SAQA All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.
SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

National Certificate: Organisational Transformation and Change Management 
SAQA QUAL ID QUALIFICATION TITLE
49075  National Certificate: Organisational Transformation and Change Management 
ORIGINATOR
SGB Generic Management 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
SERVICES - Services Sector Education and Training Authority  OQSF - Occupational Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
National Certificate  Field 03 - Business, Commerce and Management Studies  Generic Management 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  127  Level 5  Level TBA: Pre-2009 was L5  Regular-Unit Stds Based 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Reregistered  SAQA 06120/18  2018-07-01  2023-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2024-06-30   2027-06-30  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This qualification does not replace any other qualification and is not replaced by any other qualification. 

PURPOSE AND RATIONALE OF THE QUALIFICATION 
A large number of the competencies developed in the Qualification are rooted in actual workplace practice and should lead to greater productivity resulting from improved performance by the learner, due to the integration of the knowledge with workplace practice.

The primary purpose of the Qualification is to:
  • Equip learners to understand and apply the underlying principles of the Organisational Transformation and Change Management and associated Human Resource Development legislation.
  • Induct learners into the processes required in Organisational Transformation.
  • Inform learners of the plans for Organisational Transformation.
  • Provide career paths through associated learnerships at various levels and areas of the Organisational Transformation and Change Management arena.
  • Provide for mobility of learning into associated areas such as Human Resource Practice, Consulting etc.
  • Equip learners to become effective employees, employers and/or self-employed members of society.
  • Develop a richer learning environment in the field of Organisational Transformation and Change Management through high quality lifelong learning.
  • Enable the learner to assist within his/her community and thereby ensure social and economic transformation.
  • Ensure the development of competence in the Organisational Transformation and Change Management field.

    This Certificate is the first step in a learning pathway in Organisational Transformation and Change Management.

    This learning supports the objectives of the NQF through increased portability and articulation of learning and career path progression. By concentrating on the link between theory and practice, the quality of education and training as well as the personal development of the learner will be elevated.

    At a time when South African society is implementing the tenets and principles underpinning a democratic order, it is imperative that people be oriented to see the value of the diversity that it enjoys as a nation. It is important that issues around Employment Equity be seen as moving society forward, and not as a hindrance to progress. This Qualification will enable learners to place the imperatives of our society in a broad systems context.

    Many different roles and careers are linked to, and affected by, this Qualification. They include but are not limited to:
  • Supervisors
  • Employment Equity and Training and Development committee members
  • Shop stewards
  • Targeted employees
  • Organisational Transformation consultants
  • Change agents
  • Skills Development Facilitators


    Rationale for the Qualification:

    This Qualification was developed as the result of overwhelming demand for Unit Standards and a Qualification in Organisational Transformation and Change Management, to assist organizations with this vital management process so as to speed up transformation of South African business and to enable organizations to comply with the requirements of the Labour Equity Act. In addition, the Black Management Forum (BMF) has great interest in ensuring that Employment Equity (EE) becomes part of the Organisational Transformation (OT) agenda in companies throughout South Africa. It was determined that the way to institutionalise these issues was to develop a learning pathway that incorporated Employment Equity and related issues within the Human Resources field.

    The emerging understanding in the last ten years of the manner of functioning of complex adaptive systems, as well as of systems theory itself, makes it imperative to review existing thinking on management theory and Organisational Development. This creates the opportunity to place Organisational Transformation within a very powerful paradigm that underscores the important role that diversity plays in establishing and maintaining vibrant organisations within what has come to be known as the knowledge economy of the 21st Century. Importantly it also places this and other proposed Qualifications at the cutting edge of recent international developments in the field.

    The Qualification, a National Certificate in Organisational Transformation and Change Management at NQF level 5, is part of a pathway that includes a Diploma at Level 5 and a post-graduate Qualification, thus encouraging the notion of lifelong learning. It will enable the issues of Employment Equity, diversity and Organisational Development to become areas of study at different levels within any organisation in South Africa. In so doing it seeks to entrench these important considerations within organisational practice in the country. Properly presented and institutionalised, the Certificate can play an important role in ensuring that the principles of our democratic order become part of the prevailing practice in companies in South Africa.

