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: 

Diploma in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
110203  Diploma in Human Resource Management 
ORIGINATOR
ICESA City Campus - Durban 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Diploma (Min 360)  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  360  Not Applicable  NQF Level 06  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Reregistered  EXCO 0821/24  2019-07-25  2027-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2028-06-30   2033-06-30  

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:
Upon completion of the qualification, a qualifying learner will be competent in the wide range of functions of human resource management and they will be able to:
  • Apply Human Resource knowledge and general business principles to real life situations.
  • Interpret economic realities within organisational contexts.
  • Manage resources (human and financial) in organisations.
  • Manage information appropriately.
  • Demonstrate people skills.
  • Practise the ethics and standards pertinent to the Human Resource Management profession as per the Code of Ethics of the South African Board for People Practices.
  • Demonstrate knowledge of financial information in a business context.

    The qualification provides the knowledge, skills and values for qualifying learners who wish to follow a career in the general field of human resources.

    Rationale:
    The rational of this qualification is to provide the knowledge, skills and values for students who wish to follow a career in the general field of human resources. This qualification combines the requirements of the technical, academic function and the practical, vocational application in the workplace with a combination of theory and practice that provides a strong platform for successful integration into the world of work. Furthermore, the qualification is needed to provide a broad base of knowledge areas and practical application for the human resource management function which is central to the success and competitive advantage of organisations.

    Human resource managers are responsible for planning, directing and coordinating policies concerning employees in organisations. Their role also includes the management of industrial relations, occupational health and safety activities, compensation strategies, and for the development of employees within organisations. The qualification provides a broad base of knowledge areas and practical application for the human resource management function which is central to the success and competitive advantage of organisations. The role described above is of a technical nature and requires an empirical approach. This qualification combines the requirements of the technical and academic function and the practical, vocational application in the workplace. The combination of theory and practice provides a strong platform for successful integration into the world of work, but it also provides a strong academic basis for articulation to higher academic qualifications, or for horizontal articulation to specialist fields such as industrial relations. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):
    Recognition of Prior Learning will be done according to the university policy, and learners may provide evidence of prior learning for which they may receive credit towards the qualification such evidence may be provided through the submission of portfolios of evidence or other forms of appropriate evidence which may include, verified accounts of previous relevant work done and performance records and which evidence is in accordance with the requirements of the relevant Quality Council.

    Learners who do not meet the minimum entry requirements for the qualification may be granted admission through the RPL policy of the university.

    Entry Requirements:
  • National Senior Certificate, National Qualifications Framework (NQF) Level 4.
  • National Certificate Vocational, NQF Level 4.
  • Senior Certificate, NQF Level 4 qualification. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of compulsory and elective modules at National Qualifications Framework (NQF) Level 5 and 6 totalling 381 Credits.

    Compulsory Modules at NQF Level 5, 125 Credits:
  • Communication, 5 Credits.
  • Context of Human Resource Management (HRM), 15 Credits.
  • Challenges of HRM, 8 Credits.
  • Organisation Development and Strategic HRM, 20 Credits.
  • International Strategic HRM, 22 Credits.
  • Job analysis and design, 21 Credits.
  • Recruitment and Employment Equity, 22 Credits.
  • Selecting the Right People, 12 Credits.

    Compulsory Modules at NQF Level 6, 247Credits:
  • Orientation and Induction, 13 Credits.
  • Industrial Relations, 14 Credits.
  • Collective Bargaining, 16 Credits.
  • Wellness, 20 Credits.
  • Skills Development; from strategy to implementation, 7 Credits.
  • Training and Development, 21 Credits.
  • Performance Management, 21 Credits.
  • Productivity and Competency Management, 15 Credits.
  • Compensation and benefits, 14 Credits.
  • Incentives and rewards, 12 Credits.
  • Talent and career management, 15 Credits.
  • Leadership and Human Resources Management, 14 Credits.
  • Human Resource Management: Finances, 17 Credits.
  • Technology and Information Systems for Human Resources Management, 15 Credits.
  • Work Integrated Learning (WIL), 24 Credits.
  • The Business and Human Resource Management, 9 Credits.

