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: 

Higher Certificate in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
117029  Higher Certificate in Human Resource Management 
ORIGINATOR
NewBridge Graduate Institute (Pty)Ltd - Bank Avenue (formerly Centurion Akademie (Pty) Ltd) 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Higher Certificate  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 05  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Reregistered  EXCO 0821/24  2020-05-28  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 provides an ideal platform for school leavers to develop basic human resource administration knowledge, skills and competencies. It will equip learners with valuable skills including, but not limited to performing administrative duties related to human resource management and practices; supporting the implementation of procedures and systems related to human resource practices; strategic planning; organisational development; training of employees; acquisition, development and utilisation of people; the establishment and improvement of labour and employee relations; staffing compensation; corrective conduct, and disciplinary action.

The qualification has a dual-purpose, namely (a) to facilitate access to the world-of-work for learners who are capable of knowledge performance in support of those areas of the organisation that rely on the application of the knowledge and skills systems supporting Human Resource Management; and (b) to function as a bridge for learners who haven't receive the Matriculation Endorsement at the completion of their National Senior Certificate.

Rationale:
The Higher Certificate in Human Resource Management prepares qualifying learners for employment in a variety of human resource positions. The qualification will equip learners with the necessary knowledge, skills and abilities to perform various functions at foundation level in organisations.

Human Resource Management (HRM) is a critical factor contributing to the successful managing of any organisation. For business today, managing people is crucial, and the success of businesses and organisations depend largely on the people they attract and employ. People in industry and business determine thus to a great extent economic success or failure. Therefore supervisors and administrative staff must have the basic ability to engage with the changing demands of the workplace and industry.

HRM deals with the management of an organisation's workforce, from the most junior member of staff to the chief executive. Every business wants to recruit, motivate, and retain qualified employees and match them to jobs for which they are well suited. Human resource managers and practitioners are equipped and act as specialists to accomplish this by directing the administrative functions of human resource departments. Their work involves overseeing and administration of employee relations, regulatory compliance, and employees related services such as payroll, training, career development, Broad-Based Black Economic Empowerment Scorecards, relationships and negotiations with unions, and the application of labour laws. The qualifying learners will assist with the activities in the human resource department and support staff and ensure that tasks are completed accurately and on time. The learners will also participate in the administrative activities of organisational change and development. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
Recognition of Prior Learning:
The institution accepts Recognition of Prior Learning (RPL) as an integral part of the academic programme and as an initiative to support the transformation of the education and training system in South Africa. It is acknowledged that all learning has value and the institution accepts the challenge to assess prior learning and award credit that is aligned to the institution's qualifications to promote lifelong learning.

The Recognition of Prior Learning may allow for accelerated access to further learning. All Recognition of Prior Learning is subject to quality assurance by the relevant accredited Education and Training Quality Assurance Body and is conducted by a registered workplace assessor.

Credit is awarded for competence (demonstrated learning) only, not for experience and learning that is aligned to the learning outcomes of the institution's qualifications. Credits must be appropriate to the institution's qualification in which they are accepted and make a clear link between the career path and the learning outcomes of a particular programme at the institution.

RPL is conducted mainly on a module / subject-match basis, where an applicant qualifies for RPL for specific modules in a qualification. RPL applies to all qualification levels, and assessment is conducted by matching prior learning with the learning outcomes of individual modules/subjects or qualifications. The institution awards credits for individual modules, if, the applicant has satisfied at least 50% of the outcomes or meets all or most of the outcomes to at least 50% competency level.

Entry Requirements:
The minimum entry requirement for this qualification is:
  • National Senior Certificate, NQF Level 4, granting access to Higher Certificate studies;
    Or
  • National Certificate (Vocational), NQF Level 4, granting access to Higher Certificate studies;
    Or
  • Senior Certificate, NQF Level 4. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of compulsory modules at National Qualifications Framework Level 5 totalling 120 Credits.

