HRM L4

Human Resource Management
Level – IV
TVET CURRICULUM
Based on October, 2021 (V-II) Occupational
standard (OS) Inclusive
March, 2022
Addis Abeba , Ethiopia
Preface
The reformed TVET-System is an outcome-based system. It utilizes the needs of the labor
market and occupational requirements from the world of work as the benchmark and standard
for TVET delivery. The requirements from the world of work are analyzed and documented –
taking into account international benchmarking as occupational standards (OS).
In the reformed TVET-System, curricula and curriculum development play an important role
with regard to quality driven comparable TVET-Delivery. The Curricula help to facilitate the
training process in a way, that trainees acquire the set of occupational competences (skills,
knowledge and attitude) required at the working place and defined in the occupational
standards (OS).
This curriculum has been developed by a group of professional experts from different
Regional TVET Bureaus, colleges, Industries, and Institutes based on the occupational
standard for Human Resource Management Level IV.
The curriculum development process has been actively supported and facilitated by Ministry
of Labor and Skills
Page 2 of 63 Author/Copyright: Version - I

Ministry of Labor and Skills March, 2022
Level IV
TVET-Program Design
1.1. TVET-Program Title: Human Resource Management Level IV
1.2. TVET-Program Description

The Program is designed to develop the necessary knowledge, skills and attitude of the
trainees to the standard required by the occupation. The contents of this program are in line
with the occupational standard. The Trainees who successfully completed the Program will
be qualified to work as a Human Resource Management Senior officer with competencies
elaborated in the respective OS. Graduates of the program will have the required qualification
to work in the Labor and Skills sector in the field of Human Resource Management.
The prime objective of this training program is to equip the Trainees with the identified
competences specified in the OS. Graduates are therefore expected to Administer
Remuneration and Employee Benefits, Manage Performance Management Systems,
Administer Human Resource Training and Development Programs, Implement Human
Resources, Handle Dispute Management processes, Lead Employees Movement and
Separation in accordance with the performance criteria and evidence guide described in the
OS.
1.3. TVET-Program Training Outcomes

The expected outputs of this program are the acquisition and implementation of the following
units of competences:
LSA HRM4 01 1221 Administer Remuneration and Employee Benefits
LSA HRM4 02 1221 Manage Performance Management Systems
LSA HRM4 03 1221 Administer Human Resource Training and Development Programs
LSA HRM4 04 1221 Implement Human Resources Management System
LSA HRM4 05 1221 Handle Dispute Management processes
LSA HRM4 06 1221 Lead Employees Movement and Separation

Level IV
1.4. Duration of the TVET-Program
The Program will have duration of 838 hours including the on school/ Institution training and
on-the-job practice or cooperative training time. Such cooperative training based on realities
of the industry, nature of the occupation, location of the TVET institution, and other factors
will be considered in the training delivery to ensure that trainees acquire practical and
workplace experience.
s.no Unit competency TVET Institution Cooperative Total Remarks

training training hours
Theory Practical
Administer Remuneration and Employee 100 30 16 146
1.
Benefits
Manage Performance Management 110 20 8 138
2.
Systems
Administer Human Resource Training and 120 16 16 152
3.
Development Programs
4. Implement Human Resources 90 8 8 106
5. Handle Dispute Management processes 130 30 8 168
Lead Employees Movement and 100 20 8 128
6.
Separation
Total Hours 650 124 64 838

Level IV
1.5. Qualification Level and Certification
Based on the descriptors elaborated on the Ethiopian National TVET Qualification
Framework (NTQF) the qualification of this specific TVET Program is Level IV.
The trainee can exit after successfully completing the modules in one level and will be
awarded the equivalent institutional certificate on the level completed. However, only
institutional certificate of training accomplishment will be awarded.
1.6. Target Groups

Any citizen who meets the entry requirements under items 1.7 and capable of participating in
the training activities is entitled to take part in the Program.
1.7 Entry Requirements

The prospective participants of this program are required to possess the requirements or
directive of the Ministry of Labor and Skills.
1.8 Mode of Delivery

This TVET-Program is characterized as a formal Program on middle level technical skills.
The mode of delivery is co-operative training. The time spent by the trainees in the real work
place/ industry will give them enough exposure to the actual world of work and enable them
to get hands-on experience.
The co-operative approach will be supported with school-based lecture-discussion, simulation

and actual practice. These modalities will be utilized before the trainees are exposed to the
industry environment.
Hence based on the nature of the occupation, location of the TVET institutions, and interest
of the industry alternative mode of cooperative training such as apprenticeships, internship
and traineeship will be employed. In addition, in the areas where industry is not sufficiently
available the established production and service centers/learning factories in TVET
institutions will be used as cooperative training places. The Training-Institution and identified
companies have forged an agreement to co-operate with regard to the implementation of this
program

Level IV
1.9. TVET-Program Structure
Duration
Unit of Competence Module Code & Title Training Outcomes
(In Hours)
LSA HRM4 01 1221 Administer LSA HRM4 M01 0322 Administering  Develop organization's remuneration 146
Remuneration Remuneration and strategy
and Employee Employee Benefits  Implement remuneration and benefit
Benefits Package
 Review and update remuneration
strategy
LSA HRM4 02 1221 Manage LSA HRM4 M02 0322 Managing  Review and coordinate performance 138
Performance Performance management data
Management Management  Develop performance management
Systems Systems systems
 Implement performance management
systems
 Coordinate formal feedback processes
 Coordinate individual or group learning
development plans
LSA HRM4 03 1221 Administer HR LSA HRM4 M03 0322 Administrating HR  Supervise awareness creation 152
Training and Training and  Lead assessment of training and
Development Development development
Programs Programs  Monitor implementation of training and

