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: 

Master of Commerce in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
123424  Master of Commerce in Human Resource Management 
ORIGINATOR
MANCOSA 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
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 0729/25  2025-02-04  2028-02-04 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2029-02-04   2032-02-04  

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 Master of Commerce in Human Resource Management qualification acknowledges the importance of professionals with a broad range of skills and in-depth knowledge across multiple disciplines. Through its comprehensive curriculum and targeted areas of study, the qualification equips learners with the necessary expertise to navigate the ever-changing landscape of Human Resource Management in today's dynamic professional world. This qualification goes beyond meeting the immediate requirements of the job market. It also addresses the pressing global challenges faced by organisations today.

By emphasising the development of ethical decision-making, practical leadership skills, research capabilities, and a global perspective on Human Resource Management, graduates are prepared to tackle complex issues and contribute to sustainable and responsible practices within their organisations.

A further purpose of this qualification is to develop the knowledge and skills required to satisfy the globally and locally acknowledged essential outcomes for a career in this field. Learners will be well-equipped to gain employment, provide value to their current employers, pursue further education in this field, or work as industry consultants. The distance mode of provisioning aims to ensure that it promotes wider and more equitable access and reaches larger sections of learners wanting to study towards the Master of Commerce in Human Resource Management qualification. The Master of Commerce in Human Resource Management qualification aims to bridge the skills gap and offer opportunities to learners to receive the required access to skills development in Human Resource Management.

Furthermore, this qualification opens up learner employment opportunities. As the qualification equips learners with a diverse skill set and extensive knowledge, they are well-positioned to pursue various human resource roles in different industries and sectors.

The qualification is well aligned to the exit levels of a more strategic orientation. It will perfectly suit individuals who are undergoing development within the organisation in the field of human resources.

Upon completion of the qualification, qualifying learners will be able to:
  • Adapt conceptual and analytical frameworks in organisational development and manage strategically planned and unplanned change within different organisational settings in a professional manner.
  • Reinforce ethical behaviour in corporate governance and the management context.
  • Recommend relevant research and analytical tools to evaluate organisational problems and develop appropriate solutions which demonstrate the application of responsible decision-making processes and critical thinking skills.
  • Critically evaluate the contemporary global Human Resource Management practices and concepts and choose an appropriate process for creating solutions to the implications of the global economy, culture, managing expatriates and workforce diversity on international human resource management.
  • Formulate strategic methods and procedures for developing and selecting competent global leaders who can apply appropriate and innovative methods, techniques, processes, or technologies to complex practical and theoretical problems within an organisation complex practical or theoretical problems.

    Graduates will possess the following attributes on completion of the qualification:
  • Able to align people management strategies with business objectives and the external environment
  • Capable of identifying and responding to stakeholders' demands, managing organisational relationships, and being effective communicators of business and management ideas, theories and solutions to peers and the wider community.
  • Be effective decision-makers in building organisational capability through high-performing people and critical thinking skills required in the field of human resource management and be adept in developing solutions to complex problems.
  • Knowledgeable in the core areas of human resource management and possess the capabilities to manage a range of functions within those organisations effectively.
  • Adept at critical evaluation of evidence in support of an argument or proposition in solving problems in Human Resource Management through the application of appropriate management theories, principles, and data.
  • Able to synthesise ideas, theories, and data in developing solutions to business and managerial problems.
  • Ethical in their practice through knowledge of stakeholder management processes and implementation.

    Upon completion of the qualification, graduates can aspire to the following positions:
  • Human Resources Coordinator
  • Human Resource Generalist
  • Consultant, Human Resources
  • Human Resources Specialist
  • Human Resources Development Manager
  • Human Resources Manager
  • Human Resources Business Partner
  • Chief Human Resource Officer

    Rationale:
    The decision to introduce the Master of Commerce in Human Resource Management qualification was driven by the evolving needs and demands of the South African Board of People's Practice (SABPP), industry and changing legislative requirements. The qualification's introduction further supported the changing workforce dynamics, evolving Human Resource practices, and the need for research and innovation. Additionally, the qualification offers professional growth opportunities and enhances career prospects for individuals in the Human Resource field. Overall, the Master of Commerce in Human Resource Management qualification is designed to equip graduates with the necessary expertise to excel in the dynamic Human Resource management landscape and contribute strategically to organisational success.

