Human Resource Management@ Unisa A complete guide to preparing yourself for career opportunities
Define tomorrow.
Contents How will this brochure help me?
1
What is Human Resource (HR) Management?
2
What do you do in HR?
3
Human Resource Planning
3
Job Analysis
3
Staffing
4
Recruitment
4
Safety
4
Employee Relations
5
Compensation and Benefits
5
Compliance
5
Orientation
6
Training and Development
6
Performance Appraisal
6
Career Planning
7
Record-keeping
7
Personnel Research
7
What is the difference between Human Resource Management and Human Resource Development? Key differences between HRM and HRD
Skills and personal qualities needed in Human Resource Management Skills
9 10
12 12
Personal qualities
Careers in Human Resource Management
13
15
Human Resource related job titles
16
How to become a human resources manager
20
Identify opportunities with career research
21
How do you identify opportunities?
21
Further ways to do career research
22
Professional bodies South African Board for People Practices (SABPP)
Qualifications offered by Unisa
29 30
30
Undergraduate
30
Postgraduate:
31
Other qualifications with Human Resource Management modules
31
Short learning Programmes (SLPs)
38
Centre for Business Management
38
Centre for Industrial and Organisational Psychology
39
Graduate School of Business Leadership
39
References
40
Counselling and career development services at Unisa
42
How will this brochure help me? •
It will provide you with some insight into what studying Human Resource Management involves.
•
It will help you gain more information about the skills needed in Human Resource Management.
•
It will help you point out possible career fields in Human Resource Management.
•
It will assist you in finding Human Resource Management qualifications offered by Unisa.
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Human Resource Management @ Unisa
What is Human Resource (HR) Management? •
Human: refers to the skilled workforce in the organisation
•
Resource: refers to limited availability or scarce
•
Management: refers to maximise or proper utilisation and make best use of limited and a scarce resource
Human Resource Management (HRM) is the process of recruitment, selection of employee, providing proper orientation and induction, providing proper training and the developing skills, assessment of employee (performance of appraisal), providing proper compensation and benefits, motivating, maintaining proper relations with labour and with trade unions, maintaining employee’s safety, welfare and health by complying with labour laws of the country. Altogether, HRM is the process of proper and maximise utilisation of available limited skilled workforce. The core purpose of the human resource management is to make efficient use of existing human resource in the organisation. In other words, HRM is the governance of an organisation’s employees. HRM is sometimes referred to simply as human resources (HR).
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Human Resource Management @ Unisa
What do you do in HR? There are several HR disciplines, or areas, but HR practitioners in each discipline may perform more than one of the essential functions. In small businesses without a dedicated HR department, it's possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organisation.
Human Resource Planning In the human resource planning function, the number and type of employees needed to accomplish organisational goals are determined. Research is an important part of this function because planning requires the collection and analysis of information in order to forecast human resources supplies and to predict future human resources needs. The basic human resource planning strategy is staffing and employee development.
Job Analysis Job analysis is the process of describing the nature of a job and specifying the human requirements, such as skills, and experience needed to perform it. The end product of the job analysis process is the job description. A job description spells out work duties and activities of employees. Job descriptions are a vital source of information to employees, managers, and personnel people because job content has a great influence on personnel programmes and practices.
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Human Resource Management @ Unisa
Staffing Staffing emphasises the recruitment and selection of the human resources for an organisation. Human resources planning and recruiting precede the actual selection of people for positions in an organisation. Recruiting is the personnel function that attracts qualified applicants to fill job vacancies. In the selection function, the most qualified applicants are selected for hiring from among those attracted to the organisation by the recruiting function. On selection, human resource functionaries are involved in developing and administering methods that enable managers to decide which applicants to select and which to reject for the given jobs.
Recruitment The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions. Recruiters who work in-house -- as opposed to companies that provide recruiting and staffing services - play a key role in developing the employer's workforce. They advertise job postings, source candidates, screen applicants, conduct preliminary interviews and coordinate hiring efforts with managers responsible for making the final selection of candidates.
Safety Workplace safety is an important factor. Under the Occupational Safety and Health Act of 1970, employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety training and maintain federally mandated logs for workplace injury and fatality reporting. In addition, HR safety and risk specialists often work closely with HR benefits specialists to manage the company's workers compensation issues.
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Human Resource Management @ Unisa
Employee Relations In a unionized work environment, the employee and labour relations functions of HR may be combined and handled by one specialist or be entirely separate functions managed by two HR specialists with specific expertise in each area. Employee relations are the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict. Labour relations functions may include developing management response to union organizing campaigns, negotiating collective bargaining agreements and rendering interpretations of labour union contract issues.
Compensation and Benefits Like employee and labour relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Payroll can be a component of the compensation and benefits section of HR; however, in many cases, employers outsource such administrative functions as payroll.
Compliance Compliance with labour and employment laws is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability.
