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 Human Resource Management

SAQA QUAL ID	QUALIFICATION TITLE
110284	Postgraduate Diploma in Human Resource Management
ORIGINATOR
Vaal 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
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
Reregistered		EXCO 0821/24	2019-07-25	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 strengthen and deepen a learner's or working professional's knowledge of Human Resource Management by stimulating advanced reflection and application of theory on a strategic level.

This qualification is also envisaged to empower learners to independently identify, analyse and manage human resource issues, practices and problems in organisations. Furthermore, it offers learners an understanding of the constructive role they need to play as Human Resources (HR) leaders and specialists in the human resource field.

When the qualification was designed, attention was given to career pathways by offering specialised academic and professional studies for students holding a relevant or equivalent National Qualifications Framework (NQF) 7 qualification. Vertical and horizontal articulation can also take place.

Rationale:
The Postgraduate Diploma in Human Resource Management will be offered to learners who completed a relevant and equivalent qualification. This qualification is aligned with the HR Competency Framework and the National Human Resources (HR) standards of the SABPP, in order to meet the requirement of industry. This qualification is a SA Board of People Practices (SABPP) accredited HR qualification and will therefore be a sought after qualification. The teaching, learning and assessment aspects incorporates applied approaches whereby learners are actively and interactively involved in the learning process, giving the learner the competitive edge in the HRM discipline.

Individual modules, in the proposed curriculum, were coherently planned through internal and external processes (stakeholders). Learners will be assisted in acquiring discipline specific and industry-relevant knowledge, theory, relevant skills (e.g. visual, mathematical, presentation and language skills, critical and creative thinking skills, problem-solving skills, reflection skills), insight, research competencies, and the ability to apply Human Resource Management (HRM) principles, practices and techniques.

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING

Recognition of Prior Learning (RPL):
The Faculty RPL policy are as follows, presuming prior accredited learning has taken place:

The candidate applies for RPL against a module/modules, or part/full qualification at the relevant department (Head of Department).

The candidate then completes an exemption RPL form for relevant module/modules or part/full qualification.

Credits are awarded for relevant, approved prior learning (RPL), aligned with the programme requirements.

Only then may the prospective candidate continue with part/full registration.

The details of the Faculty RPL policy are as follows, presuming no prior accredited learning has taken place:

Candidate applies for RPL against module/modules, or part/full qualification at the relevant department (Head of Department).

An RPL Officer is appointed from within Subject Heads (Subject Experts) within the department.

The Subject Expert meets with the candidate to conduct pre-screening evaluation to ascertain viability of application based on programme requirements (Exit Level Outcomes and assessment criteria).

Candidate prepares evidence of work (portfolio of evidence) and/or any other relevant proof of evidence (practical work, assignments and/or assessments). The evidence needs to be submitted to the RPL Officer for the RPL evaluation process.

The candidate pays an initial fee for the RPL process.

The candidate then completes a RPL form and submits it to RPL officer.

An Assessor from within the department is then appointed.

Evidence submitted by the candidate is assessed by the Assessor. However, additional evidence may be requested.

A Moderator from the department's Advisory Board (within the candidate's industry) is appointed to moderate the candidate's portfolio of evidence.

The Moderator moderates the candidate's evidence and reports on the assessor's judgment.

The RPL outcome is presented to the Faculty Board by the RPL Officer.

If the RPL is not awarded, an appeals application to an independently appointed Moderator or Institution's Registrar can be done. The process of moderation will then resume.

If the RPL is awarded, an exemption form is completed and then the candidate may continue with part/full registration.

Entry Requirements:
The minimum entry requirement for this qualification is:

Advanced Diploma in Human Resource Management or equivalent, relevant National Qualifications Framework (NQF) 7 qualification.

RECOGNISE PREVIOUS LEARNING?

QUALIFICATION RULES

This qualification consists of compulsory modules at Level 8 totalling 126 Credits.

Compulsory Modules:

Strategic Human Resource Management Module 1, 10 Credits.

Strategic Human Resource Management Module 2, 10 Credits.

Labour Relations Management Module 1, 10 Credits.

Labour Relations Management Module 2, 10 Credits.

Strategic Human Resource Development Module 1, 10 Credits.

Strategic Human Resource Development Module 2, 10 Credits.

Project Management Module 1, 8 Credits.

Project Management Module 2, 8 Credits.

Organisational Behaviour Module 1, 10 Credits.

Organisational Behaviour Module 2, 10 Credits.

Research Project in Human Resource, 30 Credits.

EXIT LEVEL OUTCOMES

1. Apply advanced competencies in assisting in the development and implementation of human resource strategies for an organisation, in order to effectively manage the human resource organisational function.
2. Demonstrate systematic knowledge of human resource risk management through identifying, analysing, designing and implementing practices to ensure proper management of risks.
3. Manage and develop effective workplace relations in such a manner that it contributes towards the achievement of the organisational objectives.
4. Strategically manage and maintain the overall human resources development portfolio in a workplace or sector.
5. Apply human resource strategies to ensure the achievement of business and project goals.
6. Investigate individual, group and organisational behaviour for the provisioning of a more productive and conducive work environment.
7. Engage in related research to address workplace problems.

ASSOCIATED ASSESSMENT CRITERIA

Associated Assessment Criteria for Exit Level Outcome 1:

Interpret the alignment of the human resource strategy to the organisation's objectives.

Analyse and interpreting the internal and external socio economic, political and technological environment in relation to strategic direction and sustainable people practices.

