SAQA

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SOUTH AFRICAN QUALIFICATIONS AUTHORITY

REGISTERED QUALIFICATION:

Bachelor of Arts Honours in Industrial and Organisational Psychology

SAQA QUAL ID	QUALIFICATION TITLE
105184	Bachelor of Arts Honours in Industrial and Organisational Psychology
ORIGINATOR
Nelson Mandela University
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY			NQF SUB-FRAMEWORK
-			HEQSF - Higher Education Qualifications Sub-framework
QUALIFICATION TYPE	FIELD		SUBFIELD
Honours Degree	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
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 qualification proceeds on the pathway set by the undergraduate Bachelor of Arts qualification, deepening and broadening the scientific study of human behaviour in the workplace. This qualification aims to develop an increased measure of intellectual independence in students by exploring the interaction between individuals and work processes with a view to predicting and promoting well-being and productivity and facilitating the most advantageous use of human resources in the organisation.

This qualification prepares students for research based Postgraduate study. As aspiring practitioners in the Industrial and Organisational Psychology (IOP) field, students will conduct research to determine why people choose particular careers. They will investigate ways of making the work environment more stimulating. They will uncover methods that employers can use to motivate employees, for example by offering different kinds of incentives for work, and ways for employees to enjoy their work more, thus looking forward to coming to work each day and becoming more productive and satisfied individuals. In short, once qualified, these candidates will be able to guide employers to create a workplace that facilitates and promotes employee performance and the retention of valued staff. They will be able to develop and apply tests for all functions in the workplace to ensure that employees are actually capable of doing the work required in a particular setting and psychologically well matched to the type of job that they are required to do. They will be concerned about the physical and mental well-being of employees and study employee attitudes and behaviour, evaluate businesses and conduct leadership training. Moreover, they will be able to develop training qualifications and job performance standards as well as measure job performance.

Rationale:
The curriculum of the qualification has been designed in such a way as to prepare competent Industrial and Organisational Psychology (IOP) practitioners for a variety of career pathways in business organisations, industry and other places of work for further academic study.

This qualification as a course of study has become increasingly relevant in the modern era. Evidence of that can be found in the significant volume of research-based publications, providing Industrial and Organisational Psychologists not only with a deeper understanding of human behaviour in the workplace, but also insight into the physical and psychological conditions of employees in diverse socioeconomic work environments. These insights ultimately result in an improvement in the quality of life for employees, as well as the overall effectiveness of organisations in a local and global context. Industrial and Organisational Psychology (IOP) makes large contributions to organisational effectiveness by enhancing performance, satisfaction, wellbeing, motivation and attitudes of employees.

In order to apply industrial and organisational psychological practices to industry, a number of different activities need to be performed. This include job and performance analyses that indicate not only the level and type of skills and knowledge required of employees to do a particular job, but also their tasks and responsibilities as well as their performance expectations. This in turn relates closely to employee motivation, which in its positive form not only improves productivity, but also has a significant impact on staff retention rates.

Industrial and Organisational Psychologists also study the work environment and recommend changes resulting in increased production and motivation and the elimination of any negative influences. They develop rating scales and examine work samples to evaluate job performance. Moreover, these professionals become involved in the recruitment and hiring of qualified and competent staff for various jobs within the organisation. Methods used for selecting appropriate candidates for a job include reviewing applicant qualifications, applying specific screening procedures, conducting structured interviews and psychometric testing.

The development of training programs is another responsibility related to these professionals. Using job analyses, the knowledge and competencies required for particular jobs are identified and training programs developed, together with appropriate knowledge and skills assessment and qualification evaluation strategies.

IOP is a rapidly expanding profession offering many diverse career opportunities in private and public enterprises. Within universities, Industrial and Organisational Psychologists conduct research as well as teach undergraduate and graduate students. Pharmaceutical companies, energy production and motor manufacturing companies, hospitality businesses and governmental agencies are some examples of enterprises that recruit graduates of IOP. Some Industrial and Organisational Psychologists become independent consultants. There are numerous job opportunities for graduates of IOP within South Africa, and the profession offers above average lifestyle benefits and financial rewards.

In South Africa, an Industrial and Organisational Psychologist is required to register with the Health Professions Council of South Africa (HPCSA) in accordance with the Medical, Dental, and Supplementary Health Service Professions Act, No 56 of 1974. The main function of the board is to in still high standards of professional training and conduct among members of the profession.