Level IV
development
 Evaluate performances of training and
development programs
LSA HRM4 04 1221 Implement LSA HRM4 M04 0322 Implementing  Access, use and Input knowledge 106
Human Human Resources management system
Resources Management  Identify human resources information
Management Information requirements
Information Systems  Select human resources within
Systems information management system
 Implement human resources
information system
 Evaluate performance of human
resources information system
LSA HRM4 05 1221 Handle LSA HRM4 M05 0322 Handling Dispute  Prepare for mediation 138
Dispute Management  Determine nature of dispute
Management processes  Assist and settle dispute through
processes mediation
 Finalize process of mediation
LSA HRM4 06 1221 Lead LSA HRM4 M06 0322 Leading Employees  Administer promotion 128
Employees Movement and  Carryout transfer of employees
Movement and Separation  Administer demotions
Separation

Level IV
 Develop policies and procedures for
separation/termination of
 Lead separation/termination processes
 Handle employees layoff
 Manage discharge and retirements
*The time duration (Hours) indicated for the module should include all activities in and out of the TVET institution.

Level IV
1.10 Institutional Assessment
Two types of evaluation will be used in determining the extent to which training outcomes are
achieved. The specific training outcomes are stated in the modules. In assessing them, verifiable
and observable indicators and standards shall be used.
The formative assessment is incorporated in the training modules and form part of the training
process. Formative evaluation provides the trainee with feedback regarding success or failure in
attaining training outcomes. It identifies the specific training errors that need to be corrected,
and provides reinforcement for successful performance as well. For the teacher, formative
evaluation provides information for making instruction and remedial work more effective.
Summative Evaluation the other form of evaluation is given when all the modules in the
program have been accomplished. It determines the extent to which competence have been
achieved. And, the result of this assessment decision shall be expressed in the term of
institutional Assessment implementation guidelines..
Techniques or tools for obtaining information about trainees’ achievement include oral or written
test, demonstration and on-site observation.
1.11 TVET Teachers Profile

The teachers conducting this particular TVET Program are Level A who have satisfactory
practical experiences or equivalent qualifications.

Level IV
LEARNING MODULE 01
TVET-PROGRAMME TITLE: Human Resource Management Level IV
MODULE TITLE: Administer Remuneration and Employee Benefits
MODULE CODE: LSA HRM4 M01 0322
NOMINAL DURATION: 146 Hours
MODULE DESCRIPTION : This learning module describes the performance outcomes, skills
and knowledge required to implement an organization's remuneration and benefit plans. It
incorporates all functions associated with remuneration, including packaging, salary
benchmarking, market rate reviews, bonuses and the legislative aspects of remuneration and
employee benefits.
LEARNING OUTCOMES
At the end of the module the trainee will be able to:
LO1.Develop organization's remuneration strategy
LO2.Implement remuneration and benefit Package
LO3. Review and update remuneration strategy
MODULE CONTENTS:
LO1. Develop organization's remuneration strategy
1.1 Strategic and operational plans of remuneration and benefits
1.2 Determining scope of remuneration and benefits
1.3 Researching on current practice and legislative
1.4 Developing options by relevant managers
1.5 Presenting options linking strategic objectives
1.6 Recording remuneration policies and incentive plans
1.7 Positioning organization as an employer of choice
LO2. Implement remuneration and benefit Package
2.1 Researching occupational groups
2.2 Undertaking Market rates surveys
2.3 Aligning remuneration and benefits plans with performance management system
2.4 Giving employees minimum entitlements
2.5 Complying Salary packages
3.1 Consulting managers and employees
3.2 Amending strategy and plans
3.3 Ensuring incentive arrangements

Level IV
Learning Methods:
For none Reasonable Adjustment for Trainees with Disability (TWD)
impaired
trainees Low Vision Deaf Hard of hearing Physical impairment
Lecture-  Provide large print text  Assign sign language interpreter  Organize the class  Organize the class room seating
discussion  Prepare the lecture in Audio/video  Arrange the class room seating to room seating arrangement to be accessible for
 Organize the class room seating arrangement be conducive for eye to eye arrangement to be wheelchairs users.
to be accessible to trainees contact accessible to trainees  Facilitate and support the
 Write short notes on the black/white board  Make sure the luminosity of the  Speak loudly trainees who have severe
using large text light of class room is kept  Ensure the attention impairments on their upper
 Make sure the luminosity of the light of class  Introduce new and relevant of the trainees limbs to take note
room is kept vocabularies  Present the lecture in  Provide Orientation on the
 Use normal tone of voice  Use short and clear sentences video format physical feature of the work
 Encourage trainees to record the lecture in  Give emphasis on visual lecture  Ensure the attention shop
audio format and ensure the attention of the of the trainees
 Provide Orientation on the physical feature of trainees
the work shop  Avoid movement during lecture
 Summarize main points time
 Present the lecture in video format
 Summarize main points
Demonstration  Conduct close follow up  use Sign language interpreter  Illustrate in clear &  Facilitate and support the
 Use verbal description  Use video recorded material short method trainees having severe upper
 Provide special attention in the process of  Ensure attention of the trainees  Use Video recorded limbs impairment to operate
guidance  Provide structured training material equipments/ machines
 facilitate the support of peer trainees  Show clear and short method  Ensure the attention of  Assign peer trainees to assist
 Prepare & use simulation  Use gesture the trainees  Conduct close follow up
 Provide tutorial support  Provide tutorial  Provide tutorial support
(if necessary) support (if necessary
(if necessary)

