The Midlands State University (MSU) s B.Sc Honors degree in Human Resources Management is a unique degree programme which blends HR theory and practice and is packaged in a way that equips graduates with employability skills and work ethics which ensure versatility in the job market. The MSU s HRM degree programme aims at fostering productivity, creativity, operational flexibility, innovation and the promotion of a harmonious climate at the workplace, through the nurturing of graduates who contribute to the business strategy development by maximizing on the HR element while being mindful of their responsibility to the greater community and the well being of the employees.
The aim of the degree programme is to produce graduates with operational flexibility, versatile graduates who are strategic partners of business and who can add value to the bottom line of their organizations. Graduates of MSU s HRM degree programme will find rewarding careers as:
- HR Practitioners / Directors / Managers / Officers
- Human Resources Development (HRD) Practitioners / Directors / Mangers / Officers
- Employee Relations Specialists
- HR Consultants
- Organizational Development Consultants
- Research Officers
- Labour Movement Advocates
- Public Relations Practitioners
- General Management / Business Partners
- Public Sector Officers
Department of Human Resources Management
Midlands State University
Tel +263 54 260409 / +263 54 260450/ +263 54 260667
1.1 These regulations shall be read in conjunction with the Faculty Regulations and the General Regulations.
1.2 As a result of globalization and environment challenges such as the Economic Structural Adjustment Programme (ESAP) and its successor the Zimbabwe Programme for Economic and Social Transformation (ZIMPREST), interest in the study of Industrial Relations and Human Resource Management has been growing tremendously and it continues to grow. It can be asserted almost uncontroversially that the growing interest in the subject in Zimbabwe has culminated in the introduction of a degree in Human Resource Management at Midlands State University.
1.3 Like elsewhere the world over, one of the key problems facing organizations in Zimbabwe is the sourcing and utilization of “labour resources” to provide the productive effort needed to achieve organizational goals. In reality an organization only exists through its people and cannot achieve success without their effort, commitment and loyalty. This can never be fully guaranteed since we are dealing with the most unpredictable resource, the human resource.
1.4 The overall task of human resource management therefore, is to develop strategies, policies and procedures, which will facilitate employee effort, commitment and loyalty. In short human resource management is about managing the employment relationship. If the organization is to achieve its goals the employment relationship needs to be stabilized and made reasonably predictable.
1.5 Human Resource Management can be seen in general terms as addressing crucial questions in three areas as follows:
1.5.1. Employee Relations
How we can manage relationships, both individual and collective, with and between members of the workforce so as to maintain peace, motivation and commitment
1.5.2. Employee Resourcing
How we can ensure that the organization obtains the correct number and quality of people, their work is organized efficiently, that they are well rewarded and have conditions of work encouraging efficiency.
1.5.3. Employee Development
How we can develop our people to ensure that they fulfill the organization’s short and long term skill requirements.
2. CAREER PROSPECTS
2.1 The aim is to develop and equip the student with skills as a social scientist. Ultimately it is hoped that students will be provided with an opportunity for personal and career development so that they become graduates who are flexible and adaptable.
2.2 Job opportunities for Human Resource Management graduates exist in the following disciplines; Management, the Labour Movement, the Civil Service, Research, consultancy, the Law, Academia and many others.
3. ENTRY REQUIREMENTS
3.1 Normal Entry
For normal entry into BSc Human Resource Management Honours Degree programme, candidates should have at least two passes at ‘A’ Level in the following subjects: Accounting, Economics, Sociology, Psychology, Management of Business and Any ‘A’ level area of study involving the study of Literature
3.2 Special Entry
3.2.1. Candidates who have successfully completed the Institute of People Management of Zimbabwe (IPMZ) National Diploma or have obtained equivalent qualifications may apply for entry into BSc Human Resource Management Honours degree programme.
3.2.2. Candidates admitted under 3.2 may be exempted from certain modules at the discretion of the department.
3.2.3. No candidates admitted under regulation 3.2 shall complete the degree programme in less than three years.
3.3 Mature Entry
Refer to Section 3.3 of the General Regulations.
3.4 Visiting School
3.4.1 The aim of the visiting school programme is to provide academic support to those Human Resource Management practitioners who are already in the field but need to upgrade their skills in the area. Ordinarily, these individuals hold qualifications lower than BSc in Human Resource Management studies.