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Orientation Orientation is the first steps toward helping a new employee adjust himself to the new job and the employer. It is a method to acquaint new employees with particular aspects of their new job, including pay and benefit programmes, working hours, and company rules and expectations.
Training and Development Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture. Many HR departments also provide leadership training and professional development. Leadership training may be required of newly hired and promoted supervisors and managers on topics such as performance management and how to handle employee relations matters at the department level. Professional development opportunities are for employees looking for promotional opportunities or employees who want to achieve personal goals such as finishing a college degree. Programs such as tuition assistance and tuition reimbursement programs often are within the purview of the HR training and development area.
Performance Appraisal Performance appraisal function monitors employee performance to ensure that it is at acceptable levels. Human resource professionals are usually responsible for developing and administering performance appraisal systems, although the actual appraisal of employee performance is the responsibility of supervisors and managers. Besides providing a basis for pay, promotion, and disciplinary action, performance appraisal
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information is essential for employee development since knowledge of results (feedback) is necessary to motivate and guide performance improvements.
Career Planning Career planning has developed partly as a result of the desire of many employees to grow in their jobs and to advance in their career. Career planning activities include assessing an individual employee’s potential for growth and advancement in the organisation.
Record-keeping The oldest and most basic personnel function is employee record-keeping. This function involves recording, maintaining, and retrieving employee related information for a variety of purposes. Records which must be maintained include application forms, health and medical records, employment history (jobs held, promotions, transfers, layoffs), seniority lists, earnings and hours of work, absences, turnover, tardiness, and other employee data. Complete and up-to-date employee records are essential for most personnel functions. More than ever employees today have a great interest in their personnel records. They want to know what is in them, why certain statements have been made, and why records may or may not have been updated.
Personnel Research All personnel people engage in some form of research activities. In a good research approach, the object is to get facts and information about personnel specifics in order to develop and maintain a programme that works. It is impossible to run a personnel
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programme without some pre-planning and post-reviewing. For that matter, any survey is, in a sense, research. There is a wide scope for research in the areas of recruitment, employee turnover, terminations, training, and so on. Through a well-designed attitude survey, employee opinions can be gathered on wages, promotions, welfare services, working conditions, job security, leadership, industrial relations, and the like. In spite of its importance, however, in most companies, research is the most neglected area because personnel people are too busy putting out fires. Research is not done to put out fires but to prevent them. Research is not the sole responsibility of any one particular group or department in an organisation. The initial responsibility is that of the human resource department, which however should be assisted by line supervisors and executives at all levels of management. The assistance that can be rendered by trade unions and other organisations should not be ignored, but should be properly made use of.
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What is the difference between Human Resource Management and Human Resource Development? HR is a branch of management; that is concerned with making best possible use of the enterprise’s human resources. On the other end, Human Resource Development (HRD) is a wing of HR that keeps focusing on the development part of the organization’s manpower. The term HRD refers to the development of people working in an organization. It is a part of HRM; that aims at improving skills, knowledge, competencies, attitude and behavior of employees of the organization. The purpose of the HRD is to empower and strengthen the abilities of the employees so that their performance will get better than before. HRD involves providing such opportunities to the employees that will prove beneficial in their all-around development. Such opportunities include training & development, career development, performance management, talent management, coaching & mentoring, key employee identification, succession planning and so on. Nowadays, there are many organizations work for the human resource development of employees from the day they join the enterprise, and the process continues, till the end of their employment term.
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Key differences between HRM and HRD The significant differences between HRM and HRD are discussed in the following points: •
HRM refers to the application of principles of management to manage the people working in the organization. HRD means a continuous development function that intends to improve the performance of people working in the organization.
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HRM is a function of management. Conversely, HRD falls under the umbrella of HRM.
•
HRM is a reactive function as it attempts to fulfil the demands that arise while HRD is a proactive function that meets the changing demands of the human resource in the organization and anticipates it.
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HRM is a routine process and a function of administration. On the other hand, HRD is an ongoing process.
•
The basic objective of HRM is to improve the efficiency of employees. In contrast to HRD, this aims at developing the skill, knowledge and competency of workers and the entire organization.
•
HRD is an organizationally oriented process; that is a subsystem of a big system. As opposed to HRM where there are separate roles to play, which makes it an independent function.
•
Human Resource Management is concerned with people only. Unlike Human Resource Development, that focus on the development of the entire organization.
So in summary: 1. HRD is a sub section of HRM, i.e. HRD is a section with the department of HRM. 2. HRM deals with all aspects of the human resources function while HRD only deals with the development part.
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3. HRM is concerned with recruitment, rewards among others while HRD is concerned with employee skills development. 4. HRM functions are mostly formal while HRD functions can be informal like mentorship Basis for comparison
HRM
HRD
Meaning
Human Resource
Human Resource
Management refers to the
Development means a
application of principles of
continuous development
management to manage
function that intend s to
the people working in the
improve the performance of
organisation
the people working in the organisation
What is it?