    With the growing importance of human resources as a business partner, human resource professionals should be aligned with current but changing trends. Human Resource professionals keep abreast of profession-specific journals and websites. This qualification allows them to delve deeper into the theoretical constructs that human resources operate within, and the current trends and global practices will impact positively the manner in which they manage the department and their relationship with other business partners.

    The Master of Commerce in Human Resource Management programme will be beneficial to individuals who want to find employment as listed below:
  • Human Resources Coordinator.
  • Human Resource Generalist.
  • Consultant, Human Resources.
  • Human Resources Specialist.
  • Human Resources Development Manager.
  • Human Resources Manager .
  • Human Resources Business Partner.
  • Chief Human Resource Officer. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):

    RPL for access:
    In this process, non-formal and/or informal learning is measured, evaluated, and checked for equivalence or parity with the formal qualification entry requirements. The RPL assessment process will focus on ways of evaluating a person's knowledge and skills acquired through lifelong learning experiences (formal, non-formal and informal) against a set of pre-determined criteria.

    The RPL process focuses on establishing whether the learner has acquired competence in the following areas:
  • Basic theoretical knowledge
  • Practical competence
  • Reflective competence
  • Applied competence.

    A small number of applicants who do not meet the minimum entry requirements will be considered for acceptance via RPL.

    The applicant must:
  • Be at least 30 years of age.
  • Demonstrate a minimum of 8 years of work experience with a minimum of 3 years of managerial experience.
  • Submit a detailed Portfolio of Evidence.
  • Provide a comprehensive CV with detailed working experience.
  • Submit certified copies of qualification certificates and transcripts.
  • Provide a signed personal letter of motivation.
  • Submit all relevant and appropriate certificates for short courses or training (formally, informally, or non-formal) completed to support the motivation to be accepted for the qualification through RPL and as evidence of continuous assessment and learning.
    Or
  • Produce a letter from the Human Resources (HR) Department for relevant and appropriate short courses or training (formally, informally, or non-formal) completed to support the motivation to be accepted for the qualification through RPL and as evidence of continuous assessment and learning for those who are not in possession of certificates.

    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.
    Or
  • Postgraduate Diploma (Human Resource Management), NQF Level 8. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of the following compulsory modules at NQF Level 9, totalling 180 Credits.

    Compulsory Modules, Level 9, 180 Credits:
  • Organisational Development, 20 Credits.
  • Ethics and Corporate Governance, 20 Credits.
  • Research Methodology and Applied Statistical Techniques, 20 Credits.
  • International Human Resource, 20 Credits.
  • Global Leadership, 20 Credits.
  • Human Resource Legislation, 20 Credits.
  • Technology in Human Resource Management, 15 Credits.
  • Dissertation, 45 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Adapt conceptual and analytical frameworks in organisational development and manage strategically planned and unplanned change within different organisational settings in a professional manner.
    2. Reinforce ethical behaviour in corporate governance and the management context.
    3. Recommend relevant research and analytical tools to evaluate organisational problems and develop appropriate solutions which demonstrate the application of responsible decision-making processes and critical thinking skills.
    4. Critically evaluate the contemporary global Human Resource Management practices and concepts and choose an appropriate process for creating solutions to the implications of the global economy, culture, managing expatriates and workforce diversity on international Human Resource Management.
    5. Formulate strategic methods and procedures for developing and selecting competent global leaders who can apply appropriate and innovative methods, techniques, processes, or technologies to complex practical and theoretical problems within an organisation.
    6. Determine electronic Human Resource Management (e-Human Resource Management) systems for accessing, processing, and managing Human Resource Management information, comprehensive reports, and data for effective human resource management.
    7. Critically analyse the South African Labour legislation system and policies that are used to create industrial harmony and resolve disputes related to employment relations at different levels of the labour relations system.
    8. Conceptualise appropriate processes and systems through research, independent thinking, and work, to enhance the adoption of proven Human Resource Management and governance practices.
    9. Synthesise Human Resource Management policies, theories, and principles of talent management, including the application of research methods and techniques to critically evaluate human resource management qualifications and policy alternatives, including providing solutions to complex practical or theoretical problems. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcomes 1:
  • Manage strategically planned and unplanned change within different organisational settings in a professional manner.
  • Conceptualise and analyse frameworks in organisational development and change management to provide strategic solutions to challenges faced by organisations facing different circumstances.
  • Appraise various cases to enhance the implementation of various types of organisational development interventions and provide professional leadership during a change process.
  • Present practical examples to simplify the application of analytical frameworks in organisational development.
  • Examine complex organisational scenarios to determine the appropriate strategies for responding to planned and unplanned change within different organisational settings.