    Additionally, however, it will also meet the needs and aspirations of the youth and unemployed in fields where this learning may be useful. This includes adult learners who want to deal with these issues or develop their careers in one or more of the related areas. This Qualification would also be relevant to many Human Resource practitioners. Since the Certificate is part of a learning pathway, it will allow mobility to persons operating in the field. The development of competence in this field will also lead to better service delivery, company longevity, the promotion of wealth and job creation.

    Potentially, therefore, large numbers of persons inside and outside of companies will participate in part or all of the Qualification. Organisations such as the Black Management Forum have indicated great interest in ensuring that their members acquire a Qualification of this nature. 

  • LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Learners accessing this Qualification should be competent in:
  • Communication at NQF level 4 or equivalent.
  • Mathematical Literacy at NQF level 4 or equivalent.
  • Computer Literacy at NQF Level 3.


    Recognition of Prior Learning (RPL):

    This Qualification can be achieved wholly or in part through the Recognition of Prior Learning, and the Qualification may be granted to learners who have acquired the skills and knowledge without attending formal courses providing they can demonstrate competence in the outcomes of the individual Unit Standards as required by the Fundamental, Core and Elective areas stipulated in the Qualification and by the Exit Level Outcomes.

    An RPL process may also be used to credit learners with Unit Standards in which they have developed the necessary competency as a result of workplace-based and experiential learning.

    RPL may also be used by learners, who are not in possession of an FETC or equivalent Qualification, to gain access to the Qualification.

    Learners submitting themselves for RPL should be thoroughly briefed prior to the assessment, and will be required to submit a Portfolio of Evidence in the prescribed format to be assessed for formal recognition. While this is primarily a workplace-based Qualification, evidence from other areas of endeavour may be introduced if pertinent to any of the exit level outcomes. 

  • RECOGNISE PREVIOUS LEARNING? 

    QUALIFICATION RULES 
    The following combination of credits is required to attain the Qualification:

    Fundamental component:
  • TOTAL: 31 credits at NQF level 5

    While there is no SAQA requirement relating to the specific number of credits in the Fundamental component of a level 5 Qualification, the scoping exercise carried out clearly indicates that the learning included in this component of the Qualification is essential for all learners to function effectively in their designated workplaces and to ensure success with the Core and Elective learning that has to take place.

    All of these Unit Standards are compulsory

    Core component:
  • TOTAL: 76 credits at NQF level 5

    The Core component of the Qualification consists of Unit Standards designed to equip the learner with the necessary functional skills and knowledge base required to operate competently within the Organisational Transformation and Change Management environment. These competencies relate directly to the actual work performed by employees in this area.

    All of these Unit Standards are compulsory.

    Elective component:
  • TOTAL: 20 credits at NQF level 5

    A range of Unit Standards has been included in the Elective component of the Qualification, which relate to the range of areas in which the Organisational Transformation and Change Management practitioner could work. A range of possibilities embodied in the list would mean that both individual and provider choice are possible. This also enhances the possibility of any learnership that is registered, based on this Qualification, being demand-led rather than supply-driven. Learners may also choose Unit Standards at Level 5 or above which would improve their ability to perform their duties at work or that covers an area of learning in which they have a particular interest, providing such choice meets with the approval of the relevant ETQA.

    The learner is required to select Unit Standards to a value of at least 20 credits for this component. 

  • EXIT LEVEL OUTCOMES 
    Qualifying learners will be able to:

    1. Conduct communication within a business environment.
    2. Apply South Africa's transformative Human Resource Development (HRD) legislation to Organisational Transformation.
    3. Implement Change Management to take advantage of diversity in the workplace.
    4. Apply complexity theory in conducting organisational transformation.
    5. Underpin Organisational Transformation in a company through the use of a value system.
    6. Use employment equity to the benefit of certain social issues in an organisation.


    Critical cross-field outcomes:

    The various components of the Qualification present numerous opportunities to develop each of the Critical Cross-Field Outcomes as an intrinsic part of any learning programme leading to the awarding of this Qualification. All Critical Cross-field Outcomes are not developed in each of the Unit Standards, however the combination of Unit Standards comprising the Qualification as a whole will incorporate the development of all, or most, of the Critical Cross-Field Outcomes.

