Unisa Human Resources Short At Courses

The University of South Africa (UNISA) offers a variety of short courses designed to enhance skills and knowledge in various areas, especially within the field of Human Resources (HR). These courses cater to professionals looking to advance their careers, as well as individuals interested in pursuing a career in HR. The flexibility of UNISA’s short courses allows students to study at their own pace, making it a convenient option for working professionals.

Human Resource Management: Fundamentals

This introductory short course provides an overview of key concepts in Human Resource Management. It covers the foundational aspects of HR, including recruitment, employee relations, and performance management. The course aims to equip learners with the basic skills needed to effectively manage human resources within an organization, with a focus on understanding the role HR plays in aligning employees with organizational goals.

Through this course, participants will gain insight into various HR functions such as staff development, compensation, and conflict resolution. By the end of the program, students will have a solid understanding of how to implement HR practices that promote a positive and productive work environment. This course is ideal for those looking to enter the field of HR or for those who wish to refresh their knowledge of HR principles.

Labour Law and Compliance

The Labour Law and Compliance short course is designed for individuals who need to understand the legal framework that governs the employer-employee relationship. This course covers South African labour legislation, including key laws such as the Labour Relations Act (LRA), the Basic Conditions of Employment Act (BCEA), and the Employment Equity Act. Participants will learn how to ensure their organizations comply with these legal requirements while managing staff effectively.

Key areas covered in this course include:

1. Labour Laws in South Africa – An in-depth exploration of the various labour laws that govern employment practices and how they apply to HR professionals.
2. Disciplinary Procedures – Understanding the proper legal procedures for handling employee disputes, misconduct, and disciplinary actions.
3. Employment Contracts – Learning the essentials of creating legally sound employment contracts that align with South African labour law.
4. Legal Compliance – How to ensure that your HR practices are in compliance with all relevant legal standards and regulations.

By completing this course, students will gain the skills needed to navigate the complex legal landscape of HR and ensure that they are always in compliance with labour laws, minimizing the risk of legal disputes for their organization. This is an essential course for HR managers, administrators, or any professional involved in managing staff and employee relations.

Performance Management and Employee Development

The Performance Management and Employee Development short course is focused on improving the skills of HR professionals in managing employee performance effectively. This course equips participants with the tools and strategies to set clear performance expectations, provide ongoing feedback, and drive employee development within an organization. The course emphasizes the importance of aligning individual performance goals with organizational objectives and ensuring that employees have the support and resources they need to succeed.

Key areas covered in this course include:

1. Performance Appraisals – Understanding how to conduct effective performance reviews and use these appraisals as a tool for growth and development.
2. Setting SMART Goals – Learning how to set Specific, Measurable, Achievable, Relevant, and Time-bound goals for employees to drive performance.
3. Employee Training and Development – Strategies for identifying employee skill gaps and implementing training programs that promote growth and skill enhancement.
4. Motivation and Engagement – Techniques for keeping employees motivated and engaged, improving retention rates and productivity.

By completing this course, HR professionals will be able to implement structured performance management systems that boost both individual and organizational performance. It is ideal for those responsible for employee development, such as HR managers, team leaders, and training coordinators.

Talent Acquisition and Recruitment

The Talent Acquisition and Recruitment short course is aimed at those looking to improve their recruitment strategies and practices. It focuses on attracting, selecting, and hiring top talent that aligns with organizational needs and culture. Participants will learn about the latest recruitment trends, how to develop effective hiring strategies, and the best practices for conducting interviews and assessments. This course is ideal for HR professionals who want to refine their recruitment processes to build high-performing teams.

Key areas covered in this course include:

1. Recruitment Strategies – How to create a targeted recruitment strategy that aligns with business goals and attracts the right candidates.
2. Job Descriptions and Role Specifications – Crafting clear and detailed job descriptions that attract the right applicants.
3. Interviewing Techniques – Learning effective interview techniques to assess candidates’ skills, qualifications, and cultural fit.
4. Assessment Tools – Using assessments and tests to evaluate candidates’ abilities and predict their potential performance within the company.

Compensation and Benefits Management

The Compensation and Benefits Management short course is designed to help HR professionals effectively manage compensation structures and employee benefits programs. This course delves into the critical aspects of designing and administering pay systems that are competitive, fair, and compliant with legal standards. Participants will learn how to structure compensation packages that motivate employees while keeping the organization’s budget in mind. The course also covers the importance of benefits management and how to offer packages that attract and retain top talent.

Key areas covered in this course include:

1. Compensation Structures – Developing competitive pay structures that align with industry standards and company goals.
2. Incentives and Bonus Schemes – Implementing incentive programs to reward high performance and motivate employees to reach organizational objectives.
3. Benefits Design – Understanding the various types of employee benefits (e.g., health insurance, retirement plans, and wellness programs) and how to tailor them to the needs of employees.
4. Pay Equity and Legal Compliance – Ensuring that compensation systems are fair, non-discriminatory, and comply with national and international labor laws.