    Elective Module at NQF Level 6, 9 Credits:
  • Health and Safety, 9 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Understand, apply, and promote best human resource management practices in an organisation.
    2. Demonstrate the ability to monitor health and safety in the workplace and implement wellness interventions.
    3. Apply general Human Resource Management and Development Principles to real life situations and adhere to regulatory requirements in performing human resource functions.
    4. Demonstrate an understanding of the financial and technological resources in organisations, and the ability to manage these resources.
    5. Demonstrate business management and project management skills.
    6. Demonstrate an understanding of how learning takes place, what motivates individuals and how decisions are made within an organisational context.
    7. Demonstrate the ability to explain gross pay entitlement of employees in an organisation. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Explain the promotion of best human resource management practices in an organisation.
  • Understand and apply the role and function of human resource staff within an organisation.
  • Co-ordinate the management of the core processes related to human resources management and practices.
  • Monitor and adhere to legislative requirements and organisational policies and procedures in performing Human Resource functions.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Define business ethics, its importance, approaches, and code of ethics developed.
  • Explain environmental management such as legislation, international standards and responsibility are discussed.
  • Develop a comprehensive wellness strategy for an organisation.
  • Explain the sociological and economic principles and theories that can be used to promote equality and diversity in modern society.
  • Explain and critically discuss the influence of workforce diversity on social processes, and organisational culture in the process of organisational socialisation.
  • Discuss and apply basic provisions and impact on labour relationship as described in the Labour Relations Act 1995 as amended, the Basic Conditions of Employment Act 1997 as amended, the Occupational Health and Safety Act of 1993 and the Compensation for Occupational Injuries and Diseases Act of 1993, the Unemployment Insurance Act of 1966 and the Employment Equity Act of 1998 as amended.
  • Describe the main purpose and objectives, application and main provisions of the Labour Relations Act of 1995 as amended, the Basic Conditions of Employment Act of 1997, the Employment Equity Act of 1998, the Compensation for Occupational Injuries and Diseases Act and the Occupational Health and Safety Act of 1993.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Explain concepts such as Equal Employment Opportunity, Affirmative Action and unfair discrimination.
  • Discuss factors involved in forecasting of human resource needs and how these relate to personnel activities such as recruitment, selection, promotion, transfer and retrenchment.
  • Demonstrate an understanding of the scope of labour legislation and the core industrial relations practices.
  • Critically discuss the importance of a sound industrial relations policy with regard to dismissals, discipline, retrenchments and grievances.
  • Explain and apply basic principles of the law of dismissal under the Labour Relations Act of 1995.
  • Explain the nature, establishment and functions of bodies such as Bargaining Councils, Statutory Councils, the Commission for Conciliation, Mediation and Arbitration (CCMA), the Labour Court and the Labour Appeal Court.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Explain financial statements, including the Income Statement, Balance Sheet and Statement of Changes in Equity.
  • Apply selected controls in the accounting system, including the trial balance, the bank reconciliation, and debtors' and creditors' control accounts.
  • Explain and apply basic cost and profit concepts for short term and long term.
  • Discuss the uses of technology in Human Resource Management. (HRM).
  • Analyse the design of an e-business strategy in Human Resource (HR).

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Demonstrate an understanding of the project management scope by initiating, planning and explaining the overall conduct of a project through to the closure of the project.
  • Plan and manage a project and show proficiency in project control, evaluation and scoping operational plans.
  • Explain the fundamental concepts and knowledge areas of project management.
  • Develop project management documentation management to support project processes.
  • Identify project costs and prepare an appropriate project budget.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • Understand and discuss the concept "adult learner" and apply different learning principles.
  • Explain basic concepts pertaining to training, education and development.
  • Discuss and evaluate the importance of training in an organisation.
  • Understand and apply theoretical aspects of learning such as learning principles and styles.
  • Define and discuss concepts such as training, development, education and Adult Basic Education and Training (ABET).
  • Explain the concept of learning and critically discuss aspects that influence learning during the training programme.
  • Research and develop the selection of content for a work module or lesson in terms of sources of content, types of content and factors influencing course development.

    Associated Assessment Criteria for Exit Level Outcome 7:
  • Define, explain, and compile Gross pay.
  • Discuss basic entitlements such as pay rates, contracted conditions, and authorisation, and demonstrate the ability to enter employee details correctly.
  • Identify fringe benefits, and apply to employee records.
  • Demonstrate the ability to identify all relevant temporary entitlements, check for authorisation, and identify variations.

