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Short Learning Programme
in
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 design to equip participants with a broad and informed 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.

Admission requirements:

Admission requirements: 
Any person with a National Senior Certificate or an equivalent NQF Level 4 qualification.
Learning assumed to be in place: 
Basic knowledge in HRM.

Course outcomes and assessment criteria :

Course outcomes and the associated assessment criteria: 

NQF LEVEL 5  (3  CREDITS)

MODULE  1  (US:15235)

PREPARE AND CONDUCT STAFF SELECTION INTERVIEWS 

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

  • Selection Procedures
  • Job Description
  • Selection Criteria
  • Interview Questions
  • Advertising the post
  • Short listing
  • Employment contract

Service level agreement (SLA)

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

NQF LEVEL 5  (3  CREDITS)

MODULE 2  (US:11907)

DRAFT AN EMPLOYMENT CONTRACT 

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

  • Conditions of employment

- Permanent

        - Temporary

  • Legal Conditions of employment
  • 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. 

NQF LEVEL 5  (6  CREDITS)

MODULE 3  (US 114273):

MENTOR EMPLOYEES IN THE PERFORMANCE MANAGEMENT PROCESS 

the learners will demonstrate informed knowledge and understanding of:

  • 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 an informed 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 informed 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

H19-100-1
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: 
UCE
E-mail: 
Telephone number: 
018 285 2821