ADVANCED PROGRAMME IN HUMAN RESOURCE MANAGEMENT QUALIFICATION CODE: 7192-7 The information below is relevant for the 2012 academic year. Managing human resources effectively in organisations in a rapidly changing business environment is crucial if an organisation is to remain competitive. With the South African economy entering a new era, both nationally and internationally, there is an urgent need for middle- and top-level human resource practitioners to be exposed to more advanced issues in the field of human resource management. This short learning programme, which is accredited by the South African Board for People Practice, will help to satisfy the specific needs of South African organisations regarding advanced issues in this field. The purpose of the programme is to equip students with the necessary knowledge, skills and abilities to manage human resources effectively in organisations. This programme is ideally suited for middle- and top-level human resource practitioners who will be expose to the more advanced aspects of human resource management. Duration of the programme Twelve months Registration requirements The minimum registration requirement is a National Senior Certificate plus a Certificate in Human Resource Management from Unisa or an equivalent qualification in the human resource management field (such as a BCom in Human Resource Management or a Diploma in Human Resource Management on NQF level 6). The ideal student should also have worked in a human resource department in a middle or senior management position for five years. Prospective students, who do not have a formal qualification in Human Resource Management, should provide Unisa with the following information on their previous qualifications: A full academic record The name(s) of the module/paper, and the syllabus and learning outcomes for the module/paper A list of the prescribed books used An indication of any other study material (eg study guides) used An indication of the means of assessment (eg assignments and examinations, and their format) The duration of the module/paper The entry- level requirement The NQF level SAQA credits attached to the module/paper An indication of whether the institution at which the qualification was obtained is registered as a training provider in terms of the Higher Education Act The above information is required to adequately assess the relative value of modules/papers offered by other institutions. Prospective students are requested to contact the institution at which the qualification(s) was/were completed to obtain the necessary information.
2 In addition, information on relevant working experience should be included in the form of a curriculum vitae. Programme content The learning content of the programme consists of the following four compulsory modules: purpose Outcomes Content Strategic and International Human Resource Management (AAHR01F) The purpose of this module is to equip students with the competencies (knowledge, values and skills) of various aspects of strategic and international human resource management, which will enable them to manage human resources from a strategic and international perspective in medium and large organisations. The student must be able to explain to someone with no knowledge of the topic what exactly strategic human resource management entails critically discuss the performance management cycle from a conceptual and practical perspective in the context of SHRM explain the broad movements that are taking place in the area of organisational structure and the human resource implications of these newly emerging organisational forms display a sound understanding of organisations that learn and the learning organisation, and the processes underlying these concepts discuss some of the choices available when introducing strategic change in the organisation, as well as the consequences of the different choices discuss the complexities and contradictions underlying SHRM ideas explain to someone with no knowledge of the topic what exactly IHRM entails explain the complexities of recruiting, selecting, training, rewarding and managing the performance of employees working abroad STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM) SHRM: a new way of managing The nature, origins and implications of SHRM Linking organisational and human resource strategies A model for strategic human resource management Managing performance Performance management strategies Training and development strategies Managing the process of training and development Managing structures Organisational structuring and restructuring Beyond organisational structure: the end of classical forms? Managing learning Learning organisations Promoting learning in organisations Managing change Change management: strategies and assumptions Change management: choices and outcomes The role of culture in organisational performance The possibilities of culture change
3 INTERNATIONAL HUMAN RESOURCE MANAGEMENT (IHRM) The multinational context The enduring context of IHRM The organisational context Sustaining international business operations Managing and supporting international assignments Recruiting and selecting staff for international assignments Training and development Compensation Performance management Re-entry and career issues purpose Outcomes Content Organisational Behaviour and Renewal (AAHR02G) The purpose of this module is to help human resource practitioners, organisational development practitioners and managers to understand and apply the knowledge and skills of organisational change in organisations. The ultimate goal is to achieve the goals of the organisation. The student must be able to demonstrate an understanding of the functions of human resource management in a South African context with specific reference to organisational behaviour