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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Master of Commerce in Employment Relations and Human Resources 
SAQA QUAL ID QUALIFICATION TITLE
122511  Master of Commerce in Employment Relations and Human Resources 
ORIGINATOR
Nelson Mandela University 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Master's Degree  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  180  Not Applicable  NQF Level 09  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Registered  EXCO 0525/24  2024-07-11  2027-07-11 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2028-07-11   2031-07-11  

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 Master of Commerce in Employment Relations and Human Resources is to provide learners with a comprehensive local and global perspective of employment relations and human resources. The advanced study should deliver a thorough theoretical and practical grounding, qualifying learners to think analytically and strategically, to identify and apply best practices in the management of people and organisations and to lead organisational change in South African and international organisations.

The qualification aims to develop learners' ability to be effective strategic business partners, employee advocates, knowledgeable change agents, and organisational leaders.
Learners should demonstrate an understanding of contemporary work and employment issues; critical and analytical thinking and problem-solving skills to address challenges and solve complex organisational-related employment problems in an adaptive and innovative manner; the ability to formulate logical arguments based on theory and analysis which together with a broad range of communication competences would influence and engage a diverse group of employees and stakeholders; and excellent research skills to analyse and respond to the rapid changes reshaping local and international labour markets, work practices and policies.

The learning qualification would allow working specialists to further their careers into more senior management positions and for those new to the field to fast-track their careers. Career opportunities in employment relations and human resources for learners would not be limited to private organisations but could include the public and not-for-profit sectors. Further opportunities exist in employment consultancies, dispute resolution agencies, labour organisations, and international bodies such as the International Labour Organisation.

Upon completion of the qualification, qualifying learners will be able to:
  • Apply employment relations theoretical and conceptual tools to analyse complex employment relations systems and to address specific performance, justice, labour, and employment relations problems.
  • Integrate and apply substantive and procedural law principles to the relationships among employers, employees, employer organisations, trade unions and the state.
  • Integrate and apply knowledge of various regulatory systems and ethical codes to the relationships among employers, employees, employer organisations, and trade unions.
  • Analyse, evaluate and apply a range of theoretical perspectives, trends, practices, and strategies to the management of human resources and employment relations in organisational settings.
  • Access, process, analyse, evaluate, and communicate information to improve organisational performance.

    Rationale:
    In the 1980's post the implementation of the 1979 Wiehahn Commission recommendations, Trade Unions, determined to bring about both workplace and political change, actively engaged and challenged employers. In response to the rapid increase in adversarial industrial relations in the Eastern Cape, senior members of the department set up executive qualifications and an honours qualification in labour relations and human resources.
    Post-1995, the Department introduced a Master's qualification to fill the gap in advanced Labour Relations and Human Resources. It was prompted by the significant changes made to the South African political and legislative environment introduced to normalise employer-employee relationships and create a climate which would facilitate the outcomes of economic efficiency and social justice.

    As South Africa entered the global environment and markets, the country was readmitted to the International Labour Organisation (ILO), became a signatory to key conventions and embraced the concept of social dialogue. The suite of labour legislation that passed through the National Economic Development and Labour Council reflected the mainstreaming of ILO principles, conventions, and recommendations.

    Further, given the multiple transformative challenges and changes in the world of work, driven by technological changes as in the 4th Industrial Revolution, environmental and climate change, globalisation, threats of pandemics, as well as persistent inequalities between and within nations, the World Economic Forum Future of Jobs Report 2016 highlighted the need for strong social and collaborative skills to manage the inevitable changes. The report emphasised that human resource management skills needed to be strengthened across the globe to ensure that a strategic approach was taken to providing the workforces of the future.
    In response to the same challenges likely to impact the world of work, the International Labour Organisation reaffirmed its commitment to the belief that universal and lasting peace and prosperity could be accomplished only if it is based on social justice. Achieving social justice and economic efficiency requires professionals cognisant of the concepts, benefits and management of social dialogue, social protection, rights at work and job creation all pillars of decent work.

    South Africa needs employment relations and human resource professionals to manage this complex and challenging environment at multiple levels, namely nationally, within a sector or industry and at the level of the workplace. Organisational performance is dependent on good people management which means the ability to manage and develop employees using sound employment relations, good human resource practices such as recruitment, retention, training and development and performance management. South Africa is hampered by skills shortages in the arena of employment relations and human resources with the South African Department of Higher Education and Training having listed human resource management skills among their occupations in high demand in South Africa. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):
    RPL provides alternative access and admission to qualifications, as well as advancement within qualifications. RPL will be applied to accommodate applicants who qualify.

