SAQA

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SOUTH AFRICAN QUALIFICATIONS AUTHORITY

REGISTERED QUALIFICATION:

Bachelor of Industrial Psychology

SAQA QUAL ID	QUALIFICATION TITLE
125271	Bachelor of Industrial Psychology
ORIGINATOR
Regenesys Management (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
National First Degree	Field 07 - Human and Social Studies		General Social Science
ABET BAND	MINIMUM CREDITS	PRE-2009 NQF LEVEL	NQF LEVEL	QUAL CLASS
Undefined	360	Not Applicable	NQF Level 07	Regular-Provider-ELOAC
REGISTRATION STATUS		SAQA DECISION NUMBER	REGISTRATION START DATE	REGISTRATION END DATE
Registered		EXCO 0637/26	2026-01-30	2029-01-30
LAST DATE FOR ENROLMENT		LAST DATE FOR ACHIEVEMENT
2030-01-30		2035-01-30

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 Bachelor of Industrial Psychology is to provide individuals with the opportunity to attain cognitive knowledge and skills appropriate within the human and social studies field. Broadly, the qualification assists in addressing the shortage of skilled professionals in psychology-related disciplines and supports transformation in the field of human and social studies and generic social science. Learners studying Industrial Psychology develop a wide range of transferable skills that are relevant to a wide range of careers within public and private sectors.
Learners will be able to analyse complex industrial psychology problems, explore and assess different solutions, and communicate their findings effectively. As such, there is the opportunity for a wide range of career paths in the areas of industrial psychology, or any area in which a global awareness and critical thinking skills are an asset.

The curriculum and exit level outcomes reflect a broad range of skills and knowledge consisting of principles and theoretical engagement designed to encourage intellectual independence. These skills-sets provide access to the world of work and promote context-specific critical and analytical decision-making or problem-solving skills. qualifying will be able to lead and interact with a diverse and multicultural populace, whilst simultaneously advancing positive social transformation in the workplace.

Upon completion of the qualification, a qualifying learner will be able to:

Identify and analyse human resource problems systemically and creatively using accepted Industrial Psychology theories and practices.

Evaluate and recommend human resource development strategies that align with organizational goals and enhance employee performance and engagement.

Demonstrate a comprehensive understanding of and insight into Human Resource Management challenges, processes, and practices for enhancing organizational performance and ensuring ethical management of workforce diversity.

Display a detailed knowledge of theories and perspectives of organisational behaviour; interpreting different organisational cultures and the role individual and group dynamics play in creating learning and self-reflective organisational practices.

Rationale
The Bachelor of Industrial Psychology aligns with the critical and scarce skills lists published annually in South Africa, which regularly state a demand for competent professionals who can ground decisions in evidence, lead themselves and a diverse workforce, structure and present logical arguments, and display project management capabilities across all sectors in society. The demand for Industrial Psychology professionals has grown significantly in South Africa due to the evolving dynamics of the modern workplace, the emphasis on employee wellbeing, productivity, and organisational effectiveness.

Organisations increasingly recognise that human capital is central to achieving strategic goals, and therefore require professionals equipped with psychological insight into human behaviour in workplace contexts. The Covid-19 pandemic of the early 2020's changed the way many organisations communicate and interact, as the concept of "remote work" became an accepted practise and engagements with the global population is now commonplace across sectors. Qualifying learners are well-positioned to enter roles such as: Human Resource Practitioner, Organisational Development Assistant, Talent Management or Training Officer, Employee Wellness Coordinator and Research Assistant or Junior Consultant, among others.

Furthermore, the qualification serves as a critical developmental stage for learners who aspire to become registered Industrial Psychologists, Psychometrists, or Research Psychologists through further postgraduate training and professional registration. The qualification provides a strong foundation for articulation into a Bachelor of Honours and subsequently into Master's and Doctoral qualifications.

The Bachelor of Industrial Psychology addresses a strategic need in South Africa's higher education and employment landscape by producing qualifying learners capable of contributing to organisational success and societal wellbeing through evidence-based psychological principles. The qualification aligns with national priorities, professional standards, and industry expectations, positioning it as a critical contributor to the advancement of both individuals and the broader economy.

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING

Recognition of Prior Learning (RPL):
The institution has an approved Recognition of Prior Learning (RPL) policy which is applicable with regards to equivalent qualifications for admission into the qualification. RPL will be applied to accommodate applicants who qualify. RPL thus provides alternative access and admission to qualifications, as well as advancement within qualifications. RPL may be applied for access, credits from modules and credits for or towards the qualification.

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 should they be allowed entrance into the qualification.

RPL for exemption of modules:

Learners may apply for RPL to be exempted for 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.

