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: 

Bachelor of Commerce in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
62129  Bachelor 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
National First Degree  Field 03 - Business, Commerce and Management Studies  Generic Management 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  360  Level 6  NQF Level 07  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Registered  EXCO 0324/24  2024-07-01  2027-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2028-06-30   2033-06-30  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This qualification does not replace any other qualification and is not replaced by any other qualification. 

PURPOSE AND RATIONALE OF THE QUALIFICATION 
Purpose:
The purpose of the Bachelor of Commerce in Human Resource Management qualification is to develop learners who can apply theoretical knowledge and practical skills within the dynamic HR field, contributing to both public and private sectors in South Africa. The qualification is designed to meet the growing demand for HR professionals equipped with the strategic capabilities to manage human capital, improve organisational performance, and adapt to regulatory and technological changes. This qualification prepares learners to address national and professional HR needs by aligning with key human resource functions such as talent management, employee relations, organisational development, and compliance with labour legislation.

The institution's qualification targets a diverse range of learners, including recent school leavers with a National Senior Certificate or National Certificate Vocational, provided they have achieved the appropriate subject combinations and performance levels. It also welcomes applicants with an equivalent NQF level 4 qualification and proficiency in English, as well as those who have obtained a Higher Certificate, Advanced Certificate, or Diploma. For mature applicants over 23 who did not achieve a Bachelor's pass in Matric, the qualification provides entry through mature age exemption. Additionally, those who meet the requirements may apply through Recognition of Prior Learning (RPL), and international applicants are assessed per institutional guidelines.

Graduates can find employment within the Human Resource Department at major organisations, government sectors and corporate companies. There are various different opportunities and areas of responsibility to choose from, such as dealing with organisational policies and procedures, talent acquisition along with training and development. The qualification offers a flexible, industry-aligned education that equips learners with both theoretical knowledge and practical HR skills, making graduates job-ready for diverse HR roles. With accessible entry options, including mature age exemption and Recognition of Prior Learning, the qualification is open to a wide range of learners, including working professionals. The curriculum focuses on real-world applications, enhancing employability and career readiness, while the diverse network and strong learner support services provide a well-rounded, globally oriented learning experience.

With the current skills need and the scarcity of qualifications in human resource management, this qualification aims to produce graduates who are in possession of specific graduate attributes. The below qualification graduate attributes align to the graduate attributes. Critical thinking, foundation knowledge, ethical awareness, communication skills, interpersonal skills, innovation and entrepreneurship, adaptability and resilience, global leadership, cultural intelligence.
The qualification's graduate attributes identified below demonstrate the competencies the learner will possess.

Upon completion of the qualification, a qualifying learner will be able to:
  • Apply HR expertise and business acumen to support organisational effectiveness.
  • Evaluate and apply critical thinking and problem-solving skills to HR challenges.
  • Demonstrate ethical and legal awareness in human resource management practices.
  • Develop communication and interpersonal skills to foster positive workplace relationships.
  • Lead with effective teamwork and leadership skills in diverse organisational settings.
  • Adapt to change with innovation and creativity in HR strategies.
  • Implement global and cultural awareness in HR practices to support a diverse workforce.

    The purpose of the qualification is encapsulated in the qualification's exit-level outcomes, which align to the South African Qualifications Authority (SAQA) and National Qualifications Framework (NQF) competencies for an NQF Level 7 qualification. Upon completion of the qualification graduates will be able to:
  • Demonstrate the ability to make decisions and act appropriately through an understanding of organisational structure, systems and relevant policies in human resource management practice.
  • Demonstrate an ability to develop and communicate ideas and opinions in well-formed arguments using appropriate academic and professional discourse when engaged in human resources management contexts.
  • Demonstrate the ability to manage processes and take accountability in a variety of contexts relating to the management of human resources.
  • Demonstrate the ability to take decisions and act ethically and professionally; and
  • Apply various methods and systems in the development of human resource strategies and plans.
  • Contribute to improving organisational culture and climate.
  • Evaluate and apply appropriate methods, procedures or techniques when effecting human resource management functions.

    The qualification prepares learners with essential HR skills and knowledge, empowering them to make impactful contributions in the workplace and economy:
  • Human Resource Manager
  • Labour Relations Officer
  • Corporate Trainer/ Manager
  • Human Resource Consultant
    In conclusion, the qualification offers comprehensive training in recruitment, performance management, employee relations, and strategic HR planning, ensuring that graduates are well-equipped to handle the complexities of today's HR landscape.