    Apply workplace communication skills:
  • Teamwork
  • Communication
  • Personal development

    Conduct communication within a business environment:
  • Teamwork
  • Self organisation in terms of OT
  • Communication
  • Technology
  • Personal development

    Use communication techniques effectively:
  • Teamwork
  • Self organisation in terms of OT
  • Information analysis
  • Communication
  • Personal development

    Recognise the transformative elements of South Africa's HRD legislation:
  • Self organisation in terms of OT
  • Information analysis
  • Communication
  • Related systems
  • Personal development

    Apply the basic principles of complexity theory to OT:
  • Solve problems
  • Self organisation in terms of OT
  • Information analysis
  • Communication
  • Personal development

    Establish how a value system underpins OT:
  • Self organisation in terms of OT
  • Information analysis
  • Communication
  • Personal development

    Apply the principles of EE to OT:
  • Solve problems
  • Teamwork
  • Self organisation in terms of OT
  • Information analysis
  • Communication
  • Related systems
  • Personal development

    Appreciate and manage diversity in the workplace:
  • Teamwork
  • Self organisation in terms of OT
  • Information analysis
  • Communication
  • Personal development

    Apply the principles of CM in the workplace:
  • Solve problems
  • Teamwork
  • Self organisation in terms of OT
  • Information analysis
  • Communication
  • Related systems
  • Personal development

    Implement skills development in order to facilitate OT:
  • Solve problems
  • Teamwork
  • Self organisation in terms of OT
  • Information analysis
  • Communication
  • Related systems
  • Personal development 

  • ASSOCIATED ASSESSMENT CRITERIA 
    1.
  • Correspondence to customers is drawn up in an appropriate format using suitable reading and writing skills at this level and demonstrated in two-way correspondence.
  • Oral conversations with clients are understood at all times and correct tone, register and terminology in speaking and listening at all times.
  • Correct etiquette is used in communication with internal and external clients.
  • Electronic communication is used correctly and appropriately.

    2.
  • The transformative elements of South Africa's HRD legislation, and the way this legislation aims to transform the education and training system of the country, is described in an essay.
  • The principles of employment equity are applied to organisational transformation in a selected organisation.
  • Skills development is implemented in Workplace Skills Plans.

    3.
  • Diversity is utilised to advantage in the workplace by recognising the benefit a diverse workforce can bring to an organisation through meaningful programmes.
  • The principles of Change Management are applied to the workplace in a project plan.
  • The relationship between Change Management and diversity is utilised to improve efficiency and effectiveness in an organization.

    4.
  • A selected company is analysed using the essential elements of complex adaptive systems, and the findings are presented in a report to relevant stakeholders.
  • The importance of formal and informal networks in communities and organisations is explained to employees by means of a presentation.
  • The Butterfly Effect is explained orally to management.

    5.
  • Ways in which value systems can transform an organisation, positively affect profits, are highlighted in an essay.
  • An organisational transformation framework is produced and presented to stakeholders.
  • Methods of developing a high level of trust within a particular organisation are identified in a small group context.

    6.
  • Steps are taken to deal with terminal or chronic illnesses, particularly HIV/Aids, in the workplace, by utilising elements related to employment equity.
  • The Corporate Social Responsibility programme of a selected organisation is brought into line with Organisational Transformation.
  • Corporate Social Responsibility is aligned to employment equity through discussions.
  • Employment Equity, and its use to produce substantive and measurable transformation, is highlighted as an important element of OT in a selected organization.


    Integrated assessment:

    The Qualification and its associated assessment criteria have been designed so that assessment is fully integrated with the learning. The assessment criteria for each specific outcome of each Unit Standard are outlined within the body of the Unit Standard. In terms of the Qualification the learner must, in an authentic and appropriate setting:
  • Demonstrate competence by means of the practical application of the embedded knowledge in a manner that meets the required performance standards required.
  • Illustrate a clear understanding of the concepts, theory and principles that underpin the practical action taken.
  • Provide evidence of competency in the exit level outcomes as listed in this Qualification document.

    The emphasis throughout the Qualification should be on continuous, formative assessment. Much of this is achieved in "sites of application" and involves a range of assessment tools, which will include a degree of self and peer assessment. A number of appropriate summative assessments should be planned at specific times, by assessor and learner jointly, throughout the learning process.

    As a result of a range of ongoing assessment approaches in terms of testing and evaluating the fundamental, practical and reflexive competence of the learner, a skills matrix should be produced. This will clearly indicate not only the knowledge gaps and skills deficits of the individual, but also highlight the learner's strengths and weaknesses related to the other elements of applied competence, namely:
  • Information processing and the power of analysis.
  • Problem solving and a decision making capacity.
  • A variety of communication skills.