Level IV
Group  Facilitate the integration of trainees with  Use sign language interpreters  Facilitate the  Introduce the trainees with their
discussion group members  Facilitate the integration of integration of trainees peers
 Conduct close follow up trainees with group members with group members
 Introduce the trainees with other group  Conduct close follow up  Conduct close follow
member  Introduce the trainees with other up
 Brief the thematic issues of the work group member  Introduce the trainees
with other group
member
 Inform the group
members to speak
loudly
Exercise  Conduct close follow up and guidance  Conduct close follow up and  Conduct close follow  Assign peer trainees
 Provide tutorial support if necessary guidance up and guidance  Use additional nominal hours if
 provide special attention in the process  Provide tutorial support if  Provide tutorial necessary
necessary support if necessary
 provide special attention in the  provide special
process/practical training attention in the
 Introduce new and relevant process/ practical
vocabularies training
 prepare the assignment questions in large text  Use sign language interpreter  Provide briefing
Individual  Encourage the trainees to prepare and submit  Provide briefing /orientation on /orientation on the
assignment the assignment in large texts the assignment assignment
 Make available recorded assignment questions  Provide visual recorded material  Provide visual
 Facilitate the trainees to prepare and submit recorded material
the assignment in soft or hard copy

Level IV
ASSESSMENT METHODS:
Interview  Use sign language interpreter  Speak loudly  Use written response as
 Ensure or conform whether the  Using sign language interpreter if an option for the trainees
proper communication was necessary having speech
conducted with the trainee challenges
through the service of the sign
language interpreter
 Use short and clear questioning
 Time extension
Written test  Prepare the exam in large texts  Prepare the exam using short  Prepare the exam using short sentences,  Use oral response as an
 Use interview as an option if sentences, multiple choices, True multiple choices, true or false, matching option to give answer for
necessary or False, matching and short and short answers if necessary. trainees having severe
 Prepare the exam in audio format answers upper limb impairment
 Assign human reader  Avoid essay writing  Time extension for
 (if necessary)  Time extension trainees having severe
 Time extension upper limb impairment
Demonstration/  Brief the instruction or provide  Use sign language interpreter  Provide activity based assessment  Provide activity based
Observation them in large text  Brief on the instruction of the  Brief on the instruction of the exam assessment
 Time extension exam  Use loud voice  Conduct close follow up
 Provide activity-based/ practical  Time extension  Time extension
assessment method
 Time extension

Level IV
ASSESSMENT CRITERIA:
LO1. Develop organization's remuneration strategy
 Strategic and operational plans are analyzed to determine the scope of remuneration
and benefits plans
 Research on current practice, recent developments and legislative parameters is
undertaken for the remuneration strategy
 Options are developed for consideration by relevant managers
 Options showing the link to organizational strategic objectives are presented
 Remuneration policies and incentive plans are agreed and recorded
 Organization is positioned as an employer of choice and regarded as a desirable
workplace
LO2. Implement remuneration and benefit Package
 Occupational groups are researched to determine those which are organizational
agreement based
 Market rates surveys are accessed or undertaken regularly to ensure the organization's
required level of competitiveness for particular occupational groups is maintained
 Remuneration and benefits plans are aligned with performance management system
 Employees are received at least their minimum entitlements according to
organizational policies and legal requirements
 Salary packages are complied with organizational policies and legal requirements,
including fringe benefits tax (FBT) and superannuation
 Managers and employees are consulted about the effectiveness of the remuneration
strategy
 Strategy and plans are amended as necessary to meet organizational policies and
legal requirements
 Ensure incentive arrangements, if included, are complied with the organization's
remuneration strategy

Level IV
Annex: Resource Requirements
LSA HRM4 M01 0322 Administer Remuneration and Employee Benefits
Item Category/Item Description/ Quantity Recommended Ratio

No. Specifications (Item: Trainee)
A. Learning Materials
Prepared by the
1 TTLM 25 1:1
trainer
2 Text books
Human Resource Management by; Pravin Durai
5 1:5
Pravin Durai
3 Reference Books
HRM by Derek Torrington, Laura Hall 6th edition
3.1 5 1:5
and Stephen Taylor
A hand book of HRM practice By 10th edition
3.2 5 1:5
Michael Armstrong
HRM by Robert Mathis and John H. 13th Edition
3.3 5 1:5
Jackson
Principles of Management By: Ellen. Ellen. Benowitz, M
3.4 5 1:5
Benowitz, M ed ed
Managing conflicts in organizations. By 3rd Edition
3.5 5 1:5
M. Afzalur Rahim
Journals/Publication/Magazines
4
Ethiopian civil service commission ProclNo:1064/2010

4.1 5 1:5
proclamation
4.2 Nagarit Gazeta Nagarit Gazeta 25 1:1
B. Learning Facilities & Infrastructure
1 Class Room 7 *8m 1 1:25
2 Library 12*15m 1 1:25
3 Chairs Hand chairs 25 1:1
4 Tables 1.5 m 2 1:25
5 Blackboard 1 1:25
6 White board 1 1:25

Level IV
Broadband 2GB 1:1
7 Internet 1
C. Consumable Materials
1 Duster 5 1:25
2 Chalk Packet 10 1:25
3 Marker Carton 10 1:25
4 Paper Packet A4 5 1:25
D. Tools and Equipment
Laptop 1 To trainer
2 Photo copy 1 1:25
3 Printer 1 1:25
4 LCD projector 1 1:25
5 Desktop 25 1:1

