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Short Learning Programme
on
Human Resource Management
Relevant knowledge in the field of HR will be provided to produce well rounded individuals who can contribute effectively to the realisation of organisational objectives. This will be achieved by looking at HR critical areas like HR planning, recruitment, selection and performance management in organisations.

Purpose of the course:

HR is designed to equip participants with a broad understanding of the dynamic fields of human resources. At the end of the programme participants will be able to prepare and conduct selection interviews and then develop employment contract.

Course outcomes and assessment criteria :

Course outcomes and the associated assessment criteria: 

Study Unit

Outcomes

Assessment Criteria

MODULE  1  (US:15235)

PREPARE AND CONDUCT STAFF SELECTION INTERVIEWS 

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

  • Selection Procedures
  • Job Description
  • Selection Criteria
  • Interview Questions
  • Advertising the post
  • Short listing
  • Employment contract
  • Service level agreement (SLA)
After completion of this course, participants will: Participant will be assessed on the following criteria:
1.  Document staff selection procedures.

ASSESSMENT CRITERION 1 

Analyse duties, responsibilities and job requirements for the position for the purpose of an advertising a vacancy. 

ASSESSMENT CRITERION 2 

Modify existing job description to reflect job analysis and current needs. 

ASSESSMENT CRITERION 3

Focus interview questions on the selection criteria. 

ASSESSMENT CRITERION 4 

Confirm that the documentation and process comply with current legislation

2.  Advertise for and shortlist candidates for selection interview.

ASSESSMENT CRITERION 1 

State clearly the job description, person specification and application process. 

ASSESSMENT CRITERION 2 

Collate applications to facilitate comparative assessment. 

ASSESSMENT CRITERION 3 

Implement short listing process consistent with weighted selection criteria and relevant legislation. 

ASSESSMENT CRITERION 4 

Send candidates communication on the outcome of the process or the arrangements for the next stage

3.  Conduct selection interviews and make employment decision.

ASSESSMENT CRITERION 1 

Conducted Interviews are in an objective, interactive, consistent and fair manner. 

ASSESSMENT CRITERION 2 

Apply evaluation tools according to the organisation's policy and procedures. 

ASSESSMENT CRITERION 3 

Maintain that selection decision is fair, legal, documented and justifiable.

4.  Conclude contract with successful candidate and notify unsuccessful candidates.

ASSESSMENT CRITERION 1 

Negotiate employment contract conditions with successful candidate for formulation into an employment contract. 

ASSESSMENT CRITERION 2 

Send communication to unsuccessful candidates on the outcome of the selection process.

MODULE 2  (US:11907)

DRAFT AN EMPLOYMENT CONTRACT 

1.  Analyse the conditions of employment within the organisation.

ASSESSMENT CRITERION 1 

Establish correctly categories of employment in accordance with the organisational structure and organisational needs. 

ASSESSMENT CRITERION 2 

Scrutinise all organisational sources of employment conditions for relevance. 

2.  Determine the minimum legal conditions of employment.

ASSESSMENT CRITERION 1 

Identify minimum legal conditions of employment.

ASSESSMENT CRITERION 2 

Align accurately Each employment condition with the minimum legal requirements. 

3.  Draft an employment contract.

ASSESSMENT CRITERION 1 

Establish the employment conditions of a particular category of employment in accordance with the relevant sources. 

ASSESSMENT CRITERION 2 

Reflect all applicable terms and conditions of employment for the relevant category of employment in the employment contract. 

ASSESSMENT CRITERION 3 

Confirm that the contract of employment suitably covers exceptional terms and conditions of employment if applicable. 

ASSESSMENT CRITERION 4 

Clarify the formulations in the contract.

ASSESSMENT CRITERION 5 

Submit the contract of employment for approval to the authorised person. 

MODULE 3  (US 114273):

MENTOR EMPLOYEES IN THE PERFORMANCE MANAGEMENT PROCESS 

 

  • Performance management system
  • Concepts related to performance management
  • Incorporation of mentoring and couching into performance management
  • Performance cycle
  • Performance plans
  • Performance appraisals
  • Performance enhancement cycle
  • Method of support to employees
  • Needs assessment
  • Record keeping for training and development
1.  Demonstrate understanding of the performance management process.