3.4.2 The degree programme will be completed in threeyears with academic levels 2 and 3 running concurrently.
3.4.3 To qualify for normal entry into the BSc Human Resource Management Studies Programme (Visiting School), candidates should have at least five ‘O’ level passes including English and Mathematics. In addition, a candidate must have;
A Diploma in Human Resource management
Any other relevant tertiary qualification
-At least 5 years working experience in the relevant field
-Proof of employment in a relevant field.
4. GENERAL PROVISIONS
4.1 The Bachelor of Science Human Resource Management Honours Degree is a four year programme.
4.2 Students go for work related learning during the third level of study
5.1 Methods of assessment shall include continuous assessment, examinations, work related learning supervision and dissertation.
5.2 The weighting will be computed as follows: Continuous Assessment 40% Examination 60%
5.3.1. After a dissertation has been submitted and marked, a student may be required to defend it before the Departmental Board of Examiners.
5.3.2. The highest mark that may be awarded to a dissertation submitted after due date is 50%.
5.3.3. A dissertation that attains a failure mark within supplementable range may be resubmitted within three months after the publication of results and the highest mark attainable shall be 50%
6. FAILURE TOSATIFYEXAMINERS
7. WORK RELATED LEARNING GENERAL GUIDELINES
Refer to Section 9 of the General Regulations.
Refer to Section 8 of the Faculty Regulations.
8. PROVISION FOR PROGRESSION
Refer to Section 6 of the Faculty Regulations
9. GRADINGAND DEGREE CLASSIFICATION
Refer to Section 10 of the Faculty Regulations
10. DEGREE WEIGHTING
Refer to Section 11 of the Faculty Regulations.
11. HONORARY DEGREES
Honorary Degrees will be awarded to individuals who will have distinguished themselves in the field of Human Resource Management and Community Service. The Human ResourceManagement Department may offer the following degrees:
11.1 Doctor of Public Service (D.P.S)
11.2 Doctor of Science (DSc)
12. PROGRAMME STRUCTURE
Level 1 Semester 1 (All modules are compulsory)
|HRM 109||Industrial Relations||4|
|HRM 102||Principles of Economics||4|
|HRM 101||Management and Labour||4|
|CS101||Basic of Communication Skills||4|
|HCS 115||Introduction to Information Technology||4|
|HRM 119||Principles of Accounting||4|
Level 1 Semester 2
|HRM 104||Labour Economics||4|
|HRM 112||Organisational Communication||4|
|HRM 113||Principles of Training||4|
|HRM 115||Principles of Sociology||4|
|HRM 117||Principles of Human Resource Management||4|
|PSY 102||Principles of Psychology||4|
Level 2 Semester 1
|HRM 202||Organizational Behaviour||4|
|HRM 213||Human Resource Policy and Practice||4|
|HRM 214||Principles of Marketing||4|
|HRM 215||Business Law 1||4|
|GS201||Introduction to Gender Studies||4|
|HRM 219||HIV/AIDS in the Workplace||4|
Level 2 Semester 2
|HRM 203||Elements of Labour Law||4|
|HRM 207||Social Research Methods||4|
|HRM 210||Work Place Industrial Relations||4|
|HRM 212||Occupational Health and Safety||4|
|HRM 218||Business Law 2||4|
|HRM 220||Public Sector HRM||4|
Level 3 Semester 1 and 2: Work Related Learning
|HRM 301||Work Related Learning Report||15|
|HRM 302||Academic Supervisor’s Report||15|
|HRM 303||Employer’s Assessment Report||10|
Level 4 Semester 1
|HRM 402||Management of Change||4|
|HRM 403||Strategic Human Resource Management||4|
|HRM 410||Leadership and Ethics||4|
|HRM 409||Human Resource Development||4|
Level 4 Semester 2
|HRM 401||Comparative Industrial Relations||4|
|HRM 412||Gender and the World of Work||4|
HRM101 MANAGEMENTAND LABOUR
The module serves as the basis of 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 of managing the conflict. Students will appreciate the origins of various approaches and models that shape the discipline of people management.
HRM 102 PRINCIPLES OF ECONOMICS
This 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 104 LABOUR ECONOMICS
This module is intended to enable students to; examine how labour markets operate in practice, introducing the concepts of unemployment and wage rigidity; analyse labour market theories in relation to human resource management with a focus on the ‘flexibility’ notion.