and change describe the interrelationship between human resource management and the individual as well as the organisation explain how external environmental factors influence the management of human resources in organisations make decisions in his/her organisation on the basis of strategic organisational renewal planning demonstrate a working knowledge of organisational behaviour and renewal demonstrate a working knowledge of managing organisational success Anticipating change Organisational development and reinventing the organisation Organisational renewal: the challenge of change Changing the culture Understanding the OD process The role and style of the OD practitioner The diagnostic process Overcoming resistance to change Developing excellence in leaders Process intervention skills OD intervention strategies Developing high performance in teams Team development interventions Intergroup development interventions Goal setting for effective organisations Promoting success in organisations Continuous improvement processes and self-managed work teams High performance systems and the learning organisation Organisational transformation: strategic change Focusing on the future
The challenge facing and the future of organisations 4 purpose Outcomes Content Research Methodology (AAHR03H) The aim of this module is to help the students understand the research process and the skills needed to perform research. The student must be able to conduct research, under supervision, in the fields relating to human resource management contextualise existing human resource management knowledge in the fields of business, commerce and management report research findings scientifically Introduction to research What is research? Tools of research The research problem The literature review Research planning and design Planning the project Writing a research proposal Qualitative research methodologies Qualitative research methodologies Historical research Quantitative research methodologies Descriptive research designs Sampling Experimental and Ex Post Facto designs Strategies for analysing quantitative data The research report Preparing the research report purpose Outcomes Advanced Human Resource Development (AAHR04J) The purpose of this module is to provide senior human resource managers with advanced knowledge of a strategic approach to skills development in line with local and international best practices in the field of HRD. Students will be able to plan long-term human resource development strategies in their organisations with the goal of improving organisational effectiveness. The student must be able to identify and apply international HRD competencies and best practices in the field of human resource development formulate a strategic human resource development (HRD) strategy for an organisation in line with the overall strategic plan and business objectives align an organisation s workplace skills plan with the human resource development strategy and needs of the company as well as the national HRD strategy develop a performance improvement plan for an organisation using a performance consulting approach to human resource development interventions plan and organise a human resource development intervention for an organisation develop a talent management plan for an organisation at senior management, middle management, professional and supervisory level develop an implementation plan for the effective establishment and management
5 Content of an electronic learning management system in an organisation design a human resource development strategy for a company in line with employment equity and black economic empowerment criteria develop and implement a quality management system for human resource development in an organisation formulate a mentoring and coaching implementation plan for an organisation measure the financial return on investment (ROI) of a human resource development intervention in order to show the HRD value proposition for an organisation Strategic HRD International HRD trends Strategic HRD Skills development Employment equity and BEE Assessment and examination Performance improvement Human performance technology Training needs analysis Managing an HRD learning system Learning management systems Quality management systems Career and talent management Career management Talent management Mentoring and coaching HRD measurement and evaluation HRD measurement and evaluation Students will be assessed by means of assignments completed during the course of their studies and a formal three-hour examination for each module, which can be written at any of Unisa s examination centres countrywide. Examinations for all four modules are written in January/February 2013. Students will be admitted to the examination provided that they submit assignment 01 on or before the due date and that their fees have been paid in full. To pass a module, a student must obtain a final assessment mark of 50% (assignments contribute 20% to the final mark and the examination mark the remaining 80%). Certificate On successful completion of the four modules, you will receive a certificate from Unisa Credits and status regarding SAQA The Centre for Business Management is an integral part of Unisa, which is a public higher education institution, established in terms of its own statute and the Higher Education Act 101 of 1997. As such, the institution does not have a registration number (or accreditation number) because it does not require registration. Registration numbers are allocated to private higher education institutions because they are required to register in terms of the same Act. Hence the short learning programmes offered by the Centre for Business Management do not have to be accredited by SAQA. Organisations can claim their education and training expenses for students registered with the Centre for Business Management from the relevant Sector Education and Training Authority in terms of the
