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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Advanced Diploma in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
102058  Advanced Diploma in Human Resource Management 
ORIGINATOR
Central University of Technology, Free State 
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 qualification is to provide learners with a focused and applied specialisation in Human Resource Management (HRM) which meets requirements of a specific niche in the labour market regionally, nationally and internationally. They will learn about effective human resource management by comparing and applying theories and practices at micro level (individual behaviour, such as employee motivation), meso level (organisational HRM practices, such as performance management) and macro level (contextual factors, such as national culture).

Qualified learners will be able obtain knowledge and understanding of theories, methodologies and practices in human resource management disciplines and fields, as well as the develop their ability to formulate, undertake and resolve more complex theoretical and practice-related problems and tasks through the selection and use of appropriate methods and techniques.

The modules of this qualification will cover the application of the major functional specialisations in an integrated manner. They provide learners with a broad theoretical and practical knowledge of human resource management and development, socio-economics, industrial psychology, company law and business management, labour law and industrial relations, computer literacy, as well as the contexts in which the learning and theory are most applicable.

Rationale:
The Advanced Diploma in Human Resource Management is designed to provide learners with knowledge and skills that will prepare them for regional, national and international work market, especially within the broad Human Resource field.

Part of the development of this qualification is a direct response to the National Skills Development Strategy III (NSDS III) where the South African economy remains constrained by a severe lack of skills, and so the skills development system as a whole has not yet achieved what was expected since the dawn of the new democracy.

Equally, the Organisation for Economic Co-operation and Development (OECD) report highlights the presence of high levels of unemployment, poverty, ill-health and skills shortages in the Free State Province, and some of these problems have been aggravated by the limited capacity in institutions that are supposed to be addressing these particular aspects.

This qualification is suitable for continuing professional development through the inculcation of a deep and systematic understanding of current thinking, practice, theory and methodology in an area of specialisation. It also enables/affords learner's opportunities to further studies at higher levels of learning.

Learners will also be prepared to further their studies at Postgraduate Diploma and/or Bachelor's Degree levels. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
Recognition of Prior Learning (RPL):
The institution accepts the principle underlying outcomes-based and lifelong learning, in which considerations of articulation and mobility play a significant role, and subscribes to the view that Recognition of Prior Learning (RPL), whether acquired by formal education curricula at this or another institution, or informally (by experience), is an indispensable element in deciding on admission to and awarding credits in the selected qualification of this Institution.

The RPL process requires evidenced-based knowledge and learning that applicants have acquired, whether by having completed formal education curricula, or by experience. At all times the question will be at what level to pitch the skills? Skills will be assessed in the context of the Exit Level Outcomes required by the intended qualification or subjects in the qualification, or the status for which the applicants apply, and not merely based on the applicant's recorded experience. RPL will; therefore, take place in terms of applied competencies demonstrated by the applicants in their applications, taking into consideration the Exit Level Outcomes that have to be obtained by means of the selected qualification.

Furthermore, RPL must take place in a valid, trustworthy and fair manner, within the normal existing policy on awarding credits to prospective and existing learners, be it from this or another institution. RPL is conducted at a Departmental level in collaboration with the Faculty RPL committee.

Entry Requirements:
The minimum entry requirement for this qualification is either a:
  • Diploma, Level 6.
    Or
  • National Diploma in Human Resource Management, Level 6.
    Or
  • Bachelor's Degree in Human Resource Management, Level 7. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