HRM 109 INDUSTRIAL RELATIONS
This 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’; understand the theoretical issues underpinning the collective bargaining role of trade unions.
PSY 102 INTRODUCTION TO PSYCHOLOGY
Refer to the Department of Psychology.
HRM 112 ORGANISATIONAL COMMUNICATION
This module is intended to enable students to; understand the meaning and role of communication in an organization with specific reference to the management of the human resource; understand the different strategies which managers can use to enhance the effectiveness of communication in an organization, understand the barriers to effective communication in an organization and how to overcome them.
HRM 113 PRINCIPLES OFTRAINING
The module is intended to enable the students to; understand and appreciate the training of employees, evaluation of training and understand and assess the skills required in the organizations.
HRM 115 PRINCIPLES OF SOCIOLOGY
This module is intended to enable students to; understand the human being as a social entity and understand the influence of formal and informal relationships on the human being. It explains how individual behaviour is shaped and constrained by culture.
HRM 117 PRINCIPLES OF HUMAN RESOURCE MANAGEMNT
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 with regard to 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 119 PRINCIPLES OFACCOUNTING
This 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.
GS 201 INTRODUCTION TO GENDER STUDIES
Refer to the Department of Gender Studies
HRM 202 ORGANISATIONAL BEHAVIOUR
This module is intended to enable students to; understand and appreciate the behavioural and management science revolution, appreciate the various systems in organizations, analyse individual behavior, motivation and leadership; understand the meaning of organizational culture and how it influences the way workers behave in the organization.
HRM 203 ELEMENTS OF LABOUR LAW
This 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 207 SOCIAL RESEARCH METHODS
This 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 both quantitative and qualitative techniques of research.
HRM 210 WORKPLACE INDUSTRIAL RELATIONS
This 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 212 OCCUPATIONAL HEALTH AND SAFETY
This module is intended to enable students to; 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; 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; familiarize with various statutory requirements governing occupational health and safety and identify causes of occupational hazards and accidents and methods of dealing or preventing such.
HRM 213 HUMAN RESOURCE POLICYAND PRACTICE
This module is intended to enable 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 familiarize with key human resource policy areas and the respective procedures.
HRM 214 PRINCIPLES OF MARKETING
The module seeks to give students an appreciation of the marketing function and the day to day activities of the same. The rationale is that the Human Resource function should have an understanding of the marketing function as the interface with the organisations’ external stakeholders, to find ways to contribute to the bottom line.
HRM 215 BUSINESS LAW 1
The module gives an introduction to general principles of law and its interpretation. The module includes such laws as the law of contract and sales, agency, negotiable instruments, insurance, partnerships, law of delict, insolvency and consumer protection. It will enable human Resource practitioners to operate effectively in a highly litigious industrial relations environment.
HRM 218 BUSINESS LAW 2
The module gives a thorough understanding of Company 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 in appreciating the use of judicial precedents in making correct judgements.
HRM 219 HIV/AIDS IN THE WORKPLACE
This module is intended to enable students to; understand the devastating effects of HIV/AIDS at the workplace and craft comprehensive HIV/AIDS policies and proffer workable strategies to help the infected and affected for the benefit of the organisation and society at large. Students will also appreciate the various statutory instruments or labour laws on HIV/AIDS to safeguard against possible litigation on discrimination in the recruitment and selection, promotion, termination of employment, etc. of people living with HIV/AIDS.
HRM 220 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 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-govermental organisations, recruitment and selection practices, staff retention practices, talent management practices, HRP, performance management, reward management, disciplinary procedure and organisational ethics.
HRM 401 COMPARATIVE INDUSTRIAL RELATIONS
This module is intended to enable students to; investigate the extent to which globalization 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 402 MANAGEMENT OF CHANGE
This 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 organizations and understand resistance to change and how to overcome it.
HRM 403 STRATEGIC HUMAN RESOURCE MANAGEMENT
This module is intended to enable students to; understand what policies and strategies are 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 409 LEADERSHIPAND 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 410 HUMAN RESOURCE DEVELOPMENT
The module is intended to enable students to; know how managers can invest in the workforce to promote both individual and organisational effectiveness. The students will be exposed to such issues as career management, succession management, management development programmes, etc.
HRM 411 ENTREPRENEURSHIP
This module is intended to enable students to appreciate the significance of entrepreneurship in Zimbabwe; appreciate the entrepreneurial processes- from finding and evaluating good business opportunities to new venture start-up and growth issues. Students will also learn the importance of entrepreneurial behaviour as a critical success factor in new business creation.