    Through a curriculum grounded in both theory and real-world application, learners develop critical thinking, ethical decision-making, and effective communication skills, all of which are essential for driving productive, supportive workplace environments. After completing the Bachelor of Commerce in Human Resource Management qualification, graduates are prepared to enhance workforce productivity, contribute to positive organisational culture, and support sustainable growth, benefiting both the businesses they serve and the broader economy. With the ability to apply advanced HR strategies, graduates can lead initiatives that improve employee engagement, optimise talent management, and drive organisational efficiency, directly contributing to economic development and organisational success.

    Rationale:
    The qualification was developed in response to the increasing demand for qualified Human Resource (HR) professionals who can strategically manage human capital in both public and private sectors. The evolving nature of work, along with global trends such as digital transformation, the gig economy, and changing labour laws, has led to a critical need for HR professionals who can navigate these complexities (Armstrong and Taylor, 2020). Additionally gaps in existing HR skills, particularly in areas like talent management, employee relations, and strategic HR planning (Society for Human Resource Management (SHRM) (2023). The qualification seeks to fill these gaps by providing a comprehensive curriculum that equips learners with the skills needed to excel in dynamic HR roles.

    The qualification was developed in response to a clear demand within the human resources sector and broader industry, where professionals identified a critical need for skilled HR practitioners who can address modern workplace dynamics and contribute to organisational growth (Noe, Hollenbeck, Gerhart, and Wright, 2022).

    The qualification benefits society and the economy by equipping graduates with the competencies to support organisational effectiveness, enhance employee well-being, and improve workplace productivity. In line with national strategies, the Bachelor of Commerce in Human Resource Management qualification also contributes to sustainable development and economic growth by preparing HR professionals who can lead initiatives that foster a green economy and inclusive employment practices (Dessler, 2020). The Bachelor of Commerce in Human Resource Management qualification thus plays a vital role in addressing sector needs while promoting socio-economic progress and supporting the national agenda for skills development.

    The qualification is designed for learners interested in human resources, people management, organisational development, and strategic workplace solutions. It is suitable for aspiring HR professionals, recent school leavers, and professionals already working in HR or related fields. Graduates of the Bachelor of Commerce in Human Resource Management qualification can expect to enter into the following careers:
  • Human Resource Manager
  • Labour Relations Officer
  • Corporate Trainer/ Manager
  • Human Resource Consultant

    The qualification supports both immediate employment and ongoing academic and professional growth in the HR field. The qualification is part of a comprehensive learning pathway that supports vertical advancement through NQF levels, enabling learners to progress from an NQF Level 5 diploma to a Level 7 degree, such as the Bachelor of Commerce in Human Resource Management qualification itself, and onwards to postgraduate qualifications like the Bachelor of Business Administration Honours (NQF Level 8) or a Master's degree in Human Resource Management. This pathway allows for both vertical and diagonal progression, recognising prior learning and giving learners credit for partially completed qualifications. These pathways facilitate career progression by combining structured learning and work experience, supporting the attainment of professional designations over time. As a qualification, the Bachelor of Commerce in Human Resource Management qualification serves as both an entry-level requirement for HR roles and a foundation for specialisation, enabling graduates to advance within the profession and pursue higher-level HR management and leadership positions. The Bachelor of Commerce in Human Resource Management qualification serves as an articulation pathway into higher NQF Levels. The qualification articulates horizontally, vertically, and diagonally with a range of human resource management qualifications offered by institutions both internationally and locally across the country. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):
    The institution recognises the important role that the Recognition of Prior Learning (RPL) plays in ensuring equitable access and participation in Higher Education. In this process, non-formal and/or informal learning are 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.

    RPL Process:
    Learners are required to submit an RPL application, and the MANCOSA RPL committee shall meet and provide outcomes regarding all RPL applications that are presented before the committee for decisions and recommendations regarding entry into the qualifications which prospective RPL candidates have applied for. The decisions are communicated by the committee to the relevant stakeholders in the enrolment department. 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

    All RPL applications are subject to evaluation by the RPL committee. No more than 10% of a cohort will be admitted into the qualification based on RPL. 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 a portfolio of evidence. