SAQA

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SOUTH AFRICAN QUALIFICATIONS AUTHORITY

REGISTERED QUALIFICATION:

Advanced Diploma in Human Resource Management

SAQA QUAL ID	QUALIFICATION TITLE
101693	Advanced Diploma in Human Resource Management
ORIGINATOR
Cape Peninsula University of Technology
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY			NQF SUB-FRAMEWORK
CHE - Council on Higher Education			HEQSF - Higher Education Qualifications Sub-framework
QUALIFICATION TYPE	FIELD		SUBFIELD
Advanced Diploma	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 07	Regular-Provider-ELOAC
REGISTRATION STATUS		SAQA DECISION NUMBER	REGISTRATION START DATE	REGISTRATION END DATE
Reregistered		EXCO 0821/24	2021-07-01	2027-06-30
LAST DATE FOR ENROLMENT		LAST DATE FOR ACHIEVEMENT
2028-06-30		2031-06-30

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 Advanced Diploma in Human Resources Management (HRM) is to offer an intensive, focused and applied professional programme which meets the requirements of the professional body, South African Board for People Practices (SABPP) and the labour market. This qualification will provide continuing specialised professional development through the inculcation of deep and systematic understanding of current thinking, practices, theories and methodologies in Human Resource Management.

This qualification will also provide entry to graduates from related disciplines who obtained a Degree in Industrial Psychology in order to further their specialisation in human resource management for their career advancement.

This qualification will also prepare learners for postgraduate study through the deepening of their knowledge and understanding of theories, methodologies and practices in human resource management, as well as the development of their ability to formulate, undertake and solve complex theoretical and practice related problems and tasks.

The curriculum includes a combination of theories, concepts and principles (knowledge), with workplace procedures, processes and problem-solving skills (practice) in order to develop professional competencies and promote ethical conduct (professional engagement).

This qualification consists of six subjects. Advanced Human Resource Management 4 provides the learner with a wide spectrum of contemporary theoretical aspects of HRM which the learner applies in the functional and cross functional HR value chain. Advanced Strategic Human Resource Management enables learners to focus on the broad contextual issues and implications relating to the design and development of strategic human resource management strategy, plans and structures within organisations. Organisational Effectiveness equips learners with the knowledge and skills to effectively measure and control human behaviour in organizations. Advanced Human Resource Development 4 equips learners with integrated knowledge and skills required of a Human Resource Development (HRD) practitioner in order to analyse and solve skills development discrepancies within any organisation. Advanced Labour Relations 4 strengthens learners' employee relations management competencies in compliance with governmental prescripts for the effective management of labour relations in the South African context. The Research Methodology formalises students' research abilities via research theories, methodologies and ethical practices. In addition, it enables students to collect, process and interrogate HR information and data while developing their independent thinking in preparation for Postgraduate study.

Rationale:
Human Resources (HR) is a well-established business function in any organisation. It offers the organisation, procurement, development and maintenance of all its employees. The Department of Higher Education and Training (DHET) conducted a survey in 2011 and identified HR Professionals as a scarce and critical skills area. This survey was followed up with the National Scares Skill List - Top 100 Occupations in Demand of which Personnel/Human Resource Manager is still on the list (DHET, 2014: 16). According to the South African Board for People Practices (SABPP) times are changing, laws amended and HR practitioners are faced with radically different work and broader socio-economic and political environment. HR practitioners are needed to demonstrate the knowledge, skills and applied competence of the HR profession in an ethical manner, in an ever-changing working world.

