Distinguish between industrial democracy, worker participation, collective bargaining and trade unionism Name the various role players in ER and discuss the impact that each has on the relationship between the employer and the employee Identify how employee morale can impact on ER Employment contract Breach of an employment contract Workplace mistreatment Bullying Harassment Incivility Unfair discrimination Unfair labour practice Conflict Grievance Workplace disputes Unfair discrimination Unfair labour practice Conflict Grievance Workplace disputes Employee morale Dismissals Discipline

5 HR strategy Identify where human resource managers and line managers could share functions and roles Discover the effective and efficient usage of Big data Discuss the co-ordination of employees and other resources Explain strategic choices in an organisation Identify the critical roles of human resource management in an organisation Point out some trends in HRM and HRM functions Illustrate how E-HRM can work in the future Activity integration Big data Critical roles of HRM Employer branding and reputation Strategic HRM Workforce diversity E-HRM Who should attend this Programme? Human resource employees who want to further their careers in human resources management People who are already working in the human resource offices and want to get a formal qualification or expand their knowledge in the field of HR Admission Requirements National Senior Certificate (Gr 12) or equivalent qualification with admission to Higher Certificate studies or a National Certificate (Vocational) with the minimum requirements for entrance to Higher Certificate studies, as specified by Umalusi. A person aged 23 or older with work experience will also qualify for admission. Career Possibilities Recruitment Labour relations Training and development General human resource activities Programme Material and Pricing The programme fee includes all course material and internal examination fees. Enquire at your nearest campus for a current price schedule.

6 Duration The programme duration is 54 hours and the tuition is face-to-face. Each Centurion Academy campus has a different tuition schedule. Programmes are offered during the week, in the evenings, or on Saturdays. Please enquire at your nearest campus. Programme Assessment The assessment process includes tests, an individual assignment, short presentation and a final written examination. All of which must be passed with 50% and 80% attendance. The Final exam should be passed with a subminimum of 40%. Additional time must be allocated outside of class time to complete assignments and prepare for tests. Certification Upon successful completion of the short programme, the student will receive a statement of results as well as a Short Programme Certificate in Human Resources Management (Level 5) from Centurion Academy Further studies Please talk to a CA programme consultant to assist you with further studies that relate to your personal and specific needs. Disclaimer The information contained in this information sheet is accurate at the time of printing. However, factors beyond Centurion Academy s control (such as environmental, regulatory or technical changes) may cause the contents of this info sheet or of the programme to change. In the event of any such change, Centurion Academy will formally notify current learners. All possible measures will be taken to minimize inconvenience to learners. Also take note that if a student completes modules one by one, they must complete the programme within 2 years to be eligible for the Higher Certificate. 1 Year programmes must be completed within 2 years. Name of Learner: I....., hereby acknowledge that I understand the information stated in this document and fully comprehend the specifics explained above pertaining to this qualification. Signature of Learner:.....