ASSESSMENT CRITERION 1 

Analyse the purpose of performance management in order to determine the ways in which it contribute towards the achievement of the organisational strategic objectives. 

ASSESSMENT CRITERION 2 

Explain concepts related to performance management. 

ASSESSMENT CRITERION 3 

Consider the benefits of using mentoring and coaching within performance management in order to determine its effectiveness. 

ASSESSMENT CRITERION 4 

Incorporate mentorship and coaching processes into performance management. 

2.  Facilitate stages of the performance cycle

ASSESSMENT CRITERION 1 

Analyse the purpose of the stages in terms of their expected outcomes. 

ASSESSMENT CRITERION 2 

Generate performance plans for an employee. 

ASSESSMENT CRITERION 3 

Facilitate a verbal review with the employee in order to provide feedback in terms of performance demonstrated. 

ASSESSMENT CRITERION 4 

Draw a written performance appraisal of the employee so as to ensure a historical paper trail is maintained.

3.  Address unsatisfactory performance of supervised employees by means of an interview.

ASSESSMENT CRITERION 1 

Evaluate unacceptable behaviour and/or unsatisfactory performance of the employee  in order to bring it under the attention of the employee during the interview. 

ASSESSMENT CRITERION 2 

Prepare Interview questions for the employee in order to obtain clarity from the perspective of the employee. 

ASSESSMENT CRITERION 3 

Determine and communicate the purpose of the interview with the employee in order to ensure there is no misunderstanding. 

ASSESSMENT CRITERION 4 

Determine Acceptable Performance Enhancement Process and behavioural levels for communication with the employee during the interview. 

ASSESSMENT CRITERION 5 

Analyse corrective interventions in order to choose the most suited intervention for the unacceptable behavior and/or unsatisfactory performance. 

ASSESSMENT CRITERION 6 

Evaluate methods of support to the employee in order to choose and implement the best-suited option. 

ASSESSMENT CRITERION 7 

Plan and communicate target and/or follow-up dates with the employee in order to evaluate the effectiveness of the corrective interventions. 

4.  Determine developmental needs.

ASSESSMENT CRITERION 1 

Conduct a needs analysis for the organisation so as to ensure that the correct developmental areas for the organisation are addressed. 

ASSESSMENT CRITERION 2 

Drawn up a training and development plan  for the organisation that has analysed personnel and organisational developmental requirements. 

ASSESSMENT CRITERION 3 

Apply learning strategies and support systems in the training and development plan that are appropriate to the personnel and organisational developmental requirements. 

ASSESSMENT CRITERION 4 

Provide Feedback to the learners in terms of their training and development requirements and progress. 

ASSESSMENT CRITERION 5 

Evaluate the purpose of record keeping the training and developmental steps in order to ensure a fair and valid developmental plan. 

ASSESSMENT CRITERION 6 

Explain the process and purpose of record keeping. 

ASSESSMENT CRITERION 7 

Demonstrate an understanding of how and why the developmental needs articulate to the skills development plan of the organisation and sector. 

5.  Improve own personal development skills.

ASSESSMENT CRITERION 1 

Assess own values so as to be aware of factors that could influence the evaluation of employees during the performance enhancement process. 

ASSESSMENT CRITERION 2 

Evaluate personal skills in order to identify and apply aspects that can be improved during the performance enhancing process. 

ASSESSMENT CRITERION 3 

Draw a personal development plan which addresses the identified personal skills that have to be improved upon. 

 

Assessment: 
Formative and Summative
Method of assessment: 
Summative: Examination/ Case studies Formative: Class tests /Group assignments

Additional information

Mode of delivery: 
Contact
Target group: 
HR officers, labour relations officers, and Individuals already in the field of HR or those individuals wishing to pursue careers in the field of HR.
Contact us
Name: 
Prof Jan Meyer
Telephone number: 
018 289 2614