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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Higher Certificate in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
97231  Higher Certificate in Human Resource Management 
ORIGINATOR
Regent Business School (Pty) Ltd t/a Regent Business School 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Higher Certificate  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  120  Not Applicable  NQF Level 05  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Reregistered  SAQA 1141/23  2021-07-01  2024-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2025-06-30   2028-06-30  

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 
Purpose:
The purpose of this qualification is to equip learners with the necessary knowledge, skills and abilities in order to perform various human resource management functions in an organisation. This qualification affords learners the opportunity to develop essential competencies needed within the human resources context. Learners will be able to:
  • Explore and explain the main concepts and theories in the sphere of human resource management.
  • Plan, manage and coordinate human resource activities for an organisation.
  • Apply human resource principles when selecting and recruiting employees.
  • Communicate effectively to ensure development of employees and ensure maintenance of good working relationships.
  • Understand and apply the Labour Legislation in an organisation and explain the human resource principles related to employee benefits and compensation.
  • Adhere, use, meet the legislative requirements and the business policies and procedures in the human resources management activities.
  • Assess problems with employees and take appropriate actions.
  • Articulate the operations service and performance levels required in the organisation.

    Rationale:
    The Higher Certificate in Human Resource Management is a response to the workplace and a stepping stone for people to familiarise themselves with the fundamentals of Human Resource Management. The current and future need for competent junior and middle managers has been expressed by employers and employees. The skills, knowledge, attitudes and values required by Human Resource administrators are captured in this qualification. The breadth and depth of learning achieved by learners should help facilitate access to the world of work. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):
    This qualification may be obtained in whole or in part through the recognition of prior learning.

    In the cases where prior learning is to be recognised for purposes of access to the qualification:
  • It is assumed that the learning derived from work or life experience will be a major element in the profiles of non-standard entrants primarily by means of an examination of their curriculum vitae (CV).
  • Where appropriate, interviews will also be conducted to assess the applicants.

    Entry Requirements:
    Learners are required to have the following in order to be considered for admission:
  • A National Senior Certificate with entry to Higher Certificate studies.
    Or
  • Senior Certificate.
    Or
  • National Certificate Vocational at NQF Level 4. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of compulsory modules at NQF Level 5, totalling 120 Credits.
    Modules:
  • Labour Relations, 15 Credits.
  • Human Resource Management in Context, 15 Credits.
  • Employee Training and Development, 15 Credits.
  • Human Resource Planning, 15 Credits.
  • Recruitment and Selection, 15 Credits.
  • Behavioural Aspects, 15 Credits.
  • Maintaining and Compensating of Staff, 15 Credits.
  • Employee Health Safety and Welfare, 15 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Explore and explain the main concepts and theories in the sphere of human resource management.
    2. Plan, manage and coordinate human resource activities for an organisation.
    3. Apply human resource principles when selecting and recruiting employees.
    4. Communicate effectively to ensure development of employees and ensure maintenance of good working relationships.
    5. Understand and apply the Labour Legislation in an organisation and explain the human resource principles related to employee benefits and compensation.
    6. Adhere, use and meet the legislative requirements and the business policies and procedures in the human resources management activities.
    7. Assess problems with employees and take appropriate actions.
    8. Articulate the operations, service and performance levels required in the organisation. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Theories and general principles of human resources management are understood.
  • Modern trends in human resources management are reflected upon and the correct terminology in the field is used.
  • Human Resources Management as a scientific discipline is appreciated.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • The contribution that human resource management makes to organisational performance is discussed.
  • External factors influencing human resource management are identified.
  • Human resource management goals and objectives are identified.
  • The important roles of managers are explained.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • The concept of recruitment is explained.
  • Factors influencing selection are identified.
  • The meaning of validity and reliability in testing is described.
  • The objectives of recruitment are explained.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Ways to retain good employees by providing a working environment conducive to sustained productive effort are discussed.
  • The concept of motivation is explained.
  • The role of culture in organisations is defined.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • The reason for employment equity and affirmative action is discussed.
  • The implications of the Employment Equity Act are understood.
  • A distinction between the external and internal factors influencing compensation systems is made.
  • The difference between compulsory and non-compulsory benefits is described.
  • The purpose and benefits of performance appraisal are discussed.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • The implications of the Employment Equity Act are understood.
  • An understanding of the Basic Conditions of Employment Act is demonstrated and applied.
  • The different stakeholder roles in labour relations are outlined.
  • The linkage between the Skills Development Act and Employment Equity Act is explained.

