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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Bachelor of Social Science Honours in Industrial Sociology 
SAQA QUAL ID QUALIFICATION TITLE
118022  Bachelor of Social Science Honours in Industrial Sociology 
ORIGINATOR
University of Fort Hare 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
-   HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Honours Degree  Field 07 - Human and Social Studies  Industrial & Organisational Governance and Human Resource Development 
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 Bachelor of Social Science Honours in Industrial Sociology aims to equip the learner with the necessary sociological ability to analyse the roles, interests, concerns and biases of the different actors to the employment relationship.

It also helps prepare the learner for role in both the economy and society - as a contributor to conflict resolution and industrial relations harmony. Through these means, the learner will contribute to the growth and stability of the economy and nation in general.

The qualification will empower learners:
  • Explore discourses and practical issues in employment relations.
  • Help the learner gain a deeper understanding of the theories, practices and trends in South African industrial relations arena.
  • Prepare the learner to play a role as an industrial relations as a practitioner, researcher, or analyst.

    Rationale:
    Over the years, industries and other organisations have often grappled with setting priorities among the different value inputs in their businesses. Among these contending factors are human resources, capital (i.e. liquidity and equipment), among others. In various contexts, the importance of human capital in organisations seems to have been ignored or 'second-classed' in preference for capital.

    Organisational studies have however revealed that the critical importance of well-resourced labour and good labour-management relationship cannot be ignored in developing organisational productivity. It is therefore important to develop a qualification in industrial sociology (with focus on industrial relations) that encompasses all the dynamics in the management-labour relationship nexus, such as collective bargaining, dispute resolution, unionism, occupational health and safety, industrial democracy and strikes. Developing a cohort of qualified graduates with competencies in these areas is of critical importance to handling the rapidly changing nature of work presently. It is therefore important the qualification will equip learners with the required methodological and ethical competencies to carry out industrial relations functions in organisations be developed.

    The essence of developing a qualification in industrial sociology with focus on industrial relations is captured by Stephen W Rooke. According to Rooke (1989:94) "Competence in industrial relations requires a working knowledge of industrial relations law, an understanding of industrial relations processes and an ability to interpret awards and agreements, a more basic requirement is a genuine and consuming interest in people - in their problems, in their aspirations and needs, and in what motivates their actions. Without this, the industrial relations practitioner will always be operating at a superficial level, seeing only the obvious tip of the iceberg above the water without knowing and understanding nothing of what lies beneath the surface" (Rooke, WS 1989. 'The role of the industrial relations practitioner at the plant level'. Asia Pacific Human Resource Management, February 1989).

    From an enterprise perspective, industrial relations is important to an organisation as it focuses on developing and managing the complex relations between the different actors involved in the productive process of an organisation. Nationally, industrial relations involves much diverse stakeholders such as the employers' organisations, union collectives and government. The stakeholders in industrial relations have different goals in relation to productivity, and these differences results to tensed relationship. Using in-depth knowledge, the practitioners identify those gaps in this complex relationship, design and apply strategies that would be acceptable to all parties. Practitioners help design collective bargaining procedures and agreements, implementation of agreements, training and motivation strategies, compensation, etc. The qualification is hinged on two broad modules - industrial relations and human resource management, with various elective courses to choose from. The lecturers consist of a staff cohort with professional affiliations to chartered personnel management bodies, and national and international sociological associations focusing on industrial relations.

    The qualification is targeted at those seeking careers or career advancement in industrial relations, human resource management, training, and organisational development, as well as analysts and planners. It is expected that learners will apply their skills in contributing to sound organisational industrial relations in which the different actors maintain a degree of harmony which is critical to the achievement of organisational productivity and satisfied workers.

    The industrial sociology qualification is designed in such a way as to equip the students to pursue further Postgraduate studies (Master's Degree in industrial relations, labour law and human resource management). It is also a good basis for continuing career development in industrial relations consultancy, unionism and human resources management in both the private and public sectors. Through these means, the learner can effectively contribute to both industrial harmony and economic development of the country. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):
    Any learner with a basic qualification such as a Diploma or Certificate in the Social Sciences and has demonstrated knowledge of industrial relations practice or human resource management in any capacity in both public and private sectors over a period of at least 5 years, and have (has) during these years, attended courses/trainings in industrial relations, labour law or human resource management, may be considered for admission into the qualification through RPL. As an addition, such a learner must also demonstrate relative academic literacy in English language without compromising on the use of his or her indigenous language in learning the course. Such a learner will be exempted from the basic NQF Level 7 entry qualification. On completion of both the coursework and the research component, the learner shall be awarded the full qualification.

