REGULATIONS FOR BACHELOR OF SCIENCE HONOURS DEGREE IN HUMAN RESOURCE MANAGEMENT (HHRM)
- Overview
- Career Opportunities
- Programme Structure
Overview
1.0 PURPOSE OF THE PROGRAMME
The overall purpose of HRM therefore is to;
1.1 Develop a student who can create strategies, policies and procedures that enhance the achievement of the business strategy
1.2 To equip students with the necessary skills that enable them to enhance industrial harmony and productivity through employee commitment and loyalty.
1.3 To examine the emerging challenges in the corporate world in respect to HR issues
1.4 To develop students who are conversant with the labour market trends and dynamics.
1.5 To develop students with entrepreneurial skills given the current economic trends
2.0 ENTRY REQUIREMENTS
Normal entry: At least two A Level passes in accounting, economics, sociology, management of business and any other relevant subject.
Special entry: any relevant national diploma in line with ZNQF and at least five ‘O’ level passes.
Mature entry: five ‘O’ level passes including English and Mathematics, a diploma in Human Resource Management from a recognized institution or any other relevant tertiary qualification. The applicant should also have at least 5 years working experience in the relevant field.
Career Opportunities
3.0 PROGRAMME CHARACTERISTICS
The programme builds the research-technology-innovation continuum and focuses on knowledge development and application using a student-centred approach.
4.0 CAREER OPPORTUNITIES AND FURTHER EDUCATION
Human Resource Manager, Human Resource Development Manager, Arbitrator, Human Resource Consultancy, Academia, Labour Officer, Occupational Health and Safety Officer, Industrial Relations Manager/ Officer, Training Officer, Payroll Administrator, Human Resources Administrator
Further Education: Masters studies in HRM, in Labour Relations and Human Resource Development
5.0 PROGRAMME DELIVERY
Lectures, tutorials, seminars, group work, presentations, public lectures, practicals, guest lecturers, dissertations, lecture notes, and field trips.
6.0 LEARNING OUTCOMES
On successful completion of this programme the graduate will be able to:
- Demonstrate knowledge and understanding of employee relations.
- Identify and define different policies, systems and practices to ensure effective attainment of organisational goals.
- Use technology applications in the human resource management function.
- Apply acquired competencies in the establishment and functioning of Human Resource Management consultancy ventures
- Communicate effectively and present information using multi-media to both experts and non-experts in the Human Resource Management industry
Programme Structure
Level 1 Semester 1
| Code | Module Description | Credits |
|---|---|---|
| HRM 131 | Management and Labour | 12 |
| HRM 132 | Principles of Economics | 12 |
| HRM 139 | Industrial Relations | 12 |
| HRM 149 | Principles of Accounting | 12 |
| HCS 135 | Introduction to Information Technology | 12 |
| CS 131 | Basic Communication Skills | 12 |
Level 1 Semester 2
| Code | Module Description | Credits |
|---|---|---|
| HRM 141 | Labour Economics | 12 |
| HRM 142 | Organisational Communication | 12 |
| HRM 143 | Training | 12 |
| SOC 101 | Introduction to Sociology | 12 |
| HRM 144 | Human Resource Management | 12 |
| PSY 132 | Introduction to Psychology | 12 |
Level 2 Semester 1
| Code | Module Description | Credits |
|---|---|---|
| ENT 205 | Entrepreneurship 1 | 12 |
| HRM 232 | Organisational Behaviour | 12 |
| HRM 233 | Human Resource Policy and Practice | 12 |
| PSY 432 | Psychometrics | 12 |
| HRM 234 | Business Law | 12 |
| HRM 235 | Qualitative Research Methods | 12 |
| GSSS 201 | Gender Studies for Social Sciences | 12 |
Level 2 Semester 2
| Code | Module Description | Credits |
|---|---|---|
| HRM 241 | Labour Law | 12 |
| HRM 242 | Quantitative Research Methods | 12 |
| HRM 243 | Work Place Industrial Relations | 12 |
| HRM 244 | Occupational Health and Safety | 12 |
| HRM 245 | Public Sector HRM | 12 |
| HRM 246 | Payroll and Benefits Administration | 12 |
Level 3.1: Work-Related Learning
| Code | Module Description | Credits |
|---|---|---|
| HRM 330 | Work-Related Learning Report | 40 |
Level 3.2: Work-Related Learning
| Code | Module Description | Credits |
|---|---|---|
| HRM 341 | Work-Related Learning Report | 30 |
| HRM 342 | Academic Supervisor’s Report | 20 |
| HRM 343 | Employer’s Assessment Report | 30 |
Level 4 Semester 1
| Code | Module Description | Credits |
|---|---|---|
| HRM 431 | Management of Change | 12 |
| HRM 432 | Strategic Human Resource Management | 12 |
| HRM 433 | Leadership and Ethics | 12 |
| HRM 434 | Labour Productivity | 12 |
| HRM 435 | Human Resource and Organisational Development | 12 |
Level 4 Semester 2
| Code | Module Description | Credits |
|---|---|---|
| HRM 441 | Comparative Industrial Relations | 12 |
| HRM 442 | Dissertation | 24 |
| HRM 443 | Gender and the World of Work | 12 |
| HRM 444 | Electronic Human Resource Information Systems | 12 |
MODULE SYNOPSES
HRM 131 Management and Labour
The module serves as the basis for introducing students to key theories and concepts of the evolution of management and labour issues. At the end of the module, students are expected to understand the hostilities that exist between management and labour and be able to think critically, analyse the innate conflict between the two groups and come up with solutions for managing the conflict. Students will appreciate the origins of various approaches and models that shape the discipline of people management.