Upon completion, students will be equipped to create a comprehensive compensation and benefits strategy that enhances employee satisfaction while supporting organizational goals. This course is perfect for HR professionals, payroll managers, and compensation analysts.

HR Strategy and Organizational Development

The HR Strategy and Organizational Development short course focuses on aligning HR practices with the strategic goals of the organization. This course provides insights into how HR professionals can become strategic partners in business growth by influencing the direction of talent management, organizational culture, and employee engagement. Participants will learn to design and implement HR strategies that support overall business objectives, drive organizational change, and build a resilient and high-performing workforce.

Key areas covered in this course include:

1. Strategic HR Planning – How to integrate HR planning with the overall business strategy to achieve organizational goals.
2. Organizational Development (OD) – Understanding OD principles and how to implement initiatives that foster organizational change and development.
3. Change Management – Techniques for managing change within the organization, ensuring smooth transitions and minimizing resistance.
4. Leadership Development – Identifying and nurturing future leaders within the organization to ensure sustainable growth and success.

By the end of the course, participants will be able to contribute to the long-term success of the organization through the strategic alignment of HR functions. This course is ideal for senior HR managers, HR directors, and those responsible for driving organizational transformation.

Workplace Health and Safety

The Workplace Health and Safety short course focuses on creating safe and healthy working environments by teaching HR professionals how to effectively manage health and safety policies within the workplace. This course covers the legal and regulatory frameworks that govern workplace safety, as well as practical strategies to prevent accidents, reduce workplace hazards, and manage employee well-being. It is designed for HR professionals and safety officers who need to ensure their organizations are compliant with health and safety laws and that employees are safe at work.

Key areas covered in this course include:

1. Occupational Health and Safety (OHS) Legislation – Understanding the key health and safety laws and regulations in South Africa and how to apply them in the workplace.
2. Risk Assessment – Techniques for identifying and assessing workplace hazards to minimize accidents and injuries.
3. Safety Policies and Procedures – Developing and implementing safety policies that comply with legal requirements and protect employees.
4. Employee Wellness Programs – Creating wellness initiatives to enhance the physical and mental health of employees, improving overall productivity.

Upon completion, participants will be equipped to create and manage comprehensive health and safety programs that meet legal standards and foster a safe work environment. This course is essential for HR professionals, safety officers, and managers involved in workplace health and safety.

Diversity and Inclusion in the Workplace

The Diversity and Inclusion in the Workplace short course provides HR professionals with the knowledge and skills to create inclusive work environments that embrace diversity. This course explores the importance of diversity in the workplace, including gender, race, ethnicity, disability, and other factors that contribute to a rich, varied workforce. Participants will learn how to implement strategies that promote inclusivity and ensure that every employee feels valued, respected, and empowered, leading to greater innovation, engagement, and overall organizational success.

Key areas covered in this course include:

1. Understanding Diversity and Inclusion – Exploring the concepts of diversity, inclusion, and equality in the workplace, and their benefits for the organization.
2. Building an Inclusive Culture – Strategies for fostering an inclusive culture where all employees feel welcome, respected, and able to contribute.
3. Bias and Discrimination Awareness – Identifying unconscious biases and implementing training to minimize discrimination and promote fairness.
4. Diversity Recruitment – Developing recruitment practices that attract a diverse pool of candidates and ensure equal opportunity for all applicants.

By completing this course, participants will be equipped with the tools to create a more inclusive and diverse workforce, which can lead to improved employee morale, increased creativity, and enhanced organizational performance. This course is suitable for HR professionals, diversity officers, and managers responsible for fostering a diverse and inclusive workplace.

Employee Relations and Conflict Management

The Employee Relations and Conflict Management short course is designed to help HR professionals effectively manage relationships between employees and the organization, with a focus on preventing and resolving conflicts. This course provides insights into the dynamics of workplace relationships, the causes of conflicts, and strategies for maintaining a harmonious working environment. Participants will learn how to deal with disputes, communicate effectively with employees, and implement policies that promote positive employee relations, reducing the risk of workplace tensions escalating.

Key areas covered in this course include:

1. Understanding Conflict in the Workplace – Identifying the sources of conflict and how it impacts both employees and organizational performance.
2. Mediation Techniques – Learning how to mediate disputes between employees or between employees and management to find mutually beneficial solutions.
3. Employee Relations Policies – Developing policies that foster open communication, fairness, and transparency in handling employee concerns.
4. Negotiation Skills – Enhancing negotiation skills to resolve conflicts and reach agreements that satisfy both the organization and employees.

Upon completing this course, HR professionals will be equipped to manage employee relations proactively, reducing workplace tension and promoting a more collaborative, productive atmosphere. This course is ideal for HR managers, employee relations specialists, and anyone involved in handling workplace disputes.

Leadership and Management Development

The Leadership and Management Development short course is tailored to HR professionals who aim to develop the leadership and management skills of individuals within their organization. This course emphasizes the importance of leadership in achieving organizational goals and focuses on the key attributes that make an effective leader. Participants will explore strategies for developing leadership potential, creating leadership development programs, and coaching managers to enhance their skills in motivating and guiding teams towards success.