Management function
Subset of Human Resource Management
Function
Reactive
Proactive
Objective
To improve the
To develop the skills,
performance of the
knowledge and competency
employees
of employees
Process
Routine
On-going
Dependency
Independent
It is a sub-system
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Basis for comparison
HRM
HRD
Concerned with?
People only
Development of the entire organisation
Skills and personal qualities needed in Human Resource Management Skills •
Organisational skills: One of the most important human resource management skills you must have to successfully work in HR is organization. Everyone who works in HR must be well-organized, must have strong time management and be personally efficient in order to succeed. This means that their office cannot be in shambles. Paperwork must always be filed correctly, especially when it comes to personnel files of employees.
•
Negotiation skills: Another essential human resource management skill that all HR professionals need to be successful is that of the ability to negotiate. When negotiation rolls around when an offer of employment has been extended, there typically are two differing sides. A strong HR professional will be able to work
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with both sides so an agreement can be reached that makes everyone involved happy. •
Problem Solving and Conflict Management skills: An essential human resource management skill on the list is a combination of two items; problem solving and conflict management. It is a given that not every single employee in your office will get along with their co-workers or their managers. This means that at some point, you will need to solve problems or manage conflicts. The most effective HR manager will be able to ensure that employees work together in a civil manner so work can be completed on-time and with high quality.
•
Communication skills: Communication is a key aspect in every single workplace, but it is very important in the skillset of the HR professional. If an HR manager cannot communicate to upper-level managers, to employees and to shareholders, then the company will not succeed. The communication done by HR managers is not one-fold. There are many methods of communication used by HR managers today. These include writing, speaking in front of small and large groups of people and through social media.
•
Multitasking skills: Multitasking is another essential skill needed by HR managers in order to be successful today. The HR manager is inundated with a variety of issues, questions and requests on a daily basis. Some of them might relate to others and some will be completely different issues altogether. HR managers must know how to adapt to change in the office if they want to be successful. This is part of multitasking because you will need to handle an issue with an employee while also implementing a new policy from the higher-ups.
Personal qualities The HR Profession Map sets out the following personal attributes:
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•
Decisive thinker: Able to analyse information quickly and use it to make robust decisions.
•
Skilled influencer: Able to gain commitment from different quarters in order to benefit the organisation.
•
Personally credible: Expert in both HR and commercial issues, and takes a professional approach.
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Collaborative: Able to work well with a range of people both within and outside of the organisation.
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Driven to deliver: Focused on delivering best possible results for the organisation, and shows determination, resourcefulness and a sense of purpose in achieving this.
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Courage to challenge: Has the courage and confidence to speak up and will challenge others even when met with resistance or unfamiliar circumstances.
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Role model: Leads by example.
•
Curious: An inquisitive, open-minded type, who seeks out new ways to support the development of the organisation.
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Careers in Human Resource Management There are a number of areas that an HR graduate can work in: •
Service delivery and information: Managing HR information professionally.
•
Organisation design: Managing structural change and ensuring the organisation is appropriately designed.
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Organisation development: Ensuring the organisation’s workforce, culture, values and environment will enable it to meet goals and perform well in the future.
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Resourcing and talent planning: Making sure the organisation attracts people who will give it an edge. Managing a workforce with the balance of skills needed to meet short and long-term ambitions.
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Learning and development: Making sure that people at all levels of the organisation have the skills needed to contribute to the organisation’s success, and that they are motivated to grow and learn.
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Performance and reward: Making sure that reward systems – principally pay and benefits – are fair and cost-effective. Ensuring critical skills, experience and performances are rewarded.
•
Employee engagement: Supporting employees in maintaining a positive connection with their work, colleagues and the broader organisation, with a particular focus on good relationships between staff and their line managers.
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•
Employee relations: Ensure that the relationship between the organisation and staff is managed within a clear and appropriate framework.
Human Resource related job titles The field of human resources management offers a rich set of potential career options. These include:
Recruiting and Placement Managers Search for promising job candidates through advertisements, employment agencies, search firms, college campuses, and even from competing firms. Recruiters tend to be more involved with the search process, while interviewers talk to job applicants and administer and interpret tests. Some make the final hiring decisions. Others are involved with internal placement, transfers, promotions and firings. Jobs include: recruiter, college recruiter, interviewer, head-hunter, test administrator, employment manager.
Development and Training Specialists Analyse, plan, develop, coordinate, and conduct training and orientation for all levels in the organization. Trainers help educate employees in necessary job skills and for advancement. They also create training manuals, procedures, and training aids for the organization. Training programs can range from sales techniques to safety issues, and from computer skills to team building. Jobs include: counsellor, career planner, recruiter, junior training specialist, senior training specialist, technical recruitment specialist, orientation specialist.
