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Advanced Short Learning Programme
in
Human Resource Management
This course will enhance and strengthen employee management skills, improve valuable on-the-job effectiveness and gain practical skills that employees/participants can apply immediately in the work situation e.g. conducting workforce analyse and developing HRM plan.

Purpose of the course:

Participants will acquire: Knowledge and skills to design an HR plan which ensures the identification of the organisation’s current and future HR needs, potential challenges and consistent delivery of its mandate and the results required; An increase in current HR knowledge and skills that will be needed to effectively contribute towards achieving the goals of the department or organisation; At the end of the programme the candidate will be able to conduct selection, draft employment contracts and generate a performance plan.

Admission requirements:

Learning assumed to be in place: 
Work experience in the Human Resource Management.

Course outcomes and assessment criteria :

Course outcomes and the associated assessment criteria: 

Study Unit

Outcomes

Assessment Criteria

  After completion of this course, participants will: Participant will be assessed on the following criteria:

MODULE 1  (US 252393):

PRODUCE A HUMAN RESOURCE (HR) PLAN TO ACHIEVE ORGANISATIONAL RESULTS 

At the end of the learning cycle the learners will demonstrate knowledge and understanding of:

  • HR Framework/Templates
  • Relating labour legislation
  • HR Strategies
  • Factors impacting on the strategy
  • Workforce analysis
  • Training and development
  • Health and Wellness
  • Stress
  • Satisfaction
  • Harassment
  • Performance management
  • Ethics
  • Workforce analysis

Gap analysis

1.  Determine and apply an organisation-specific framework or template for HR planning.

ASSESSMENT CRITERION 1 

Determine, analyse and compile the components and aspects to be included in a HR plan into an organisation specific framework

ASSESSMENT CRITERION 2 

Conduct an evaluation of what constitutes the HR framework/template within an organisation. 

ASSESSMENT CRITERION 3 

Determine the components of the HR Framework/template in accordance with the HR mandate, requirements and definitions within the organisation. 

ASSESSMENT CRITERION 4 

The components of the HR Framework/template are applied to the development of an HR plan. 

ASSESSMENT CRITERION 5 

Undertake the process of determining and applying an organisation-specific HR framework or template with stakeholder involvement and in accordance with organisational protocols and procedures. 

2.    Forecast human resources requirements based on the contextual elements that affect organisational results.

ASSESSMENT CRITERION 1 

Analyse the contextual elements that affect an organisation to determine their present and future impact on strategy, purpose, functions and results to be achieved. 

ASSESSMENT CRITERION 2 

Consider the effects of the analysis of the contextual elements to determine their impact on the organisational structure. 

ASSESSMENT CRITERION 3 

Evaluate the effects of the analysis of the contextual elements to determine their impact on future staffing requirements. 

ASSESSMENT CRITERION 4 

Consider the effects of the analysis of the contextual elements to determine their impact on present and future organisational objectives. 

ASSESSMENT CRITERION 5 

Carry out the process of forecasting human resources requirements with stakeholder involvement and in accordance with organisational protocols and procedures. 

3. Conduct workforce analysis.

ASSESSMENT CRITERION 1 

Examine the impact of components of the HR Framework/template to reflect the effect on present and future staffing. 

ASSESSMENT CRITERION 2 

Scrutinize the organisational structure, strategy, purpose, functions and results to be achieved to determine their impact on staffing and competency requirements. 

ASSESSMENT CRITERION 3 

Analyse the organisational structure, strategy, purpose, functions and results to be achieved to determine their impact on staff budgeting requirements. 

ASSESSMENT CRITERION 4 

Determine training and development requirements in accordance with the organisational structure, strategy, purpose, functions and results to be achieved. 

ASSESSMENT CRITERION 5 

Analyse health and wellness requirements to determine their effect on organisational structure, strategy, purpose, functions and results to be achieved.

ASSESSMENT CRITERION 6 

Adhere to ethics and values that are in accordance with organisational prescripts. 

ASSESSMENT CRITERION 7 

Determine reward system requirements in accordance with the organisational structure, strategy, purpose, functions and results to be achieved.