    Associated Assessment Criteria for Exit Level Outcomes 2:
  • Investigate principles and theories of ethical behaviour to reinforce the adoption the ethical leadership and responsible conduct in the corporate management environment.
  • Compare fundamental ethics and codes of professional practices to reinforce appropriate and acceptable standards of professional practice in making ethical decisions when faced with complex organisational issues and suggest interventions that always improve accountable leadership.
  • Appraise leadership case studies to develop critical thinking skills required by leaders in the application of the ethics code at a corporate level.
  • Dissect types of ethical challenges to defend the use of ethical approaches and principles in decision-making and solving intricate challenges in organisations.

    Associated Assessment Criteria for Exit Level Outcomes 3:
  • Select and apply research techniques, theoretical frameworks, strategic thinking, and critical thinking skills to facilitate strategic decision-making and recommend solutions to address complex organisational circumstances.
  • Critically examine theoretical perspectives to acquire an expert ability to compile research proposals and project reports based on past and present literature to form theoretical frameworks for the effective management of the organisation.
  • Research complex business problems to recommend appropriate solutions and practices aimed at realising the strategic goals of the organisation.
  • Analyse and apply theoretical foundations for supporting strategic decision-making and informing business practice.
  • Select, describe, justify, and defend appropriate research design and methodology to explore a research topic on business-related problems.

    Associated Assessment Criteria for Exit Level Outcomes 4:
  • Evaluate different settings of International Human Resource Management practices to gain specialist expertise for creating strategic Human Resource Management interventions within international organisations.
  • Recommend strategies for performing International Workforce Planning and Staffing to critically prepare for the implications of the different staffing options and the various types of employees for multinational enterprises.
  • Critically evaluate key drivers and development of the Internationalisation of human resource management are critically evaluated to strategically perform human resource management duties in a global business setting.
  • Present arguments to select the most appropriate approaches for International Recruitment and selection for an organisation.
  • Assess strategic requirements for international training and management development to formulate tactical training and development initiatives for enhancing performance and achieving the objectives of multinational enterprises.

    Associated Assessment Criteria for Exit Level Outcomes 5:
  • Critically examine the impact of globalisation on the organisation to develop appropriate strategic approaches for developing global leaders and reinforcing their own global leadership capabilities to resolve complex organisational challenges.
  • Compare differences across countries for leaders to make strategic decisions regarding creative methods, techniques, processes, or technologies for pursuing global market opportunities.
  • Explore approaches for leadership development to design strategies for developing global leaders to provide informed leadership and decision-making.
  • Evaluate theoretical frameworks for global leadership to produce strategies for responding to pressures for global integration and local responsiveness.
  • Critically analyse essential competencies of effective global leaders to formulate strategies for bridging the gap between global leadership demand and supply.

    Associated Assessment Criteria for Exit Level Outcomes 6:
  • Compare different views on electronic Human Resource Management (e-Human Resource Management (e-HRM)) implementation to propose appropriate systems for accessing, processing, and managing Human Resource Management information, to produce comprehensive reports and data for effective human resource management.
  • Critically examine challenges associated with the application of e-Human Resource Management in the storage, protection or processing of organisational information to prove the significance of designing appropriate solutions for handling Big HR data.
  • Compare the merits and demerits of technological applications are compared to aid decision-making regarding the functional areas of e-HRM within an organisation
  • Investigate ethical issues in the context of e-HRM to decide on appropriate strategies for the implementation of e-HRM.
  • Investigate the process of Human-Computer Interaction and Human Resource information systems to aid decision-making in the adoption and use of the Human Resource information system.