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

    Compulsory Modules:
  • Advanced HRM: Individual Behaviour, 12 Credits.
  • Advanced HRM: Organisational Behaviour, 12 Credits.
  • The Research Process, 12 Credits.
  • Advanced Human Capital Development: ETD Interventions, 12 Credits.
  • Advanced ERM: Dispute Resolution Management, 12 Credits.
  • Advanced ERM: Application of ERM Theory, 12 Credits.
  • Fundamentals of Strategic Planning, 12 Credits.
  • Strategy in Action (implementation drivers), 12 Credits.
  • Fundamentals of Research Methodology, 12 Credits.
  • Advanced Human Capital Development: ETD Environment, 12 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Explain individual and corporate issues in strategic change.
    2. Conduct a mini-research project and make a final presentation of the results thereof. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Explain the importance of individual leadership for an organisation.
  • Discuss the detail of the process for formulating strategy components.
  • Discuss the various factors that play a role in change dynamics.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Explain the elements and paradigms of proper research.
  • Complete the various preparational processes for research projects.
  • Plan, structure, organise and implement the research project that is both orderly and according to the prescribed formats.
  • Process collected data according to a statistically correct manner.
  • Write and present a report on research done according to the applicable criteria.

    Integrated Assessment:
    All work and assessment are required to preferably start with situations and required decisions in an industrial setting. This practice enables this qualification and its lecturers to achieve the required integration of assessment which by definition means to:
  • Treat a number of outcomes together.
  • Treat a number of assessment criteria together.
  • Promote an awareness of the connections and relationships between the knowledge, processes and skills inside the different modules.
  • Practice a combination of assessment methods and instruments used to achieve outcome(s).
  • Collect naturally occurring evidence (such as in the workplace setting).
  • Acquire evidence from other sources, such as supervisors' reports, testimonials, portfolios of work previously done, logbooks or journals.

    The design of this qualification integrates the purpose and the actual learning conducted. The assessment is a further confirmation of that integration. 
    		•

    INTERNATIONAL COMPARABILITY 
    This qualification compares favourably with the following qualifications:
    In Australia, the Northern Sydney Institute offers a Human Resource Management qualification. This qualification is designed for learners with significant work experience, some at Line Management level, who want to become Human Resource Managers. The Advanced Diploma l is recognised by industry as the level for employment as a Human Resource Manager or as a Specialist or for a Line Manager or Supervisor or Team Leader dealing with strategic human resource management.

    Qualification Content:
  • Contribute to organisation development.
  • Develop and implement diversity policy.
  • Develop and implement strategic plans.
  • Manage human resources strategic planning.
  • Manage organisational change.
  • Provide leadership across the organisation.

    In Oman, the Al Buraimi University College offers an Advanced Diploma: Human Resource Development. This qualification enables a learner to acquire knowledge and skills required to become a successful practitioner in human resource management. Qualified learners will possess skills for development that will enable them to operate as Human Resources Administrator, and Human Resource generalists. It also aims to develop an understanding of the theories, strategies and the process of human resource management and the skills necessary to function effectively as a Human Resource Manager.

    In Canada, the Camosun College offers a programme which is designed for people who are in leadership or management positions, or employed as HR practitioners, or preparing for transition into leadership/management or Human Resource (HR) roles. The programme recognises and enforces the important strategic organisational role played by Human Resource practitioners. Learners will expand their current skills in areas such as: recruitment and selection, training, employee and labour relations, legal strategies, emerging policies in HR planning.

    In Nigeria, the University of Lagos offers an Advanced Diploma in Human Resource Management. The content of this qualification is as follows:
  • Introduction to Human Resources Management.
  • Conflict Management.
  • Business Management.
  • Compensation Management.
  • Introduction to Industrial Relations.
  • Basic Financial Management.
  • Motivation, leadership and productivity.
  • Case Studies in Human Resources and Industrial Relations.
  • Introduction to Computer.
  • Research Methodology
  • Introduction to Statistics and Business Mathematics.
  • Project Work. 
    		•

    ARTICULATION OPTIONS 
    Vertical Articulation:
    Advanced Diploma at NQF Level 7 may be presented for entry into a Post-Graduate Diploma or in some instances, a Bachelor Honours Degree in a related field of study. Upon completion of the Post-Graduate Diploma or Bachelor Honours Degree, the student may enrol for a Masters and upon completion, a Doctoral programme.

    Horizontal Articulation:
    Horizontal articulation can occur with related qualifications in Human Resource Management at NQF Level 7 (e.g. Bachelor's Degree in Human Resource Management). 

    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.
     
    NONE 


    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.