    The assessment process should be capable of being applied to RPL, subject to the rules and criteria of the relevant Education & Training Quality Assurance body (ETQA).

    As it is required that integrated methods of assessment are employed, theoretical as well as practical competence needs to be assessed. Appropriate assessment tools will need to be constructed for use by those who will act as mentors and coaches throughout the learning programmes. Group assessment methods will also need to be employed. It is required that a final assessment of competence will be built up through a variety of means. 

  • INTERNATIONAL COMPARABILITY 
    This qualification has been benchmarked against international practice in Change Management, Organisational Change, Business Process Re-engineering and Organisational Transformation. However, it needs to be recognised that the overlapping South African landscapes of learning and work deal pointedly with the legacy of the past and the introduction of new, democratic structures, HRD legislation, systems and practices in the OT&CM field. This qualification deals explicitly with those elements, i.e. employment equity, diversity in the workplace, Skills Development Plans & Facilitators, HIV/Aids in the workplace, Corporate Social Responsibility Programmes etc. This makes this qualification unique in that it has a compulsory fundamental element, and secondly that it addresses and incorporates the South African Human Resource Development Legislative environment, which international qualifications do not.

    In the benchmarking exercise it was noted that some programmes could be categorised as skills programmes (i.e. 3 to 5 days duration), and also that many comparable qualifications were at post-graduate level, such as Masters. Only a few of them address diversity in the workplace, and then only at a superficial level - the main focus being on the elements of change management. Many programmes are aimed at the IT Professional which includes technical change management. Some include Project Management, which is covered separately on South Africa's National Qualification Framework (NQF).

    Whilst Indonesia is touted as a leader in Change Management, very little evidence of this could be found on the web. They are only now discussing the advantages of implementing a Qualifications Framework and seem to be working with Holland and Australia in this regard. No qualifications in Change Management could be located (this does not imply that they do not exist). What was found was a typically generic 5-day change management programme.
    What is evident however, is that as far as qualifications are concerned, more are available in the UK and Australia.

    Various qualifications and learning programmes covering the OT and CM arena were reviewed on the following websites:
  • www.trimitra.com/Training/change_management.html - Trimitra Consultants (Jakarta, Indonesia) Managing Change - Five day Programme (Skills programme)
  • www.stonebridge.uk.com/business-courses/change-management.htm - Certificate in Change Management - 10 Lesson distance learning course.
  • www.sysop.co.uk/training/viewcourse.php?id=itim-pcm - Change Management Practitioner - 3 days plus assignment (ISEB Examination)
  • www.performanceweb.org/pi/training/courses/leadership.htm - Leadership and Change Management - 2 days - aimed at Government employees & includes cultural diversity.
  • www.thechalfontproject.com/services/bcmp_info.html - Behavioural Change Management Practice
  • www.eoc.uk/chang/certificate.shtml - Certificate in Change Leadership - seven programme modules involving 300 hours for courses, assignments & project work.
  • www.eoc.uk/change/diploma.shtml - Diploma in Change Management - eight programme modules plus delivery of a major change project.
  • http://www2.agsm.edu.au/agsm/web.nsf/Content/MBAExecutive-CourseDescriptions#GraduateCertificate
    ChangeManagement - - Australian Graduate School of Management - Graduate Certificate in Change Management - one year course.
  • www.prosci.com - BPR Online Learning Centre
  • www.change-management.org - Change Management Resource Library
  • www.organisationalchange.co.uk - Change Management Training - 5 days plus work based assignment.
  • www.ucd.ie/pgstudy - University College of Dublin - Management MBA (includes module on Leadership and Managing Change.

    On interrogating the above, it will be seen that the short courses/skills programmes, vary from 2 days to 10 days in duration and that they cover the basics of Change Management. These same basic principles are addressed by a unit standard in this qualification.

    If one compares the Certificate in Change Leadership (300 hours = equivalent of approx. 37 credits), the course content is addressed by four unit standards in this qualification viz.:
  • Apply the basic principles of complexity theory to organisational transformation (12 credits)
  • Establish how a value system underpins organisational transformation ( 12 credits)
  • Apply the principles of change management in the workplace (10 credits)
  • Collect and use data to establish complex statistical and probability models to solve related problems (5 credits)

    The emphasis of this set of qualifications is on organisational transformation in the context of enabling social change in the South African environment. This puts this qualification in a class of its own in this context. 