A situational analysis was conducted to investigate what industry requirements are for HR practitioners advancing in the labour market. The Human Resource Management (HRM) Academic department at the institution has a well-established Advisory Committee, consisting of industry partners, alumni and academic staff. The industry partners (employers) and alumni in the Advisory Committee was consulted regarding the HR competencies and functional areas for HR jobs in their organisations. In addition, job advertisements published in regional and national newspapers and on internet sites, revealed needs for a variety of advanced HR jobs, including but not limited to HR Manager, Group HR Manager, Labour/Employee Relations Manager, Resourcing Manager and Training Manager and their key performance areas were incorporated into the syllabus. Alumni questionnaires were also distributed to previous students who recently completed the Bachelor of Technology: Human Resource Management qualification to determine what content, skills and attributes were transferable to their jobs, and which areas require more attention in the syllabus.

The SABPP HR Standards and Competency Model were also integrated into the qualification to ensure that the Human Resource Management (HRM) syllabus incorporates strategic HRM, talent management, workforce planning, learning and development, performance management, rewards and recognition, employee wellness, employment relations, and organisational development standards to ensure professional practice standards and to support other HR functional areas.

Human Resource Universities Forum (HRUF) also aims to provide guidelines for Human Resource Management, Human Resource Development and Labour Relations curriculum development for qualifications on the new Higher Education Qualifications Sub-Framework (HEQSF).

In February 2011, the HRM academic department received its professional body SABPP accreditation for all current qualifications offered, which was re-accredited in May 2014. The curriculum for this Advanced Diploma in Human Resources Management [AdvDip (HRM)] was evaluated and endorsed by the SABPP. Therefore, students and graduates will be able to register with the SABPP as a HR professional ranging from Candidate to Master HR Practitioner levels depending on their level of qualification and work experience as the qualification design is professionally orientated and responsive to the professional body, SABPP standards and competencies which are required in the labour market.

This Advanced Diploma in Human Resource Management (HRM) offers an intensive, focused and applied professional advancement which meets the requirements of the labour market. This qualification will provide continuing professional development through the inculcation of deep and systematic understanding of current thinking, practices, theories and methodologies in human resources. This qualification will also prepare students for Postgraduate study through the deepening of their knowledge and understanding of theories, methodologies and practices in human resources, as well as the development of their ability for formulate, undertake and solve complex theoretical and practice related problems and tasks. This qualification will enable graduates to advance in the labour market, and ensure that employers received qualified and professional HR practitioners.

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING

Recognition of Prior Learning (RPL):
RPL is undertaken in the context of the institutional commitment to alignment with the principles of the NQF and the National Plan for Higher Education in South Africa, with specific reference to:

Broadening the social base of higher education.

Increasing access to higher education.

Increasing mobility of students across higher education institutions and other learning contexts.

Accelerating progress through learning programmes.

Increasing the number of graduates.

The scope of RPL is in the context of academic programmes at the institution.

In accordance with National RPL requirements and the Institutional RPL Policy and practices, candidates who submit a body of evidence of non-formal and formal learning will be considered for admission to this qualification. RPL applications will be dealt with according to the formal institutional procedure and requires validation of prior informal and non-formal learning.

Entry Requirements:
Admission requirements for this AdvDip (HRM) are as follows:

A Diploma in Human Resource Management at Level 6.
Or

A Bachelor's Degree in Human Resource Management at Level 7.
Or

Bachelor's Degree in Industrial Psychology at Level 7.
And

All applicants are required to have the necessary pass requirements in subjects in either the Diploma or Bachelor's Degree in order to academically qualify for admission.

RECOGNISE PREVIOUS LEARNING?

QUALIFICATION RULES

This qualification comprises compulsory modules at Level 7 totalling 120 Credits.

Compulsory Modules Level 7, 120 Credits:

Advanced Human Resource Management 4, 22 Credits.

Advanced Strategic Human Resource Management 4, 20 Credits.

Organizational Effectiveness, 20 Credits.

Advanced Human Resource Development 4, 20 Credits.

Advanced Labour Relations 4, 20 Credits.

Research Methodology, 18 Credits.