    Integrated Assessment:
    All assessment will integrate knowledge, skills and attitudes and applied competence. The qualification is intended to provide capstone modules in human resource management, human resource development and labour relations management. Theoretical and practical components will be assessed together with knowledge, skills and attitudes from across the curriculum.

    Formative Assessment:
    Learning and assessment are integrated. The study guides contain self-assessment tasks with feedback. The scheme of work includes a combination of written and multiple choice assignments based on the learning material which learners have to submit and for which they earn year marks. Learners are given feedback in the form of written comments in the assignments and suggested solutions and mark plans presented in a formal tutorial letter. The process is continuous and focuses on smaller sections of the work and a limited number of outcomes. Assignment marks contribute 10% towards the learner's final mark.

    Summative Assessment:
    Examinations of a representative selection of outcomes practiced and assessed in the formative stage. Summative assessment also tests the learner's ability to manage and integrate a large body of knowledge to achieve the stated outcomes of a module. 
    		•

    INTERNATIONAL COMPARABILITY 
    This qualification compares favourably with qualifications offered in the following international institutions:

    Country: Canada.
    Institution: University of Winnipeg.
    Qualification Title: Human Resource Management Diploma.

    This qualification includes traditional elements of human resource management with a strong emphasis on leadership, concrete business tools, and effective communication.

    The qualification aligns its content to industry-recognised standards and best professional practice. It will prepare learners to:
  • Work in a variety of human resource positions and to assume greater levels of responsibility as they grow in their human resource capability.
  • Understand and comply with the employer's legislative and legal obligations including workplace health and safety regulation, WHMIS legislation, the Worker's Compensation Act, payroll compliance legislation and employment standards.
  • Conduct organisational needs assessments, analyse and modify organisational staff development plans and develop effective recruitment strategies to attract talent that satisfies the organisational objectives.
  • Foster a work environment that promotes productivity and employee satisfaction.
  • Evaluate performance and communicate performance issues in a manner that encourages responsible and corrective action and manage disciplinary action proactively and thoroughly.
  • Understand the elements of a total compensation package that aligns with an organisational recruitment and retention strategy, develop compensation policies and procedures, procure benefits, and analyse employee and organisational pension requirements.
  • Exercise sound financial decision-making and budgeting skills.
  • Write the Certified Human Resource Professional (CHRP) Knowledge-Based Exam.

    Country: United States of America.
    Institution: McMaster University.
    Qualification Title: Human Resources Management Diploma (CHRP):

    The qualification has been designed in association with the DeGroote School of Business to help human resources professionals succeed as strategic partners within their organisation and to gain university level knowledge and applied skills in the key human resources disciplines of recruitment, strategic planning, training, labour relations, compensation, health, safety and human behaviour.

    Objectives:
  • Introduce concepts and practices essential to human resources management.
  • Provide an opportunity to study and discuss current issues and areas of specialisation important to the human resource function in business and industry today.

    The modules for the qualification:
  • Business Finance and Accounting.
  • Organisational Behaviour.
  • Business Communications.
  • Basic Bookkeeping.
  • Principles and Practices of Supervision.
  • Recruitment and Selection.
  • Compensation.
  • Labour Relations.
  • Human Resources Management.
  • Training and Development.
  • Occupational Health and Safety.
  • Human Resources Planning.
  • Wellness in the Workplace.

    Conclusion:
    The Diploma in Human Resources Management compares favourably with other qualifications internationally and particularly with the qualifications listed above, in that they all have a practical component. The Diploma in Human Resources Management differs from these qualifications in terms of duration, while it is a 3-year qualification; its counterparts are 2-year qualifications. 
    		•

    ARTICULATION OPTIONS 
    This qualification allows for both the vertical and horizontal articulation.

    Horizontal Articulation:
  • Diploma in Human Resource Management Practice, Level 6.
  • National Diploma in Labour Relations, Level 6.
  • Diploma in Business Management, Level 6.

    Vertical Articulation:
  • Advanced Diploma in Management in Human Resource Management, Level 7.
  • Bachelor of Business Science: Industrial Relations and Technology, Level 7.
  • Bachelor of Commerce: Applied Human Resource Management, Level 7.
  • Bachelor of Social Science: Human Resources Management, Level 7.
  • Bachelor of Business Administration, Level 7. 
    		•

    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. ICESA City Campus - Durban 


    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.