The institution does not exceed the national maximum of 10% admissions into its qualification via Recognition of Prior Learning.

Entry Requirements:

National Senior Certificate, NQF Level 4, granting access to bachelor's degree studies.
Or

Senior Certificate, NQF Level 4. With endorsement.
Or

National Certificate (Vocational), NQF Level 4, granting access to bachelor's degree studies.

RECOGNISE PREVIOUS LEARNING?

QUALIFICATION RULES

This qualification consists of the following compulsory modules at National Qualifications Framework, Level 5, 6 and 7 totalling 365 Credits.

Compulsory Modules, NQF Level 5, 125 Credits:

Industrial Psychology 501, 10 Credits.

Human Resource Development 501, 10 Credits.

Human Resource Management 501,10 Credits.

Organisational Behaviour Theory 501,10 Credits.

Coaching and Mentoring 501,10 Credits.

Workplace Motivation 501, 10 Credits.

Foundational Personal Mastery,5 Credits.

Industrial Psychology 502,10 Credits.

Human Resource Development 502, 10 Credits.

Human Resource Management 502,10 Credits.

Organisational Behaviour Theory 502,10 Credits.

Coaching and Mentoring 502, 10 Credits.

Workplace Motivation 502, 10 Credits.

Compulsory Modules, NQF Level 6, 120 Credits:

Industrial Psychology 601, 10 Credits.

Human Resource Development 601, 10 Credits.

Human Resource Management 601, 10 Credits.

Organisational Behaviour Theory 601, 10 Credits.

Decision Theory 601, 10 Credits.

Workplace Motivation 601, 10 Credits.

Industrial Psychology 602, 10 Credits.

Human Resource Development 602, 10 Credits.

Human Resource Management 602, 10 Credits.

Organisational Behaviour Theory 602, 10 Credits.

Performance Management 602, 10 Credits.

Work Studies 602, 10 Credits.

Compulsory Modules, NQF Level 7, 120 Credits:

Industrial Psychology 701, 10 Credits.

Human Resource Development 701, 10 Credits.

Human Resource Management 701, 10 Credits.

Organisational Behaviour Theory 701,10 Credits.

Performance Management 701, 10 Credits.

Work Studies 701, 10 Credits.

Industrial Psychology 702, 10 Credits.

Human Resource Development 702, 10 Credits.

Human Resource Management 702, 10 Credits.

Organisational Behaviour Theory 702, 10 Credits.

Performance Management 702, 10 Credits.

Work Studies 702, 10 Credits.

EXIT LEVEL OUTCOMES

1. Identify and analyse human resource problems systemically and creatively using accepted Industrial Psychology theories and practices.
2. Evaluate and recommend human resource development strategies that align with organizational goals and enhance employee performance and engagement.
3. Demonstrate a comprehensive understanding of and insight into Human Resource Management challenges, processes, and practices for enhancing organizational performance and ensuring ethical management of workforce diversity.
4. Display a detailed knowledge of theories and perspectives of organisational behaviour; interpreting different organisational cultures and the role individual and group dynamics play in creating learning and self-reflective organisational practices.
5. Perform a personal critique on the manner in which unique learning strategies, intelligence and perspectives contribute towards one's personal, professional, and ongoing learning needs.
6. Make and execute advanced decisions and solve complex contextual problems related to areas such as coaching, performance management and work studies.

ASSOCIATED ASSESSMENT CRITERIA

Associated Assessment Criteria for Exit Level Outcome 1:

Identify common human resource problems in provided case studies and describe how industrial psychology theories and practices may assist in providing a solution.

Distinguish between commonly used industrial psychology principles to select the most appropriate strategy to solve case study-based problems.

Evaluate provided case studies related to human resource problems, suggesting the origin for the problem and potential solutions based on accepted Industrial Psychology theories and practices.

Associated Assessment Criteria for Exit Level Outcome 2:

Identify the main theories and methodologies associated with human resource development.

Summarise common business-related problems that involve human resource development, differentiating between local, international and virtual environments.

Review provided case studies involving human resource development problems, recommending training and skills development strategies that may improve staff performance.

Associated Assessment Criteria for Exit Level Outcome 3:

Identify and describe generally accepted theories and practices associated with human resource management and organisational performance.

Explain the most encountered challenges, processes, and practices for enhancing organizational performance.

Apply and integrate theoretical and practical knowledge to offer potential solutions designed to enhance organisational performance ethically for a diverse workforce, based upon provided case studies.

Associated Assessment Criteria for Exit Level Outcome 4:

Identify theories and perspectives of organisational behaviour describing how these contribute towards organisational success.

Apply key theories and concepts of organisational behaviour to business case studies to enhance operational performance.

Analyse provided business case studies and propose solutions that will contribute towards a positive work environment that encourages collaboration and innovation.