    Compulsory Modules, Level 5,120 Credits:
  • Human Resource Functions, 28 Credits.
  • Human Resource Training and Development, 27 Credits.
  • Organisational Development, 27 Credits.
  • Psychology for HR, 24 Credits.
  • Employment Relations, 14 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Apply the basic theoretical principles of human resource management in opportunity identification and problem-solving.
    2. Plan and execute the research by gathering, analysing, synthesising and interpreting the relevant information correctly and reflecting on research undertaken.
    3. Demonstrate effective communication competence with the different role players in the human resource management field and applying the theoretical principles of communication.
    4. Evaluate Human Resource (HR) scenarios; develop meaningful suggestions and advice to design and plan a successful outcome for the situation.
    5. Organise and co-ordinate resources and opportunities in the field of HR management and apply the relevant theoretical aspects and to reflect on the application.
    6. Practice acceptable social sensitivity with others and work effectively in self-directed teams by implementing the relevant theory of teamwork and evaluate the implementation thereof.
    7. Utilise appropriate technologies in expanding HR management expertise.
    8. Promote responsible local and global citizenship through their approach towards the holistic application of their HR management capabilities. 

    ASSOCIATED ASSESSMENT CRITERIA 
    The following Associated Assessment Criteria applies across all Exit Level Outcomes:
  • Apply the HR and employment relations definitions, activities and functions to the South African context.
  • Demonstrate the importance of HR planning and forecast for an organisation.
  • Demonstrate an understanding of the recruitment and selection process, as well as how to motivate and retain employees.
  • Demonstrate an understanding of the remuneration philosophy and process within an organisation.
  • Understand the impact of organisational development on an organisation.
  • Apply the different phases of the Organisational Development (OD) process during intervention with an organisation.
  • Describe the macro factors affecting training and development in organisations.
  • Demonstrate an understanding of the importance of training records, information systems and the development of such systems.
  • Demonstrate an understanding of outcomes-based adult education and the taxonomies of learning.
  • Discuss the development and implementation of management training as part of the development of human resources in an organisation.
  • Understand industrial relations, unions and the labour context in South Africa.

    Integrated Assessment:
    The assessors make use of formative and summative assessment methods to assess combinations of practical, applied foundational and reflective competencies.

    Assessment practices are open, transparent, fair, valid, and reliable and ensure that no learner is disadvantaged. Learning, teaching and assessment are in line with each other. All assessments are moderated and evaluated in terms of clarity, validity and reliability.

    In the case of summative assessment such as examinations, the paper and the memorandum are subjected to moderation. The term 'Integrated Assessment' implies that theoretical and practical components should be assessed together.

    Tools and activities are appropriate to the context in which the learner is working. Where it is not possible to assess the learner in the workplace or on-the-job, simulations, case studies and other similar techniques are used to provide a context appropriate to the assessment. 
    		•

    INTERNATIONAL COMPARABILITY 
    The qualification compares favourably with international qualifications. Inputs were received during the compilation, assessment, development phase and through reviews driven by the programme Advisory Committee, who are also au fait with international qualifications.

    The Seneca International Academy in Newnham, Canada offers an eight-month qualification in Human Resource Management that covers the same Exit Level Outcomes as this higher certificate except for the Employment Relations module. The Seneca Certificate is accredited according to the requirements of the Ministry of Colleges and Universities.

    The NMIMS University in New Delhi offers a one-year Diploma in Human Resource which also addresses the same Exit Level Outcomes as the proposed. The New Delhi qualification offers: Essentials of HRM; Organisation Culture; Industrial Relations & Labor Laws; Manpower Planning, Recruitment and Selection; Performance Management System; and Business Law. 

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

    Horizontal Articulation:
  • Higher Certificate in Management, NQF Level 5.

    Vertical Articulation:
  • Diploma in Human Resource Management, NQF Level 6. 
    		•

    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. Centurion Academy (Pty) Ltd 


    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.