SAQA

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SOUTH AFRICAN QUALIFICATIONS AUTHORITY

REGISTERED QUALIFICATION:

Higher Certificate in Human Resource Practices

SAQA QUAL ID	QUALIFICATION TITLE
117346	Higher Certificate in Human Resource Practices
ORIGINATOR
Richfield Graduate Institute of Technology 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	2020-07-30	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 the Higher Certificate in Human Resource Practices is to enable learners to take up entry-level positions in human resource and payroll administration related jobs. The qualification aims to provide learners with the knowledge and skills needed to administer and conduct various human resource functions in the workplace including leave management, payroll administration, against the background of labour legislation and statutory requirements.

The qualification will contribute to the intended outcomes as the qualifying learner will have the ability to:

Demonstrate the ability to present and communicate information reliably and appropriately within a given context.

Demonstrate applied competence in human resource practices and processes in an organisation.

Demonstrate an informed understanding of Training and Development functionalities in a business environment.

Demonstrate an applied competency in calculating and handling the leave management process.

Demonstrate the ability to function effectively and ethically as a team member in an organisation.

Demonstrate an informed understanding of payroll administration practices.

Rationale:
The White Paper for Post-School Education and Training (DHET, November 2013), points out that the identification of skills required informs individuals of business stakeholders needs and learners of shortages in the workplace. Such information addresses both learners' demands for jobs and training and business stakeholders demand for trained personnel. This information, together with the scarce national skills, best provide information to support:

Decision making concerning supply-side planning by stakeholders;

Development of labour market-relevant qualifications to qualify;

Identify each of the skills and training qualifications; and

Career advisory services.

The qualification will enable learners to demonstrate an understanding of the theoretical human resource, payroll administration skills and the application of these skills. The core focus of the qualification is on Human Resource Management and payroll administration. The qualification consists of the following modules: Human Resource Management and Introduction to Compensation Management 500 along with the other fundamental modules that provide the background against which human resource and payroll administration apply in business.

The WIL (Workplace Integrated Learning) component of the qualification requires the linking of all the essential elements logically and demonstrated competence thereof in a simulated case study project, to refine the application of skills learned across the qualification as a whole.

The curriculum contributes to the achievement of the intended outcomes by introducing basic concepts that provide the foundation and the application of theoretical skills to a broad range of practical contexts.

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING

Recognition of Prior Learning (RPL):
The institution uses the Recognition of Prior Learning (RPL) to widen access to education and training and to enhance the qualification status of historically disadvantaged adults and youths. The institution recognises the importance of RPL as an admission requirement.

In cases where prior learning will be recognised for gaining access into the qualification, the following criteria must be satisfied:

Learning acquired through work and life experiences is clearly articulated and supported by evidence in their portfolios, for examination, during the interview process.

Provision of a recommendation from their senior or line managers.

Motivation and aspiration of the student elect; prior and current job experiences; details of in-house company training, short courses attended, the future vision of the student.

Learners may obtain this qualification in part through the Recognition of Prior Learning and exemptions granted for modules for prior learning as per institutional policy.

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

National Senior Certificate, NQF Level 4 granting access to Higher Certificate studies.
Or

Senior Certificate, NQF Level 4.
Or

National Certificate Vocational, NQF Level 4 granting access to Higher Certificate studies.

RECOGNISE PREVIOUS LEARNING?

QUALIFICATION RULES

This qualification consists of the following compulsory modules at National Qualifications Framework Level 5 totalling 125 Credits.

Compulsory Modules, Level 5, 125 Credits:

Human Resource Management 511, 15 Credits.

Information Systems 511, 10 Credits.

General Management 500, 15 Credits.

Business Communication 500, 10 Credits.

Training and Development 511, 10 Credits.

Human Resource Management 512, 15 Credits.

Training and Development 512, 10 Credits.

Labour Relations 500, 10 Credits.

Information Systems 512, 10 Credits.

Introduction to Compensation Management 500, 10 Credits.

WIL, 10 Credits.

EXIT LEVEL OUTCOMES

1. Present and communicate information reliably and appropriately within a given context.
2. Apply competence in human resource practices and processes in a business.
3. Understand training and development functionalities in a business environment.
4. Calculate and handle the leave management, populate the accurate information for remuneration process and payroll administration practices.
5. Function effectively and ethically as a team member in the business.

ASSOCIATED ASSESSMENT CRITERIA

Associated Assessment Criteria for Exit Level Outcome 1:

Display fundamental knowledge of what a computer is and the difference between computer literacy and information literacy.

Describe key computer-related concepts of speed, reliability, accuracy, storage and classification of computers according to these concepts.

Define and describe a user interface and a graphical user interface (GUI).

Explain the uses and features of widely used software applications.

Discuss the advantages of integrated software and software suites.

Display fundamental knowledge of computer terms such as bit and bytes.

Explain how data is stored in a computer and processing of data by the central processing unit (CPU) of the computer.

Differentiate between RAM and ROM and explain their uses and characteristics, explain what a machine language is and its purpose.

Define input and output and list the various types of input devices and how the computer uses them.

List and describe the various types of output devices and list and explain the differences between impact and non-impact printers.

Define storage; identify the significant storage devices and describe how to use special-purpose storage devices such as smart cards.

Use operating systems such as Windows, word processing skills, spreadsheet skills in Microsoft Excel, PowerPoint, MS Access.

Show understanding of file properties, name the workbook in the workbook, set up an invoice, adjust the layout, and adding a promotional message.

Associated Assessment Criteria for Exit Level Outcome 2:

Describe and implement the recruitment process.

Demonstrate an informed understanding of the advantages and disadvantages of filling vacancies and evaluate the recruitment process.