Level IV
LEARNING MODULE 02
MODULE TITLE: Manage Performance Management Systems
MODULE DESCRIPTION : This module covers and describes the performance outcomes,
skills and knowledge required to design, implement and oversee performance management
systems. It includes developing and managing ongoing performance feedback strategies and
conducting formal performance feedback meetings. The unit also includes specific intervention
associated with under-performance or misconduct.
LEARNING OUTCOMES
LO1.Review and coordinate performance management data
LO2.Develop performance management systems
LO3. Implement performance management systems
LO4.Coordinate formal feedback processes
LO5. Coordinate individual or group learning development plans
MODULE CONTENTS:
LO1. Review and coordinate performance management data
1.1 Ensuring current position descriptions specifying key requirements
1.2 Holding performance appraisal meetings
1.3 Rewarding good performance and addressing under performance
1.4 Goals and methods of the performance management system
1.5 Addressing any questions from employees
1.6 Arranging performance management system training
1.7 Encouraging feedbacks on employee’s performance
1.8 Reviewing and considering performance development
1.9 Revising and suggesting policies or procedures management system
LO2. Develop performance management systems
2.1 Analyzing strategic and operational plans
2.2 Designing methods for developing key performance indicators
2.3 Developing organizational timeframes and processes

Level IV
2.4 Developing performance management systems
2.5 Consulting key stakeholders about the system
2.6 Supporting implementation of performance management system
3.1 Train relevant groups and individuals
3.2 Acknowledging intervention to address poor performance and excellent performance
3.3 Counseling and disciplining employees
3.4 Termination of employees
3.5 Recognizing excellence
3.6 Recording outcomes of performance management sessions
LO4. Coordinate formal feedback processes
4.1 Developing performance feedback plans
4.2 Training and assistance for managers participating in the feedback process
4.3 Planning for performance improvement and individual learning and development
4.4 Establishing processes to deal with problems or grievances
5.1 Contracting Appropriate providers for performance development
5.2 Designing learning and development plans
5.3 Delivering learning and development plans
5.4 Monitoring of learning and development compliance
5.5 Negotiating remedial action with providers
5.6 Generating reports to advise appropriate managers on progress
5.7 Evaluating and improving the performance management system

Level IV
Learning Methods:
impaired
Lecture-  Provide large print text  Assign sign language interpreter  Organize the class  Organize the class room
discussion  Prepare the lecture in Audio/video  Arrange the class room seating to room seating seating arrangement to
 Organize the class room seating arrangement be conducive for eye to eye arrangement to be be accessible for
to be accessible to trainees contact accessible to trainees wheelchairs users.
 Write short notes on the black/white board  Make sure the luminosity of the  Speak loudly  Facilitate and support
using large text light of class room is kept  Ensure the attention the trainees who have
 Make sure the luminosity of the light of class  Introduce new and relevant of the trainees severe impairments on
room is kept vocabularies  Present the lecture in their upper limbs to
 Use normal tone of voice  Use short and clear sentences video format take note
 Encourage trainees to record the lecture in  Give emphasis on visual lecture  Ensure the attention  Provide Orientation on
audio format and ensure the attention of the of the trainees the physical feature of
 Provide Orientation on the physical feature of trainees the work shop
Demonstration  Conduct close follow up  use Sign language interpreter  Illustrate in clear &  Facilitate and support
 Use verbal description  Use video recorded material short method the trainees having
 Provide special attention in the process of  Ensure attention of the trainees  Use Video recorded severe upper limbs
guidance  Provide structured training material impairment to operate
 facilitate the support of peer trainees  Show clear and short method  Ensure the attention of equipments/ machines
 Prepare & use simulation  Use gesture the trainees  Assign peer trainees to
assist
 Conduct close follow
up
Group  Facilitate the integration of trainees with  Use sign language interpreters  Facilitate the  Introduce the trainees

Level IV
discussion group members  Facilitate the integration of integration of trainees with their peers
with other group
member
members to speak
loudly
 Provide tutorial support if necessary guidance up and guidance  Use additional nominal
 provide special attention in the process  Provide tutorial support if  Provide tutorial hours if necessary

Level IV
ASSESSMENT METHODS:
 Time extension
assessment method
 Time extension

Level IV
LO1. Review and coordinate performance management data
 Current position descriptions specifying key requirements of the role are ensured
 Check that performance appraisal meetings are held in accordance with organizational
timeframes, that correct documentation has been completed and that all necessary parties
have recorded
 Appropriate organizational procedures have been followed for rewarding good
performance and addressing under performance
 Goals and methods of the performance management system are clarified
 Any questions from employees about the performance management systems are
addressed
 Training or instruction in how to use the performance management system is arranged or
delivered
 Ongoing and regular feedbacks are encouraged on employees performance as well as
formal performance appraisals
 Patterns are reviewed in skill or performance gaps and requirements and options are
considered for performance development
 Policies or procedures are revised if necessary and improvements are suggested to the
performance management system
LO2. Develop performance management systems
 Strategic and operational plans are analyzed to identify relevant policies and objectives
for performance management system
 Designing methods and processes are assisted for line managers to develop key
performance indicators for those reporting to them
 Organizational timeframes and processes are developed for formal performance
management sessions
 Performance management systems are developed to be flexible enough to cover the range
of employment situations in the organization
 Key stakeholders are consulted about the system and agreed on its features
 Support is gained for the implementation of the performance management system

Level IV
 Relevant groups and individuals are trained to monitor performance, performance gaps
identified and talent managed
 Line managers are monitoring performance regularly and that intervention occurs are
acknowledged to address poor performance and excellent performance
 Line managers are supported to counsel and discipline employees who continue to perform
below standard
 Support is provided to terminate employees who fail to respond to interventions, according
to organizational protocols and legislative requirements
 Excellence is recognized according to organizational policy
 Recorded outcomes of performance management sessions are ensured to be accessible and
stored according to organizational policy
LO4. Coordinate formal feedback processes
 Performance feedback plans are developed by relevant managers or team leaders and
lodged with human resources staff
 Training and assistance are provided to managers or team leaders participating in the
feedback process
 Plans are agreed and signed for performance improvement and individual learning and
development
 Processes are established to deal with problems or grievances that arise from the
performance feedback
 Appropriate providers are contracted for performance development, as identified by the
plans, according to organizational policy
 Learning and development plans are designed to contribute to the development of a
learning organization
 Learning and development plans are delivered according to agreed timeframes and ensure
they deliver specified outcomes
 Learning and development activities are monitored to ensure compliance with quality
assurance standards
 Remedial action is negotiated with providers where necessary
 Reports are generated to advise appropriate managers on progress and success rates of
activities
 All aspects of the performance management system are regularly evaluated and improved