  • ARTICULATION OPTIONS 
    There is ready articulation of this Qualification horizontally with the following Qualifications:
  • The National Diploma: Organisational Transformation and Change Management: Level 5.
  • The National Certificate: Labour Relations Practice: Level 5.
  • The National Diploma: Human Resources Management Practice: Level 5.

    Vertical articulations is possible with the following Qualifications:
  • National Certificate: Business Consulting Practice: Level 6.
  • National Certificate: Business Advising: Level 6. 

  • MODERATION OPTIONS 
  • Anyone assessing a learner, or moderating the assessment of a learner, against this Qualification must be registered as an assessor with the relevant ETQA, or with an ETQA that has a Memorandum of Understanding (MOU) with the relevant ETQA.
  • Any institution offering learning that will enable the achievement of this Qualification must be accredited as a provider with the relevant ETQA, or with an ETQA that has an MOU with the relevant ETQA.
  • Assessment and moderation of assessment will be overseen by the relevant ETQA according to the policies and guidelines for assessment and moderation of that ETQA, in terms of agreements reached around assessment and moderation between various ETQAs (including professional bodies), and in terms of the moderation guideline detailed immediately below.
  • Moderation must include both internal and external moderation of assessments at all exit points of the Qualification, unless ETQA policies specify otherwise. Moderation should also encompass achievement of the competence described in individual Unit Standards as well as the integrated competence described in the exit level outcomes of the Qualification.
  • Anyone wishing to be assessed against this Qualification may apply to be assessed by any assessment agency, assessor or provider institution that is accredited by the relevant ETQA, or with an ETQA that has an MOU with the relevant ETQA.

    For an applicant to register as an assessor or moderator of this Qualification the applicant needs to be:
  • Be registered as an Assessor with the relevant ETQA;
  • In possession of a Qualification in Oraganisational Transformation and Change Management or Human Resource Management at NQF level 6 or higher. 

  • CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    N/A 

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this qualification was Reregistered in 2012; 2015. 

    NOTES 
    N/A 

    UNIT STANDARDS: 
      ID UNIT STANDARD TITLE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
    Core  116960  Apply the basic principles of complexity theory to organisational transformation  Level 5  Level TBA: Pre-2009 was L5  12 
    Core  115407  Apply the principles of change management in the workplace  Level 5  Level TBA: Pre-2009 was L5  10 
    Core  116927  Apply the principles of employment equity to organisational transformation  Level 5  Level TBA: Pre-2009 was L5  10 
    Core  116949  Establish how a value system underpins organisational transformation  Level 5  Level TBA: Pre-2009 was L5  12 
    Core  116918  Implement skills development in order to facilitate organisational transformation  Level 5  Level TBA: Pre-2009 was L5 
    Core  116928  Manage diversity in the workplace  Level 5  Level TBA: Pre-2009 was L5  14 
    Core  116929  Recognise the transformative elements of South Africa's Human Resources Development legislation  Level 5  Level TBA: Pre-2009 was L5  10 
    Fundamental  7465  Collect and use data to establish complex statistical and probability models and solve related problems  Level 4  NQF Level 04 
    Fundamental  8647  Apply workplace communication skills  Level 5  Level TBA: Pre-2009 was L5  10 
    Fundamental  10622  Conduct communication within a business environment  Level 5  Level TBA: Pre-2009 was L5 
    Fundamental  12433  Use communication techniques effectively  Level 5  Level TBA: Pre-2009 was L5 
    Elective  116921  Apply the principles of Employment Equity to dealing with terminal or chronic illnesses, particularly HIV/Aids, in the workplace  Level 5  Level TBA: Pre-2009 was L5  10 
    Elective  116919  Use the principles of employment equity to relate corporate social responsibility to organisational transformation  Level 5  Level TBA: Pre-2009 was L5  10 
    Elective  7857  Manage information flow  Level 6  Level TBA: Pre-2009 was L6 


    LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION: 
     
    NONE 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS QUALIFICATION: 
    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.
     
    1. ALLABOUTXPERT PTY LTD 
    2. BEESA BUSINESS SERVICES PTY LTD 
    3. BRIAN WILLIAMS CONSULTANCY 
    4. I-FUNDI 
    5. LIDERAZGO 
    6. TIPP ACADEMY PTY LTD 



    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.