Вы находитесь на странице: 1из 5

UNIVERSITY OF LIMPOPO DEPARTMENT OF BUSINESS MANAGEMENT PROGRAM IN HUMAN RESOURCE MANAGEMENT COURSE OUTLINE 2013 COURSE CODE COURSE

NAME NUMBER OF CREDITS NQF LEVEL PREREQUISITES DURATION LECTURER DATE COURSE OBJECTIVES The purpose of this course is to equip learners with essential theoretical knowledge and basic skills related to the practice of Human Resource Management (HRM) in South Africa. After completion of the course the learners will through critical reflection, application and continuous assessment of the learning material and activities, be able to demonstrate understanding of the concepts, principles, procedures and methods of Human Resource Management as applied in the South African work context for the provisioning, maintenance and development of employees. COURSE OUTCOMES HRMN 301 HUMAN RESOURCE MANAGEMENT 20 7 School of Economics and Management entry requirements FIRST SEMESTER Ms H R Maluka - Old K-Block Room 0041. Tel: 015-2683171 Harriet.maluka@ul.ac.za 04 February to 17 May 2013

Upon completion of the course content, the successful learner will be able to: Outcome 1: The learner will be able to demonstrate awareness of the basic knowledge prerequisite to HRM as it manifests in southern African organisations. Outcome 2: The learner will be able to develop and critically evaluate HRM staffing activities. Outcome 3: The learner will be able to develop and critically evaluate HRM maintenance activities. Outcome 4: The learner will be able to demonstrate how HRM interventions can be used to empower employees.

COURSE ASSESSMENT Formative assessment: 4 tests and class activities Summative assessment: Exam in May/June 2013

Page | 1

ASSESSMENT CRITERIA

Outcome 1: Assessment criteria Define HRM from a value adding and quality assurance perspective. Describe the systems approach to HRM. Describe the challenges facing HRM and the consequences thereof for SADEC countries and worldwide. Discuss the integration of a HR management strategy with the overall organisational strategy. Apply Hofstedes cultural dimensions to the South African situation. Provide a best practise model for building an organizational culture appreciative of diversity. Outcome 2: Assessment criteria Discuss job analysis as the basis of all HR activities. Decide between job-oriented or worker-oriented methods of job analysis. Develop a job description and a job specification. Discuss workforce planning as part of strategic organizational planning. Provide an overview of the steps in the workforce planning process. Explain the essentials of recruitment policy and the factors that affect recruitment. Evaluate internal and external recruitment sources and methods. Investigate current and future trends in recruitment. Construct a framework for carrying out the selection process. Discuss the responsibility for making the final selection decision. Comment on the role of quality assurance in the selection process. Describe the stages of induction, debate who is responsible for induction in organizations, and discuss how the process of acculturation can be fostered. Motivate who should attend an induction programme in an organisation by referring to benefits and target groups of induction. Compare and evaluate various staffing strategies. Outcome 3: Assessment criteria Investigate the elements of total compensation and describe the rationale behind value-chain compensation. Explain a model for designing and implementing a new compensation system. Examine the steps in a job-based compensation plan. Debate the pay-for-knowledge and skills, pay-for-competencies, pay-for-performance, and incentive compensation plans. Compare mandatory and voluntary benefits. Debate the use of flexible benefits plans to meet the needs of employees. Explain why it is important for organizations to pay attention to the health and safety of employees. Explain how stress should be managed for an organizational and individual perspective. Explain what wellness is and the requirements of an effective wellness programme, how you would go about developing a wellness programme, and what type of activities you would include to address the problems in a case study. Explain what a workplace strategy for managing HIV/AIDS typically entails. Speculate about the possible causes of the accidents and suggest a strategy for promoting safety.

Page | 2

Outcome 4: Assessment criteria Outline the phases of the generic training process. Distinguish among different training and development delivery approaches. Discuss training and development issues in the South African context. Explain the benefits of training and development. Explain South Africas performance management dilemma. Explain the performance management process. Consider advantages and disadvantages of input from more than one source in performance evaluation. Identify common rater errors in performance appraisal and indicate how these errors can be reduced or minimized. Develop a performance feedback process. PRESCRIBED TEXTBOOK

Nel, PS, Van Dyk, PS, Haasbroek, GD, Schultz, HB Sono, T & Werner, A. (2011). Human Resources th Management, (8 Ed). Oxford, Southern Africa. RECOMMENDED MATERIAL

Kleynhans, R, Markham, L, Meyer, W & Van Aswegen, S. (2009). Human Resource Management: A fresh perspective. Pearson, Prentice Hall: Cape Town. Swanepoel, B, Erasmus, B, Van Wyk, M & Schenk, H. (2003). South African Human Resource Management. Cape Town: Juta. TIMETABLE Contact Session Day 1 Monday (Period 7 & 8) Contact Session Day 2 Wednesday (Period 1 & 2) Lecture Time 13h00-14h40 Lecture Time 13h00-14h40 Lecture Venue KD/ K0004-K0006 Lecture Venue KD/ K0004-K0006

CONSULTATION HOURS Day Monday Wednesday Thursday Time 11h00 13h00 10h00 12h00 09h00 11h00

Page | 3

LECTURING SCHEDULE WEEK 1 DATE 04-Feb-13 07-Feb-13 11-Feb-13 14-Feb-13 THEME/TOPIC OF CONTACT SESSION Orientation Theme 1: Introduction To Human Resource Management Chapter 1: st Human Resource Management for the 21 Century Theme 1: Introduction To Human Resource Management Chapter 16: Interdependency between organisational strategy and strategic HRM Group presentation: HRM Strategy Theme 1: Introduction To Human Resource Management Chapter 3: Employment Equity, Affirmative Action and Diversity Management Assessment Activity Revision: Theme 1 TEST 1 Theme 2: Staffing the Organisation Chapter 4: Job analysis Job analysis and Organisational design Test 1 Feedback Theme 2: Staffing the Organisation Chapter 5: Workforce Planning and Recruitment Group Presentation: Evaluation of Recruitment Advertisement Theme 2: Staffing the Organisation Chapter 6: Selection Theme 2: Staffing the Organisation Chapter 7: Induction and Staffing decisions Theme 2: Staffing the Organisation Chapter 17: Human Resources Information Systems (HRIS) Assessment Activity Revision: Theme 2 TEST 2 EASTER RECESS Test 2 Feedback Theme 3: Maintaining People Chapter 14: Performance Management Theme 3: Maintaining People Chapter 8: Compensation Management Theme 3 - Chapter 9: Health and Safety Management Assessment Activity Revision: Theme 4 TEST 3 Theme 4: Training And Development Chapter 13: Training, Development and Career Management Test 3 Feedback Assessment Activity Revision: Theme 4 TEST 4 No Class Test 4 Feedback Course Evaluation Exam Preparation

18-Feb-13 21-Feb-13 25-Feb-13 28-Feb-13

04-Mar-13 07-Mar-13

11-Mar-13 14-Mar-13

18-Mar-13 21 Mar 01 Apr 8 04-Apr-13 9 10 08-Apr-13 11-Apr-13 15-Apr-13 18-Apr-13 22-Apr-13 25-Apr-13

11

12 13

29-Apr-13 02-May-13 06-May-13 08-May-13

Page | 4

Page | 5