| Code | Faculty |
|---|---|
| 07250146 | Faculty of Economic and Management Sciences |
| Credits | Duration | NQF level |
|---|---|---|
| Minimum duration of study: 1 year | Total credits: 180 | NQF level: 09 |
| Mrs C Smit [email protected] | +27 (0)829762853 |
This is a coursework master's programme, with six modules and a mini-dissertation.
The pass mark for the mini-dissertation is 50%. The provisions regarding pass requirements for dissertations, contained in General Regulation G.12.2, apply mutatis mutandis to mini-dissertations. A pass mark of at least 50% is required in the examination of each module.
For examination purposes, a student must, in consultation with the supervisor, submit a sufficient number of bound copies of the mini-dissertation or research article, printed on good quality paper and of good letter quality to the postgraduate administrator at the relevant department. Permission to submit the mini-dissertation or research article in unbound form may be obtained from the supervisor concerned on condition that a copy of the final approved dissertation is presented to the examiners in bound format or electronic format.
In addition to the copies already mentioned, each successful student must submit a bound paper copy as well as two electronic copies of the approved dissertation to the Head: Student Administration in the format specified by the faculty and in accordance with the minimum standards set by the Department of Library Services, before 15 February for the Autumn graduation ceremonies and before 15 July for the Spring graduation ceremonies, failing which the degree will only be conferred during a subsequent series of graduation ceremonies.
In order to be awarded the degree with distinction, a student must meet the following criteria:
Module content:
Outcomes:
The context and content of strategic human resource management are explored in-depth and how to effectively implement relevant strategic human resource management plans. Students will also become aware of the state of strategic human resource management in South African organisations.
Module content:
Fairness in employment decision-making and selections. Know how to analyse jobs and work, and apply work force planning effectively.
Module content:
Exploring the history of leadership theory and implement contemporary approaches to understanding leadership. This module aims students to design and deliver a leadership development programme.
Module content:
HR metrics in Personnel Practice
This module aims to explore the measurements used to analyse the effectiveness and value of typical Human Resource initiatives for example turnover, training, cost of labour, employee engagement and performance, employee expenses and return on human capital investment.
Module content:
Outcomes of the module are:
Module content:
Part 1: Research Proposal & Design
Design a research project by formulating the framework of the study by means of a problem statement, literature review, development of research objectives/questions/hypotheses and stipulating the methodology.
Part 2: Qualitative and Quantitative research
Designing quantitative and qualitative research methodology by understanding and applying the relevant approaches, designs, paradigms, sampling procedures, data collection and data analyses methods. Understand what is implied with quality control measures in quantitative and qualitative research.
Part 3: Statistics and Computer- Based Data Analysis
Module content:
Research component (Human Resource Management mini-dissertation) can be done concurrently with other modules in first year with allowance to finish in second year of study.
Module content:
The significance of this module lies on three levels. Firstly, this module will require students to get to grips with the psychology of change in individuals and groups. Secondly, it will require students to build their own mental model of a changing post-modern society and of the organisation as change territory in order to have a full understanding of the nature and dynamics of organisational change. The third level of significance lies in the module’s requirement to integrate this contextualised theory of change in a framework to effectively deal with the dynamics of change and change interventions in a contemporary organisation.
Module content:
Labour relations management principles. Employment contracting. SA Labour legislation.Management of grievances and Labour relations management strategies and policies
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