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 THAT HAS PASSED THE END DATE: 

Postgraduate Diploma: Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
36069  Postgraduate Diploma: 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
Postgraduate Diploma  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  240  Level 7  Level TBA: Pre-2009 was L7  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Passed the End Date -
Status was "Registered" 		 SAQA 0249/03  2003-08-13  2006-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2007-06-30   2010-06-30  

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 
The Postgraduate Diploma in Human Resource Management is an intensive two- year programme that provides advanced knowledge of human resources management theory and practice. It is directed towards persons who have a basic qualification in Human Resource Management and who have work experience in a human resource management environment.

The programme aims to develop an integrated conceptual understanding, synthesis and critical application of specific issues in human resource management.

Rationale for the qualification

The Postgraduate Diploma in Human Resource Management:
  • Contributes to regional and national goals by facilitating capacity building and human resource development in management for social and economic development
  • Develops the communication and analytical skills of learners
  • Recognises and caters for the career and economic needs of learners who are in employment

    The programme enables people employed in human resources departments in organisations to attain a further qualification in human resources management.
    This will allow them to practice as human resource generalists. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
  • The learner is competent in the language of instruction of the programme
  • The learner is able to work independently
  • The learner has obtained the general theoretical and practical knowledge and understanding at NQF level 5/appropriate prior learning
  • The learner has a qualification or experience in the human resources field
  • The learner is in possession of at least a diploma or its equivalent

    Recognition of prior learning

    This qualification may be obtained in whole or in part through the recognition of prior learning.

    In the cases where prior learning is to be recognised for purposes of access to the qualification:
    1. It is assumed that the learning derived from work or life experience will be a major element in the profiles of non-standard entrants primarily by means of an examination of their curriculum vitae (CV)
    2. Such `non-standard` candidates will be selected on the recommendation of a senior manager from their organisations/ companies.
    3. Where appropriate, interviews will also be conducted to assess the applicants. Some of the key criteria that will be used in evaluating `non-standard` applicants include:
    (a) the applicants` motivation, maturity and realistic approach to their studies;
    (b) job description, covering relevant area of work, giving examples of tasks carried out, possibly supplying references;
    (c) the nature and level of life/ work experience and prior study, and the learning which has resulted from such experience;
    (d) details of in-company short courses, length, content of material covered, standard achieved;
    (e) the clarity of the applicant`s educational goals and objectives;
    (f) the extent to which the applicant can provide evidence of the threshold skills and knowledge for the programme.

    Where prior learning is recognized for advanced standing, credit will be given for prior certificated learning in accordance with established practice at South African higher education institutions. The amount of `specific` credit granted is dependent on the match between prior learning and award towards which the intended programme leads.

    Credits may only be accumulated for modules, which are prescribed within the structure of a named award. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    An award of the Management College of Southern Africa (MANCOSA) will be conferred when the following conditions are satisfied:

    (1) The candidate was an enrolled and registered student of or at the College at the time of his or her assessment for an award and was not in debt to the College;
    (2) Details of the candidate`s full name, date of birth, sex, programme and award have been registered by the College;
    (3) It has been confirmed that the candidate has completed a programme of study approved by the Academic Board as leading to the award being recommended;
    (4) The award has been recommended by a Board of Examiners convened, constituted and acting under regulations approved by the Academic Board and including members approved as external examiners for the programme;
    (5) The recommendation of the award has been signed by the Chair of the Board of Examiners and by the Examinations Officer, confirming that the assessments have been carried out in accordance with the College`s requirements. 

    EXIT LEVEL OUTCOMES 
    At the end of the programme the learner will be able to:
  • Evaluate the provisions of relevant legislation
  • Apply human resource management principles in a work environment
  • Function as a generalist human resource practitioner
  • Demonstrate the importance of human resource management in organisations
  • Develop and implement human resource plans
  • Develop and implement staff recruitment strategies
  • Develop, implement and evaluate appraisal systems
  • Evaluate training and development needs in organisations
  • Ensure compliance with heath and safety regulations in organisations
  • Develop employee maintenance programmes

    Specific Outcomes

    Module 1: The Role of Human Resource Management
    At the end of the module the learner will be able to:
  • Define the sphere of responsibility of human resource management
  • Distinguish between personnel management and human resources management
  • Describe strategic human resource management
  • Explain the strategic purpose of human resource management
  • Describe the characteristics of an HRM organisation
  • Evaluate employment policies
  • Evaluate the relevant legislation affecting employees

    Module 2: Human Resource Planning
    At the end of the module the learner will be able to:
  • Define human resource planning
  • Explain the influence of the external environment on the human resources of an organisation
  • Describe the relationship between strategic planning and human resource planning
  • Describe the steps in the HR planning process
  • Explain the human resource forecasting process
  • Describe barriers to the formulation of HR plans
  • Distinguish between employment equity and affirmative action
  • Incorporate social issues in human resource planning