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Compensation specialists Develop and administer job evaluation systems; write job descriptions; manage wage and salary systems; design and administer incentives, stock options, and deferred compensation; and conduct executive programs. Jobs include: compensation analyst, salary administrator, executive compensation manager, compensation manager, EEO administrator.
Benefit specialists Benefit specialists provide information and counselling to employees concerning fringe benefits offered. They also analyse benefit plan costs and effectiveness. Jobs include: benefits administrator, benefits planning analyst, group insurance manager, employee assistance program manager.
Employee and Labour Relations Supervisors Establish and maintain employee-management relationships. Employee relation specialists’ deal with quality of work life programs and employee grievances; while labour relations specialists deal with union contracts, negotiate collective bargaining agreements, and handle formal union-negotiated grievance procedures. Jobs include: labour relations specialist, employee counsellor, mediator, arbitrator, director of industrial relations.
Health, Safety, and Security Specialists Develop health and safety programs; conduct safety inspections; collect accident data and report safety records; prepare government reports; maintain contacts as needed
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with government security agencies like local police and the federal Department of Homeland Security. Jobs include: safety specialist, security specialist, industrial nurse, employee welfare managers.
Other HR Specialists Work for private employment agencies, governmental agencies, executive search firms, outplacement firms, HR consulting firms. Jobs include: human resource information system specialist, employee assistance counsellor, employee assistance program manager, employee communications director, equal employment opportunity representative, affirmative action coordinator, outplacement consultant.
HR Manager Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees. Human resources managers typically do the following: •
Plan and coordinate an organization’s workforce to best use employees’ talents
•
Link an organization’s management with its employees
•
Plan and oversee employee benefit programs
•
Serve as a consultant with other managers advising them on human resource issues, such as equal employment opportunity and sexual harassment
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•
Coordinate and supervise the work of specialists and support staff
•
Oversee an organization’s recruitment, interview, selection, and hiring processes
•
Handle staffing issues, such as mediating disputes and directing disciplinary procedures
Every organization wants to attract, motivate, and keep qualified employees and match them to jobs for which they are well suited. HR managers accomplish this by directing the administrative functions of human resource departments. Their work involves overseeing employee relations, regulatory compliance, and employee-related services such as payroll, training, and benefits. They supervise the department’s specialists and support staff and ensure that tasks are completed accurately and on time. HR managers also consult with top executives regarding the organization’s strategic planning. They identify ways to maximize the value of the organization’s employees and ensure that they are used as efficiently as possible. For example, they might assess worker productivity and recommend changes to the organization’s structure to help it meet budgetary goals. Some HR managers oversee all aspects of an organization’s HR department, including the compensation and benefits or training and development programs. In many larger organizations, these programs are directed by specialized managers, such as compensation and benefits managers and training and development managers. The following are examples of types of human resources managers: •
Labour relations directors: also called employee relations managers, oversee employment policies in union and non-union settings. They draw up, negotiate, and administer labour contracts that cover issues such as grievances, wages, benefits, and union and management practices. They also handle labour complaints between employees and management and coordinate grievance procedures.
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•
Payroll managers: supervise the operations of an organization’s payroll department. They ensure that all aspects of payroll are processed correctly and on time. They administer payroll procedures, prepare reports for the accounting department, and resolve any payroll problems or discrepancies.
•
Recruiting managers: sometimes called staffing managers, oversee the recruiting and hiring responsibilities of the human resources department. They often supervise a team of recruiters, and some take on recruiting duties when trying to fill high-level positions. They must develop a recruiting strategy that helps them meet the staffing needs of their organization and effectively compete for the best employees.
How to become a human resources manager •
Get the education you need: Candidates need a combination of education and several years of related work experience to become a human resources manager. Although a bachelor’s degree is sufficient for most positions, some jobs require a master’s degree. Candidates should have strong interpersonal skills.
•
Human Resources Manager Education: Human resources managers usually need a bachelor’s degree. There are bachelor’s degree programs in human resources. Alternatively, candidates may complete a bachelor’s degree in another field, such as finance, business management, education, or information technology. Courses in subjects such as conflict management or industrial psychology may be helpful. Some higher-level jobs require a master’s degree in human resources, labour relations, or business administration (MBA).
•
Work Experience in a Related Occupation: To demonstrate abilities in organizing, directing, and leading others, related work experience is essential for human resources managers. Some managers start out as human resources
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specialists or labour relations specialists. Others gain management experience in a variety of fields. Management positions typically require an understanding of human resources programs, such as compensation and benefits plans; human resources software; and federal, state, and local employment laws. •
Licenses, Certifications, and Registrations: Although certification is voluntary, it can show professional expertise and credibility and may enhance advancement opportunities. Many employers prefer to hire certified candidates, and some positions may require certification.
