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: 

Postgraduate Diploma in Employment Relationship Management 
SAQA QUAL ID QUALIFICATION TITLE
103083  Postgraduate Diploma in Employment Relationship Management 
ORIGINATOR
Nelson Mandela University 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Postgraduate 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 08  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Registered-data under construction  EXCO 0324/24  2024-07-01  2027-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2028-06-30   2031-06-30  

Registered-data under construction

The qualification content is currently being updated for the qualifications with the status “Registered-data under construction” or showing “DETAILS UNDER CONSTRUCTION” to ensure compliance with SAQA’S Policy and Criteria for the registration of qualifications and part-qualifications on the National Qualifications Framework (NQF) (As amended, 2022). These qualifications are re-registered until 30 June 2027 and can legitimately be offered by the institutions to which they are registered.

 

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.  

PURPOSE AND RATIONALE OF THE QUALIFICATION 
Purpose:
The purpose of the Postgraduate Diploma in Employment Relationship Management (ERM) is to equip Human Resources (HR) practitioners, business managers and line managers, holding an undergraduate Degree or an Advanced Diploma, with contemporary employment relationship management knowledge, competence and research skills.

This includes the competence to review information, synthesise data and evaluate management processes in order to develop creative responses to employment relationship problems and issues encountered in the organisational environment. This qualification will lead candidates to a focused, specialised and systemic approach to ERM business realities and provide access to a relevant Master's Degree.

Rationale:
Human Resource practitioners and business professionals are under increasing pressure to manage sustainable employee and employment relationships. Not only are managers faced with many Employment Relationship Management (ERM) challenges, but they also have the exceptional task of building bridges across diverse cultures while faced with trying economic and political issues. South Africa is therefore in need of business managers and Human Resources (HR) business partners who are well-qualified to demonstrate exceptional leadership in managing complex business practice and employment relationships. Managers cannot look to overseas counterparts for solutions, since South Africa's problems are largely unique.

The South African Board of People Practice (SABPP) launched its national HR Competency Model in 2012. This model clearly articulates what professionals in the field should be able to deliver. It also provides a foundation for the continuous professional development (CPD) of HR professionals. In the design and development of the Postgraduate Diploma in Employment Relationship Management, the Department of Human Resource Management and key stakeholders took cognisance of the unique South African context and aligned the outcomes, not only to the requirements of the Higher Education Qualifications Sub-Framework (HEQSF), but also the SABPP Competency Model.

A survey conducted among senior managers responsible for managing ERM functions indicated that it is demanding to prepare, implement, review and improve employment relationship building strategies in line with an ever-changing business environment.

The Postgraduate Diploma in ERM has a distinct advantage compared to other similar qualifications in that the Exit Level Outcomes address particular student attributes required to be successful employment relationship managers in the South African context. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
Recognition of Prior Learning (RPL):
Applicants will be assessed in order to determine whether exemption from modules may be given. The terms of the Institutional RPL policy will be applied. The Faculty policy, derived from the institutional policy, requires that each applicant be assessed on an individual basis. The applicant will approach the Head of Department (HOD) of the relevant specialisation regarding the Faculty RPL policy and process. The HOD will advise the candidate whether or not the RPL process is an option. Applicants who qualify to pursue this option will complete the standard application form. A portfolio of evidence provided by the applicant will then be assessed to determine whether the required standards are met. The process will be implemented in strict adherence to the relevant institutional and South African Qualifications Authority (SAQA) RPL policies and approval by relevant faculty structures.

Entry Requirements:
The minimum entry requirement is:
  • An Advanced Diploma in Business Studies with specialisation in Human Resources Management. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of compulsory modules at Level 8 totalling 120 Credits.