    Entry Requirements:
    The minimum entry requirement is:
  • Bachelor of Social Science, NQF Level 7. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of compulsory modules at NQF Level 8 totalling 134 Credits.

    Compulsory Modules at Level 8, 134 Credits:
  • Industrial Relations, 26 Credits.
  • Critical Approaches to Human Resource Management, 26 Credits.
  • Contemporary South African Trade Unionism, 26 Credits.
  • Labour History; Labour Law, 26 Credits.
  • Research Project, 32 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Demonstrate competence in the subject matter of industrial relations, including its constitutional basis and theoretical orientations.
    2. Demonstrate an understanding of the "environment" of industrial relations and the changes taking place in South Africa.
    3. Analyse and discuss the reality and myth of employee participation in workplace decision-making.
    4. Demonstrate an understanding of public sector industrial relations and how it differs from private sector industrial relations.
    5. Gain the knowledge of collective bargaining processes and the factors that facilitate or hinder good collective bargaining in organisations.
    6. Show an understanding of industrial conflict and strikes in organisations.
    7. Display competence in understanding labour conflict resolution processes in South Africa.
    8. Demonstrate an understanding of trade unionism, the role, structure and internal politics of trade unionism in South Africa.
    9. Discuss remuneration system in organisations and demonstrate good understanding of pay disparity among workers and genders in South Africa. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Define IR, describe the levels of IR, and the differences between IR and HRM.
  • Discuss the legal and constitutional basis for industrial relations in South Africa.
  • Descibe key propositions and critiques of various industrial relations theories, as well as their applicability - or the lack thereof - to the South African industrial relations context.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Present on how contemporary forces, such as globalisation, technology, market forces, political factors, and the "changing nature of work" impact on industrial relations.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Become familiar with the key debates on the subject of employee participation in organisational governance,
  • Show the channels available to workers to influence workplace decision-making.
  • Evaluate the effectiveness or otherwise of these channels.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Discuss the main features of public sector and private sector industrial relations.
  • Highlight why the reasons behind widespread cynicism in South Africa (and internationally) against public sector unionism.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Identify and discuss the structures and functions of collective bargaining.
  • Identify and discuss the shortcomings of collective bargaining processes.
  • Identify factors that enhance or impede collective bargaining.
  • Discuss the role of collective bargaining in dispute resolution.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • Outline and discuss the theoretical explanations for the frequency, extent and variations in strike activities.
  • Apply the agitator 'theory".
  • Differentiate between protected and unprotected strikes.
  • Differentiate between strikes and industrial conflict.

    Associated Assessment Criteria for Exit Level Outcome 7:
  • Discuss the institutions of labour dispute resolution in post-1994 South Africa.
  • Evaluate the effectiveness of CCMA as an important dispute resolution mechanism in post-1994 industrial relations in South Africa.

    Associated Assessment Criteria for Exit Level Outcome 8:
  • Discuss the growing phenomenon of casualization, internships and other forms of precarious/flexible employment in the debate about the weakening of trade unions in South Africa.

    Associated Assessment Criteria for Exit Level Outcome 9:
  • Outline and discuss the pay disparity debate (executive pay versus compensation for the rank-and-file) with emphasis on its role in industrial conflict.

    Integrated Assessment:
    Formative:
    Formative assessment is in the form of oral question-and-answer sessions in class. This is done in order to assess the level of knowledge the learners may have prior to the commencement of teaching. This initial assessment result gives the lecturer clue on how to proceed with teaching.