Identify opportunities with career research How do you identify opportunities? Your career research will connect you to others who will help you to: answer questions you have with relation to your career choice; expand your understanding of the opportunities related to your career vision; identify “hidden” career paths that you did not think of previously; and think about how you could plan to pursue specific opportunities.
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Prepare Think about what you still need to find out: what questions do you have? You will use these questions as a starting point to structure your research. Examples of questions include: “What can I do with a major in...”, “How much do psychologists earn?” or “What must I study to be ..?” Keep track of information Keep track of your research by making notes about what you learn and what you still need to find out. Evaluate Evaluate the information that you are finding: Who wrote the information (person/ organisation)? Which country does the information relate to? When was the information last updated? After you have visited a number of websites, you could compare your notes about the information you found – what are the similarities and differences? What else do you need to find out?
Further ways to do career research
1 Online search Use a search engine such as Google to
resource development” and then to
search for information related to your
further contextualise your findings, you
questions. For example, you need to
could search keywords such as “careers
find out about career opportunities
in human resource Africa” and “careers
related to human resource
in human resource South Africa”. Scan
management. You could start with using
the brief descriptions of the first ten
keywords such as “careers in human
results and decide which website you
resources”, or “careers in human
would want to explore first. Skim read
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Human Resource Management @ Unisa
through the information on the website
Remember to bookmark pages that you
(start with the headings) to get an
would want to return to and make notes
understanding of the content of the page
about what you find and what you would
and to find information related to your
still like to find out about. Use online
question. Also check whether there are
services or apps such as Evernote
links to other websites that you could
(http://www.evernote.com), Diigo
further explore. As you are reading,
(http://www.diigo.com) or Google
make a summary of the information. You
Bookmarks
could use the information you find to
(http://www.google.com/bookmarks/) to
make lists of job titles related to your
keep track of your research online.
field of study, organisations that employ individuals in these fields and professional organisations.
Activity Use Google to find specific job titles related to human resources as a major. The following are some search terms you could consider: “job titles human resources”; and “job titles human resource graduates south africa”. Job title
Website
Example: Human resource managert
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Quintcareers.com
Human Resource Management @ Unisa
Job title
Website
2 Occupational information websites The following websites will help you to learn more about specific job titles: Website
Description
Unisa Counselling & Career
This website provides more information about
Development
opportunities related to qualifications at Unisa.
http://bit.ly/careerareas Kheta (from SAQA)
Search for information about specific job titles.
http://ncap.careerhelp.org.za/occupati ons Career Planet
Learn more about career areas such as IT,
http://www.careerplanet.co.za/
tourism, engineering and more. The website also contains information about learnerships and student finance
O*Net
Explore job titles related to different categories
http://www.onetonline.org/
such as your interests, skills, values, typical work activities, and more. You could also browse through groups of occupations related to specific industries or economic sectors.
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Human Resource Management @ Unisa
Website
Description
Prospects
Explore different job titles related to job
http://www.prospects.ac.uk/
sectors, as well as what you could do with your major subject.
3 Job-search portals Another type of website that is useful in
interested in human resource
terms of researching specific job titles
management, but you are not sure
linked to different industries is job
which specific job titles are linked to this
search portals. Finding jobs
field; or you want to know what kind of
advertisements that interest you is a
qualifications and skills are needed to be
worthwhile activity, even if you are not
a training specialist.
currently applying for jobs. You may not yet be eligible to apply for your dream job, but you can still gain a lot of information that can be applied to your career planning. For example, you are
You can use this information to make career goals, and think strategically about how you can develop experiences which will help you meet more of the selection criteria in the future.
Job search sites include •
PNet (http://www.pnet.co.za)
•
Careerjunction (http://www.careerjunction. co.za)
•
Careers24 (http://www.careers24.com/)
•
Indeed (http://www.indeed.co.za)
•
Government positions (http://www.gov.za/aboutgovt/vacancies.htm)
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4 LinkedIn If you have not done so already, start building your network on LinkedIn (http://www.linkedin.com) today! Register for a free account and start connecting with your network online. Join groups relevant to your career field so that you could participate in discussions, ask questions and provide answers about specific topics and search for people, organisations and jobs in your field of interest. Do research about companies and employees to help you identify opportunities. To learn more about using LinkedIn effectively, go to http://bit.ly/HpXqi8.
Activity 1. Go to www.linkedin.com and sign in to your LinkedIn account. If you do not have an account yet, then create one. 2. Make sure that you have captured your current or previous studies at Unisa on your LinkedIn profile. 3. Once you are signed in, hover over “My network” and then click on “Find alumni”. 4. You will now be presented with a page with Headings and graphs beneath the headings (e.g. Where they live, Where they work, What they do). Click on the arrow to the right and then on the search icon next to the What they studied heading. 5. Type in Human Resources. 6. You will notice that the graphs adjust. You have now filtered the information to contain information about Unisa graduates who work in the field you searched for.
