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Short Course
in
Human Resource Management
Public human resource management involves all management decisions and practices that affect the people who work for a public institution such as a government department. The number of functions included as part of human resource management is potentially large depending on the institution and its needs. Within each functional area of human resource management, many activities must be accomplished so that the institution’s human resources can make an optimal contribution towards the achievement of institutional goals and objectives. Within this context, this course aims to provide an overview of the fundamentals of human resource management practices in the South African public sector and the private sector. Issues that will receive specific attention include integrated human resource practices, human resource provisioning, human resource maintenance, training, development and skills facilitation, leadership, team development, and performance management. You must bear in mind that this course is purely an orientation course and is, therefore an overview of human resources issues on the supervisory level. Sound knowledge about the various aspects can be acquired only by a thorough literature study, personal experience, and communication with knowledgeable officials. With the introduction of a training programme for local authorities, the question may arise: Why is there a need for guidance and training of middle and top management as well as councilors? They are, for all practical purposes, a select group who are, in fact, leaders in their respective towns, cities, and metropolitans - and more importantly, they are at present the persons who are determining the rate of development on local government level in terms of South Africa's transformation process. They are also taking care of the needs of the entire population. In answer to such a question, it can be said that the rapid changes in the macro and micro environments demand constant new skills, competencies, and capabilities. New management approaches and model are the results of such changes and are a determined effort to better equip modern managers for their dynamic functions. Since a local government also has to deal constantly with the issue of efficiency, productivity, and effectiveness, increasing pressure is placed on the management of local governments by the community to provide for the changing needs in a professional way. It is not only the public who would like to see public services improved. Many dedicated public officials are frustrated by outdated systems and procedures which are often a barrier to good service rather than a support for it. It is essential that energy and skills of these officials are harnessed to tackle inefficient, outdated and bureaucratic practices, to simplify complex procedures, and to identify new and better ways of delivering services. The need for training in this context is obvious.

Purpose of the course:

After completion of the short learning programme, participants should have the knowledge and a clear understanding of the changing role of supervisors in a dynamic public sector environment, the human responsibilities of modern public managers and the influence of various statutory and regulatory guidelines on human resource management. They should be able to analyse the importance of sound labour relations on morale and productivity and build and maintain a coherent and effective team. They will have the knowledge to deal with disciplinary and grievance procedures in the workplace and be able to empower staff through training and development initiatives. They will understand the performance of a job analysis and will be able to effectively recruit, select and place staff, appraise the performance levels of staff and deal with health and safety issues in the workplace. They will need to effectively communicate and delegate responsibilities.

Admission requirements:

Admission requirements: 
A National Senior Certificate or equivalent qualification.
Learning assumed to be in place: 
The learner should be competent in: Communications at NQF level4; Mathematics or Mathematical Literacy at NQF 3 & 4.

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:
 
  • To appreciate the changing role of supervisors in a dynamic public sector environment
  • To understand the human responsibilities of modern public managers
  • To evaluate the influence of various statutory and regulatory guidelines on human resource management
  • To analyse the importance of sound labour relations on morale and productivity
  • To build and maintain a coherent and effective team
  • To effectively deal with disciplinary and grievance procedures in the workplace
  • To capacity and empower staff through training and development initiatives
  • To perform a job analysis by incorporating job descriptions and job designs
  • To effectively recruit, select and place staff
  • To appraise the performance levels of staff
  • To deal with health and safety issues in the workplace
  • To effectively communicate and delegate responsibilities
  • To manage diversity issues and employment equity challenges

Assessment criteria for ‘Supervision: an overview’: Participants must be able to:

  • Analyse the authority of a supervisor
  • Evaluate the importance of supervisory skills
  • Identify the various roles supervisors should play
  • Analyse the role of the supervisor as a team leader
  • Describe the function of a supervisor to motivate staff
  • Describe the coaching role of a supervisor
  • Explain what is meant by directing as an art of supervision
  • Explain how a supervisor should control staff members’ functions
  • Explain how a work ethos should be created.
 

Assessment criteria for ‘Human resources context: regulatory framework’: Participants must be able to:

 

  • Analyse the framework for public human resource practices
  • Explain the context of human resource management in the public sector
  • Describe the various integrated human resource practices
  • Explain what is meant by human resource provisioning
  • Comprehensively analyse the statutory and regulatory framework for public human resource management in South Africa, with specific reference to the following:
  • The Constitution of the Republic of South Africa Act 108 of 1996
  • The Public Service Act 103 of 1994
  • The Labour Relations Act 66 of 1995
  • Basic Conditions of Employment Act 75 of 1997
  • Public Service Regulations (2001)
  • Skills Development Act 97 of 1998
  • Promotion of Access to Information Act 2 of 2000
  • White Paper on Public Service Training and Education (Notice 422 of 1997)
  • Occupational Health and Safety Act 85 of 1993
  • Employment Equity Act 55 of 1998
  • White Paper on the Transformation of the Public Service (1995)
  • White Paper on Transforming Service Delivery (1997)

 

 

Assessment criteria for ‘Labour relations’: Participants must be able to:

