Case study regarding the implementation of an innovative experimental learning portfolio in human resource management

Abstract

Challenged by the obligation to introduce a work-integrated learning component into the National Diploma in Human Resource management (HRM), on the one hand, and faced with a restraining national curriculum that does not provide for a credit bearing experiential learning component, on the other hand, called for innovative thinking. Realizing the importance of assisting unemployed students to seek employment prompted the design of the HRM experiential learning guide to start with a personal development plan. This part comprise the compilation of a curriculum vitae; drafting a covering letter; preparing for an interview; completing a basic personality profile; determining own decision-making style; and a diversity exercise. The experiential learning guide further contains outcomes based HRM-specific experiential learning requirements. The program consists of 18 main areas, grouped into four role clusters based on the work of the Standards Generating Body: Human Resources Management & Practices. The experiential learning guidelines further specify the assessment criteria and present the learner with a number of portfolio compilation aids, checklists, employer detail and learner evaluation forms. This article reflects on the assessment of the portfolios of the first three groups of students that completed their experiential learning. The guide has subsequently been refined and the second edition is being implemented.