    Associated Assessment Criteria for Exit Level Outcomes 7:
  • Resolve challenges experienced at different levels of the labour relations system through appropriate structures, interventions, and systems to create industrial harmony and productivity and prevent unintended consequences.
  • Evaluate labour relations disputes and cases to plan for unforeseen circumstances in managing different stakeholders in labour relations and gain expert skills for addressing planned and unplanned conditions.
  • Compare various samples of employment contracts to develop employment contracts that are compliant with the legislative requirements.
  • Appraise appropriate legislation to effectively apply rules applicable to the management and termination of the employment relationship.

    Associated Assessment Criteria for Exit Level Outcomes 8:
  • Critically examine various research methods to produce appropriate systems, practices, and recommendations for predicting the implications of different circumstances and improving decision-making in organisations.
  • Design research tools and theoretical frameworks to resolve leadership, Human Resource Management, legal and other business-related problems facing modern organisations.
  • Apply various ethical model scenarios to enhance the use of ethical approaches and principles in decision-making and learn how to solve complex challenges in organisations.
  • Examine relevant literature to effectively handle the negative and positive effects of Corporate Reporting, Governance and Accountability for the business.

    Associated Assessment Criteria for Exit Level Outcomes 9:
  • Examine Human Resource Management policy, theories and principles of talent management are examined to provide solutions to complex or theoretical problems.
  • Examine the research methods illustrated to gain an understanding of how it is used to solve complex practical or theoretical problems.
  • Examine quantitative and qualitative methods and techniques to understand how they can be applied to the Human Resource Management discipline.
  • Critique statistical hypotheses to understand the research around Human Resource Management.
  • Illustrate research approaches and philosophies are illustrated to ensure the consistency of research processes.

    INTEGRATED ASSESSMENT
    The projects and case studies (formative assessments) at this level are structured such that learners are required to practice and demonstrate a number of higher-order skills, including the ability to articulate, evaluate and appropriately use evidence.

    The summative assessments carry a 60% weighting and are online, open-book examinations, termed an Online Summative Assessment (OSA), which requires learners to demonstrate specialist knowledge to enable engagement with and critique of current research or practices, as well as advanced scholarship in a particular field, discipline, or practice. At NQF level 9 these assessments evaluate the cognitive skills of learners (i.e., creation, application, analysis, and evaluation). It provides an opportunity for learners to synthesize their experiences and knowledge, apply these to practical scenarios and proffer innovative solutions to problems posed.

    Assessment Strategy
    The assessment method for each module on this qualification is either by:
  • Formative Assessments and an Online Summative Assessment or
    Projects.
  • The master's qualification has a compulsory research report and dissertation respectively.

    Where the assessment is based on a formative assessment and an online summative assessment the final mark is calculated as follows:
  • Formative assessment (Case Study and Project)- 40% and
  • Summative assessment - 60%

    Where the assessment is based on a research report or dissertation, the research will contribute to 100% of the final mark. In order to pass this component a final mark of 50% is required. To pass a module a sub-minimum of 40% is required in each form of assessment and a final combined mark of 50% is required.

    Entrance to the Summative Assessment is dependent on meeting the sub-minimum requirements of the formative assessments for each semester. Where the assessment of a module is based on a project, the project will contribute to 100% of the final mark. In order to pass the module a final mark of 50% is required. 
    		•

    INTERNATIONAL COMPARABILITY 
    Country: United Kingdom
    Name of Institution: University of Strathclyde Glasgow
    Qualification title: MSc Human Resource Management
    Duration: Two years

    Entry requirements:
  • Minimum second-class Honours degree,
    Or
  • Overseas equivalent (view the entry requirements for your country), in a social science or business-related subject.

    Purpose/Rationale:
    The MSc Human Resource Management is for those who aim to pursue a career in Human Resource Management. This qualification aims to develop an advanced level of knowledge and understanding related to the Human Resource Management function in organisations. Mixing theory and practice, this qualification offers the learner the opportunity for in-depth study of organisations and the management of work.

    Throughout the learner's study, there will be a number of guest lectures and tailored seminars delivered by leading Human Resource and business managers, focusing on the practical challenges of managing people in organisations. Additionally, Human Resource professionals will be able to attend high-profile conferences. Learners will have the opportunity to regularly engage with senior Human Resource professionals through departmental and external networking opportunities.

    Learning Outcomes:
  • Understand and be able to critically evaluate how organisational and Human Resource strategies are shaped and developed in response to internal and external environmental factors.
  • Display a critical understanding of professional practice in Human Resource Management, informed by an international outlook and strong social awareness.
  • Communicate and interact effectively.
  • Combine theory and practice in the study of organisations and the management of work.
  • Opportunity to undertake project placement.