Level IV
in keeping with organizational objectives and policies
LSA HRM4 M02 0322 Manage Performance Management Systems

Prepared by the
1 TTLM 25 1:1
trainer
2 Text books
5 1:5
Pravin Durai
3 Reference Books
3.1 5 1:5
and Stephen Taylor
3.2 5 1:5
Michael Armstrong
3.3 5 1:5
Jackson
3.4 5 1:5
Benowitz, M ed ed
3.5 5 1:5
M. Afzalur Rahim
4

4.1 5 1:5
proclamation
2 Library 12*15m 1 1:25
4 Tables 1.5 m 2 1:25

Level IV
5 Blackboard 1 1:25
Broadband 2GB 1:1
7 Internet 1
1 Duster 5 1:25
Laptop 1 To trainer
2 Photo copy 1 1:25
3 Printer 1 1:25
5 Desktop 25 1:1

Level IV
LEARNING MODULE 03
MODULE TITLE: Administrating HR Training and Development Programs
MODULE DESCRIPTION: This module covers making use of new technological innovations
and consideration of developing a globally competitive human resource.
LEARNING OUTCOMES
LO1. Supervise awareness creation
LO2. Lead assessment of training and development needs
LO3. Monitor implementation of training and development
LO4. Evaluate performances of training and development programs
MODULE CONTENTS:
LO1. Supervise awareness creation
1.1 Identifying organizational policies
1.2 Organizational human resource policies and procedures
1.3 Introducing training and development programs
1.4 Identifying and ensuring training and development techniques
1.5 Identifying and using feedback mechanisms
1.6 Monitoring administration of commitment
LO2. Lead assessment of training and development needs
2.1 Developing and documenting organizational performance standards
2.2 Developing and presenting organization policies
2.3 Reporting and documenting performance gaps
2.4 Identifying reasons for performance gap
2.5 Identifying and reporting using new technologies
2.6 Reporting training and development need
LO3. Monitor implementation of training and development
3.1 Identifying potential trainees
3.2 Identifying trainer to provide training
3.3 Identifying training methodology and facility

Level IV
3.4 Identifying and approving date and venue for the training.
3.5 Monitoring process of training and development.
3.6 Monitoring and documenting feedback
LO4. Evaluate performances of training and development programs
4.1 Measuring performance level of the trainees
4.2 Identifying deviations in the performance level of the trainees
4.3 Taking corrective measure based on deviations

Level IV
Learning Methods:
impaired

Level IV
with other group
member
members to speak
loudly

Level IV
ASSESSMENT METHODS:
 Time extension
assessment method
 Time extension

Level IV
LO.1 Supervise awareness creation
 Organizational policies are identified and confirmed for training and development
program.
 Organizational human resource policies and procedures are ensured to be
documented and maintained for training and development according work
procedures.
 Training centers and development programs are introduced to employees following
work guideline.
 Training and development techniques to be implemented are identified and ensured
to be followed.
 Feedback mechanisms are identified and used in accordance with work guideline.
 Administration of commitment forms is monitored to program participants.
LO.2 Lead assessment of training and development needs
 Organizational performance standards are developed and documented.
 Organization policies are developed and presented for the analysis of performance
level
 Performance gaps are reported and documented as determined in relation to the
performance standards.
 Reasons for the existence of performance gap are identified as caused by
inappropriate standards or by lack of required competence in the particular level of
work.
 Needs for using new technologies and new working procedures within the
organization are identified and reported according to work place communication line.
 Training and development needs that have been identified are reported following
work procedure and guidelines.
LO.3 Monitor implementation of training and development
 Potential trainees are identified according to workplace guideline.
 Trainer is identified to provide training in line with preset criteria.
 Training methodology and facility are identified based on training requirements.
 Date and venue are identified and approved for the training.
 Process of training and development is monitored.

Level IV
 Feedback obtained from the training program is monitored and documented.
LO.4 Evaluate performances of training and development programs
 Performance level of the trainees on similar responsibility area is measured after the
conduct of training and development programs.
 Deviations in the performance level of the trainees before and after the training are
identified based on preset standard.
 Corrective measure is taken based on deviation identified.

Level IV
LSA HRM4 M03 0322 Administer Human Resource Training and Development Programs

Prepared by the
1 TTLM 25 1:1
trainer
2 Text books
5 1:5
Pravin Durai
3 Reference Books
3.1 5 1:5
and Stephen Taylor
3.2 5 1:5
Michael Armstrong
3.3 5 1:5
Jackson
3.4 5 1:5
Benowitz, M ed ed
3.5 5 1:5
M. Afzalur Rahim
4

4.1 5 1:5
proclamation
2 Library 12*15m 1 1:25
4 Tables 1.5 m 2 1:25
5 Blackboard 1 1:25

Level IV
Broadband 2GB 1:1
7 Internet 1
1 Duster 5 1:25
Laptop 1 To trainer
2 Photo copy 1 1:25
3 Printer 1 1:25
5 Desktop 25 1:1