HRM 412 GENDER AND THE WORLD OFWORK
This module enables students to appreciate the impact of gender on how employees relate at the work place. It analyses issues such as discrimination, equal opportunities, sexual harassment, workplace romance, workers with family responsibilities, work ¬life balance etc. It also gives students an appreciation of the international legal framework concerning gender issues in Zimbabwe and whole the world.
HRM 404 MANAGERIAL ECONOMICS
This module is intended to enable students to; understand and appreciate the importance of making decisions to create a product; decisions to create demand; decisions to create capacity. It is also intended to make students appreciate managerial economics at a deeper level.
HRM 407 MICRO-COMPUTERS IN HRM
The quality of decisions made about people and the quality of services provided by the HR department are 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 the human resource.
REGULATIONS FOR THE POST-GRADUATE DIPLOMA IN HUMAN RESOURCE MANAGEMENT
The Post- Graduate Diploma in Human Resource Management (DHRM) is a two semester part-time programme structured to meet human resource management needs in Zimbabwe, the region and beyond. It intends to equip students with both academic and practical skills that enable them to enter the Human Resource Management (HRM) field through research and academic studies. The programme targets individuals without a first degree in HRM but who wish to pursue a Masters’ Programme in HRM. It therefore serves as a bridging qualification for such individuals. Candidates who already have an HRM undergraduate degree are exempted from this diploma.
2. GENERAL AIMS
The general aims of the programme are to provide the student with:
2.1. An understanding of contemporary theoretical foundations and analytical issues in the employment relationship.
2.2. An understanding of the strategic role of human resource management through the vertical and horizontal integration of HR activities.
2.3. The ability to conduct research informed by clearly articulated HRM theories or general management theories that promote effective human resource management.
3. CAREER PROSPECTS
HRM graduates have career opportunities in a wide array of disciplines which include the following;
-Human Resource Management (Private and Public Sector) Management -Labour Movement -Research and Consultancy -Teaching and lecturing -Non -Governmental Organisations etc.
4. ENTRY REQUIREMENTS
4.1 Normal Entry
For normal entry a candidate should have satisfied the university’s general academic regulations and have a pass in English language and at least an “E” grade in Mathematics at “O” level and have a good first degree.
Formal examinations will normally be held at the end of each semester.
5.1 Continuous assessment shall account for 40% of the overall assessment while the final examination will account for 60% of the overall assessment.
5.2. The aggregate pass mark shall be 50%.
5.3. Marking Scheme and Diploma Classification
Refer to section 21.2 of the General Academic Regulations for Post-Graduate Diplomas
Students shall earn 46 credits to be allowed to graduate.
7. PROGRAMME STRUCTURE
Level 1 Semester 1
|DHRM 601||Work Place Relations||4|
|DHRM602||Accounting for Business||4|
|DHRM603||Strategic People Management||4|
|DHRM604||Training and Development||4|
|DHRM 605||Introduction to Economics||4|
Level 1 Semester 2
|DHRM 608||Research Project||
|DHRM609||Sociology of Organisations||
|DHRM 610||Human Resource Management Consultancy||
|DHRM 611||Industrial Psychology||
8. MODULE SYNOPSES
DHRM 601 Workplace Relations
The module considers an overview of the workplace relations in Zimbabwe and other countries. As a comparative study the module enables the student to appreciate the origins of workplace I.R and how it shapes the current workplace relations. The module will also analyse all the parties in the employment relations, strikes, collective bargaining and the legal framework governing the employment relations.
DHRM 602 Accounting for Business
The module is designed to give students an understanding of the basic principles of accounting and their application to sole traders, partnerships, companies and non profit making organisations and introduction to the analysis and interpretation of financial records and statements.
DHRM 603 Strategic People Management
This modules aims to cover the very basic concepts in human resource management. It enables students to understand what policies and strategies are and how they usually develop. These strategies and policies will include reward management, health and safety, training etc. and how all these are linked to the attainment of organisational objectives.
DHRM 604 Training and Development
This module is aimed at making students appreciate the importance of investing in people/workforce. The module will also focus on the strategic development of the workforce and the learning organisation. In addition the importance of training and approaches to training (training techniques) will be explored.