Select and apply the selection process.

Describe the importance of employee induction and design and implement the induction process.

Demonstrate an understanding of the internal staffing process.

Explain employee performance and reward management.

Describe the concept of human resources, human resources management, and the role and functions of the human resources department.

Explain the role and functions of the human resources department.

Describe workforce diversity and regulatory challenges.

Identify methods of job analysis and understand and implement job analysis.

Explain the dynamic nature of the workplace and adapt to the changing environment concerning job design.

Define performance appraisal objectives, methods, and qualifications.

Display a firm understanding of the impact of compensation systems and benefits.

Associated Assessment Criteria for Exit Level Outcome 3:

Show understanding of the training function as a sub-system of an organisation.

Demonstrate informed knowledge relating to training models.

Describe how to manage the training and development function in an organisation.

Display an understanding of how to determine the training needs in an organisation.

Explain the administration related to the training function in an organisation.

Discuss the importance of training and development in South Africa.

Demonstrate knowledge relating to the purpose and development of a national training strategy.

Describe the role of the South African Qualifications Authority.

Display an understanding of the purpose and development of a national skills development strategy.

Describe the role of Sector Educational and Training Authorities.

Demonstrate knowledge relating to the financing of skills development in South Africa.

Associated Assessment Criteria for Exit Level Outcome 4:

Apply the core areas of payroll management.

Demonstrate informed knowledge of how systems develop and evolve within the area of payroll administration and accounting systems.

Select and apply standard methods, procedures or techniques within the field of Bookkeeping and payroll administration.

Record and validate input variations on employee records.

Demonstrate an informed understanding of the statutory registrations, computerised payroll, or practices within payroll administration.

Discuss the Basic conditions of employment.

Associated Assessment Criteria for Exit Level Outcome 5:

Apply principles of communication in an organisation and the communication process, including communication models, intercultural communications and the levels of communication in the organisation.

Define the characteristics and culture of an organisation.

Critically discuss groups, know the different stages of group development, and discuss the conflict in the group and the types of conflict.

Identify leadership styles, discuss the duties of a chairperson, secretary, treasurer and their responsibilities during a meeting.

Demonstrate a well-rounded knowledge on the concept of Business and General Management.

Explain the role of business in the Development of an Economy.

Develop an understanding of the internal and external factors that have an impact on the business.

Develop a sound understanding of the management functions.

Formative and summative assessment:
The institution undertakes formative and summative assessments for this qualification. Learners will complete a series of tests, assignments, examinations, projects, case studies, essays, simulations, assignments, online activities and presentations. Continuous Assessment and Final Exam account for a minimum of 40% and 60% respectively for each module. The minimum pass mark for each module is 50%. Learners may write tests and exams through online assessments.
Work Integrated Learning (WIL) is a compulsory module. Learners may undertake WIL in a simulated or an authentic work environment.

INTERNATIONAL COMPARABILITY

The Higher Certificate in Human Resource Management Practice compares favourably with similar qualifications internationally. This qualification has been compared to the following international qualifications:

1. United States of America:
Institution: University California, San Diego Extension.
Name of Qualification: Professional Certificate in Human Resource Management.

The purpose of this qualification is to assist individuals to expand their knowledge of HR management to enter or progress in the field. Also, the qualification provides participants with the latest information and practical insights to become responsible and competent professionals. The content of modules such as Labour Relation; Employee Compensation; Business Communication; Personal Computing and Business Management are comparable to the institution's qualification.

2. Boston, Massachusetts:
Institution: Harvard Business School (HBS).
Name of Qualification: Certificate in Human Resource Management.

The Harvard Business School is consistently ranked among the top business schools in the world and offers a Certificate in Human Resource Management. This qualification goes beyond talent management to engage learners fully in every aspect of senior leadership discussions. The content of modules such as Introduction to Human Resource Management; Information Technology; General Management are comparable to the institutions.

3. Egypt:
Institution: The American University of Cairo.
Name of Qualification: Certificate in Human Resources.

The qualification contains modules such as Introduction to Training and Development; Communication Management Administrative Management which are comparable to the institution's Higher Certificate in Human Resource Practices. This qualification introduces learners to the complexities of human resources management from an international comparative perspective.

4. Kenya:
Institution: United States International University of Nairobi.
Name of Qualification: Certificate in Human Resources and Organisational Behaviour.

The qualification contains modules such as Introduction to Human Resources; Introduction to Training and Development; Communication Management which are comparable to the institution's Higher Certificate in Human Resource Practices.

The qualification equips the learner with knowledge, skills and attitudinal competencies required for effective job performance as General and Human Resource Officers at lower levels in organisations. Also, it builds their capacity and orients them to critical issues and techniques of managing people in work organisations.

5. France:
Institution: Higher Education Commerce School of Management.
Name of Qualification: Certificate in Human Resource Management and Development.

The qualification contains modules such as Organisational Communication, Human Resource Administration, Managing Workplace Conflict and Human Resource Development, which are similar to the content of the modules of the institution's qualification.

The content of the module outcomes of the Higher Certificate in Human Resource Practice is comparable with the above international qualifications.

ARTICULATION OPTIONS

This qualification allows possibilities for both vertical and horizontal articulation.

Horizontal Articulation:

Higher Certificate in Business Management, NQF Level 5.

Vertical Articulation:

Advanced Certificate in Business Administration and Commerce, NQF Level 6.

Diploma in Business Administration, NQF Level 6.

Bachelor of Business Administration, NQF Level 7.

Bachelor of Commerce, NQF 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.	Richfield Graduate Institute of Technology Pty Ltd