    Modules:
  • Contemporary Employment Relations, 20 Credits.
  • Human Resources (HR) Metrics and Analytics, 20 Credits.
  • HR Governance and Corporate Social Responsibility, 20 Credits.
  • Organisational Development, 20 Credits.
  • HR Alignment and Development, 20 Credits.
  • Research Project in Employment Relationship Management (ERM), 20 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Analyse contemporary theory and knowledge of employment relations and apply to unique organisational contexts and cases with the purpose of fostering positive employment relations.
    2. Apply human resource metrics and analytics to operational and strategic decision-making processes with the purpose of optimising human capital investment.
    3. Apply critical thinking skills to enhance the role of Employment Relationship Management in corporate governance and citizenship resulting in a positive organisational brand.
    4. Apply contemporary knowledge of organisational development to enhance future-thinking leadership and shape positive organisations through collaborative partnerships with significant stakeholders.
    5. Demonstrate a fundamental knowledge of strategic people management and development practice as it aligns with overall business strategy in ensuring organisational goal attainment.
    6. Identify, investigate and develop a creative response, in the form of a well-presented research report, to a significant contemporary Employment Relationship Management (ERM) problem or issue. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Investigate, analyse and critique the origin of and traditional approaches to employment relations and human resource management.
  • Interrogate and evaluate current developments in South African labour legislation.
  • Analyse and debate contemporary issues in the South African labour markets.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Apply theoretical and practical knowledge to evaluate the purpose and value of human resource information systems and the use of Human Resources (HR) data to make strategic and operational decisions.
  • Formulate and apply a diagnostic HR metrics framework for decision-making purposes in a selected organisational or business environment.
  • Device, test and recommend specific processes and systems that support an organisation's broad Employment Relationship Management (ERM) strategy and contribute to a high performance culture.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Analyse, assess and apply corporate governance theories, frameworks and ethical models with reference to the organisational brands associated with specific corporations.
  • Analyse and assess the role of the human resource function and its practitioners in terms of the organisational brand and reputation in selected organisations with a focus on positive employment relationships.
  • Identify and recommend appropriate interventions and ethical strategies for the enhancement of organisational brand in selected national and international corporate employment relations environments.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Identify, analyse and evaluate contemporary forces of change in the South African, African and the global context.
  • Describe and evaluate positive leadership behaviours with reference to organisational development in a variety of organisational scenarios.
  • Apply knowledge of positive organisations and positive organisational behaviour in the development of change interventions to enhance the effectiveness of organisations.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Investigate, explain and exemplify the strategic role played by ERM in supporting overall business success with reference to selected case studies.
  • Appropriately apply theoretical principles and practices of ERM to analyse and address complex problems as experienced by selected organisations.
  • Interrogate and apply Multiple sources of knowledge in order to develop a framework for strategic people management and development applicable to a variety of contexts.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • Apply a range of practical research skills to identify, analyse and address complex problems in employment relationship management and related fields.
  • Demonstrate core research concepts, including application of the scientific method, an appropriate research design, a literature search, hypothesis formulation and testing, measurement, sampling, data collection methods and basic statistical analysis.
  • Produce an integrated research report that complies with the editorial standards for academic writing.

    Integrated Assessment:
    Integrated assessment will be used to judge the quality of the observable performance, and also the quality of the reasoning that lies behind it. Assessment tools will encourage students to give an account of the thinking and decision-making that underpin their demonstrated performance.
    The method of assessment may vary according to the module purpose, its subject matter and the teaching and learning approach adopted. Some modules are more theoretically oriented; others require a more practical, hands-on or applied approach. Continuous assessment will be applied in one module, namely Human Resources (HR) Alignment and Development. Applicable assessment methods will be reflected in the assessment instruments.

    The purpose of these assessments will be two-fold:
    Formative and diagnostic, in order to provide feedback to students on progress made and to lecturers in order to facilitate improved learning and integration of learning material across modules.

    Formative assessment:
  • Employment Relationship Management (ERM) simulations as a basis on which to provide formative feedback on progress made, knowledge gaps that exist, and skills application and possible ways of improvement.
  • Short research assignments to provide formative feedback on different aspects of the student's learning.

    Summative Assessment:
    Applied in order to test intermittently during the semester whether or not the students have achieved the learning outcomes of the modules as indicated:
  • Individual projects and assignments.
  • Group projects and assignments.
  • Case study analyses and presentations.
  • Semester tests.

    Examinations:
    Papers are set per module at the end of each semester, and some examinations may be open-book.