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7. You can now see how many graduates in these fields are on LinkedIn, where they work, what they’re skilled at, etc.
5 Talk to others (informational interviewing) Once you have done some research
Use online social networks such as
about specific options, your next step is
LinkedIn to further identify potential
to talk to individuals in the type of job/
people. For more information on how to
industry that you are interested in. The
go about this and suggestions for
goal of these conversations is to explore
questions that you might want to ask,
your career options, to expand your
visit http://bit.ly/info_interviews. Also,
network, to build confidence, to access
watch this video to learn more: The Dos
information and to identify your own
and Don’ts of Informational Interviews:
strengths and areas of development. For
http://youtu.be/ixbhtm8l0sI.
example, you read an article by an HR practitioner about the impact of social media on recruiting practices and you feel curious about some of the aspects discussed. You could contact the author of the article to ask if they would be willing to share some more insights about those aspects you are curious about. Before you interview someone, do research about what you would want to discuss with them – you could ask this person to “fill in the gaps” for you. Start with people you already know: friends, family, neighbours, colleagues, lecturers, tutors and fellow students.
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Remember to keep track of the information you have gathered and how you make sense of this. Also, track the questions you still have and how you think you would be able to get answers to these questions.
Activity Write a list of any people you know who might work in the fields you are interested in. For instance, do any of your parents' friends work in any of the fields you are considering? And write a list of those people who could give you information about any careers you are considering. You may have identified a lot more people than you thought! Imagine how much information you can gather about the career you are interested in just by talking to these people. Each person will give you fresh insights opinions and valuable information about the careers you are considering, whether they are currently working in that field or are only remotely related to or associated with it.
6 Attend a careers fair event Attending a careers fair event gives you the opportunity to speak to people from different industries. You may be studying a qualification that does not seem to have a direct link to the exhibitors or the presenters, but they have one thing in common: they employ people, who work in organisations, who do business with all kinds of suppliers and services. Somewhere in this value chain your qualification will find a place to fit – either as a customer or as an employer or employee. The annual Unisa Careers Fair usually takes place in July and August at various venues. Go to http://www.unisa.ac.za/counselling for more information.
7 Experience studying topics related to your field of interest Explore what human resource is by watching and listening to on-line lectures and reading free open textbooks on a variety of topics related to human resources. These resources will enhance your understanding of data science and the various opportunities related to this field.
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Search human resources courses and open textbooks on these sites: •
Coursera.org (http://www.coursera.org/)
•
Udemy (http://www.udemy.com/)
•
Saylor Academy (http://www.saylor.org/books/)
•
Open Textbook Library (http://open.umn.edu/opentextbooks/)
•
College Open Textbooks (http://www.collegeopentextbooks.org/textbooklistings/textbooks-by-subject/)
•
Open Culture (http://www.openculture.com/freeonlinecourses)
•
iTunes university (http://www.apple.com/education/itunes-u/)
•
YouTube education (http://www.youtube.com/education?b=400)
•
FreeVideoLectures (http://freevideolectures.com/)
Professional bodies Depending on your qualification you may need to register with a certain professional body. In other words, some professional bodies have a mandatory requirement that all individuals working in a certain profession must have a valid registration with that professional body.
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Human Resource Management @ Unisa
South African Board for People Practices (SABPP) SABPP is the HR Professional and statutory quality and standards body for the people profession. As an internationally recognized profession Human Resources is at the heart of the implementation of the HRD Strategy for South Africa to improve the skills in the country so that people and the economy as a whole produce more and better. Visit their official website for more information at http://sabpp.co.za/
Qualifications offered by Unisa Undergraduate •
Bachelor of Commerce in Human Resource Management (98307)
•
Diploma in Human Resource Management (98211)
*Note: It is important to note that in order to apply for an undergraduate qualification in the College of Economic and Management Sciences you are required to have Mathematics as one of your Grade 12 subjects. If you did not take Mathematics as a subject or do not meet the required Mathematics percentage then you will need to apply for the Higher Certificate in Economic and Management Science. Once you have completed the Higher Certificate in Economic and Management Sciences you will then be able to apply for the Diploma or the Bachelor of Commerce.
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Postgraduate: •
Bachelor of Commerce Honours in Business Management (98452)
•
Postgraduate Diploma in Human Resource Development (98227)
•
Postgraduate Diploma in Human Resource Management (98228)
•
Postgraduate Diploma in Labour Relations Management (98209)
•
Postgraduate Diploma in Organisational Development (98212)
•
Master of Commerce in Business Management (Full Dissertation) Human Resource Management (98582 - HRM)
•
Doctor of Philosophy in Management Studies Human Resource Management (90021 - HRM)
Other qualifications with Human Resource Management modules There are a number of other qualifications that have Human Resource Management modules. Some of them can be found in the table below. It is important to remember that some of these modules may have pre-requisites and/or co-requisites.