Level IV
LEARNING MODULE 04
MODULE TITLE: Implement Human Resources Management Information Systems
NOMINAL DURATION:106 Hours
MODULE DESCRIPTION : This module describes the performance outcomes, skills and
knowledge required to access, uses and input knowledge management system, manage human
resources information systems from the research and planning stages, through selection of
appropriate systems, to implementation, ongoing review and system upgrades
LEARNING OUTCOMES
LO1. Access, use and Input knowledge management system
LO2. Identify human resources information requirements
LO3. Select human resources within information management system
LO4. Implement human resources information system
LO5. Evaluate performance of human resources information system
MODULE CONTENTS:
1.1 Knowledge management system
1.2 Administering system with procedures
1.3 Gathering and analyzing system inputs
1.4 Checking inputs for clarity, accuracy and relevance
1.5 Integrating inputs to system with procedures
1.6 Analyzing and reporting system requirements
2.1 Collecting and documenting Information
2.2 Identifying communication processes
2.3 Agreeing Information requirements and communication processes
2.4 Developing draft information systems management plan
2.5 Specifying information requirements
2.6 Identifying resources requirements within allocated budget

Level IV
3.1 Agreeing selection criteria
3.2 Ensuring selection criteria with the system
3.3 Evaluating potential systems against the criteria
3.4 Cost benefit and risk analysis of the selection criteria
3.5 Establishing preferences and providing selection report
3.6 Customizing preferred system
4.1 Developing implementation plan with users
4.2 Confirming implementation plan's roles and responsibilities
4.3 Assigning resources
4.4 Modifying implementation schedule
4.5 Groups and individual’s contributions for implementation
5.1 Monitoring and reporting information system performance
5.2 Obtaining feedback from users
5.3 Benchmarking system performance
5.4 Analyzing performance gaps for improvements

Level IV
Learning Methods:
impaired
)

Level IV
with other group
member
members to speak
loudly

Level IV
ASSESSMENT METHODS:
 Time extension
assessment method
 Time extension

Level IV
 Knowledge management system is accessed to assist with specific tasks, in line
with system procedures
 System is administered in line with procedures
 Inputs are gathered, analyzed and prepared for contribution to the system, in line
with procedures
 Inputs are checked for clarity, accuracy and relevance
 Inputs are made to system, in line with procedures
 Requirements of the system are analyzed and suggestions are ensured for
improvements to be provided to relevant personnel
 Information requirements of users are collected and documented
 Communication processes are identified to support user needs
 Information requirements and communication processes are agreed with users and
relevant managers
 Draft information systems management plan are developed with agreed review
mechanisms, timeframe and criteria
 Information requirements are specified in a clear and concise manner
 Information requirements are ensured to be consistent with organizational
objectives and policies
 Resources required to meet the information requirements are identified within
budget parameters
 Selection criteria’s are agreed for the information management system with relevant
groups and individuals
 Selection criteria’s are ensured for the system that has the capability to meet
organization's objectives, policies and budget parameters
 Potential systems are evaluated against the criteria
 Cost benefit and risk analysis are undertaken in relation to the systems which meet
the selection criteria
 Preferences are established for system and selection report is provided to senior
managers

Level IV
 Ensure that preferred system is customized to meet organization and user
requirements.
 Implementation plan is developed with users, other relevant groups and
individuals
 Implementation plan's roles and responsibilities are confirmed with individuals and
groups involved
 Resources are assigned to meet implementation plan timeframe, quality and other
objectives
 Implementation schedule is modified to resolve any problems arising
 Groups and individuals contributions are ensured for the implementation in
accordance with plan objectives.
 Information system performance is monitored and performance reports are prepared
 Feedback is obtained from users about the system
 System performance is benchmarked against other systems, and latest trends and
developments
 Performance gaps and current strategies are analyzed and improvements introduced

Level IV
LSA HRM4 M04 0322 Implementing Human Resources management system

Prepared by the
1 TTLM 25 1:1
trainer
2 Text books
5 1:5
Pravin Durai
3 Reference Books
3.1 5 1:5
and Stephen Taylor
3.2 5 1:5
Michael Armstrong
3.3 5 1:5
Jackson
3.4 5 1:5
Benowitz, M ed ed
3.5 5 1:5
M. Afzalur Rahim
4

4.1 5 1:5
proclamation
2 Library 12*15m 1 1:25
4 Tables 1.5 m 2 1:25
5 Blackboard 1 1:25

Level IV
Broadband 2GB 1:1
7 Internet 1
1 Duster 5 1:25
Laptop 1 To trainer
2 Photo copy 1 1:25
3 Printer 1 1:25
5 Desktop 25 1:1

Level IV
LEARNING MODULE 05
MODULE TITLE Handling Dispute management Processes
NOMINAL DURATION 138 hrs.
MODULE DESCRIPTION : This module describes the performance outcomes, skills and
knowledge required to manage diversity in the workplace. It covers implementing the organization's
policy on diversity, fostering diversity within the work team, and promoting the benefits of a diverse
workplace.
LEARNING OUTCOMES
LO1.Prepare for mediation
LO2.Determine nature of dispute
LO3.Assist and settle dispute through mediation
LO4.Finalize process of mediation
MODULE CONTENTS:
1.1 Identifying parties to mediation and dispute
1.2 Accessing guidelines and procedures of dispute resolution
1.3 Informing parties to dispute for mediation process
1.4 Gaining agreement for mediation process
1.5 Communicating logistics process for mediation
2.1 Interviewing parties to dispute
2.2 Documenting positions of parties to dispute
2.3 Determining boundaries for allowable options in dispute
3.1 Bringing disputing parties together by mutual agreement
3.2 Communication techniques to formulate options for resolution.
3.3 Seeking agreement on options identified.
3.4 Documenting and verifying outcomes of meetings
3.5 Following process of mediation

Level IV
4.1 Reaching and circulating agreements of mediation process
4.2 Reporting process of mediation
4.3 Reviewing process of mediation
4.4 Following up the implemented outcome of the mediation process