HRM 132 Principles of Economics
The module is intended to enable students to: Understand and appreciate basic economic principles. For example, students will be exposed to the principle of supply and demand and shown how this affects the management of the human resource.
HRM 139 Industrial Relations
The module is intended to enable students to; understand and appreciate the employment relationship; understand and appreciate the origins of industrial relations and the ‘worker problem’; and understand the theoretical issues underpinning the collective bargaining role of trade unions.
HRM 141 Labour Economics
The module is intended to enable students to; examine how labour markets operate in practice, introducing the concepts of unemployment and wage rigidity; and analyse labour market theories to human resource management with a focus on the ‘flexibility’ notion.
PSY 132 Introduction to Psychology
Refer to the Department of Psychology.
HCS 115 Introduction to Information Systems
Refer to the Department of Information Systems
CS 101 Basic Communication Skills
Refer to the Department of Communication Skills
HRM 142 Organisational Communication
The module is intended to enable students to; understand the meaning and role of communication in an organisation with specific reference to the management of human resources; understand the different strategies which managers can use to enhance the effectiveness of communication in an organisation, understand the barriers to effective communication in an organisation and how to overcome them.
HRM 143 Training
The module is intended to enable the students to; understand and appreciate the training of employees, evaluate training and understand and assess the skills required in the organisations.
SOC 101 Introduction to Sociology
Refer to the Department of Psychology
HRM 144 Human Resource Management
The module is intended to enable students to understand and appreciate the origins and current role of human resource management and the academic debates around the future direction of the occupation. Students will appreciate the distinction between the Industrial Relations model and the HRM model concerning the relationship between workers and their unions on one hand and the management and owner of businesses on the other hand. The module exposes students to some of the key theories and approaches to HRM. It also explores the philosophy of Human Resource Management vis-a-vis Traditional Personnel Management.
HRM 149 Principles of Accounting
The module is intended to enable students to; have an appreciation of basic accounting principles, understand how accounting statements are prepared and be able to interpret them for decision making in the management of the Human Resource.
GSSS 201 Introduction to Gender Studies
Refer to the Department of Gender Studies
ENT 205 Entrepreneurship
Refer to the Department of Entrepreneurship
HRM 232 Organisational Behaviour
The module is intended to enable students to; understand and appreciate the behavioural and management science revolution, appreciate the various systems in organisations, analyse individual behaviour, motivation and leadership; and understand the meaning of organisational culture and how it influences the way workers behave in the organisation.
HRM 233 Human Resource Policy and Practice
The module is intended to enable one to understand the meaning and differences between human resource policies and procedures. Students will appreciate the nature and content of human resource strategies and how to develop them, e.g. employee resourcing, employee reward, etc. Students will familiarise with key human resource policy areas and the respective procedures.
HRM 234 Business Law
The module gives a thorough understanding of general principles of law and how companies should be run and directed. Human resource students will also be equipped with the skills necessary for good corporate governance practice. An understanding of case law and statute laws will also enable students to appreciate the use of judicial precedents in making correct judgements.
HRM 235 Qualitative Research Methods
The module is intended to enable students to; understand the techniques widely used in gathering, interpretation, analysis and presentation of data in social science research. It exposes students to qualitative techniques of research.
HRM 241 Labour Law
The module is intended to enable students to; highlight the basis and significance of the contract in the employment relationship. It enables students to analyse the contract of employment in terms of the legal regulations of economic activity within the labour market.
HRM 242 Quantitative Research Methods
This module introduces students to quantitative research methods. The module is aimed at providing a firm understanding of the fundamental principles of quantitative analysis, and a good foundation of knowledge of quantitative methods and their application to data.
HRM 243 Workplace Industrial Relations
The module is intended to enable students to; analyse real-life workplace industrial relations problems and cases and come up with practical and workable solutions. Students gain a broader understanding of the situation they are going to encounter during their work-related learning.
HRM 244 Occupational Health and Safety
The module is intended to enable students to appreciate the need for effective management of health and safety programmes in the workplace, conceptualize issues of environmental health and safety and occupational health, and examine various theoretical strands to issues of environmental and occupational health, identify and discuss different forms of health and subsequent occupational intervention strategies, outline various organizational stressors among employees in Zimbabwe and strategies for managing such, familiarise with various statutory requirements governing occupational health and safety and identify causes of occupational hazards and accidents and methods of dealing or preventing such.