The above outline provides sufficient motivation for the introduction of qualification such as the Honours qualification in IOP proposed here, since to a large extent the well-being of industry and organisational functioning depends on well-being of industry and organisational functioning depends on well-educated and competent Industrial and Organisational Psychologists.

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING

Recognition of Prior Learning (RPL):
All RPL applications will be considered according to Nelson Mandela University (NMU) RPL policy.

Entry Requirements:
The minimum requirement for admission is:

A Bachelors Industrial Psychology and Human Resource Management.
Or

A similar qualification in the same field.

RECOGNISE PREVIOUS LEARNING?

QUALIFICATION RULES

This qualification comprises of compulsory modules at Level 8 totaling 144 Credits.

Compulsory Modules, Level, 8 144 Credits:

Treatise, 30 Credits.

Advanced Consumer Behaviour, 24 Credits.

Advanced Human Resource Management, 20 Credits.

Research Methodology, 10 Credits.

Psychometrics, 20 Credits.

Occupational Counselling, 20 Credits.

Advanced Organisational Behaviour, 20 Credits.

EXIT LEVEL OUTCOMES

1. Engage in independent learning and research activities by planning, designing, conducting and reporting on IOP research conducted organisational settings while adhering to appropriate research principles and protocols and applying appropriate research methods and analytical techniques.
2. Demonstrate knowledge of organisational behavioural theory and the competence to make professional contributions to organisational functioning in global contexts.
3. Integrate and apply the theories and functions of psychological assessment and psychometric testing in an industrial-organisational context with due consideration of its ethical implications.
4. Integrate and critically apply the major human resource theories and principles for the purpose of designing, delivering and evaluating HR systems to enhance organisational effectiveness.
5. Integrate and critically apply the major occupational theories and principles for the purpose of designing, delivering and evaluating occupational counselling programmes with a view to promoting occupational well-being and the fulfilment of employee potential.
6. Integrate the theory, principles and practices of Industrial and Organisational Psychologist (IOP), organisational behaviour, occupational counselling, psychometrics and human resources as they contribute to the effective functioning of the business organisation.

ASSOCIATED ASSESSMENT CRITERIA

Associated Assessment Criteria for Exit Level Outcome 1:

Demonstrate a sound knowledge of research design and methodology in the social sciences and applicable to the field of Industrial and Organisational Psychologist (IOP).

Submit a valid research proposal for a research project, including a preliminary literature review framing the research topic together with an appropriate research design.

Demarcate a target area and/or population in which to collect data and data related to the research topic collected by means of relevant measuring instruments.

Table the established research protocols, the research data appropriately and analysed using relevant analytical tools and procedures, and findings and conclusions prepared.

Present a final research report in the form of an academic treatise, meeting academic and scientific discourse and American Psychological Association (APA) style conventions

Maintain ethical standards related to the research protocols including the reliability and validity of the research throughout.

Associated Assessment Criteria for Exit Level Outcome 2:

Analyse contemporary behavioural theories, practices and techniques, compared and critiqued.

Analyse significant organisational variables and their impact on employee and group behaviour investigated and evaluated.

Analyse the impact of formal and informal elements on the behaviour of individuals and groups in organisations and appraised as well as their effect on the functioning of organisations.

Assess and report the potential effects of, and the interplay between, organisational-level factors such as leadership and management style, organisational structure, socio-economic conditions, culture and change on organisational behaviour.

Investigate and appraise the impact of interdisciplinary sources of knowledge on organisational behaviour as well as processes of knowledge production.

Analyse cases that challenge the dynamics of organisations and solutions proposed.

Investigate and describe the effects of globalisation, technological innovation, workplace diversity and continuing demands for higher levels of ethical behaviour on the management of change in organisations.

Select reports of current organisational research will be reviewed and critiqued.

Associated Assessment Criteria for Exit Level Outcome 3:

Describe and evaluate the key elements of psychometric theory, including the statistical concepts used for analysing, interpreting and evaluating test results

Explain and exemplify the function of psychometric assessment as applied in industry and organisations.

Analyse and appraise selected psychometric assessment instruments.

Explain and demonstrate the utilisation of psychological assessment in the workplace for developmental and counselling purposes.

Describe the statutory control of psychological instruments and the role of ethics in assessment practice explained and demonstrated by means of examples.

Analyse and critique emerging trends and developments in psychometric assessment.

Associated Assessment Criteria for Exit Level Outcome 4:

Use contemporary IOP theories, principles and practices as a platform to assess the design, implementation and management of human resources at numerous levels in organisations

Explore a thorough understanding of the internal and external environmental factors affecting organisations human resources, as well as the ethical implications of managerial decision-making and actions.