    This qualification offers learners a thorough grasp of employment relations and human resource issues, consistent with the institutional mission and goals. Given the rapidly changing global environment for both the world of work and higher education, the content of the qualification has been reviewed, a separate research method module included and further, with the advances in technology and changing emphasis towards blended learning, the delivery mechanism of the qualification has been adapted.

    RPL for access:
  • Learners who do not meet the minimum entrance requirements or the required qualification that is at the same NQF level as the qualification required for admission may be considered for admission through RPL.
  • To be considered for admission in the qualification based on RPL, applicants should provide evidence in the form of a portfolio that demonstrates that they have acquired the relevant knowledge, skills, and competencies through formal, non-formal and/or informal learning to cope with the qualification expectations.

    RPL for exemption of modules:
  • Learners may apply for RPL to be exempted from modules that form part of the qualification. For a learner to be exempted from a module, the learner needs to provide sufficient evidence in the form of a portfolio that demonstrates that competency was achieved for the learning outcomes that are equivalent to the learning outcomes of the module.

    RPL for credit:
  • Learners may also apply for RPL for credit for or towards the qualification, in which they must provide evidence in the form of a portfolio that demonstrates prior learning through formal, non-formal and/or informal learning to obtain credits towards the qualification.
  • Credit shall be appropriate to the context in which it is awarded and accepted.

    Entry Requirements:
    The minimum entry requirement for this qualification is:
  • Bachelor of Commerce Honours, NQF Level 8.
    Or
  • Bachelor of Commerce Honours in Human Resource Management, NQF Level 8.
    Or
  • Bachelor of Arts Honours in Labour Relations and Human Resources, NQF Level 8. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of the following compulsory modules at National Qualifications Framework Level 9 totalling 180 Credits.

    Compulsory Modules, NQF Level 9, totalling 180 Credits.
  • Research Methods, 10 Credits.
  • Employment Relations, 30 Credits.
  • Human Resource Management, 30 Credits.
  • Employment Law, 30 Credits.
  • Workplace Change and Development, 20 Credits.
  • Treatise, 60 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Apply employment relations theoretical and conceptual tools to analyse complex employment relations systems and to address specific performance, justice, labour, and employment relations problems.
    2. Integrate and apply substantive and procedural law principles to the relationships among employers, employees, employer organisations, trade unions and the state.
    3. Integrate and apply knowledge of various regulatory systems and ethical codes to the relationships among employers, employees, employer organisations, and trade unions.
    4. Analyse, evaluate and apply a range of theoretical perspectives, trends, practices, and strategies to the management of human resources and employment relations in organisational settings.
    5. Access, process, analyse, evaluate, and communicate information to improve organisational performance.
    6. Apply organisational change theory and practice to the analysis of specific organisational problems and the management of solutions to improve organisational performance.
    7. Engage in independent learning and research activities in the field of employment relations and human resources. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcomes 1.
  • Analyse global trends for the potential impact on employment relations systems.
  • Evaluate, analyse, and apply employment relations theories, principles, and practices to the management of complex employment relationships.
  • Examine and evaluate complex employment relations in diverse contexts through a case study approach.
  • Analyse and propose changes to employment relations systems to achieve specified performance and justice outcomes.

    Associated Assessment Criteria for Exit Level Outcomes 2.
  • Analyse the principles and guidelines of the International Labour Organisation to identify applications within South African legislation.
  • Apply the South African individual employment legislation to ensure workplace compliance.
  • Apply the principles and practices for dispute resolution outlined in the South African employment legislation to the resolution of individual and collective disputes.

    Associated Assessment Criteria for Exit Level Outcomes 3.
  • Analyse and evaluate international, industry and organisational collective agreements for effectiveness in promoting performance and justice.
  • Analyse and evaluate voluntary industry and organisational codes of conduct for effectiveness in promoting performance and justice.
  • Apply the ethical codes particular to employment relations and human resource professionals to evaluate personal and organisational behaviour.

    Associated Assessment Criteria for Exit Level Outcomes 4.
  • Analyse and evaluate a range of theoretical perspectives, trends, practices, and strategies for potential impact on human resources and employment relations in organisational settings.
  • Develop and align human resources and employment relations management strategies to ensure human resource capabilities with organisational strategies to achieve organisational goals.
  • Develop and apply human resource and employment relations management strategies, practices, and processes to resolve conflict and enhance employee motivation, commitment, and performance.