PSY 432 Psychometrics
Refer to Department of Psychology.
HRM 245 Public Sector HRM
The module explores HR practices in governmental and quasi-governmental organisations like local authorities and parastatals. The role of government policy influencing such practices is articulated since the government provides the legal framework for such HR practices. The themes to be covered include the legal framework of HR practice in governmental and non-governmental organisations, recruitment and selection practices, staff retention practices, talent management practices, HRP, performance management, reward management, disciplinary procedure and organisational ethics.
HRM 246 Payroll and Benefits Administration
The module introduces students to the fundamental functions of the payroll, payroll-related legislation affecting organisations in Zimbabwe, the payroll cycle and the accounting treatment of payroll information. This module will improve the students’ skills in payroll management and developing the payroll function of an organisation. As such this requires a diverse set of skills along with specific knowledge in accounting, payroll and legislative applications to ensure all aspects of the payroll cycle and compliance elements are met. This module will provide a solid knowledge of the payroll functions within the organisation and the skills to perform the payroll and accounting tasks for manual and computerised systems. The module will also look at industry trends and best practices related to the compensation, benefits and payroll functions within the organisation.
HRM330 Work- Related Placement Report
The students will submit a comprehensive work placement report which shows their understanding of the organisation placed.
HRM341 Work- Related Learning Report
As part of the examination, the students will be required to submit a comprehensive academic report of their work-related learning experience to the department and it will be marked and awarded a mark that will be ratified by the departmental examinations board.
HRM342 Work- Related Academic Supervisor’s Report
As part of the examination, the students will be assessed and awarded a mark by the academic supervisor and this will be presented to the departmental examinations board for processing of final marks.
HRM343 Work- Related Learning Supervisor’s Report
The employer will assess the student and award a mark which will be presented to the departmental
examinations board for processing of final marks.
HRM 431 Management of Change
The module is intended to enable students to; understand what change is and why it is important to manage it; understand the various models and types of change; understand the significance of change and how they can facilitate change in organisations and understand resistance to change and how to overcome it.
HRM 432 Strategic Human Resource Management
The module is intended to enable students to; understand what policies and strategies are and how they usually develop, describe the basic types of strategies and policies, show how strategies may be implemented in practice and suggest guidelines to help make strategies and policies in practice.
HRM 433 Leadership and Ethics
The module exposes students to various theories and approaches to leadership. It also enables students to appreciate the various ethical dilemmas leaders face in the work situation.
HRM 434 Labour Productivity
The expansion of trade, the globalisation of economies, and the emergence of new markets have made productivity a critical success factor for any country in the world. Productivity remains a tropical issue in academic circles and industry at large. The major concern of business in Zimbabwe today is to ensure that employees produce to acceptable levels and to enhance the shareholder value and wealth which in turn affect organisational effectiveness, individual well-being and societal well-being. Within the fluctuating labour market trends in Zimbabwe where the labour market is affected by nothing other than the laws of demand and supply, productivity issues remain topical. Unemployment levels are high, and wages are not linked to productivity. The module therefore seeks to equip students with the necessary knowledge of productivity, avail factors that determine productivity and understand how to calculate and measure productivity.
HRM 435 Human Resource and Organisation Development
The module examines human resource development and organizational development issues. It introduces students to the fundamental and current trends in Human resource and organisational development. The module offers a two-pronged approach by giving equal attention to both Human Resources and Organizational Development. It gives an overview of Human Resources Development issues like investment in HRD, management development, career planning, Human Resource Development and continuous improvement. Issues on the organisational Development Process, Organisational Development process, Organisational Development intervention strategies, employee involvement and empowerment interventions, team development interventions, intergroup development interventions and quality and product interventions are also articulated. Finally, the module captures Human Resource and Organisational Development challenges.
HRM 441 Comparative Industrial Relations
The module is intended to enable students to; investigate the extent to which globalisation has brought about similarities in industrial Relations systems between countries and in particular countries in the SADC and EU and examine the difficulties in framing, interpretation and enforcement of social legislation.
HRM 442 Dissertation
Students carry out research on a topic of their choice concerning pertinent issues in Human Resource Management under the guidance of a supervisor. The dissertation should be under the Department Dissertation guidelines.
HRM 443 Gender and the World of Work
This module enables students to appreciate the impact of gender on how employees relate in the workplace. It analyses issues such as discrimination, equal opportunities, sexual harassment, gender and leadership, workers with family responsibilities, work-life balance etc. It also gives students an appreciation of the international legal framework concerning gender issues globally.
HRM 444 Electronic Human Resource Information Systems
The quality of decisions made about people and the quality of services provided by the HR department is largely dependent on the quality of information and records available. In this regard this module seeks to; expose students to the potential benefits of Information Technology (IT) as applied in a computerized human resource information system. The module will alert students to some of the problems affecting the use of IT in the management of human resources.