    The Research Project is internally and externally examined:
    The course-work component cumulative class mark comprises 40% of the final semester mark. Assessments to generate the class mark consist of an individual test (55%), one formal group presentation (15%) and a group assignment (30%). A final, summative examination upon completion of the module will contribute 60% to the final semester mark. The research project will integrate knowledge from all different aspects of the programme - it is expected that aspects of what is learnt in the modules are utilised and applied in the project. 
    		•

    INTERNATIONAL COMPARABILITY 
    This qualification was compared to similar international Human Resource Management (HRM)/Employment Relationship Management (ERM) qualifications. Three of the international qualifications are outlined below.

    London Metropolitan University: Postgraduate Diploma in Human Resource Management (Full-time 12 months, Part-time 18 months).

    Core modules:
  • Leading, Managing and Developing People (20 Credits).
  • Contextualising Management (20 Credits).
  • The Reflective Practitioner (30 Credits).
  • Consultancy, Change and Professional Development (10 Credits).

    Optional modules-choose two from the following:
  • HRM: Resourcing and Talent Management (20 Credits).
  • Employment Law and Practice (20 Credits).
  • Managing Employment Relations in Contemporary Organisations (20 Credits).
  • Learning and Talent Development (20 Credits).
  • Employee Engagement (20 Credits).

    Victoria University, Melbourne, Australia: Graduate Diploma of Business (Industrial Relations/Human Resource Management).

    Course structure:
    Year 1, Semester 1:
  • Work and Organisation Systems BMO6506.
  • Business Statistics BEO5539.
  • Business Economics BEO6600.
  • Strategic Management and Business Policy BMO6511.

    Year 1, Semester 2:
  • Human Resource Management BMO5564.
  • Industrial Relations BMO5544.
  • Law of Employment BLO5513.

    One elective from the list below (subject to availability):
  • Contemporary Employment Systems BMO5550.
  • Strategic Human Resource Management BMO5572.
  • Managing Workplace Conflict BMO5567.
  • Performance Management and Rewards BMO6625.
  • Business Research Methods BMO6630.
  • Business Ethics and Sustainability BMO5501.

    Students planning to articulate into the Master of Business (Industrial Relations/Human Resource Management) should select BMO6630 Business Research Methods as their elective.

    This is a one-year qualification that educates students in relation to a number of Industrial Relations and Human Resource issues. There are a range of assessment tasks that focus on critical thinking, problem solving and creativity.

    Murdoch University, Perth, Western Australia: Graduate Diploma in Human Resources Management.

    Course Structure:
  • MBS555 - Human Resource Management Perspectives.
  • MBL501 - Human Resource Management Law.
  • MBS538 - Organisational Behaviour and Management.
  • MBS535 - Managing, Evaluating and Developing Human Resources.
  • MBS568 - Organisational Change, Management and Consultancy.
  • MBS520 - Research Preparation for Business.

    Electives: Select TWO from the following, subject to availability: MBS624 - Employment Relations and Asia Pacific Contexts.
  • MBS651 - Leading and Managing Non-profit Organisations.
  • MBS688 - Acquisition of Human Resource.
  • MBS668 - Managing Remuneration, Benefits and Motivation.
  • MBS530 - Business, Society and the Environment.
  • EDN546 - Dynamics of Cultural Diversity in the Workplace and the Community.

    This is a professionally-oriented programme presenting the essentials of Human Resources (HR) management-including planning, training and development, performance management and remuneration. It includes a study of occupational health and safety and other areas of organisational HR design such as change development and project management.

    Part-time or full-time study options are available together with other flexible options such as external studies or additional winter and summer term offerings.

    With this graduate diploma, students are trained to make a difference and contribute to HR solutions across any industry. Once completed, the Graduate Diploma gives direct access to the Master's in Human Resource Management. 
    		•

    ARTICULATION OPTIONS 
    This qualification offers horizontal and vertical articulation possibilities.

    Horizontal Articulation:
  • Bachelor of Arts Honours in Labour Relations and Human Resources, Level 8.

    Vertical Articulation:
  • Master of Arts in Labour Relations and Human Resources Management, Level 9.
  • Master of Business Administration, Level 9. 
    		•

    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.