SCHOOL OF MANAGEMENT, IT & GOVERNANCE

2023
DISCIPLINE OF PUBLIC GOVERNANCE

Introduction to Public Sector HRM

PADM2BOW2
COURSE OUTLINE 2023

FACILITATOR
Dr. Nyawo

Nyawoj1@ukzn.ac.za

CONSULTATIONS TIMES:
Monday: 14h00 – 1600
Wednesday: 13h00 – 15h00

ACADEMIC DEVELOPMENT OFFICER (ADO) &

SUPPLIMENTORY INSTRUCTOR (SI)
Ms Smangele Mkhize
SI Sessions: Tuesdays 12h30 & Fridays 16h55
Mkhizes3@ukzn.ac.za

TEACHING ASSISTANTS (PGAs)

Mr Philane Zikalala (217041160@stu.ukzn.ac.za)

ADMINISTRATOR
Ms Hlengiwe Ngcobo (Ngcoboh1@ukzn.ac.za)

ACTING ACADEMIC LEADER

Dr Syanda Mthuli (mthulis@ukzn.ac.za)

LECTURER TIMES
Monday, 8:40 – 10:20
Wednesday, 9:35 – 11:15

Venue: J29

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 1. Introduction and rationale

Human resource management (HRM) encompasses the traditional personnel functions of

recruitment, selection, training, motivation, compensation, evaluation, discipline, and termination of
employees. Each of those tasks demands particular skills. Increasingly, human resource management
is being recognised for its strategic importance to organisations and jurisdictions, and is moving
beyond its traditional position as a monitor of compliance. This course is designed to provide
students with an understanding of the evolution of human resource management policies and
practices, and how changes over time reflect shifting societal values and environmental
circumstances.

Within the public sector, many of the most visible and interesting controversies, such as affirmative
action, employee ethics, sexual harassment, drug testing, and labour-management relations, are
part of human resource management. In addition, constitutional, statutory and regulatory
requirements often constrain personnel decisions and actions in the public sector, and public
administrators must have a working knowledge of these legal guidelines. Public administrators must
recognise the political aspect of human resource management. Human resource management
policies and techniques are developed, implemented and evaluated in a public context. Public sector
HRM practises effect the selection and experiences of government employees, which, in turn, affects
public policy. In order to make and implement effective HRM policies, administrators need an
appreciation of the political and historical context in which the policies have developed to date.

In the current environment, a professional public administrator must be prepared to:

 advocate for the strategic importance of human resources,

 find ways to be flexible and responsive to change,
 adapt to changing patterns of employment and intersectoral relations,
 utilise technology to more effectively communicate with prospective and existing
employees, and
 develop more sophisticated and effective methods of measuring and rewarding
performance.

Therefore, this course is designed to help prepare the aspiring public administrator with respect to
the aforementioned challenges.

2. Course objectives and outcomes

Upon completion of the module, the students should be able to demonstrate the following:

 Apply and explain theories of HRM to real or simulated public sector human resources
management issues based on well-formed arguments.
 Identify and solve problems related to changing nature of HRM in the global context brought
about by globalisation pressure.
 Analyse critical issues related to HRM with regard to issues of socio-economic inclusiveness
in South African landscape post.
 Evaluate the central role played by human resource development in strengthening the
capacity of the public sector organisation.
 Examine the importance of the context of human resources management in a post-
apartheid South African by analysing the policy and legal framework designed to deal with
residues of colonialism and apartheid in the light of regional and global trends.

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  Defend the need for good leadership in decision-making, ethical and professional practice in
the management of public sector human resources drawing on appropriate ethical values,
transparency and accountability.
 Apply ICT to access, interrogate, validate the process, manage, present and apply
information in the management of public sector human resources.
 Work effectively with colleagues as a member of a team taking full responsibility for her, his
or the group’s work in studying public sector HRM.

3. Lecturers/Facilitator

The facilitator of this module is Dr. Nyawo. The consultation hours are as follows:

Facilitator Location Days & Times

Dr. Nyawo M225 Monday: 14h00 – 16h00
Wednesday: 13h00 – 15h00
Any other: by appointment
4. Themes and Readings

Themes and readings for the module

Themes Readings
Context & Theoretical overview Van der Westhuizen, 2016
Chapter 1&2
Mello
Chapter 1
Strategising & planning Van der Westhuizen, 2016
Chapter 3&4
Obtaining suitable talent Van der Westhuizen, 2016
Chapter 5&6
Mello
Chapter 4 &10
Performance & career development Van der Westhuizen, 2016
Chapter 7,8&9
Mello
Chapter 7&8
Compensating & caring Van der Westhuizen, 2016
Chapter 10&11
Mello
Chapter 5
Employment relations Van der Westhuizen, 2016
Chapter 12&13
Mello
Chapter11
Motivating staff Mello
Chapter 6

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 5. Assessments

Assessments at a glance
Assessments submission
dates
Assessments Percentage
Spot test 1 05%
Spot test 2 10%
Spot test 3 10%
Quiz 15% 18 September 2023
Test 30% 02 October 2023
Group workplace assignment & 30% 06 October 2023
presentations
Sit-down final examination 100% TBA

5.1 Spot Tests (25%)

Three Spot Test will be written under this module. There will be no announcements for the Spot
Tests. It is critical that students always attend classes so that they cannot miss out any test. All Spot
Tests will be written in the venue during a Lecture period.