Level IV
Learning Methods:
impaired
guidance  Provide structured training material equipment’s/ machines
 provide tutorial support  provide tutorial  provide tutorial support
(if necessary)

Level IV
with other group
member
members to speak
loudly

Level IV
ASSESSMENT METHODS:
 Time extension
assessment method
 Time extension

Level IV
 Parties to mediation and dispute handing activities are identified
 Guidelines and procedures are accessed to guide dispute resolution
 Parties to dispute are informed for mediation process
 Agreement is gained for mediation process to resolve dispute
 Logistics of process for mediation are communicated for parties to dispute
 Parties to dispute are interviewed separately to determine their positions in relation to the
dispute
 Positions of parties to dispute are documented and verification of these positions is
undertake
 Boundaries for allowable options in dispute are determined
 Disputing parties are brought together by mutual agreement
 Communication techniques are used to formulate options for resolution of the dispute
Agreement
 Agreement is sought on options identified
 Outcomes of meetings are documented and verified with parties to dispute
 Process of mediation is followed until an agreement is reached or pre-determined time
constraints are reached
 Agreements reached in mediation process are circulated to all parties including the initiator
of the process to ensure that follow-up actions are implemented
 Process of mediation is reported
 Process of mediation is reviewed by mediator to identify improvements
 The implemented outcome of the mediation process is follow up

Level IV
LSA HRM4 M05 0322 Handling Dispute Management processes

Prepared by the
1 TTLM 25 1:1
trainer
2 Text books
5 1:5
Pravin Durai
3 Reference Books
3.1 5 1:5
and Stephen Taylor
3.2 5 1:5
Michael Armstrong
3.3 5 1:5
Jackson
3.4 5 1:5
Benowitz, M ed ed
3.5 5 1:5
M. Afzalur Rahim
4

4.1 5 1:5
proclamation
2 Library 12*15m 1 1:25
4 Tables 1.5 m 2 1:25
5 Blackboard 1 1:25

Level IV
Broadband 2GB 1:1
7 Internet 1
1 Duster 5 1:25
Laptop 1 To trainer
2 Photo copy 1 1:25
3 Printer 1 1:25
5 Desktop 25 1:1

Level IV
LEARNING MODULE 06
MODULE TITLE: Lead Employees Movement and Separation
MODULE DESCRIPTION : This module covers knowledge, attitudes and skills required to
deal with employee movement and separation. It includes human resource administration
functions which are particular to the role of a human resource manager with regards to
movement and separation of employees in the organization.
LEARNING OUTCOMES
LO1. Administer promotion
LO2. Carryout transfer of employees
LO3. Administer demotions
LO4. Develop policies and procedures for separation/termination of employment
LO5. Lead separation/termination processes
LO6. Handle employees layoff
LO7. Manage discharge and retirements
MODULE CONTENTS:
LO1. Administer promotion

1.1 Identifying and recruiting internal candidates
1.2 Developing and validating criteria for promotion
1.3 Decisions making in selecting employees from internal candidates.
1.4 Receiving internal candidates an offer stating as new salary, starting date, etc.
1.5 Monitoring and evaluating promotion activities
LO2. Carryout transfer of employees
2.1 Identifying Transfer policies
2.2 Determining the need for transfer
2.3 Making decisions in transferring employees
LO3. Administer demotions
3.1 Identifying policies and legal requirements in demoting.

Level IV
3.2 Identifying reasons for demoting an employee.
3.3 Analyzing reasons for demoting an employee
3.4 Making decisions in demoting an employee.
3.5 Issuing a letter to demoted employee
LO4. Develop policies and procedures for separation/termination of employment
4.1 Undertaking best practice systems of separation/termination
4.2 Undertaking consultation with relevant managers
4.3 Developing Policies and procedures
4.4 Ensuring procedures for dismissal respect employees
4.5 Obtaining support for separation policies and procedures
4.6 Communicating policies and procedures
4.7 Using feedback to make refinements
LO5. Lead separation/termination processes
5.1 Managing Redundancies and redeployment
5.2 Dismissals for incapacity to perform or misconduct
5.3 The skills and knowledge to take disciplinary action
5.4 Reviewing predicted retiring workforce data
5.5 Reviewing and evaluating separation procedures
LO6. Handle employees layoff
6.1 Identifying Layoff Employees.
6.2 Assigning Retained employees to new jobs
6.3 Determining and providing benefits of layoff employees
LO7. Manage discharge and retirements
7.1 Identifying policies and procedures
7.2 Agreeing employee and the organization redeployment procedures.
7.3 Establishing communication systems
7.4 Carrying out dismissals for incapacity
7.5 Generating reports of retirement intentions.
7.6 Conducting exit interview with separated employees
7.7 Collecting and using feedback from exit interview
7.8 Reviewing, evaluating, and introducing improvement.

Level IV
Learning Methods:
impaired
 Provide tutorial support  Provide tutorial  Provide tutorial support
(if necessary)

