SYLLABI PART B HUMAN RESOURCES MANAGEMENT

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  1. 1.AIM
  2. 2.LEARNING OUTCOMES

The aim of the module is to develop and assess competencies in the Human Resources Management function of the organization.

At the conclusion of this module the candidate will be able to.

  • Understand the role and function of Human Resources in an organization.
  • Understand the law that relates to aspects of Human Resources Management.
  • Evaluate Human Resources systems, make appropriate decisions and recommendations as regards to
  1. Human resources recruitment and selection.
  2. Training and development
  3. Performance and reward
  4. Organizational Culture
  • Appreciate the pivotal role of Human Resources in an organization’s strategy.
  1. PRE-REQUISITE LEARNING

Evidence of assessed pre-requisite knowledge and understanding in the following disciplines must be demonstrated through the Institute’s examinations, or those of equivalent qualifications which have been approved as meeting the Institute’s requirements.

  • Business Communication
  1. LEARNING CONTENTASSESSMENT SCHEME
    1. 4.1.Personnel Management
    2. 2.Human Resources Recruitment and Selection
    3. 3.Performance and Reward
    4. 4.Training and Development
    5. 5.Organizational Culture
    6. 6.Law Practice Relative to
    7. 7.Effective Communication
  2. RECOMMENDED READING

The duties of a personnel manager and his place in the organization of a business. Personnel management. Managing a workforce. Organization of work. Organizational types and differences.

Short and long term planning. Labour turnover, recruitment and selection – Labour markets, Job analysis, Personnel Specification, Job descriptions, recruitment methods, selection methods, equal opportunities, interviewing.

Performance appraisal – merit rating

Rewards and motivation – theories of motivation, effective leadership.

Incentives

Performance related pay. Indirect compensation

Employee empowerment

Benefits, staff welfare

Job evaluation

The learning process

Short and Long-term planning

Induction and education programmes in general

Training, of apprentices and supervisors

Policies on promotions, transfers, dismissals, and retrenchments

Training and development for strategic success – competence assessment

Organizational Development – quality and productivity

Framework of organizational culture:

Managing ‘culture’, the role of Human Resources Management. Organizational culture and business success.

Management of culture change

Remunerations, hours of work, overtime, holidays, sick leave, fridge benefits, employment records. The employment contract/rights and obligations of the parties.   Pension funds, medical schemes, insurance and P.A.Y.E. Employee’s safety. Industrial accidents.

Interpersonal skills

Communication – the need and the communication patterns

Counselling – role and skills

Conflict management – grievance procedures, discipline management|Three hour examination paper

Armstrong M (2005) A Handbook of Personnel Management (9th Edition) Kogan Page London
Zimbabwe Government (1984) Factories & Workers Act Government Printers Harare
Zimbabwe Government (2000) Income Tax Act 23:06 Government Printers Harare
Zimbabwe Government (2003) Labour Act 28:01 Government Printers Harare
Zimbabwe Government (1984) Manpower Planning & Regulations Act 28:02 Government Printers Harare
Makings G (2004) Commentary on the Labour Act (4th Edition) Howard Dean & Company Harare
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