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Human Resource Management @ Unisa
Qualification
Module code and name
Level
College of Economic and Management Sciences Higher Certificate in Marketing
HRM1501 – Introduction to Human Resource Management
First
Higher Certificate in Retailing
HRM1501 – Introduction to Human Resource Management
First
Higher Certificate in Supervisory Management
HRM1501 – Introduction to Human Resource Management
First
HRM1501 – Introduction to Human Resource Management
First
HRM2601 – Human Resource Provisioning
Second
HRM2602 – Human Resource Maintenance and Retention
Second
Diploma in Administrative HRM2604 – Performance Management Management Practices
Second
HRM2605 – Human Resource Management for Line Managers
Second
HRM3704 – Contemporary Issues in Human Resource Management
Third
HRM3706 – Performance Management
Third
Diploma in Marketing Management
HRM2605 – Human Resource Management for Line Managers
Second
Diploma in Public Administration and
PUB2609 – Public Human Resource Management IIB
Second
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Human Resource Management @ Unisa
Qualification
Module code and name
Level
Management
PUB2619 – Public Human Resource Management IIA
Second
PUB3717 - Public Human Resource Management III
Third
ETP2602 – Human Resource Management for Entrepreneurs
Second
HRD1501 - Introduction to Human Resource Development
Second
HRM1501 – Introduction to Human Resource Management
Second
HRM1501 – Introduction to Human Resource Management
First
HRM2605 – Human Resource Management for Line Managers
Second
HRM3704 – Contemporary Issues in Human Resource Management
Third
HRM3705 – Compensation Management
Third
HRM3706 – Performance Management
Third
HRM2601 – Human Resource Provisioning
Second
HRM2602 – Human Resource Maintenance and Retention
Second
HRM3704 – Contemporary Issues in Human Resource Management
Third
Diploma in Tourism Management
National Diploma: Safety Management
Bachelor of Administration (B Admin)
Bachelor of Business Administration (BBA)
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Human Resource Management @ Unisa
Qualification
Module code and name
Level
HRM3705 – Compensation Management
Third
HRM3706 – Performance Management
Third
Business Management major electives:
Bachelor of Commerce (Generic)
HRM2605 – Human Resource Management for Line Managers
Second
HRM3704 – Contemporary Issues in Human Resource Management
Third
Public Administration major elective: PUB3702 – Public Human Resource Management
Third
HRM2604 – Performance Management Practices
Second
HRM2605 – Human Resource Management for Line Managers
Second
Bachelor of Commerce in HRM3704 – Contemporary Issues in Human Business Management Resource Management HRM3705 – Compensation Management
Third
HRM3706 – Performance Management
Third
Bachelor of Commerce in HRM3703 – HR Information Systems and Technology Industrial and
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Third
Human Resource Management @ Unisa
Third
Qualification Organisation Psychology
Module code and name
Level
HRM3706 – Performance Management
Third
Bachelor of Commerce in HRM2605 – Human Resource Management for Marketing Management Line Managers
Second
HRM1501 – Introduction to Human Resource Management
First
HRM2603 – Compensation Practices
Second
HRM2604 – Performance Management Practices
Second
Bachelor of Commerce in HRM2605 – Human Resource Management for Line Managers Quantitative Management
Second
HRM3704 – Contemporary Issues in Human Resource Management
Third
HRM3705 – Compensation Management
Third
HRM3706 – Performance Management
Third
Bachelor of Commerce in HRM2605 – Human Resource Management for Tourism Management Line Managers
Second
College of Law: Diploma in Security Management
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HRM1501 – Introduction to Human Resource Management
Human Resource Management @ Unisa
First
Qualification
Baccalaureus Technologiae: Correctional Services Management Baccalaureus Technologiae:
Module code and name
Level
HRM2605 – Human Resource Management for Line Managers
Second
HRM3704 – Contemporary Issues in Human Resource Management
Third
HRM4801 – Advanced Human Resource Management
First
HRD1501 - Introduction to Human Resource Development
First
Policing Management stream:
Bachelor in Police Science
HRM2604 – Performance Management Practices
Second
HRM3706 – Performance Management
Third
Public Administration Stream: PUB3702 – Public Human Resource Management
Third
College of Human Sciences: Bachelor of Arts (Health Sciences and Social Services) Applied Psychology for Professional Contexts
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PUB3702 – Public Human Resource Management
Human Resource Management @ Unisa
Third
Qualification
Module code and name
Level
Bachelor of Arts (Health Sciences and Social Services) Community and Health Psychology
PUB3702 – Public Human Resource Management
Third
Bachelor of Arts (Health Sciences and Social Services) Psychological Counselling
PUB3702 – Public Human Resource Management
Third
Bachelor of Arts (Human and Social Studies) Public Administration and Communication Facilitation
PUB3702 – Public Human Resource Management
Third
Bachelor of Arts in Communication PUB3702 – Public Human Resource Sciences Management
Third
Bachelor of Arts in Government, Administration and Development
Third
PUB3702 – Public Human Resource Management
College of Agriculture and Environmental Sciences: National Diploma: Agricultural Management
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HRM1501 – Introduction to Human Resource Management
Human Resource Management @ Unisa
Third
Short learning Programmes (SLPs) Unisa offers a number of SLPs that people could look at completing. It is important to remember that a SLP is not a formal qualification and will not allow you to qualify for a formal qualification. The some SLPs in this field can be found under the College of Economic and Management Sciences. SLPs related to the Human Resource Management field can be found under the Centre for Business Management and Graduate School for Business Learning (SBL).
