Module/Unit Description

This module focuses on:

a) Introduction to Human Resource Management and the development of the profession.

b) What is HR and why it is needed; what value, and how, does it bring to the company?

c) Understanding the framework of philosophies, policies, procedures and practices for the management of the relationship between management and employees. Looking at employees as the key to organizational success and how it can give a competitive advantage.

d) The organizational activities, or HR practices, that make up HRM:  recruitment and selection, designing work and job analysis, training and development, performance management, talent management and succession planning.

e) The interviewing process – how to prepare, what to do, what to avoid when preparing to interview candidates.

f) Strategic HR – how to assess current HR capacity, forecasting HR requirements and addressing the Gap Analysis.

 Learning Outcomes

Competences:

At the end of the module/unit the learner will have acquired the responsibility and autonomy to:

a) Work with other colleagues, both within the HR team and outside, to identify best HR practices and how to keep improving them.

b) Provide support in the assessment of the HR capacity of the organisation, through performance management reviews, of the current competencies of the workforce vis a vis the competencies needed to support the HR strategy.

c) Help identify major trends affecting HR and how to tackle them.

d) Assess the use of succession planning to identify high potentials, create individual development plans (including internal mentorships) and monitoring progress against individual goals.

e) Identify the Performance Management Cycle and how it can be used to improve individual performance and help achieve organisational goals;

f) Be in a position to help create learning and development programmes for employees based on performance appraisals feedback and Individual Development Plans.

Knowledge:

At the end of the module/unit the learner will have been exposed to the following:

a) The importance of people as a competitive advantage and how the Human Resource Management function contributes to this;

b) The role of the HR department, from administrative to operational to strategic functions;

c) Understanding the HR cycle and applying this knowledge to improve HR practices;

d) Deploying good practices including motivating, appraising and developing employees;

e) Harmonising policies and procedures to provide guidance to people and influence their behaviour and performance;

f) Understanding the challenges in having the right talent and keep people engaged and motivated;

g) Identifying pitfalls when employing people and how to avoid them ;

h) Conducting interviews and competency-based interviewing;

i)  Analysing job descriptions to determine skills, duty and knowledge needed; its applicability in recruitment, training, performance management and compensation;

j)  Designing a job description

k) Looking at how HR can contribute to the overall company strategy.

Skills:

At the end of the module/unit the learner will have acquired the following skills:

Knowledge & Understanding skills:

a) Understanding and evaluating how current HR trends are affecting the role of the HR professional.

b) Focusing on and honing major skills required by an HR Generalist such as communicating, giving ongoing feedback, coaching, having HRM knowledge and expertise;

c) Designing, implementing and overseeing individual development plans to support learning and development after identifying knowledge and skills gaps;

d) Applying effective ways to fill individual skills gaps: training, coaching, mentoring; how to evaluate results and improved performance;

e) Recognizing aspects of employee engagement;

f) Appreciate diversity and the worker as an individual and manage the needs and expectations of individuals within the organisational context.

Judgment Skills:

a)      Identify the needs of a multigenerational workforce;

b) Designing fair and just HR policies and practices;

c) Using analytics to understand the impact of decisions on people and how these affect work productivity;

d) Learning to collaborate with a wide range of stakeholders to make the right decisions and advise business leaders on what to do;

e) Being mindful of consequences for e.g. when selecting new joiners; weighing the options before making a decision;

f) How to handle underperformers and help them with a Personal Development Plan

Communication Skills (module specific):

a) Applying approaches to handle day-to-day conflict management situations.

b) Applying critical listening and giving critical feedback as part of ongoing performance management;

c) Appreciating the importance of giving credit where it is due.

Module-Specific Learner Skills

(Over and above those mentioned in Section B)

At the end of the module/unit the learner will be able to

a) Appreciate the sensitive and important role of the HR professional, irrespective of the level of the role;

b) Be able to effect improvements to his/her workplace , taking into consideration the individual employee needs and expectations and organizational needs.

Module-Specific Digital Skills and Competences

(Over and above those mentioned in Section B)

At the end of the module/unit, the learner will be able to

a) Access online sites and know what to look for and where;

b) Recognize the importance of technology  and how it can give an edge in HR practices.

c) Use Talent Management Software  and learning management systems to help streamline hiring, onboarding, training and retention processes.

Module/Unit Description

This Module focuses on the:

a)      Sources of Maltese Employment Law

b)      Key employment terms and their significance

c)      Employment vs Self-Employment

d)     Compliance with Maltese Employment Law

e)      The Employment Contract – definite and indefinite

f)       Termination of Employment; good and sufficient cause and unfair dismissal

g)      Redundancies

h)     Working from Home (Teleworking)

i)       General Data Protection Regulations (GDPR)

j)        Harassment and Bullying

k)      Discrimination and Victimization

l)        Protection of the Whistleblower Act

m)   The Industrial Tribunal

 Learning Outcomes

Competences:

At the end of the module/unit the learner will have acquired the responsibility and autonomy to:

a)      Know the major sources of employment Law and the major legislations governing it, wage regulation orders and collective agreements;

b)      Understand the legal aspects affecting employment and HR practices in Malta and what the minimum conditions of employment are;

c)      Appreciate the importance of policies and procedures being law compliant:

d)     Make sure that all key employment terms are well understood and considered both when employing an employee as well as during  employment;

e)      Know the rights and obligations of employers and employees;

Knowledge:

At the end of the module/unit the learner will have been exposed to the following:

a)      A number of case studies on unfair dismissal and how they were decided by the Industrial Tribunal;

b)      What is good and sufficient cause when looking at termination of employment;

c)      The legal basis for a contract of employment and understanding the difference between a definite and indefinite contract of employment;

d)     The difference between employment and self-employment (the 5-point rule);

e)      Looking up various legislation/legal opinions from different sources to make informed decisions;

f)       The principle of last in first out in redundancies; what to look at to avoid redundancies and what to do when they have to be resorted to;

g)      General Data Protection Regulation and what constitutes personal data

h)     How bullying, harassment, victimisation and  discrimination could lead to cases of constructive dismissal from the workplace;

i)       The Protection of the Whistleblower Act.

Skills:

Module-Specific Communication Skills

(Over and above those mentioned in Section B)

The learner will be able to: 

a)      Interact with colleagues at the workplace and explain the minimum conditions of employment like for e.g. hours of work, types of leave, notice period;

b)      Understand the meaning of key terms like whole-time employee, outworker, contract of employment and explain them to new joiners/colleagues;

c)      State his/her opinion on related issues with confidence;

d)     Describe to management the importance of HR practices being compliant and the possible consequences if this is not the case;

e)      Explain the difference between a definite and indefinite contract of employment.

Module-Specific Learner Skills

(Over and above those mentioned in Section B)

The learner will be able to:

a)      Appreciate and understand the various sources of employment law, from the Constitution of Malta to industry-specific conditions of employment (wage regulation orders) and court decisions;

b)      Fully understand the rights and obligations of both employer and employees;

c)      Assess HR practices to ensure that they are compliant with the law and propose recommendations where ,if,  changes are needed;

d)     Ensure that contracts of employment include the mimumum requirements established by law, including specific GDPR requirements;

e)      Evaluate all options when deciding, or assisting someone else, on issues of disciplinary procedures, including termination of employment.

Module-Specific Digital Skills and Competences

(Over and above those mentioned in Section B)

At the end of the module/unit, the learner will be able to

a)      access online sites and portals and know what to look for and where;

b)      Develop reciprocity and cooperation with other students through the use of break-out sessions during training;