    Module 3: Staffing
    At the end of the module the learner will be able to:
  • Define job evaluation
  • Distinguish between job evaluation methods
  • Describe staff recruitment methods
  • Describe the employee selection process
  • Prepare an orientation and induction programme
  • Explain the grounds for termination of employee services

    Module 4: Performance Management
    At the end of the module the learner will be able to:
  • Explain the difference between performance appraisal and performance management
  • Explain the need for performance appraisal
  • Explain the steps in the development of an appraisal system
  • Describe different appraisal methods
  • Outline the requirements for conducting appraisal interviews
  • Evaluate problems in appraisal

    Module 5: Compensation Systems
    At the end of the module the learner will be able to:
  • Define compensation and incentives
  • List the objectives of a compensation system
  • Explain the steps in developing a compensation system
  • Describe the elements of a pay structure
  • Describe various incentive and benefit schemes
  • Evaluate issues affecting implementation of compensation systems

    Module 6: Employee Relations
    At the end of the module the learner will be able to:
  • Explain the components of the employment relations system
  • Explain the purpose of labour legislation
  • Describe programmes used to facilitate employee communication
  • Distinguish between the concepts career, career development and career planning
  • Establish career paths for employees
  • Develop employee assistance programmes
  • Evaluate employee assistance programmes

    Module 7: Employee Training and Development
    At the end of the module the learner will be able to:
  • Explain the difference between education, training and development
  • Compile a training and development plan
  • Explain the different elements of a training programme
  • Identify appropriate training methods
  • Evaluate training and development

    Module 8: Employee Health and Safety
    At the end of the module the learner will be able to:
  • Evaluate the provisions of the relevant legislation
  • Apply the provisions of the relevant legislation
  • Develop health and safety policies
  • Describe the impact of health and safety issues in the workplace
  • Evaluate health and safety policies 
    		•

    ASSOCIATED ASSESSMENT CRITERIA 
  • Human resource related tasks in an organisation are undertaken
  • Labour legislation is interpreted
  • Labour legislation is appropriately applied to specific situations

    Integrated assessment

    Assessment focuses on :
  • The application of Human Resource Management theory to a practical context
  • A balance between theory and practice and its relevance to the level of the qualification
  • The use of appropriate technology to ensure effective communication of ideas
  • The application the principles of labour relations in a practical context
  • The learner being able to display an understanding of the basic tenets of research and its application.
  • The ability to undertake independent research, in preparation of more scholarly work.

    The Assessment methods measure the extent to which the learner has achieved competence in the different areas of study delivered through course modules.
    These assessment methods include:
  • Case studies
  • Report writing
  • Interpretative and analytical problem solving in the written examination
  • Research and work based assignments
  • Self assessments activities in the course material 
    		•

    INTERNATIONAL COMPARABILITY 
    MANCOSA was established in the post 1994 period with the view of addressing the critical shortage of access to management education in South Africa. Between 1995 and 2000 MANC0SA was engaged in providing Private Higher Education to South Africans in association with its former partner the Buckinghamshire Chilterns University College, a College of the University of Brunel, in the United Kingdom.

    The Buckinghamshire Chilterns University College is listed as an accredited state recognised institution in the United Kingdom. During this 5-year period MANCOSA successfully delivered tuition and academic and administrative support to students enrolled on Buckinghamshire Chilterns University College Programmes

    The outcomes and assessment criteria, the degree of difficulty and the notional learning time of this qualification has been developed and benchmarked against MANCOSA`S former international partner, the Buckinghamshire Chilterns University College and best national and international practice.

    This programme is due for final ratification of accreditation by the Namibian Qualifications Authority (NQA) 

    ARTICULATION OPTIONS 
  • This qualification builds on Diploma and degree programmes from related and other sectors of the economy and relevant experience as well as the MANCOSA Certificate in Management Studies programme
  • The MANCOSA Postgraduate Diploma in Human Resource Management programme articulates into the Diploma in Management Studies Programme at MANCOSA or its equivalent at other Higher Education Institutions.
  • The expertise acquired doing this qualification in full or in part can be measured against requirements of other qualifications at MANCOSA or other institutions to obtain credits for specific modules 
    		•

    MODERATION OPTIONS 
    External examiners and moderators are appointed to validate the students examination and final assessments. The Examinations Board is the final decision making body that is responsible for the awarding of the qualification. 

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    To qualify as an assessor an individual must:
  • Generally have a Higher Education qualification at least one level higher than the course being assessed
  • be appropriately qualified and experienced as assessors.
  • Generally be the tutor responsible for that particular module.
  • Be in the possession of qualifications that are relevant to the programme

    The following criteria is used for appointing external examiners and moderators:
  • Their experience of examining this programme or its equivalent
  • Their independence from MANCOSA and from the programmes team
  • Their expertise in the subject area
  • Their scholastic contribution to the field

    External examiners and moderators are required to have a qualification at least 1 level higher than the programme being assessed. They also require at least 2 years experience lecturing in this programme or its equivalent. 
    		•

    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.