EXIT LEVEL OUTCOMES

1: Integrate Human Resource Management (HRM) strategy and knowledge in the workplace.
2: Apply a range of HR functional and cross functional areas of specialisation in the HR Value Chain.
3: Synthesise HR practices with organisational strategy.
4: Appraise HR activities in order to maintain efficient HR Service Delivery.
5: Influence organisational behaviour to enhance organizational effectiveness.
6: Promote human resource development practices to ensure sustainable life-long learning.
7: Validate organisational labour relations principles and practices in compliance with governmental prescripts and professional standards.
8: Produce a scientific research output.

ASSOCIATED ASSESSMENT CRITERIA

Associated Assessment Criteria for Exit Level Outcome 1:

Appraise the role of Human Resource Management (HRM) in improving organizational competitive advantage and emphasise the contribution to the value-chain.

Develop human resource management policies and procedures in coherent with concise documents that contribute towards the achievement of the Human Resource (HR) strategy.

Use qualitative and quantitative data analysis to appropriately measure the impact of human resource management within an organization.

Critique ethical issues and challenges that arise in the practice of HRM in an organisation and recommend best practices.

Associated Assessment Criteria for Exit Level Outcome 2:

Design competency based HR Recruitment and Selection processes and procedures for implementation.

Investigate flexible work patterns within the work environment and design organizational appropriate work patterns to maximize work outputs.

Formulate Talent Management strategies and plans in order to attract, deploy, develop, retain and optimize workforce planning.

Develop employee wellness strategies and plans to promote employee-organizational health and wellness and stimulate employee engagement.

Associated Assessment Criteria for Exit Level Outcome 3:

Investigate the key issues and challenges for positioning the HRM function within an organisation in order to propose solutions for smooth transitioning.

Construct a HRM strategic plan by taking into consideration the challenges of becoming a strategic business partner and adding value to business processes.

Develop a Talent Management strategy in line with the business strategy in order to promote workforce continuity.

Design a Remuneration and Rewards strategy that recognises and values employees' contributions to the business strategy.

Associated Assessment Criteria for Exit Level Outcome 4:

Revise HRM structures in order to create a sufficient HR value chain which promotes HR service delivery.

Investigate the impact of e-technology on organizations and the human resource management function in order to propose optimal utilisation of Human Resource Information System (HRIS).

Structure the marketing of the human resource management function within an organization and roll it out across the organization.

Scrutinise new thinking in the field of international human resource management in the global, continental and national context and best practices are highlighted.

Associated Assessment Criteria for Exit Level Outcome 5:

Design an appropriate diagnostic model for Organisational Behaviour.

Manage organisational culture and climate within the integrated business strategy that is aligned with the HR strategy and HR operational plan/model; including the HR policies and procedures, performance management and measurement.

Review organisational structure and design and provide recommendations that will enhance the overall organisational effectiveness and contribute to achieving organisations goals.

Design and facilitate workshops regarding individual behaviour; attitudes; job satisfaction; emotions and moods; group behaviour; personality and values; communication, power and politics; organisational change; and stress management are designed and facilitated in order to positively impact organisational effectiveness.

Associated Assessment Criteria for Exit Level Outcome 6:

Design human resource development strategies and deliverables to contribute to organizational objectives.

Conduct the design, planning and organisation of learning programmes in a professional manner.

Implement an effective knowledge management system and related processes to ensure retention of organisational knowledge.

Develop a sustainable mentoring and coaching strategy for individual employees' personal development and implemented across the organisation.

Associated Assessment Criteria for Exit Level Outcome 7:

Develop an Employee Relations policy in alignment with the organisational strategy for the management of individual and collective relationships.

Practice the Organisational compliance to the Governance King 3 Report.

Investigate the current trends in macro labour economics that affect both the organisation and its employees in order to minimize its negative effects and maximize the opportunities.

Recognise the dimensions of conflict and change within the work environment that affects both the employer and employees in order to find amicable solutions.

Associated Assessment Criteria for Exit Level Outcome 8:

Compile a scientific research proposal which clearly outlines the research intent and significance.

Conduct a scientific research project according to the chosen research design and methods.