DHRM 605 Introduction to Economics
This module intends to enable students to understand and appreciate the importance of making decisions to create a product, decisions to create demand and supply and also decisions to create capacity.
DHRM 606 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 research
DHRM 607 Organisational Dynamics
The module examines the individual and groups in organisations. It also covers motivation, learning theories, personality, stress, organisational effectiveness, decision making and organisational classification.
DHRM 608 Research Project
The project involves research in the area of the students’ interest. The student is expected to do practical fieldwork over a period of 3 months. The project is expected to be between 25-35 pages.
DHRM 609 Sociology of Organisations
The module examines, industrial conflict, discipline and power in organisations, corporate cultures, organisational structures and how they impact on employee performance
DHRM 610 Human Resource Management Consultancy
The module explores trends and principles of ethical and profitable Consultancy in Human Management. The module will cover consultancy under the 3 main themes in HRM which are labour, training and general Human Resource Management. Approaches to consultancy and practical ways of consultancy will be highlighted.
DHRM 611 Industrial Psychology
The module enables students to understand how workers behave and try to cope with stressful situations. It also enables students to understand and appreciate the psychological variables affecting workers.
REGULATIONS FOR MASTER OF SCIENCE (MSc) IN HUMAN RESOURCE MANAGEMENT DEGREE (MHRM)
1.1 These regulations shall be read in conjunction with the Faculty Regulations and the General Academic Regulations for Postgraduate degrees
1.2 The degree shall be awarded to candidates who have successfully completed the programme and passed the examinations in accordance with regulations set in the Faculty Regulations.
2.1 Given that employees are a key resource in the search for improved organizational performance, the programme provides an understanding of contemporary theoretical foundations and analytical issues in the management of the human resource.
2.2 The programme prepares students to develop a critical appreciation of how to manage, evaluate and advise on human resource and employment issues.
2.3 The programme is designed in an integrated way and encourages critical awareness which is a pre-requisite for creative thinking
3. ENTRY REQUIREMENTS
3.1 To qualify for entry into the Master of Social Sciences degree programme a student should have an honours degree in Human Resource Management, Human Resource development or Employment Relations, any social science or any other qualification which the Department may deem to be sufficient preparation for the programme with a pass of an upper second class (2.1) or better.
4.1 The programme shall be completed over a minimum of 3 semesters on a block- release basis.
5. GENERAL PROVISIONS
5.1 Formal examinations will be held at the end of each semester.
5.2 For a student to be admitted to the examinations they must; have paid in full the prescribed fees; Satisfactorily attempted approved modules of study including submission of required written assignments; Attended compulsory classes; Participated in prescribed seminars, tutorials and practical classes
5.3 Normally all formal examinations will be written papers, but in some cases the examiner may test the candidate orally.
6.1 Continuous assessment shall account for 40% of the overall assessment, while the final examination will account for 60% of the overall assessment.
6.2 The aggregate pass mark shall be 50%
7. FAILURE TOSATISFYEXAMINERS
A student who fails to satisfy examiners and obtains less than 50% but not less than 40% may on the recommendation of the Board of Examiners and subject to the approval of the University Senate, be permitted to sit for a supplementary examination(s) in the respective module(s) failed in a particular semester.
8. DEGREE STRUCTURE
Level 1 Semester 1
|MHRM 701||Human Resource Management||4|
|MHRM 702||Employment Relations||4|
|MHRM 703||Employee Resourcing||4|
|MHRM 704||Marketing Management||4|
Elective Modules (choose one)
|MHRM 705||Ethics and Corporate Governance||4|
|MHRM 706||Sociology of Work and Employment||4|
|MHRM 707||Managerial Economics||4|
Level 1 Semester 2
|MHRM 708||Reward Management||4|
|MHRM 709||Organisational Analysis and HR Strategy||4|
|MHRM 710||Research Methodology and Statistics||4|
|MHRM 711||Business Finance||4|
Elective Modules (choose one)
|MHRM 713||HR Consultancy||4|
|MHRM 714||Management of Change||4|
|MHRM 715||HRM Information Systems||4|
Level 2 Semester 1
9.1 A student must pass at least eight modules in the first level for one to progress to the second level.
9.2 A student who fails three modules at the end of the first levelwill have to repeat failed modules.
9.3 A student must pass MHRM 710 in order to do MHRM 802 which is the dissertation.
10. DEGREE CLASSIFICATION
10.1 For the purposes of degree classification the parts of the degree programme will be classified as follows:
Level one 50% Level two 50%
11. NOTIFICATION OF RESULTS
Results shall be published in accordance with the provisions of the General Academic Regulations.
