Human Resources Management Handbook

Staff

Human resources managers provide the specialised services needed by other management team members to make the most effective use of the human resources within an organisation.

They plan and execute policies that relate to all phases of personnel activity. As labour costs are the single greatest expense in an organisation, it is the job of the human resources manager to help make best use of every employee’s talents, skills and potential, and to ensure optimum productivity through good selection, training and promotion procedures.

His or her work may include:

  • recruiting, selecting and placing new staff
  • inducting and training staff
  • communicating between management and workers
  • devising renumeration scales and policy
  • promoting staff relations
  • keeping employee records
  • job analysis and evaluation
  • handling grievances and industrial relations
  • advising senior management on labour policies
  • improving motivation and morale

Although much of the work is administrative, human resource managers often move out of the office to communicate with workers and managers and to observe working conditions.

Personal Qualities Required

The Human Resources Manager should be a self-organised person who is sensitive to the needs of others and who has the ability to communicate and interrelate with them while viewing their problems objectively. Integrity, patience, sound human relations, good reasoning abilities and leadership qualities are important. They must show initiative and be decisive in thought and action.

Entrance Requirements (Subject to change)

Diploma in Management Sciences: Human Resources Management
Bachelor of Technology Human Resources Management
Master of Technology Human Resources Management
Doctor of Technology Human Resources Management

  

IMPORTANT NOTES FOR MASTERS AND DOCTORATE PROGRAMMES

The Department of Human Resource Management themes and niche areas are influenced by the following factors: (1) South African National Development Plan (NDP); (2) KwaZulu-Natal Provincial Growth and Development Plan 2011-2030; United Nations Sustainable Development Goals (SDGs); Agenda 2063 and Envision 2030. It is important for Masters and Doctorate candidates to structure their concept notes around the Niche areas of the department 2025-2030 (See Department of Human Resource Management research themes and niche areas 2025- 2030).

 

KwaZulu-Natal Provincial Growth and Development Plan 2011-2030

 

Agenda 2063: The Africa We Want

 

AGENDA 2063 is Africa’s blueprint and master plan for transforming Africa into the global powerhouse of the future. It is the continent’s strategic framework that aims to deliver on its goal for inclusive and sustainable development and is a concrete manifestation of the pan-African drive for unity, self-determination, freedom, progress and collective prosperity pursued under Pan-Africanism and African Renaissance The genesis of Agenda 2063 was the realisation by African leaders that there was a need to refocus and reprioritise Africa’s agenda from the struggle against apartheid and the attainment of political independence for the continent which had been the focus of The Organisation of African Unity (OAU), the precursor of the African Union; and instead to prioritise inclusive social and economic development, continental and regional integration, democratic governance and peace and security amongst other issues aimed at repositioning Africa to becoming a dominant player in the global arena.

 

  Agenda 2063 Priority areas SDGS

1.

 A high standard of living, quality of life and well-being for all citizens.
  • Incomes, jobs and decent work
  • Poverty, inequality and hunger
  • Social security and protection, including persons with disabilities
  • Modern, affordable and liveable habitats and quality basic services.
 Goals no.1,2,8 & 11.

2.

 Transformational economies.
  • Sustainable and inclusive economic growth
  • STI Driven manufacturing, industralisation and value addition
  • Economic diversification and resilience.
 Goals no. 8 & 9.

3.

 Environmentally sustainable and climate resilient economies and communities.
  • Bio-diversity, conservation and sustainable natural resource management
  • Water security
  • Climate resilience and natural disasters.
 Goals no. 6,7,13 & 15

4.

 A United Africa (Federal or Confederate).
  • Frameworks and institutions for a United Africa
  

5.

 Democratic values, practices, universal principles of human rights, justice and the rule of law entrenched.
  • Democracy and good governance
  • Human rights, justice and the rule of law
  

6.

 Capable institutions and transformative leadership in place
  • Institutions and leadership
  • Participatory development and local governance
 Goal no. 12

7.

 Full gender equality in all spheres of life
  • Women and girls’ empowerment
  • Violence and discrimination against women and girls.
 Goal no. 5

8.

 Africa takes full responsibility for financing her development Goals
  • African capital markets
  • Fiscal systems and public sector revenue
  • Development assistance
 Goals no. 10 & 17

 

The department of Human Resource will contribute to the various SDGs in the following ways:

GOAL 1: No poverty: The goal of eradicating poverty aligns closely with Human Resource Management (HRM) through its focus on empowering individuals and communities with sustainable employment opportunities and skills development. By analysing the impacts of social policies, microfinance, and entrepreneurship, HRM can contribute to poverty alleviation by fostering inclusive workplace practices, fair labor policies, and capacity-building programs tailored to vulnerable populations. Through innovative HR strategies, the department can ensure that urban and rural communities have access to essential resources, promoting economic resilience and sustainable livelihoods.