Apply ethical and professional research practices consistently during the research project.

Produce a scientific research report by using the appropriate academic and professional discourse.

Present the research findings and recommendations professionally in a simulated conference environment.

Integrated Assessment:
The assessment approach for this qualification is outcomes or competence-based, where the emphasis is placed on a continuous assessment strategy. In order to achieve this, formative, continuous and summative assessments are utilised to ensure that students are active learners and have experience indepth learning. Formative assessments involve giving students feedback on how to improve their academic performance, rather than grading them. This is more developmental and used to make students aware of their strengths and improvement areas. Continuous assessments take place at more than one point in the learning process and provide students with a variety of assessment methods to demonstrate their competence. This normally occurs at the end of a term and relates to aspect(s) of the learning outcomes and assessment criteria and takes place immediately after it has been taught. The focus is on application of knowledge and systematic understanding of current thinking, practices, theories and methodologies. Summative assessments include the mid-and/or end-year written assessment tests, which in conjunction with all other continuous assessment marks obtained, determine if the student has passed and may progress to the next level of study. It is evident that this qualification provides a variety of assessment methods, therefore assessing students holistically and fairly, giving all an equal opportunity to demonstrate their competence.

This qualification implements the continuous evaluation assessment strategy with regular assessment opportunities throughout the academic year. The assessment weightings are divided as follows: 60-70% of students' marks are obtained throughout the academic year via individual and group assignments, projects, presentations, and role plays; while the remaining 30-40% comprise of summative assessment test(s) either mid and/or at the end of the academic year. All students have entry into the final summative assessment test and will not be excluded regardless of their continuous assessment marks obtained. All assessments are compulsory, different weightings are allocated to each assessment which totals to 100% at the end of the academic year.

INTERNATIONAL COMPARABILITY

International comparability of similar Human Resource Management (HRM) qualifications were conducted. Three international higher education institutions were identified that offered similar qualification type, duration of study (either 1-year full time and/or 2-years part time), and programme structure.

Firstly, the Charted Institute of Personnel Development (CIPD) offers an Advanced Diploma in HRM via the Canterbury Christ Church University. CIPD is the HR professional body in the United Kingdom. Similarly, the CIPD Adv.Dip (HRM) is designed for HRM professionals to further their academic requirements for Chartered Membership registration with CIPD, which meets the needs of the United Kingdom (UK) labour market to produce highly educated HR Managers. The CIPD programme is only offered part time over 2-years and consists of eight modules. Although the module names differ from this qualification, similar subject syllabi in HRM, Human Resource Development (HRD) and Labour Relations have been identified. As this qualification is similar to the CIPD programme, it is regarded as professionally internationally comparable.

Secondly, the University of Sydney Business School offers a Graduate Diploma in HRM and Industrial Relations. The qualification duration is 1-year full time or 1.5-years part time and consists of six modules, three core modules and three electives. The core modules focus specifically on HRM, where the electives provide a variety of HR, Industrial (Labour) Relations and Employment Law modules. The difference between the Graduate Dip (HRM and IR) and this qualification is the absence of HRD, as the latter offers academic and professional content in all three major HR sub-disciplines. However, the qualification prepares graduates for advanced HR practice, including research, policy development and consultancy opportunities.

Conclusion:
It is evident from the above comparison that this qualification is internationally comparable based on its programme type, duration of study and programme structure, which is not only endorsed by the SABPP and similar to CIPD, but meets the needs of both national and international labour markets.

ARTICULATION OPTIONS

This qualification offers specific vertical articulation options with qualifications offered at this institution:

Horizontal Articulation:
Advanced Diploma in Human Resource Development, Level 7.
Advanced Diploma in Labour Relations, Level 7.

Vertical Articulation:

Postgraduate Diploma in Human Resource Management, Level 8.

A Bachelor's Degree or Honours Degree in a related discipline, Level 8.

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.	Cape Peninsula University of Technology