12. MODULE SYNOPSES MHRM
701 Human Resource Management
The module considers the overall significance of HRM in moulding profitable organizations. It will cover the basic concepts underpinning HRM such as commitment, teamwork, and the evolution of HRM, the HRM Practices, the philosophy of HRM and the local and international context in HRM. It will also explore some topical contemporary issues in HR such as performance management, knowledge management and high performance work systems.
MHRM 702 Employment Relations
The module considers an overview of employment relations in Zimbabwe. It looks at the definition of employee relations, the challenges facing employee relations in Zimbabwe, employee relations in a transitional environment, the Labour Act, Institutions for managing employee relations in Zimbabwe, the role of employee relations in Organisational effectiveness, the integrations of Human Resource Management with other HR functions, regional employee relations (SADC) and International employee relations.
MHRM 703 Employee Resourcing
This module focuses on the task of engaging employees to the organization and will cover recruitment and selection, analyzing the labour market for recruitment and selection, ethics in recruitment and selection, international issues in recruitment and selection, strategic significance of recruitment and selection, recruitment and selection in the Zimbabwean context.
HHRM 704 Marketing Management
The module exposes the students to the main concepts and theories of marketing management. Topics will include the marketing concept, the marketing environment, market segmentation, marketing planning, consumer and industrial strategies, products life cycle, advertising, sales promotion, personal sales management and the role of an HR Practitioner in marketing management.
MHRM 705 Ethics and Corporate Governance
The module explores the concept of ethics in management. It will analyse the question of ethics in all HR activities, the link between ethics in HR and employee relations, the link between ethics in corporate governance and organizational performance.
MHRM 706 Sociology of Work and Employment
The module examines, industrial conflict, discipline and power in organizations, new forms of surveillance, corporate cultures, organizational structures and how they impact on employee performance and relations in organizations.
MHRM 707 Managerial Economics
The module explores the theory of Economics, Micro economics, Labour Economics, the link between Economics and HR Strategy, International economics, International political economy and its impact on international Human Resource Management. It also analyses the role of Government economic policy in Human Resource Management.
MHRM 708 Reward Management
The module analyses the concept of Reward, the Total Reward model, the link between Performance and reward, the Reward Strategy, Reward management in a hyper¬inflationary environment,International issues in reward management.
MHRM 709 Organisational Analysis and HR Strategy
The module analyses issue to do with Strategic Human Resource Management. It will analyse the concept of HR Strategic, its significance and influence in Overall Organisational strategy, It also analyses the contribution of HR to overall organizational performance and some generic HR Strategies.
MHRM 710 Research Methodology and Statistics
The module serves as a thorough grounding for practical research in Social Sciences. It will encompass computers in the analysis of research findings. Students will gain a deeper appreciation of qualitative ethnographic research methods and quantitative statistical analysis. Students will be exposed to various types of research such as evaluation research, action research, case studies, ethnography etc. Students will also gain an insight on how to publish research findings.
MHRM 711 Business Finance
The module seeks to provide a good grounding on the key principles and approaches in financial management necessary for financial decision making. It will also look at the role and significance of the HR function in financial management in an organization and vice-versa.
MHRM 712 Leadership
The module analyses the concept of leadership, the role of and significance of leadership in an organization, the various leadership styles, international and contemporary issues in Leadership.
MHRM 713 Human Resource Consultancy
The module explores trends and principles of ethical and profitable Consultancy in Human Resource Management.
MHRM 714 Managing Change
The module provides a thorough grounding in current theory and approaches to managing transition. It will cover topics such as the role of leadership in change and analyse recent cases of transition.
MHRM 715 Human Resource Management Information Systems
This module explores the impact of information technology in modern Human Resource Management. It further looks at the shift to paperless HR Information Systems and analyses in depth current commercial HR Information System and Packages.
MHRM 801 Strategic Human Resource Development
The module starts by reviewing elementary Human Resource Development concepts such as learning theories, Career Management, Succession Management. It then focuses on the strategic role of HRD in the form of HRD Strategy, organisational development, managing learning and contemporary and international issues in Human Resource Development.
MHRM 802 Dissertation
Students carry out research on a topic of their choice concerning pertinent issues in Human Resource Management.