    Associated Assessment Criteria for Exit Level Outcome 7:
  • The role and importance of wellness programmes is understood.
  • Ways and means to prevent accidents in the work place are listed and explained.
  • The importance of safety and health in an organisational context is explained.
  • An explanation on how to minimise unsafe acts by employees is given.
  • The nature and importance of risk management is explained.
  • The impact of HIV Aids in the SA and global context is discussed.

    Associated Assessment Criteria for Exit Level Outcome 8:
  • The importance of workforce planning in the context of human resource management is explained.
  • A demonstration of how performance management and career management assist in the utilisation and development of employees is made.
  • The importance of strategic human resource management and the fit between human resource strategy and organisational strategy are appreciated.

    Integrated Assessment:
    Both formative and summative assessments are used to assess the learners.

    Assessment methods measure the extent to which the learner has achieved competence in the different areas of study delivered through course modules.
    These assessment methods include:
  • Case studies.
  • Report writing.
  • Interpretative and analytical problem solving in the written examination.
  • Work based assignments.
  • Self assessment activities in the course material. 
    		•

    INTERNATIONAL COMPARABILITY 
    Qualifications in this field are offered in virtually all countries around the world. For the purpose of international comparability, two qualifications, one from the United Kingdom and the other one from New Zealand were selected.

    The Human Resources Management Institute (HRMI) in the United Kingdom offers an Edexcel quality-assured Diploma in Human Resources Management. The qualification has been developed for individuals who want to acquire a professional qualification which has an ideal balance between theory and practical human resource applications. It covers modules that include: Human Resource Planning; Recruitment and Selection, Induction and Release; Job Evaluation and Pay Structures; Trade Unions and Collective Agreements; and Communication and Teamwork.

    In New Zealand, Tai Poutini Polytechnic offers a Certificate in Human Resources Management. The qualification enables learners to understand the roles, functions and application of Human Resource Management within contemporary New Zealand organisations; and apply knowledge of current employment relations legislation, processes and practices, and understand the relationship of the parties involved. Learners of the qualification will also be able to:
  • explain the key factors influencing the development of employment relations;
  • explain how current legislation affects the employment relationship;
  • apply legal provisions to analyse the nature of the relationship between parties;
  • critique and analyse employment agreements for legal compliance in given situations;
  • analyse an employment agreement negotiation and
  • explain the legal provisions of and principles applying resolution of problems in employment relationship.

    Conclusion:
    As a result of the expansion of the multi-lateral corporations across the globe, human resource management has become even more indispensable and necessary in the running of both the corporate and the public establishments. The development of Human Resource Management qualifications gained momentum in recent years in order to cope with the demand for properly qualified professionals. The two qualifications cited above compare very well with this qualification in terms of purpose. 
    		•

    ARTICULATION OPTIONS 
    This qualification is designed with horizontal articulation options with the following qualifications:
  • Higher Certificate in Commerce: Human Resources Management, NQF Level 5.
  • National Certificate in Human Resources Management, NQF Level 5.

    It also has vertical articulation options with the following qualifications:
  • Diploma in Human Resources Management, NQF Level 6.
  • Higher Diploma in Commerce in Human Resources Management, NQF Level 6. 
    		•

    MODERATION OPTIONS 
    N/A 

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    N/A 

    NOTES 
    N/A 

    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. Regent Business School (Pty) Ltd t/a Regent Business School 


    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.