  • Define labour relations
  • Explain the context of labour relations in the public sector
  • Provide an overview of the statutory framework for labour relations
  • Explain what unfair labour practices entail
  • Discuss the role of labour unions and staff associations
  • Identify and explain the various mechanisms to facilitate labour relations
  • Evaluate the influence of labour unrest
  • Analyse the role of a supervisor in labour relations
 

Assessment criteria for ‘Building and maintaining an effective team’: Participants must be able to:

  • Know what an effective team comprise
  • Define various types of teams
  • Describe the contributions of teams to an organisation
  • Evaluate the importance of understanding group dynamics
  • Identify and describe the three faces of a supervisor
  • Establish a cohesive team
  • Evaluate the role of motivation in team formation
  • Describe the stages of team development
  • Identify and describe the role of the supervisor ineffective service delivery
  • Identify the techniques that could be utilised to deal with team conflict
 

Assessment criteria for ‘Discipline and Grievance Procedures‘: Participants must be able to:

  • Define the concepts of discipline and grievances in your own words
  • Distinguish conduct which justifies disciplinary action
  • Describe which formal and informal disciplinary measures a supervisor should follow
  • Explain the basic rights of officials in disciplinary and grievance procedures
  • Explain and evaluate the role of the supervisor in disciplinary action
  • List causes within the workplace that could lead to grievances
  • Give an outline of the nature and extent of disciplinary and grievance procedures in the public sector
 

Assessment criteria for ‘Building and maintaining an effective team‘: Participants must be able to:

  • Identify the principles of training
  • Identify and describe the types of training
  • List and explain the various focus areas of training and development
  • Provide an overview of the statutory framework for training and development
  • Evaluate the role of the supervisor and employee in training and development
  • Explain what is meant by skills facilitation and development
  • Comprehensively describe the training cycle
  • List and describe seven mechanisms to facilitate learning, training, and development in South Africa
 

Assessment criteria for ‘Effective career management‘: Participants must be able to:

  • Define careers and career management in your own words
  • Explain the framework for career management in the South African Public Service
  • Explain the three elements in career management, namely career planning, career paving, and career development
  • Evaluate the management of career through formal career programmes
  • Know where to get assistance in career management
  • Comprehensively analyse the role of the supervisor in career management
 

Assessment criteria for ‘Recruitment, selection and placement‘: Participants must be able to:

  • Comprehensively discuss human resource provisioning
  • Define recruitment in your words
  • Identify various forms of recruitment
  • Identify sources of personnel
  • Evaluate the recruitment process
  • Describe what job analysis entails
  • Analyse selection procedures
 

Assessment criteria for ‘Performance management‘: Participants must be able to:

  • Define performance management
  • Identify key elements of Performance Management
  • Comprehensively analyse performance management in the South African Public Service
  • Explain the advantages of the Code of Remuneration (CORE) and the EQUATE Job Evaluation System to facilitate performance management
  • Evaluate the role of the supervisor in performance management
  • Analyse performance appraisal methods
 

Assessment criteria for ‘Health and safety issues‘: Participants must be able to:

  • Describe the measures to ensure the health and safety of personnel
  • List and explain the possible causes of accidents and the occurrence of injuries
  • Explain and evaluate the role of the supervisor to ensure a healthy and safe workforce
  • Identify the legislation that regulates the health of officials
  • Identify preventive measures that a supervisor should implement to reduce injuries
  • Assess the role of health and safety representatives and committees
  • Describe the obligations of supervisors in terms of the Occupational Health and Safety Act 85 of 1993
  • Comprehensively analyse the role of the supervisor in dealing with HIV/AIDS in the workplace
 

Assessment criteria for ‘Communication and effective delegation‘: Participants must be able to:

  • Evaluate the importance of communication to enable supervision
  • Explain the communication process
  • Identify the typical communication media and channels
  • Evaluate the possible impact of communication barriers
  • Identify guidelines to improve communication
  • Evaluate the importance of public relations, marketing, and negotiations as specialised communication areas
  • Evaluate the importance of effective delegation
  • Discuss effective problem solving and decision making 
 

Assessment criteria for ‘Diversity issues and employment equity‘: Participants must be able to:

  • Identify typical diversity issues and comprehensively discuss each
  • Evaluate the role of the supervisor in a diverse work environment
  • Identify reasons why intergroup conflict occurs
  • Define affirmative action
  • Describe the regulatory framework
  • Evaluate the role of supervisors in affirmative action
  • Describe the framework for transforming gender relations in South Africa

 

Assessment: 
Students will have to prove their competence in applying the knowledge, skills and behaviour learned during class exercises and group work. Each student must submit an assignment within a specific time-frame.
Method of assessment: 
The attendance of the first day of class, as well as a total minimum of 80% class attendance, is compulsory in order to be eligible to hand in your PoE /Assignment. After the successful completion of this skills programme and the portfolio of evidence (PoE), learners will receive a certificate of competence.

Additional information

Mode of delivery: 
Contact
Target group: 
Functionaries who act as supervisors on all levels of an organisation (from office managers to assistant directors.)
Contact us
Name: 
UCE
E-mail: 
Telephone number: 
018 285 2821