6 levy/grant system, provided they meet the requirements of the Skills Development Levies Act. A SAQA registration or accreditation number is not required for this purpose. The Advanced Programme in Human Resource comprises 96 credits (24 per module) and the modules are offered on level 7 of the National Qualifications Framework. The 24 credits per module mean that the average student will require 240 notional hours to master the module. The notional hours include the time spent on reading, doing activities, completing assignments, preparing for the examinations, writing the examinations, and so forth. Language The course is offered in English only. (However, the assignments and examinations can be written in either English or Afrikaans, which are the languages of tuition at Unisa. Teaching method The course is offered through distance learning. Lecturers communicate with students by means of study guides supplied on registration, tutorial letters, the unique myunisa website and email. There are no classes for this programme other than the study school in the middle of the year (see below). Study Material Once you are registered and the minimum payment has been made, you may download the study material from myunisa (http://my.unisa.ac.za). We encourage students to make use of this facility, in order to afford you the opportunity to commence your studies as soon as possible, while waiting for the package to arrive through the mail. Study school The programme is complemented by an optional two-day study school in Pretoria, at no additional cost for students, except for accommodation and meals. Registration, commencing date and fees Registration for this programme commences on 28 November and should be completed at the end of February 2012. The total fee for this programme is R8 800 (including tutorial matter, tuition and examination fees, but excluding textbooks), and it is structured as follows: Amount payable on registration (60%) Amount payable on 15 May 2012 (30%) Amount payable on 15 August 2012 (10%) Total fee NOT REFUNDABLE AAHR01F R1 320 R660 R220 R2 200 AAHR02G R1 320 R660 R220 R2 200 AAHR03H R1 320 R660 R220 R2 200 AAHR04J R1 320 R660 R220 R2 200 Total R8 800 Levy payable by students in foreign countries Students with an address or examination centre outside South Africa are required to pay the following additional compulsory levy when they register:
Category A: Students residing or writing examinations in African countries adjacent to South Africa 7 Levy per module R425* B: Students residing or writing examinations elsewhere in the world R850* NOTE: The foreign levy fees are subject to change. This levy is not transferable or refundable. Students, who, after registration, change their postal address to a foreign address or their examination centre to a foreign examination centre, will immediately be liable to pay the foreign levy as specified above. Public and private sector organisations may apply for a group discount for employees enrolling for the programme. On receipt of your registration form and the minimum amount, the prescribed study material for the registered modules, as well as a unique student number, will be dispatched to you. Note that you will only be registered for those modules for which the minimum amount payable on registration has been received. Payment may be made by means of cheque or credit card. Please include a cheque in favour of the University of South Africa or your credit card details together with your registration form. Do not include any cash with your registration form. Direct bank deposits can only be made once a student number has been allocated. Should you wish to make use of this payment option, submit your registration form to the Centre for Business Management. You will then be notified of your student number and the banking details, where after your registration will be finalised upon receipt of payment. Do not attempt to make any payments without a student number because this will considerably delay the registration process. Recommended and prescribed books for the programme STRATEGIC AND INTERNATIONAL HUMAN RESOURCE MANAGEMENT (AAHR01F) There are no prescribed books, only the following recommended books: Kearns, P. 2003. HR strategy, business focused, individually centred. Elsevier: Butterworth-Heinemann. ISBN: 0-7506-5768-5. The Ashton Centre for Human Resources. 2008. Strategic human resource management: building research-based practice. London: CIPD. ISBN: 9781843981718. Dowling PJ, Festing, M & Engle, AD. 2008. International human resource management. 5 th edition. London: Thomson (now Cencage Learning). ISBN: 9781844805426. ORGANISATIONAL BEHAVIOUR AND RENEWAL (AAHR02G) Brown, DR. 2011. An experiential approach to organizational development. 8th edition. London: Prentice Hall. ISBN 10: 0132546140 RESEARCH METHODOLOGY (AARH03H) Leedy, PD & Ormrod, JE. 2010. Practical research: planning and design. 9 th edition. Upper Saddle River, NJ: Pearson Education. ISBN: 978-0-13-136566-7.
ADVANCED HUMAN RESOURCE DEVELOPMENT (AAHR04J) 8 Meyer, M. 2007. Managing human resource development: an outcomes-based approach. 3rd edition. Durban; LexisNexis-Butterworths. ISBN: 9780409033144. These books can be obtained from any academic bookstore. Since the prices vary, exact prices cannot be supplied. However, the total cost for the prescribed books will amount to approximately R1 600. Registration enquiries You may direct any registration enquiries to the assistants dealing with the programme. Their contact details are as follows: Telephone number: 012 352 4309/4283/4324 Fax number: 086 682 9235 Email address: hrm@unisa.co.za Information is also available on the Centre s website at www.unisa.ac.za/cbm/71927