SYLLABI PART B HUMAN RESOURCES MANAGEMENT
- 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
- Human resources recruitment and selection.
- Training and development
- Performance and reward
- Organizational Culture
- Appreciate the pivotal role of Human Resources in an organization’s strategy.
- 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
- LEARNING CONTENTASSESSMENT SCHEME
- 4.1.Personnel Management
- 2.Human Resources Recruitment and Selection
- 3.Performance and Reward
- 4.Training and Development
- 5.Organizational Culture
- 6.Law Practice Relative to
- 7.Effective Communication
- 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.
Performance related pay. Indirect compensation
Benefits, staff welfare
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.
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|
October 23, 2017
October 23, 2017
October 23, 2017