    Associated Assessment Criteria for Exit Level Outcomes 5.
  • Analyse and apply information to align human resource strategies and practices with business strategies and practices for improved organisational performance.
  • Employ technology to access, process, manage, store, and manipulate a range of human resource information for the improvement of organisational performance.
  • Draw and communicate conclusions in the most appropriate manner with due regard to the social, cultural, and ethical considerations of the role players.

    Associated Assessment Criteria for Exit Level Outcomes 6.
  • Analyse and develop solutions for challenges within the workplace by applying employment relations, human resource and change management theory, principles, and practices.
  • Distinguish for the purpose of formulating effective solutions from different perspectives and approaches of multiple stakeholder groups.
  • Follow a case study approach to demonstrate the utility of theories, practices and processes of employment relations and human resources to the management of organisations.

    Associated Assessment Criteria for Exit Level Outcomes 7.
  • Identify and conduct a research problem relevant to the field of employment relations and human resources.
  • Conduct and develop the aims and objectives of the research problem to contextualise A literature review.
  • Select and apply research methods either qualitative, quantitative or mixed-method, relevant to the research problem.
  • Analyse the data collected appropriately and the results or findings, based on the research data.
  • Present logically the conclusions and recommendations based on the results or findings.

    INTEGRATED ASSESSMENT
    All the content modules follow an integrated assessment approach. The assessment tasks are aligned with the module outcomes and combine both formative and summative assessments.
    The assessment instruments assess learner knowledge and understanding and ensure active engagement with the learning material. Assessment results are used to provide feedback to learners plus inform learning and teaching.

    Formative Assessment:
    Each module contains some formative assessments which are not class mark assessments. This allows learners the freedom to offer free-ranging debate and interpretation and offers optimum opportunities for feedback from peers and lecturers. Feedback is provided on all formative assessments. Mark-bearing assignments are a mix of formative and summative assessments in the ratio of 55% for the formative assessments and 45% for the final summative assessment.

    The formative assessments during the semester relate to the module outcomes and serve as part preparation for the final summative assessment. The formative assessments are a mix of progress checks:
  • Case studies
  • Practical exercises
  • Role-plays
  • Group discussions
  • Presentations
  • Essay
  • Assignments
  • Reflective journals

    The research method module includes a formative assessment for the presentation of a draft proposal for peer review and then opportunities to test the understanding of research methods and research ethics through online testing.

    Summative Assessment:
    The final summative assessment may be an examination as is the case for Employment Relations, Employment Law and Human Resource Management, or the submission and presentation of a project as is the case for Workplace Change and Development.

    The external moderator visits the campus at the end of each semester during the final assessment period. The moderator reviews and moderates the formative and summative assessments for each module for all the candidates. Where appropriate the moderator may also require that selected learners present themselves for an oral examination.

    The process for the research treatise is different from the coursework modules. The research treatise is formatively assessed at several stages in the development of the treatise. Initially, a draft proposal is assessed, and feedback is given during the Research Methods module. Thereafter, the final proposal serves before the School Research Committee for comment and feedback by a few reviewers. The revised proposal is submitted to the Faculty Ethics Committee who provide further feedback. Once final ethics clearance is given by the institution the learner commences with the project. At each of the subsequent stages of the finalisation of the treatise chapters and the final document, extensive formative feedback is provided by the supervisor and if appropriate the co-supervisor. 
    		•

    INTERNATIONAL COMPARABILITY 
    Country: United Kingdom
    Institution: Manchester University
    Duration: One year
    Credits: 180
    Entry requirement: First or Upper Second-class honours degree

    Purpose/Rationale:
    People are at the heart of any organisation, so the ability to manage and develop employees, ensure their welfare, and understand changing employment legislation is essential to business survival. Learners will gain advanced knowledge and skills that prepare them for a career as a well-rounded human resources practitioner. They will also have the opportunity to work on a live employment tribunal case which provides valuable hands-on experience.

    Course structure:
    Modules:
  • Strategy and Practice.
  • Context and Organisation.
  • Employment Practice and Equality.
  • Industrial Relations.
  • International Human Resource Management.
  • Comparative Industrial Relations.
  • Human Resource Management, comparable to Human Resource Management.
  • Workplace Research and Analysis Skills.
  • Research Dissertation, comparable to Research Methods.

