| Code | Faculty |
|---|---|
| 07240142 | Faculty of Economic and Management Sciences |
| Credits | Duration |
|---|---|
| Duration of study: 1 year | Total credits: 130 |
| Mrs C Smit [email protected] | +27 (0)829762853 |
With reference to General Regulation G.6, a student who has already completed a bachelor of honours degree at this or another university, may, with the permission of the Dean, register for another degree, subject to the regulations applicable to the field of study in question and to any other stipulations the Dean may prescribe on the condition that there shall be no overlap in the course content of the first degree and the second degree. Such a concession may be withdrawn by the Dean/Deans if the student does not perform satisfactorily.
In calculating marks, General Regulation G12.2 applies.
Subject to the provisions of General Regulation G.26, a head of a department determines, in consultation with the Dean
NB: Full details are published in each department's postgraduate information brochure, which is available from the head of department concerned. The minimum pass mark for a research report is 50%. The provisions regarding pass requirements for dissertations contained in General Regulation G.12.2 apply mutatis mutandis to research reports.
Subject to the provisions of General Regulation G.12.2.1.3, the subminimum required in subdivisions of modules is published in the study guides, which is available from the head of department concerned.
Minimum credits: 130
Module content:
• Systems approach to labour relations; • Contemporary environment variables; • Economical; • Economic systems and labour relations; • RDP initiatives; • Foreign and local markets; • Creating jobs; • Social; • RDP principles; • Social contracts; • Political; • Constitution; • Affirmative Action; • Review of legislation and its current effect on labour relations; • Advanced Labour Relations practices; • General human resources practices and unfair discrimination; • Handling of grievances; • Discipline and • Retrenchment.Module content:
• Introduction to group dynamics;
• Leadership and group functioning;
• Methods of group decision making;
• Setting of group objectives;
• Occurrence of conflict and controversy in groups;
• Coping with conflict of group interests;
• Group utilisation in problem solving and decision making;
• Group development and socialisation;
• Theory regarding negotiations;
• How to negotiate;
• The characteristics of the negotiator;
• Techniques and strategies in negotiating and
• The negotiation relationship.
Module content:
• The extent of diversity;
• Paradigm shifts in the development of the historically
disadvantaged employees;
• Organisation effectiveness by means of management of diversity;
• Awareness and acceptance of unique and similar characteristics;
• Female employees; Indian employees; employees with disabilities;
homosexual employees; Eurocentric employees; Afrocentric
employees;
• Unique cultural values;
• Preparing the organisation for diversity management;
• Phasing in of historically disadvantaged employees in the
organisation;
• Employment Equity legislation;
• Compiling and maintaining an Employment Equity plan;
• Maintaining a diversity climate and
• Monitoring and evaluating the diversity management process.
Module content:
• Legal aspects: the Health and Safety Act 85 of 1993
• The concepts “health” and “safety” in context
• A few important and specific aspects of industrial health
• Employee Aid Programmes (EAP)
• HIV/Aids
• Alcohol and drug dependence
• Management stress and burnout
• Traditional healers and employee health
• International management and employee health
• Examples of actual events related to employee health and safety
Module content:
• A model of career management
• Practical application of the model
• Career development and adult development stages
• The choice of, and entry into a career
• The early career
• Middle and later stages of career development
• Job stress
• Intersection between work and family
• Entrepreneurship
• Organisation contributions
Module content:
• The nature of planned change
• The competencies of the organisational development practitioner
• Ethical dilemmas in organisational development
• Phases in the OD process
• Entering and contracting
• Diagnosing organisations
• Diagnosing groups and jobs
• Collecting and analysing diagnostic information
• Feedback of diagnostic data
• Designing interventions
• Leading and managing change
• Evaluating and institutionalising organisation development interventions
• Human process interventions
• Interpersonal and group process approaches
• Organisation process approaches
• Technostructural interventions
• Restructuring organisations
• Employee involvement
• Work design
• Strategic interventions
• Special applications of OD
Module content:
• Problem identification and problem formulation;
• Literature study/text study;
• Research aids: library, computer, etc;
• Observation and measurement: test reliability; test validity;
measuring levels; scaling;
• Questionnaires as measuring instruments;
• Random tests;
• Research strategies;
• Gathering of data and data preparation;
• Statistics: parametric and non-parametric;
• Qualitative methods: contents analysis, phenomenology,
ethnomethodology, critical theory and
• Report writing: research presentation, technical care of research
reports, scientific journal articles, theses and papers.
Module content:
• An internship programme (200 hours) for Psychometrists
accredited with the Professional Board for Psychology;
• Ethical and legal aspects regarding psychological measurement;
• Theory and application of psychological tests;
• Introduction to tests commonly used in industry and
• Psychometric report writing.
Module content:
This module requires the learner to demonstrate their ability to conduct independent research by conducting research on a topic in the Human Resource Management or Industrial Psychology field and writing an academic article for publication in an accredited academic journal.
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