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Award in Human Resource Management Foundations - MQF-EQF Level 5

Start Date
16 Jan 2023 , 10 Apr 2023 , 24 Jul 2023
Instructors
David Cutajar/Bruno Cassar
Duration
5 weeks
Course Level
MQF/EQF Level 5 - 6 ECTS Certificate – Accredited by the Malta Further and Higher Education Authority
Requirements
MQF Level 5, Conversant in English language, Possess basic IT skills such as use of Microsoft Teams
Certification
MQF Level 5

What is it about?

This course is designed at MQF Level 5,  to highlight the fundamental areas of Human Resources Management and Maltese Employment Law.

The accreditation status of this programme is a ‘‘Higher Education Programme’’. An award accredited with 6 ECTS credits (MQF Level 5) by the Malta Further & Higher Education Authority (MFHEA).

 Who is it for?

  • Employees that are employed in a human resource professional

  • Those that lead a team of people; 

  • People that intend to embark on an HR career  

  • People that want to broaden their knowledge in an administration role to encompass human resources factors and add news kills to their existing competencies 

  • Age range target 19-65

Course Learning Outcomes

Upon completion of this course, you will have significantly improved your ability to:

a) Show understanding of the evolution and journey of the Human Resource Profession from administrative to operational and strategic objectives.

b) Exhibit awareness of the main areas of HRM: Recruitment and Selection, Onboarding, Training and Development, Performance and Reward, Talent Management, Employee Engagement, Succession Planning and Offboarding.

c) Build on recruitment techniques and selection methods. 

d) Understand the HR Strategic Management Process from the start of the creation of the mission and goals of the organiation, to the application of HR practices to achieve the results; to the use of the Gap Analysis and development of HR plans to support change management.

e) Link  Succession Planning to Talent Management, Performance management and Leadership Development.

f) Identify the challenges and opportunities of managing teams; the importance of recognizing people strengths and focus on using them for team results.

g) Understand employment law in Malta, key employment terms and their significance.

h) Understand what constitutes a valid employment contract, the different types of contract and what conditions of employment need to be identified on the contract.

i) How termination of employment needs to be for a good and sufficient cause for an employer to avoid liability.

 

Course Topics

  • Origins of the Profession and its development from Personnel
  • Recruitment and Selection
  • Job Analysis
  • HR Planning
  • Managing Individuals and Teams
  • Leadership
  • Performance Management
  • Employee Training and Development
  • Compensation
  • Global Human Resources Management
  • Employment Law

 

What will I gain?

Whatever industry or role you are in, there's a fundamental need to support the people that work there. This course is intended for you to further understand your role: from attracting, interviewing, and hiring candidates to establish a pay strategy and creating systems for internal training and development. The role that HR plays in career development, performance management, and managing an international workforce is also covered. It focuses on the ‘value adding’ function of HR and gives the participant the opportunity to ask questions and discuss with fellow professionals. 

Total Hours of Learning
This course runs over a span of 5 weeks part-time. It is an accredited course, which requires students to commit themselves and to be responsible for their own studies.

 

Delivered by an experienced Corporate Trainer, Business Owner, Recruiter and Coach.

 Course Notes and workbook are included.
 This course is currently being delivered live streamed and in English.

 

Module 1 : Human Resources Management

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 Contact Hours: 25

Supervised Placement and Practice Hours: 1

Self-Study Hours: 73

Assessment Hours: 2

ECTS: 4

 

Module 2: Employment Law Essentials

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;

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Module Contact Hours: 12

Supervised Placement and Practice Hours: 1

Self-Study Hours: 35

Assessment Hours: 3

ECTS: 2

 

Learners are required to work on and submit 2 workbooks, one focusing on Human Resources Management and the other on Maltese Employment Law.  

The 2 workbooks act primarily as a tool which help the learner to focus on his/her development plan, focus on work material covered during the training and how this will benefit the learner to become a better professional.In actual fact, after the formal training sessions are done, the trainer meets the learner to go through the finalised’ workbook and the development/action plan rolled out. The workbook is largely a ‘fill in the blanks’ style whereby the learner thinks about what s/he needs to do to improve on his/her HRM and Employment Law skills and how to go about it. The layout is simple and asks questions on topics covered during the course to the learner to elicit critical thoughts 

The assessments can be submitted online via email or teams or submitted by hand if the course is carried out face to face.  

Requisites to be awarded the Award in HR Foundations:  

  1. At least 80% attendance to lectures.  

  1. Workbook 1 50 marks  

  1. Workbook 2 50 marks  

The final weighting of these two methods of assessment and overall pass mark is 25/50.  

HR MODULE UNIT WEBSITE GRAPHIC

 

Trainer Contact Hours Total: 37

Self-Study Hours Total: 108

Assessment Hours Total: 5

Total Study Time: 150

 

Mode of Delivery: Fully face-to-face learning, or fully online learning 

 

Program Delivery: Online training will be delivered on the Microsoft Teams platform.  Face-to-face training will be given at Suite 4 Paolo Court, Giuseppe Cali Street, Ta ‘Xbiex. 

 

Minimum 80% lecture attendance

 

Career Progression: HR professionals, managers/supervisors responsible for leading people, and skilled professionals who want to develop and enhance their people management skills.

 

Schedule: This course is spread over 5 weeks part time. There is some flexibility in scheduling subject to group consensus.

 

 

Inclusive Training

At People & Co Ltd/ People Learning we embrace inclusion in all of our courses.  Our online and on-premise facilities include many resources to assist with accessibility and inclusion for delegates with disabilities and impairments. To highlight any requirements for registration please click the link below and one of our customer service advisors will be happy to assist with further information. 

People Learning Contact Us

 

Course Fee: €1100

Internal Quality Assurance Policy | People Learning

 

International students: 

Identity Malta’s VISA requirement for third-country nationals

 

Course Funding:

eu funds jobsplusfinal get qualified logo

 

Related Courses 

Time Management Foundations

Coaching Skills for Managers and Leaders

Effective Communication

Employment Law In Malta - A Practical Perspective

 

*Disclaimer: Kindly note scheduled dates and times are subject to change. We will do our best to avoid re-scheduling, however, in the unlikely event that this occurs, new dates/times will be discussed with applicants.

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Course Schedules

  16 Jan 2023 - 15 Feb 2023 €1,200.00
   DATE FROM TILL
   16 Jan 23 17:30 20:00
   17 Jan 23 17:30 20:00
   18 Jan 23 17:30 20:00
   23 Jan 23 17:30 20:00
   24 Jan 23 17:30 20:00
   25 Jan 23 17:30 20:00
   30 Jan 23 17:30 20:00
   31 Jan 23 17:30 20:00
   01 Feb 23 17:30 20:00
   06 Feb 23 17:30 20:00
   07 Feb 23 17:30 20:00
   08 Feb 23 17:30 20:00
   13 Feb 23 17:30 20:00
   14 Feb 23 17:30 19:30

  10 Apr 2023 - 08 May 2023 €1,200.00

  24 Jul 2023 - 24 Aug 2023 €1,200.00

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