Investigate the Human Resources (HR) element of the organisation's governance, risk and compliance policies, practices and procedures in order to deliver HR strategic objectives and effectively manage the human resource organisational function.

Associated Assessment Criteria for Exit Level Outcome 2:

Analyse and interpreting the alignment and integration of HR and people management practices within the governance, risk and compliance framework, appropriate risk assessment and procedures and risk controls within the organisation in order to be timeous, efficient and cost effective.

Apply advanced knowledge to create and sustain a risk management culture in an organisation.

Associated Assessment Criteria for Exit Level Outcome 3:

Interpret the probability and impact of positive and negative events caused by people factors and developing effective workplace relations which can be managed to achieve the organisational objectives.

Consider internal and external factors that influence and or impacts in reaching organisational objectives, through a process of interpreting and analysing events caused by the human element.

Associated Assessment Criteria for Exit Level Outcome 4:

Demonstrate an in-depth knowledge of the core concepts of organisational behaviour and the overall human resources development within an organisation.

Scrutinise human resources development theories, models, principles as well as contemporary developments in leadership and followership, individual and group decision making techniques, paradigms of power, empowerment and change within the context of organisational context.

Critically analyse the planning, designing and development of learning and development activities, coaching and mentoring techniques, personal development plans and the application of knowledge management in a workplace or sector.

Associated Assessment Criteria for Exit Level Outcome 5:

Critically compare management processes and project management processes and originate the critical path method pertinent to any type of human resources related project by integrating and applying knowledge of project management, human resources strategies and business acumen.

Implement advanced knowledge and scientific research skills to identify, analyse, interpret information in order to design, plan (e.g. type of project, cost and procurement plan, risk management plan, project quality assessment) monitor and execute a project.

Appraise the significance of communication to ensure the achievement of strategic business and project goals.

Associated Assessment Criteria for Exit Level Outcome 6:

Critically analyse the theories, models, principles and concepts of individual, group and organisational behaviour, culture and diversity.

Critique the impact of perceptions, conflict and stress management, organisational wellness and job satisfaction on individuals, groups and the organisation itself.

Debate the aspects of organisational design, change and innovation on a more productive and conducive work environment.

Conduct scientific informed research in human resources management.

Associated Assessment Criteria for Exit Level Outcome 7:

Contextualise a human resources management specific research problem and independently undertake a critical literature review.

Apply advanced knowledge of theories, approaches, methods and scientific research skills to identify, collect, analyse, interpret data and formulate findings in order to produce a research informed scientifically written, publishable article.

Integrated Assessment:
Learning outcomes are assessed on a continuous basis by means of assignments, tests, presentations and projects, culminating in a summative, integrated portfolio. Supplementary assessments proceed after the main assessment to be scheduled soon thereafter. Re-assessment is the final opportunity of assessments (this falls in line with the CASS Policy).

INTERNATIONAL COMPARABILITY

This qualification has been compared with the following international qualifications:
This diploma was discussed and aligned by all higher education institutions which forms part of the Human Resources University Forum (HRUF). This forum is a sub-committee of the SA Board of People Practice (SABPP), which is the professional body for all Human Resource related qualifications and is an internationally affiliated with the Chartered Institute of Personnel and Development (CIPD) (United Kingdom (UK)) and SHRM Society for Human Resource Management United States of America (USA).

These bodies have universities aligning with them as well. Examples are:

University of Wolverhampton.

University of Derby.

Glasgow Caledonian University.

The RBL Group, with the Ross School of Business, University of Michigan and Human Resources (HR) professional association partners, completed a sixth round of the 2012 Global Human Resources Competency Study. They collected data in this round of HRCS from over 20,000 individuals. They have determined six fundamental competency domains: 'strategic positioner', 'credible activist', 'capability builder', 'change champion', 'human resource innovator and integrator', and 'technology proponent.

Society for Human Resource Management SHRM announced the professional HR competency model. SHRM validate the content of elements for HR success through a survey with over 32,000 respondents. SHRM's Elements for HR Success comprises nine primary competencies: 'HR Technical Expertise and Practice', 'Relationship Management', 'Consultation', 'Organisational Leadership and Navigation', 'Communication', 'Global and Cultural Effectiveness', 'Ethical Practice', 'Critical Evaluation', and 'Business Acumen.

The Cornell ILR School is using core competencies, which are matched to each course. According to the professor Lee Dyer, Cornell ILR established the HR competencies in consideration of competency models of CAHRS (Center for Advanced Human Resource Studies) members. The model consists of 'business acumen', 'functional expertise', 'strategic HR', 'contextual expertise', 'capabilities.

Conclusion:
Complex, uncertain and fast-changing environment has brought new HR challenges, which ask HR professionals to have additional competencies such as digital skills, agile thinking, and global sense. In consideration of the challenges to HR and required skills to HR professionals, RBL and SHRM have renovated their HR competency models recently, in middle of the last year. Both of the relatively new HR competency models are so well structured that the models are being used by other researchers and companies. Although the institution tried to find out more progressive models than the RBL's model as requested, there was non more progressive than this one. Only the SHRM's model could be comparable to the RBL's.

ARTICULATION OPTIONS

The qualification offers the following horizontal and vertical articulation opportunities.

Horizontal Articulation:

Honours Degree in Human Resource Management/Industrial Psychology, Level 8.

Postgraduate Diploma in Human Resource Development/Labour Relations Management or a relevant, Level 8.

Vertical Articulation:

Masters of Administration in Human Resource Management, 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.

1.	Vaal University of Technology