ASSESSMENT CRITERION 8 

Undertake the process of conducting workforce analysis with stakeholder involvement and in accordance with organisational protocols and procedures.

4.  Monitor, evaluate and adjust an action plan.

ASSESSMENT CRITERION 1 

Identify the milestones/success indicators to determine progress in the implementation of the action plan. 

ASSESSMENT CRITERION 2 

Evaluate achievements against set targets and timeframes. 

ASSESSMENT CRITERION 3 

Identify reasons for deviations and undertake remedial action to achieve set targets and timeframes. 

ASSESSMENT CRITERION 4 

Determine resource implications to achieve remedial actions in terms of the HR framework/template. 

ASSESSMENT CRITERION 5 

Analyse the impact of remedial actions on the human resources plan in order to facilitate the adjustment of the HR plan. 

ASSESSMENT CRITERION 6 

Establish structures for reporting for regular feedback to stakeholders in accordance with the principles of continuous improvement. 

ASSESSMENT CRITERION 7 

Start the process of monitoring, evaluation and adjustment with stakeholder involvement and in accordance with organisational protocols and procedures. 

MODULE  2  (US 114278):

DEMONSTRATE AND APPLY AN UNDERSTANDING OF THE LABOUR RELATIONS ACT (ACT 66 OF 1995) 

At the end of the learning cycle the learners will demonstrate knowledge and understanding of:

  • Objectives, applications and interpretation of the Act
  • Bodies created by the act
  • CCMA
  • Governing bodies
  • Workplace Forums
  • Powers of this bodies
  • Dismissals
  • Conduct
  • Capacity
  • Operational requirements
  • Unfair
  • Dispute resolution
  • Strikes, lockouts and pickets
  • Code of good practice
1.  Demonstrate an understanding of the purpose and primary objects, application and interpretation.

ASSESSMENT CRITERION 1 

Outline the major purpose of the Labour Relations Act orally and in writing. 

ASSESSMENT CRITERION 2 

Describe with examples the primary objects of the Labour Relations Act.

ASSESSMENT CRITERION 3 

Apply the Labour Relations Act to a number of relevant, real or simulated cases.

2.  Describe the bodies created by the labour relations act.

ASSESSMENT CRITERION 1

Identify and list the bodies created and regulated by the Labour Relations Act are. 

ASSESSMENT CRITERION 2 

Explain with examples. the purpose, powers and roles of these bodies.

3.  Identify the relevant stakeholders covered by the Labour Relations Act.

ASSESSMENT CRITERION 1 

Identify and list the relevant stakeholders covered by the Labour Relations Act. 

ASSESSMENT CRITERION 2 

Explain the rights and obligations of the various stakeholders in the Labour Relations Act in tabular form. 

4.  Describe the appropriate dispute resolution route for dismissal disputes.

ASSESSMENT CRITERION 1 

Describe the appropriate dispute resolution path for conduct dismissals as set out in the Labour Relations Act. 

ASSESSMENT CRITERION 2 

Clarify the appropriate dispute resolution path for capacity dismissals as set out in the Labour Relations Act.

ASSESSMENT CRITERION 3 

Define the appropriate dispute resolution path for operational requirements dismissals as set out in the Labour Relations Act. 

ASSESSMENT CRITERION 4

Describe the appropriate dispute resolution path for automatic unfair dismissals as set out in the Labour Relations Act. 

5.  Demonstrate and apply an understanding of the various codes of good practice and schedules.

ASSESSMENT CRITERION 1 

Identify and list with examples the various Codes of Good Practice and Schedules. 

ASSESSMENT CRITERION 2 

Make a presentation on the major features of the Codes of Good Practice and Schedules in terms of the Labour Relations Act. 

ASSESSMENT CRITERION 3 

Apply the various codes of good practice and schedules to a number of relevant, real or simulated examples.

 

Assessment: 
Formative and Summative.
Method of assessment: 
Summative: Examination/Case studies Formative: Class tests/Assignments

Additional information

L14 100 1
Mode of delivery: 
Contact
Target group: 
HR personnel, managers, trainers/consultants, labour relations officers, people wishing to further their careers/workplace skills in the field of HRM.
Contact us
Name: 
UCE
E-mail: 
Telephone number: 
018 285 2821