Associated Assessment Criteria for Exit Level Outcome 5:

Describe different learning strategies, intelligences and perspectives on personal mastery.

Identify personal learning strategies, intelligences and perspectives by drafting a personal development plan.

Interpret their learning strategies using a personal development plan as it contributes towards personal, professional and ongoing learning needs.

Associated Assessment Criteria for Exit Level Outcome 6:

Recognise various theories and methodologies associated with coaching, performance management and work studies, matching the correct approach to different provided case study scenarios.

Integrate relevant industrial psychology theories and methodologies to address identified problems from a business perspective in provided case studies.

Recommend strategies and solutions to provided organisational case studies, based upon the correct understanding of multiple sources of information as a move of potential addressing issues related to staff performance and organisational goal attainment.

INTEGRATED ASSESSMENT
The Integrated Assessment of the qualification includes formative assessment and summative assessment. The institution is guided by its Assessment and Moderation Policy.

Formative Assessment:

Objective test (multiple choice)

Assignments (essays, research papers, report, quizzes)

Summative Assessment:
Examination.

The final mark therefore is formed of the formative assessment carrying a weight of 60 % and the summative assessment carrying a weight of 40 %.

INTERNATIONAL COMPARABILITY

The Bachelor of Industrial Psychology has been benchmarked against comparable international qualifications to ensure that its purpose, structure, content, and level align with global standards in Industrial Psychology. The comparative analysis confirms that this qualification is equivalent in academic depth, professional orientation, and duration to similar programmes offered by universities worldwide.

Country: Australia
Institution: University of Melbourne
Qualification title: Bachelor of Psychological Science (Work and Organisational Psychology Stream)
Level: Australian Qualifications Framework (AQF) Level 7
Duration: 3 years full-time

Purpose/Rationale:
This qualification focuses on the scientific study of human behaviour in workplace contexts. Core areas include decision-making, motivation, leadership, and organisational behaviour. Learners develop theoretical and research competencies that prepare them for postgraduate studies and professional registration.

Similarities:

Both the South African qualification and the Australian qualification focus on the integration of theory, research, and applied organisational practice.

They are both pitched at level 7 of the national qualification frameworks.

The duration of study is also the same.

Country: Uganda
Institution: Makerere University
Qualification title: Bachelor of Industrial and Organisational Psychology
Duration: 3 years full-time.

Purpose/Rationale:
This undergraduate qualification is positioned to respond to the growing demand in Uganda for applied psychologists in workplace settings. The curriculum emphasises the application of behaviour science methods, theory and practice in organisational contexts, particularly suited to developing economy conditions and compares well with the South African Bachelor of Industrial Psychology in terms of modules and exit level outcomes.

Similarities:

Both qualifications are offered for three years on full-time basis.

Both qualifications have similar modules and exit level outcomes.

The Makerere University qualification's curriculum emphasises the application of behaviour science methods, theory and practice in organisational contexts, particularly suited to developing economy conditions.

Similarly, the South African qualification's curriculum and exit level will enable learners to display a detailed knowledge of theories and perspectives of organisational behaviour; interpreting different organisational cultures and the role individual and group dynamics play in creating learning and self-reflective organisational practices.

Country: United States
Institution: University of Illinois Urbana-Champaign
Qualification title: Bachelor of Science in Industrial-Organisational Psychology
Level: United States Higher Education Framework (equivalent to NQF Level 7)
Duration: 4 years full-time

Purpose/Rationale:
This qualification emphasises the application of psychological principles to employee selection, performance management, and organisational effectiveness. It includes extensive training in research methods, behavioural analysis, and job design.

Similarities:

The South African Bachelor of Industrial Psychology and the United States qualification cover equivalent theoretical and applied domains.

Both qualifications have similar academic duration when credit equivalencies are considered.

Conclusion:
The Bachelor of Industrial Psychology is comparable in purpose, structure, and learning outcomes to similar international qualifications, ensuring that qualifying learners are prepared to operate effectively within both local and global organisational contexts. The alignment confirms that the qualification meets international academic and professional standards while remaining grounded in the South African socio-economic and developmental environment.

ARTICULATION OPTIONS

This qualification allows possibilities for horizontal, vertical, and diagonal articulation.

Horizontal Articulation:

Bachelor of Commerce in Industrial and Organisational Psychology, NQF Level 7.

Due to a limited number of registered qualifications between subframeworks at Level 7, there are currently no articulation options.

Vertical Articulation:

Bachelor of Commerce Honours in Industrial Psychology, NQF Level 8.

Diagonal Articulation

Higher Occupational Certificate: Creative and Critical Thinking Specialist, NQF Level 5.

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.	Regenesys Management (Pty) Ltd