5.2 Quiz (15%)

One online quiz will given. This will be during Lecture period, and it will be 60 minutes long – only
MCQs will be used in this assessment.

5.3 Group workplace assignment (30%)

You are required to identify an issue around Human Resources Management within the pubic sector
context. You will be required to write FIVE pages on the identified issue. Within these five pages, you
must provide a background on the issue, current status in terms of how it affects the institution/
public, and then proposed solutions to the problem. This assessment will be presented during the
class period. ONLY PRESENTATION MARKS WILL BE ALLOCATED, AND ALL ASSIGNMENTS MUST BE
SUBMITTED VIA LEARN23 ON THE 06 OCTOBER 2023 BEFORE 16H00. The system will not accept
anything from 16h01. If the written assignment has not been submitted, then the group will receive
ZERO. If you do not attend the group presentation, ZERO will be allocated next to your name. ALL
group members must participate during the presentation as no common mark will be allocated.

5.4 Main test (30%)

One main test will be given. The test will be based on the case studies.

6. Required readings
6.1 Prescribe texts

Van der Westhuizen, E.J (Ed). 2016. Human resources management in government: A South African
perspectives of theories, politics and processes. Cape Town: Juta.

Mello, D.M. 2014. Managing human capital in the public sector. Pretoria: Van Schaik publishers.

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 6.2 Recommended texts

Swanepoel, B.J. (Ed). 2014. South African human resource management. Cape Town: Juta.

Coetzee, M., Botha J., Kiley, J. & Truman, K. 2009. Practising education, training and development in
South Africa organisation. Cape Town: Juta.

Van der Westhuizen, E., Wessels, J., Swanepoel, B., Erasmus, B., van Wyk, M. & Schenk, H. 2011.
South African human resource management for the public sector. Cape Town: Juta.

Amos, T.I., Ristow, L. & Pearse, N.J. 2011. Human resource management. Cape Town: Juta.

Barney, E., Swanepoel, B., Schenk, H., van der Westuizen, E.J. & Wessels, J.S. 2005. South African
human resource management for the public sector. Cape Town: Juta.

7. Class methodology and learning approach

The course will utilise a variety of learning opportunities during the times we meet, including lecture,
discussion, individual and group exercises, student research and presentations. The course is focused
on exploring the current and future challenges of HRM and HRD in the public sector and on
developing the critical thinking skills required of HRM professionals and agency managers,
administrators, and supervisors in today’s fast-paced and rapid changing work environment.
Productive participation and discussion require that students come prepared for each class meeting
to explore the assigned readings and case studies with their thoughtful critique and evaluation of the
content. In addition, students will be required to actively participate in discussion forums through
Learn21 throughout the entire semester.

8. Course management

To effectively manage this course, the following guidelines should be followed by students:

 Students regularly attend class, are punctual, and are prepared to discuss assigned course
readings and exercises.
 Students are responsible for any missed readings, exercises, and assignments made or due
during their absence.
 Students read for understanding the textbook chapters, supplemental readings, and
exercises before class and actively participate in class discussion; consider the conceptual
relationships among topics in the course content and the practical application of course
material to public sector HR management. Conduct your research.
 Student must take responsibility for their learning.
 Students should regularly check Learn23 for course updates, announcements, and new
activities.
 Students prepare all written assessments per instructions in the syllabus and submit them
per the course schedule.
 There shall be no re-scheduling of the test, quizzes, spot test & group presentation.
 The assignment must be handed in on or before the due date. NO LATE SUBMISSION WILL
BE CONSIDERED.

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 9. General rules
9.1 Attendance

In terms of rule GR12, every candidate for qualification shall meet the relevant attendance and
performance requirements for each module and qualification as prescribed by the Discipline of Pubic
Governance, SMIG and the CLMS as approved by the Senate to obtain the requisite credit.

9.2 Learn23

Learn23 plays an important role in this module. Be sure to make your presence known through
forum discussions on HRM issues. Any announcements or updates about this module will be made
via Learn23 (https://learn2023.ukzn.ac.za/).

9.3 Final remarks

The more you put into this class, the more you will take from it. Reviewing scholarly work, pondering
concepts, and making sense of theory in practice can be painful and time-consuming. We
understand this! There will be times when your brain hurts. That is a good thing. Take it as a sign
that some good learning is going on. In fact, good learning is often confusing and uncomfortable
before it becomes fun. If you keep up with readings, actively engage in class dialogues and activities,
and constantly seeking feedback and advice from your colleagues, and module instructors, you
should have a rewarding experience in this module.

Again, welcome to this module on Introduction to Public Sector Human Resource Management.