Apply and evaluate the functioning of the entire Human Resources (HR) system in organisations, from developing HR strategy through to implementing the HR strategy in selection and recruitment, compensation and rewards, and training and development will be devised.

Apply and evaluate emerging trends and challenges in the field of HR.

Analyse and assess the rewards model and package structure of a company for adequacy and effectiveness and changes recommended appropriate to size, operations and organisational goals.

Associated Assessment Criteria for Exit Level Outcome 5:

Review and critiqued major occupational counselling theories in terms of the purpose, objectives, limitations and ethical dilemmas of occupational counselling.

Review and critique the strengths and weaknesses of major occupational counselling theories with regard to culture, gender, social class, ability, status and other forms of diversity and challenges in the corporate environment.

Evaluate and critique team-building techniques proposed by occupational counselling and IOP theory Interview questions that test the attitude and aptitude of recruits toward creative problem-solving, working as a team member, and creating value for the customer while maintaining ethical standards will be reviewed, applied and appraised.

Analyse typical workplace conflict situations, evaluated and resolutions proposed that are compatible with organisational goals, corporate culture and personalities with due cognisance of the psychological need for respect, dignity and empowerment.

Describe the ethical nature of the occupational counsellor's relationship with the organisation and its employees, including the limits of confidentiality of the counselling services, ethical issues related to test construction and scoring, informed consent, the release of test data and the interpretation of test results.

Administer and critique selected occupational assessment instruments.

Reviewed and evaluated cases of occupational counselling interventions and/or guidance programmes and alternative courses of action proposed.

Associated Assessment Criteria for Exit Level Outcome 6:

Identify and asses managerial and leadership behaviours that promote individual and group motivation in terms of their contribution to enhancing organisational behaviour.

Integrate and apply relevant theories and principles of IOP, organisational behaviour and occupational counselling to specific HR management challenges in the workplace.

Analyse and assess the impact of individuals, socio-political, economic and other groupings and organisational structures on the effectiveness of the business as an organisation.

Integrated Assessment:
The treatise; in its design, preparation and presentation draws from all knowledge areas covered and therefore is used for Integrated Assessment. Also used are the case studies and practical projects.

Assessment methods will include a combination of diagnostic and Formative Assessment tasks, like short investigative assignments, psychological assessments, counselling sessions, analysisand interpretations and progress checks that will inform teaching and learning. Case studies and scenarios will play a major part in the assessment process, since analysis of a relevant case or particular scenario or situation represents closely the typical situations faced by Industrial and Organisational Psychologists on a daily basis, who need to make important decisions and recommendations based on accurate observations, behaviours, interviews and tests that will affect the well-being of the individual or groups of employees and ultimately the organisation itself. Assignments will be structured in such a way as to research and develop knowledge, insight and understanding of significant aspects of individual, group and organisational behaviour, while students also learn how to function effectively in an organisational environment.

Formal, summative assessment, some of which may also be based on case studies/scenarios, will consist of scheduled formal tests and written research assignments, projects and reports to encourage students to work consistently throughout the year. The formal tests and assignments will contribute 40% towards the final semester mark and the final, summative examination a further 60%, the exception being the Treatise (EZZT400) which will be examined by an internal and external examiner and account for 100% of the final mark.

Finally, the module Research Methodology (EIT411) will be assessed on a continuous basis without a final examination. For moderation purposes, a portfolio of assessment tasks that reflect the achievement of the learning outcomes will be collated and submitted to the external moderator.

All modules are final, Postgraduate modules for the qualification and therefore the university's policy with regard to examination and moderation applies. There is an established, monitored system of in-house moderation for each assessment process where colleagues team up, followed by an external moderation process conducted by duly qualified and experienced external moderators specially appointed for the purpose.

INTERNATIONAL COMPARABILITY

The University of Auckland in the New Zealand offers the Bachelor Honours Degree in Industrial Work and Organisational Psychology.

The University of Lancaster in the United Kingdom (UK).

http://www.lancaster.ac.uk/study/undergraduate/courses/organisationstudies- and-psychology-ba-hons-cn82/

The University of Pusat Luar in Malaysia Sabah offers a Bachelor of Psychology with Honours (Industrial and Organizational Psychology).

ARTICULATION OPTIONS

This qualification articulates vertical:

Vertical Articulation:

A Master's Degree at 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.

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