Level IV
with other group
member
members to speak
loudly

Level IV
ASSESSMENT METHODS:
 Time extension
assessment method
 Time extension

Level IV
LO.1 Administer promotion
 Internal candidates are identified and recruited in accordance with organizational
policies.
 Criteria for promotion are developed and validated according pre-set criteria.
 Decisions are made in selecting employees from internal candidates according to
organization’s regulations.
 Internal candidates are received an offer stating such things as new salary, starting
date, etc.
 Promotion activities are monitored and evaluated in accordance with organizational
policies development process
LO.2 Carryout transfer of employees
 Transfer policies, procedures and practices are identified.
 The need for transfer is determined in accordance with policy of organization.
 Decisions are made in transferring employees based on organizational policy and
procedure..
LO.3 Administer demotions
 Policies, legal requirements, procedures and practices are identified in relation to
demoting an employee.
 Reasons are identified for demoting an employee based on organizational
regulations.
 Reasons are analyzed for demoting an employee in accordance to organization
polices and legal requirement.
 Decisions are made in demoting an employee based on organization’s regulations.
 An employee is received a letter stating the position demoted to, salary and starting
date, etc following work procedures
LO.4 Develop policies and procedures for separation/termination of employment
 Research is undertaken to determine features of best practice systems of
separation/termination and the legal requirements
 Consultation with relevant managers prior to the introduction of new forms,
procedures or systems is undertaken
 Policies, procedures and supporting documentation are developed for all
forms of separation/termination
 Procedures for dismissal or termination respect employees are ensured, strict
Level IV
confidentiality is provided and complied with legislation
 Support is obtained for separation/termination policies and procedures from
senior managers
 Policies and procedures and supporting documents are communicated to
relevant personnel
 Feedback is used to make refinements to policies, procedures and supporting
documents for separation and termination
LO.5 Lead separation/termination processes
 Redundancies and redeployment are managed and relevant information about
processes is provided so that work outcomes are not compromised
 Outplacement or other assistance is provided in accordance with organizational
policies and legal requirements
 Dismissals are ensured for incapacity to perform or misconduct and complied
with legislative and organizational requirements
 Human resources staff, managers and supervisors are ensured for the necessary
skills and knowledge to take disciplinary action
 Workforce data is reviewed for predicted numbers of people retiring and
necessary plans are made
 Separation/termination procedures are reviewed regularly and improvements are
evaluated and introduced
LO.6 Handle employees layoff
 Employees are identified for layoff in accordance to organizational policies and
legal requirements.
 Retained employees are assigned to new jobs based on organization’s guideline.
 Benefits and assistance to be given to lay off employees are determined and
provided as per the organizational policies and legal requirements.
LO.7 Manage discharge and retirements
 Policies and procedures are identified for discharge and retirement following
work procedures.
 Employee and the organization are agreed on redeployment procedures as per
the contract of employment.
 Communication systems are established which provide all necessary
information about termination procedures, and ensure early notification of

Level IV
discharge, retirement or resignation.
 Dismissals for incapacity to perform or misconduct are carried out in
accordance with organizational policies and legal requirements.
 Reports are generated regularly indicating the retirement intentions of
employees in the ground of age.
 Outplacement assistance is provided in accordance with organizational policies
and legal requirement.
 Exit interview are conducted with separated employees based on guideline.
 Feedback from exit interview is collected and used as an input to performance
improvement processes throughout the organization.
 Separation/termination procedures are regularly reviewed and evaluated, and
improvements introduced in accordance with the evaluation and organizational
policies

Level IV
LSA HRM4 M06 0322 Leading Employees Movement and Separation

Prepared by the
1 TTLM 25 1:1
trainer
2 Text books
5 1:5
Pravin Durai
3 Reference Books
3.1 5 1:5
and Stephen Taylor
3.2 5 1:5
Michael Armstrong
3.3 5 1:5
Jackson
3.4 5 1:5
Benowitz, M ed ed
3.5 5 1:5
M. Afzalur Rahim
4

4.1 5 1:5
proclamation
2 Library 12*15m 1 1:25
4 Tables 1.5 m 2 1:25
5 Blackboard 1 1:25

Level IV
Broadband 2GB 1:1
7 Internet 1
1 Duster 5 1:25
Laptop 1 To trainer
2 Photo copy 1 1:25
3 Printer 1 1:25
5 Desktop 25 1:1

Level IV
Acknowledgement
The Ministry of Labor and Skills wishes to thank and appreciation for the trainers who donated
their effort and time to develop this outcome based curriculum for the TVET Program Human
Resource Management Level IV.
We also thank all regional Labor and Skill/TVET Bureaus, Ministry of labor and skills
coordinators, all instructors who developed this curriculum for active facilitation of this
curriculum development.
.

Level IV
The trainers who developed the curriculum
No Name Qualification Educational Region College Mobile E-mail

background number
1 Gosa Abebe Debela B.A. Degree Business Oromia Bishoftu P.T.C 0911015999 [email protected]
Management
2 Seid Mohamed Abdi M.B.A Master of Business Somali Jigjiga P.T.C 0910092321 [email protected]
Administration
3 Almaw Adugna M.B.A Master of Business Diredawa Ethio-Italy 0913309380 [email protected]
Administration P.T.C m
4 Eyobeil Nitsuh M.B.A Master of Business Addis Bole 0932298650 [email protected]
Administration Ababa Manufacturing
College
5 Tesfaye Woldeyes M.Sc Development Adis Ethiopia 0912097395 [email protected]
Economics Ababa Customs
Commission

Level IV

HRM L4

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Human Resource Management

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1.2. TVET-Program Description

1.3. TVET-Program Training Outcomes

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s.no Unit competency TVET Institution Cooperative Total Remarks

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1.6. Target Groups

1.7 Entry Requirements

1.8 Mode of Delivery

The co-operative approach will be supported with school-based lecture-discussion, simulation

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1.11 TVET Teachers Profile

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LSA HRM4 M01 0322 Administer Remuneration and Employee Benefits

Item Category/Item Description/ Quantity Recommended Ratio

Ethiopian civil service commission ProclNo:1064/2010

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Annex: Resource Requirements

LSA HRM4 M02 0322 Manage Performance Management Systems

Item Category/Item Description/ Quantity Recommended Ratio

Ethiopian civil service commission ProclNo:1064/2010

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Item Category/Item Description/ Quantity Recommended Ratio

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LSA HRM4 M04 0322 Implementing Human Resources management system

Item Category/Item Description/ Quantity Recommended Ratio

Ethiopian civil service commission ProclNo:1064/2010

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