Key areas covered in this course include:

1. Leadership Theories and Styles – Exploring various leadership theories and identifying different leadership styles that can be adapted to suit the needs of the organization.
2. Coaching and Mentoring – Techniques for mentoring and coaching managers and future leaders to help them grow in their roles.
3. Team Management – Strategies for leading teams effectively, fostering collaboration, and resolving conflicts within teams.
4. Developing Leadership Programs – How to create leadership development programs that prepare employees for senior roles and enhance overall organizational performance.

By completing this course, participants will be able to design and implement leadership and management development initiatives that help employees grow into effective leaders. This course is ideal for HR professionals, learning and development specialists, and managers who want to enhance their leadership capabilities and support the leadership growth of others in their organization.

Human Resources Information Systems (HRIS)

The Human Resources Information Systems (HRIS) short course is designed to provide HR professionals with a comprehensive understanding of HR technology tools used to manage and streamline HR processes. This course focuses on the implementation and usage of HRIS systems, which help organizations collect, store, manage, and analyze employee data. Participants will learn how HRIS can improve efficiency in tasks such as payroll processing, recruitment, performance tracking, and benefits management, allowing HR teams to work more effectively and reduce administrative burdens.

Key areas covered in this course include:

1. Introduction to HRIS – Understanding the role and benefits of HRIS systems in modern HR practices.
2. HRIS Implementation – Key steps in selecting, implementing, and configuring an HRIS to meet the needs of the organization.
3. Data Management and Security – Best practices for managing sensitive employee data and ensuring compliance with data protection laws.
4. HR Analytics – Using HRIS systems to generate insights and reports that aid in decision-making and strategic planning.

Upon completing this course, participants will be able to implement and manage HRIS systems that improve HR operations, enhance data accuracy, and optimize decision-making. This course is ideal for HR professionals, HRIS managers, and IT specialists working in the HR field.

Succession Planning and Talent Management

The Succession Planning and Talent Management short course focuses on strategies for identifying and nurturing future leaders within an organization. This course helps HR professionals develop long-term talent strategies to ensure that key roles are filled by skilled individuals who can drive the company’s future success. Participants will learn about the processes involved in talent identification, career development, and succession planning, and how to implement effective programs that promote internal mobility and leadership continuity.

Key areas covered in this course include:

1. Talent Identification – Techniques for identifying high-potential employees who can fill key roles in the future.
2. Career Development Programs – Creating career development pathways that align with both employee goals and organizational needs.
3. Succession Planning Process – Understanding the steps involved in planning for leadership succession and how to build a robust talent pipeline.
4. Performance and Potential Assessments – Evaluating employee performance and potential to determine readiness for advancement.

By completing this course, participants will be able to implement effective succession planning and talent management strategies that ensure a steady stream of capable leaders. This course is particularly beneficial for HR managers, talent managers, and those responsible for developing leadership within their organization.

Strategic Workforce Planning

The Strategic Workforce Planning short course focuses on helping HR professionals align their workforce with the long-term strategic goals of the organization. This course covers the essential processes involved in assessing current workforce capabilities, forecasting future workforce needs, and developing strategies to ensure that the organization has the right talent in place at the right time. Participants will gain the skills needed to analyze labor market trends, anticipate skills gaps, and create workforce plans that drive organizational success.

Key areas covered in this course include:

1. Workforce Analysis – Techniques for assessing the current workforce, including skills inventories, performance assessments, and workforce demographics.
2. Forecasting Workforce Needs – Understanding how to project future workforce requirements based on business goals, industry trends, and external factors.
3. Succession and Talent Pool Management – Planning for future talent needs by developing a talent pool and creating strategies for internal promotions and external recruitment.
4. Strategic Alignment of HR Practices – Ensuring that workforce planning is aligned with broader business strategies and objectives to support organizational growth.

By completing this course, participants will be equipped to develop strategic workforce plans that support the company’s long-term vision and ensure that the right talent is available to meet business demands. This course is essential for HR managers, workforce planners, and anyone responsible for talent acquisition and resource management within the organization.

In conclusion, UNISA’s short courses in Human Resources provide an excellent opportunity for professionals to enhance their knowledge and skills across a wide range of HR functions. From foundational areas like human resource management and labor law to specialized topics such as talent acquisition, employee relations, and workforce planning, these courses are designed to cater to the evolving needs of the HR field. By completing these programs, HR professionals can gain the expertise necessary to drive organizational success, foster employee development, and ensure compliance with relevant laws and regulations.

Whether you’re looking to expand your current skill set or gain new insights into the latest HR trends, these courses offer valuable, practical knowledge that can be directly applied in the workplace. As businesses continue to recognize the strategic importance of HR in achieving their goals, these short courses provide the tools and knowledge needed to contribute to a high-performing, compliant, and inclusive work environment.