Centre for Business Management Course in Human Resource Hiring Practices Course in Labour Relations Management Course in Managing Training and Development (76803) Programme in Human Resource Management (71080) Advanced Programme in Human Resource Management (76748)
Go to the Centre’s website for more information: http://bit.ly/17Xx4zl.
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Human Resource Management @ Unisa
Centre for Industrial and Organisational Psychology Programme in Applied Organisational Development Programme in Skills Development Facilitation Short Course in Business Psychology and Human Behaviour Short Course in Compensation for Occupational Injuries and Diseases Short Course in Employee Wellness Short Course in Organisational Development: Appreciative Inquiry Approach) Short Course in the Occupational Health and Safety Act, 1993 Course in Workforce Diversity
Go to the Centre’s website for more information: http://bit.ly/292B7gc.
Graduate School of Business Leadership The Unisa SBL offers a Strategic Human Resource Management Programme.
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Human Resource Management @ Unisa
References Difference between HRM and HRD. (2016). Retrieved from http://keydifferences.com/difference-between-hrm-and-hrd.html Difference between HRM and HRD. (2016). Retrieved from http://www.differencebetween.net/business/difference-between-hrm-and-hrd/ Flavin, B. (2016). 8 Human Resources Job Skills Employers Want Most. Retrieved from http://www.rasmussen.edu/degrees/business/blog/human-resources-job-skillsemployers-want-to-see/ Human Resource Management (HRM). (2016). Retrieved from http://searchcio.techtarget.com/definition/human-resource-management-HRM Human Resource Management Functions. (2016). Retrieved from http://www.whatishumanresource.com/Human-Resource-Management-functions Human Resource Managers. (2016). Retrieved from https://collegegrad.com/careers/human-resources-managers Human Resources: Job Options. (2016). Retrieved from http://careers-inbusiness.com/hroptions.htm Six main functions of a Human Resource Department. (2016). Retrieved from http://smallbusiness.chron.com/six-main-functions-human-resource-department60693.html South African Board for People Practices. (2016). Retrieved from http://sabpp.co.za/
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The 9 Essential Skills of Human Resources Management – How Many Do You Have? (2006). Retrieved from http://hrdailyadvisor.blr.com/2006/07/18/the-9-essential-skills-ofhuman-resources-management-how-many-do-you-have-2/ Vassallo, J. (2015). 5 Essential Human Resource Management Skills. Retrieved from http://www.business2community.com/human-resources/5-essential-human-resourcemanagement-skills-01338464#r5hvMjwujVfC6Hph.97 What is Human Resource Management: Beyond Hiring and Firing? (2016). Retrieved from http://humanresources.about.com/od/glossaryh/f/hr_management.htm What is Human Resource Management? (2016). Retrieved from http://www.whatishumanresource.com/human-resource-management What skills and competencies do you need for a career in HR? (2016). Retrieved from https://targetjobs.co.uk/career-sectors/hr-and-recruitment/324027-what-skills-andcompetencies-do-you-need-for-a-career-in-hr
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Counselling and career development services at Unisa The Unisa Directorate for Counselling and Career Development offers career-, academic- and personal counselling services to Unisa students and the broader community. You can talk to a counsellor about: •
Career decisions. I am not sure which career path to follow; I don't know which qualification would be best; I want to change my career direction…
•
Career information. How can I find out more about a career in …
•
Employability. How do I market myself to employers? How can I look for work? How can I compile an effective CV? How do I go about networking with others? How do I put together my career portfolio? How can I meet potential employers? How can I improve my interview skills?)
•
My studies at Unisa. How can I get started with my studies? How do I plan my studies? How can I study more effectively? I don 't feel motivated to continue with my studies… I feel worried about preparing for/ writing the exams. I failed my exams – what now? I need to improve my reading/ writing/ numeracy skills
•
Personal issues. How can I have better relationships with others? How can I cope more effectively with issues that impact on my studies?
Visit our website at http://www.unisa.ac.za/counselling to access many self-help resources, or talk to a counsellor by e-mail to
[email protected].
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Human Resource Management @ Unisa