    Summative:
    Summative assessment is in the form of:
    (a) Short seminar papers (take home assignment).
    (b) Seminar presentations.
    (c) A class test.
    (d) A final examination.
    (e) A research project supervised by an internal supervisor and examined by both internal and external examiners. The project consists of 30 Credit units out of a total of 134 Credit units the qualification carries. 
    		•

    INTERNATIONAL COMPARABILITY 
    It is important to highlight the fact that industrial relations globally has been affected in recent times by similar global trends such as technology, financial crisis and loss of jobs, precarious labour practices, continuous erosion of union power in the workplace and union's involvement in national politics. These global contemporary challenges to industrial relations have therefore underline the need to develop similar approaches for dealing with these common challenges in different countries.

    This qualification compares favourably to similar qualifications in different countries around the world. Some of the countries where the qualification in Industrial Relations (or related qualifications) is offered include the following:

    Spain:
    The Bachelor's Degree (Honours) in industrial relations is offered in different universities in Spain as a four year study. At the Autonomous University of Barcelona (UAB), Spain, the qualification is called 'Bachelor's Degree in labour relations' with major two focus areas in human resource management and labour law. A learner must make a choice in the final year on which area to specialise. The qualification is housed in the faculty of law. In addition to UAB, University of Alicante equally offers a four year Bachelor's Degree in Labour Relations and Human Resources. The qualification is also structured as the South African qualification in that there is the taught component and a research project in the fourth year of the study. Other universities in Spain offering this qualification include University of Cadiz; University of Castilla; University of Cordoba, among others.

    Canada:
    Various universities in Canada offer four year honours courses in Industrial and Labour Relations. The qualification is housed in the Faculties of Arts. There are three years of coursework and one year of internship for McGill University. The modules offered range from core industrial relations courses to labour law, industrial sociology, economics and history. For some Canadian universities such as York University, focus is mainly on human resource management (employment law, recruitment, and selection; performance appraisal, occupational health and safety; compensation, and training and development) although their qualification also incorporates major elements of industrial relations. For Ryerson University, its department is named 'human resources management and organisational behaviour'. At the University of Ottawa, the qualification is located in the school of management.

    United States of America:
    Various Universities in the United States of America offer a four year Bachelor of Arts Degree in Human Resource Management with combined focus in industrial and labour relations modules. This is how Michigan State University structures its qualification. There is similarly, a four year Bachelor of Science degree in Industrial and Labour Relations at Cornell University; Bridgeport University, Connecticut; University of Minnesota, Twin Cities Campus; and University of Delaware. The major feature of the US honours degree qualification in industrial relations is that it is combined with human resources management and the duration is four years. The Degree qualifies a learner for the master's degree in either human resources management or industrial relations or both.

    New Zealand:
    Various universities in New Zealand offer Bachelor of Commerce (Honours) degree in Human Resource Management and Industrial Relations. The structure is very much like this qualification. A bachelor's Degree graduate qualifies for admission into the Bachelor of Commerce (Honours). It is offered at the Victoria University of Wellington. In other universities such as the University of Canterbury, industrial relations is subsumed in the Bachelor's Honours Degree in Human Resources Management.

    Ghana:
    Several universities in Ghana such as University of Ghana offer four year honours qualification in human resource management (HRM) with other modules related to industrial relations - "Labour Law, Human Behaviour in Organisations, Human Resource Management, Manpower Planning, Business Policy, and Industrial Relations". Other universities that offer Honours Degree in Industrial Relations and Human Resource Management include University of Cape Coast; University of Professional Studies and Accra.

    Another feature of this qualification is that it is housed in the department of industrial relations and human resources management in either the faculty of social sciences as a unit of industrial sociology or in the faculty of management and commerce or as a separate department. This is similar to the format observed internationally.

    In terms of the study duration of the qualification, most of the international cases reviewed above offer the qualification as a four year honours Degree - which implies that learners study several core courses and borrow elective courses from related fields of study. In both the South African and international contexts, this qualification require that final year learners conduct supervised research projects which are moderated both internally and externally. 

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

    Horizontal Articulation:
  • Bachelor of Arts Honours in Industrial Sociology, NQF Level 8.
  • Bachelor of Social Science Honours in Industrial Sociology and Labour Studies, NQF Level 8.
  • Postgraduate Diploma in Industrial Relations, NQF Level 8.

    Vertical Articulation:
  • Master of Social Science, NQF 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.
     
    NONE 


    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.