GOAL 5: Gender Equality: Gender equality aligns with Human Resource Management by emphasising the creation of inclusive workplace policies that empower women, reduce gender disparities, and promote equitable access to leadership opportunities. Through evidence-based research and strategic HR practices, the department can drive initiatives that foster diversity, inclusion, and equal opportunities for all employees.

GOAL 8: Decent Work and Economic Growth: Human Resource Management (HRM) aligns with the SDG goal on Decent Work and Economic Growth by promoting fair labor practices, fostering workplace productivity, and implementing strategies for sustainable talent development. By creating inclusive policies, supporting skills enhancement, and ensuring equitable opportunities, HRM contributes to economic resilience and dignified employment for all.

GOAL 10: Reduced inequality: Reduced Inequality by fostering inclusive workplace policies that address disparities in income, opportunities, and representation for marginalised groups. Through equitable recruitment, diversity initiatives, and fair compensation practices, HRM plays a critical role in promoting social and economic inclusion for all individuals.

GOAL 11: Sustainable cities and Communities: Sustainable Cities and Communities by fostering workforce strategies that support sustainable urban development, including green jobs and community-focused initiatives. By promoting corporate social responsibility, employee engagement in community projects, and policies that prioritise environmental stewardship, HRM contributes to creating resilient and inclusive urban and rural communities.

GOAL 12: Responsible consumption and production: Responsible Consumption and Production by promoting sustainable workplace practices and fostering employee awareness of resource efficiency. Through green HR initiatives, such as training programs on sustainability and policies encouraging waste reduction and ethical procurement, HRM drives organisational accountability for responsible production and consumption.

GOAL 13: Climate action: Climate Action by implementing green HR practices, such as training employees on sustainability and encouraging eco-friendly workplace policies. By fostering a culture of environmental responsibility, HRM helps organisations mitigate their climate impact and adapt to sustainable practices.

GOAL 16: Peace and Justice Strong Institutions: Peace and Justice Strong Institutions by fostering ethical leadership, transparent governance, and fair workplace practices that promote trust and accountability. By implementing diversity, inclusion, and conflict resolution strategies, HRM contributes to creating stable, equitable, and just institutions.

GOAL 17: Partnerships to achieve the goal: Partnerships to Achieve the Goals by fostering collaboration through strategic talent management and capacity-building programs that enhance cross-sector partnerships. By promoting skills development, teamwork, and shared values, HRM enables organisations to work effectively with stakeholders to drive sustainable development initiatives.

 

DEPARTMENT OF HUMAN RESOURCE MANAGEMENT RESEARCH THEMES AND NICHE AREAS 2025- 2030

THEMES
Artificial intelligence and Human intelligence
Governance
Green Human Resource Management
Labour economics
Influence of politics
E-HRM Payroll
Job security, decent work and Employee health and well-being
HR Metrics and Data metrics
Corporate responsibility
Gender equity and empowerment
Workplace diversity and inclusion
Workplace planning and development

 

NOTE: The Department of Human Resource Management at Durban University of Technology themes are in link with the KwaZulu-Natal Provincial Growth and Development Plan 2011-2030.

 

National Diploma: Human Resources Management

  1. Language requirement. In addition to Rule G7, applicants must have achieved an English language pass of E on Higher Grade or D on Standard Grade. Applicants who fail these criteria will be required to undergo and pass a language proficiency test with a mark of 45%.
  2. In addition to the University’s minimum requirements (Rule G7), applicants will be assessed on their matriculation certificate symbols. Only applicants with a rating of 30 points and higher will be accepted (ratings will be in accordance with The Central Applications Office’s calculations).
  3. a university entrance matric (matric endorsement) or
  4. a total of 30 or more points, you will be given preference.
  5. If you have less than 30 points, we feel your prospects for success in this course are limited and we would suggest that you consider some other course.

Evidence of maturity (for example, post-school work experience) will be taken into consideration if required or applicable. Any details of non-school experience should be included in the application.

 

Contact Information

 

Head of Department: Dr Wiza Munyeka
Tel: 031 373 6795
Email: wizam@dut.ac.za
Location: Miriam Bee, Ground Floor, Room AE00031
Campus: ML Sultan Campus

 

Secretary: Ms. Nqobile Sibisi
Tel: 031 373 6787
Email: NqobileS1@dut.ac.za
Campus: ML Sultan Campus

 

All Staff