Modern HR is judged on the value it creates, not the paperwork it processes. In this module you cover the shift to a strategic function through Ulrich's four HR roles, the HR operating model, and the SABPP standards that set the profession in South Africa. You finish able to explain what the function does and how it earns its place.

South Africa has among the most protective labour law in the world. In this module you work through the Acts HR deals with daily, from the BCEA to the LRA and EEA, and how disputes run through the CCMA. You finish able to recognise your obligations under each and know when to get legal advice.

Structured interviews and work samples predict performance far better than a CV and a gut feel, and in South Africa a psychometric test is only lawful if it is HPCSA-certified. In this module you cover workforce planning, skills-based hiring, fair selection, AI screening and its bias risks, and the employment contract. You finish able to hire on evidence rather than instinct.

Whether a new hire stays is often decided in the first few weeks. In this module you cover onboarding through the four Cs, employee experience across the lifecycle, and what actually drives engagement and culture. You finish able to design an experience that keeps people.

Most training never changes behaviour, because the workplace does not support the new skill once people are back at their desks. In this module you cover learning needs, how adults learn, skills-based development and succession, and the South African skills framework, including the move from legacy qualifications to QCTO occupational qualifications. You finish able to build development that sticks.

Some performance problems are built into how an organisation is structured and led, not into its people. In this module you cover organisation development and its theory, diagnostic models such as Burke-Litwin, the main types of intervention, organisation design, and change models from Lewin to Kotter. You finish able to diagnose an organisation and lead change that holds.

Many organisations have replaced the annual appraisal with continuous feedback, since a once-a-year rating does little to change behaviour. In this module you cover performance management, goals and feedback, total reward, and the legal duty of equal pay for work of equal value. You finish able to manage performance and structure reward that motivates.

A fair dismissal in South Africa needs both a fair reason and a fair procedure, and the CCMA judges it afresh rather than deferring to the employer. In this module you cover discipline, incapacity, grievances, retrenchment and dispute resolution. You finish able to run a process that stands up to scrutiny.

The most effective teams are set apart less by talent than by psychological safety, the sense that it is safe to speak up. In this module you cover wellbeing and mental health, the employer's health and safety duties, and diversity, equity and inclusion. You finish able to support wellbeing and build genuine inclusion.

HR is increasingly asked to prove its impact with the same rigour as any other function. In this module you cover HR measurement and analytics, the HRIS and HR technology, responsible AI, and where the profession is heading. You finish able to measure HR's contribution and use data to guide decisions.

You finish the course by producing a people plan for a realistic organisation, bringing every module together into one coherent HR response to a business need, from the workforce plan to the metrics that show whether it is working. It leaves you with a plan you could use in practice or show an employer.