    Exit level outcomes:
  • Develop knowledge of the theoretical foundations and real-world practice of human resource management and industrial relations, both in the UK and internationally.
  • Build an understanding of strategic changes in HRM.
  • Gain strategic insight and boost your CV by attending workshops delivered by HR practitioners.
  • Work on a live employment tribunal case.
  • Gain a competitive edge in the job market by studying a course accredited by the Chartered Institute of Personnel and Development (CIPD).

    Similarities:
  • The Manchester University (MU) and the South African (SA) universities are offered over one year and consist of 180 credits.
  • Both qualifications accept learners who have completed a bachelor of honours degree in the relevant field.
    The MU qualification will prepare learners to gain advanced knowledge and skills that prepare them for a career as well-rounded human resources practitioners.
  • Similarly, the SA qualification aims at allowing working specialists to further their careers into more senior management positions and for those new to the field to fast-track their careers.
  • Both qualifications share similar modules, such as Human Resource Management and both have a strong focus on developing the learners' research methods.
  • The UM learners will be able to build an understanding of strategic changes in human resource management.
  • The SA learners will be able to understand and apply a range of theoretical perspectives, trends, practices, and strategies to the management of human resources and employment relations in organisational settings.

    Differences:
    The MU learners undergo non-credit workshops-bearing.
    Country: Australia
    Institution: University of Western Australia
    Qualification title: Master of Human Resources and Employment Relations
    Duration: 18 months
    Credits: 96
    Entry requirements:
  • Bachelor's degree, or an equivalent qualification
    or
  • At least two years of professional experience in a relevant occupation

    Purpose/Rationale:
    This specialist qualification is suitable for learners already employed, or those who are contemplating a career in human resource management, industrial relations or a related area.
    The Master of Human Resource Management and Employment Relations produces graduates who are effective strategic business partners, confident employee advocates, knowledgeable change agents, and organisational leaders.

    The qualification aims to produce graduates who demonstrate an understanding of contemporary work and employment issues, critical thinking skills to solve complex business-related employment problems, a broad range of communication competencies to influence and engage a diverse group of employees and stakeholders and excellent research skills to analyse and respond to the rapid changes reshaping local and international labour markets, work practices and policies.

    Qualification Structure
    Modules:
  • Sustainability and Employment Relations
  • Strategic Workplace Relations
  • Employment Relations in a Global Context, comparable to Employment Relations.
  • Negotiation and Dispute Resolution
  • Diversity and Inclusion
  • People Analytics
  • Strategic Human Resource Management, comparable to Human Resource Management.
  • Employee Relations Law, comparable to Employment Law.
  • Ethics and Sustainability Management
  • Introduction to Global Business
  • Organisational Development and Change, comparable to Workplace Change and Development.
  • Work-Based Learning Project
  • Work Integrated Learning Internship Program

    Similarities:
  • The University of Western Australia (UWA) and the South African (SA) qualifications share similar modules such as Human Resource Management, Employment Law and Organisational Development and Change.
  • The UWA qualification aims to produce graduates who are effective strategic business partners, confident employee advocates, knowledgeable change agents, and organisational leaders.
  • The SA qualification, similarly, aims to develop learners' ability to be effective strategic business partners, employee advocates, knowledgeable change agents, and organisational leaders.
  • The UWA qualification is suitable for professionals working in the human resources and employment relations area who wish to extend and deepen their knowledge and for those wishing to move into the field.
  • Similarly, the SA qualification would allow working specialists to further their careers into more senior management positions and for those new to the field to fast-track their careers.

    Differences:
  • The UWA qualification has a work-based learning project and work-integrated learning Internship program attached to it. Whereas the SA qualification has a focused research project. 
    		•

    ARTICULATION OPTIONS 
    Horizontal Articulation:
  • Master of Commerce in Human Resources Management, NQF Level 9.
  • Master of Management Sciences in Human Resources Management, NQF Level 9.
  • Master of Commerce in Industrial Relations, NQF Level 9.
  • Master of Administration in Labour Relations Management, NQF Level 9.
  • Master of Administration in Human Resource Management, NQF Level 9.

    Vertical Articulation:
  • Doctor of Commerce in Human Resources Management, NQF Level 10.
  • Doctor of Business Studies, NQF Level 10.
  • Doctor of Human Resource Management, NQF Level 10.
  • Doctor of Management Sciences in Human Resources, NQF Level 10.

    Diagonal Articulation
    There is no diagonal articulation for this qualification. 
    		•

    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. Nelson Mandela University 


    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.