    Course structure
    Modules:
  • Business Skills
  • Contemporary Employment Relations
  • Critical Issues in Human Resource Management
  • Employee Reward
  • Human Resource Management in a Business Context, comparable to International Human Resource Management
  • Leading, Managing and Developing People, comparable to Global Leadership
  • People Resourcing
  • Research Methods

    Similarities:
  • The University of Strathclyde Glasgow (USG) and the South African (SA) qualifications both accept learners who have completed an honours degree in the cognate field.
  • The USG qualification consists of eight compulsory modules, including Research Methods.
  • Both qualifications will be completed in the same timeframe.
  • The SA's qualification's International Human Resource Management module is similar to the USG Human Resource Management in a Business Context module, while Global Leadership is similar to Leading, Managing and Developing People.
  • The SA qualification aims to equip graduates with a diverse skill set and extensive knowledge, so they are well-positioned to pursue various Human Resource roles in different industries and sectors.
  • Similarly, the USG qualification aims to develop an advanced level of knowledge and understanding related to the Human Resource Management function in organisations.

    Differences:
  • In the USG qualification, there is an option of one elective from three possibilities whereas the SA qualification does not include electives.
  • The SA qualification has a module on Ethics and Corporate Governance which is not included in the USG qualification.

    Country: Canada
    Name of Institution: University of Toronto
    Name of Qualification: Master of Industrial Relations and Human Resources (MIRHR)
    Duration: Two years

    Entry requirements:
  • A 4-year University of Toronto Bachelor's Degree,
    Or
  • its equivalent from a recognized university.

    Purpose/Rationale:
    The Master of Industrial Relations and Human Resources (MIRHR) degree qualification benefits learners who are interested in advanced academic study leading to career opportunities in Human Resource Management; labour management relations; collective bargaining and dispute resolution; organisation development and change; and labour market and social policy. The MIRHR degree may be taken on a full-time or part-time basis.

    The MIRHR is a professional degree qualification designed to train learners in the latest innovations and best practices within industrial relations and human resources management. The degree provides a specialised study of the employment relationship using an interdisciplinary approach.

    Course structure
    Modules:
  • Applied Statistics in Industrial Relations
  • Economic Foundations of Industrial Relations and Human Resources
  • Economics of Labour and Human Resources (PR)
  • Organisational Behaviour
  • Strategic Human Resources Management (exclusion: Aligning People and Strategy), comparable to International Human Resource Management.
  • Industrial Relations
  • Law of Labour Relations, comparable to Contemporary Employment Relations
  • Law in the Workplace

    Year 2:
  • Foundations and Current Issues in Industrial Relations and Human Resources
  • Research Methods for Industrial Relations and Human Resources (PR)
  • Research Project in Industrial Relations and Human Resources
  • Data Analytics and Metrics in Industrial Relations and Human Resources

    Similarities:
  • The University of Toronto (UT) and the South African (SA) qualifications accept learners who have completed a four-year degree study or equivalency to an honours degree.
  • The UT qualification has three modules similar to the SA qualification, such as Contemporary Employment Relations similar to Industrial Relations or the elective Law of Labour Relations module, while International Human Resource Management is similar in some ways from a content perspective to Strategic Human Resources Management.
  • Research Methodology and Applied Statistical Techniques will bear some similarity by having certain components similar to Applied Statistics in Industrial Relations.
  • The SA qualification graduates who wish to pursue advanced studies in Human Resource Management is a foundation for doctoral or research-based programmes, enabling learners to make significant contributions to the field through scholarly work and advanced expertise.
  • Similarly, the UT qualification benefits learners who are interested in advanced academic study leading to career opportunities in Human Resource Management; labour management relations; collective bargaining and dispute resolution; organisation development and change; and labour market and social policy.

    Differences:
  • Although three of the modules of both qualifications are similar, the specialisation focus is evident in most modules.
  • For the UT qualification the dissertation is optional whereas it is compulsory for the SA qualification. 
    		•

    ARTICULATION OPTIONS 
    Horizontal Articulation:
  • Master of Commerce in Employment Relations and Human Resources, 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. MANCOSA 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.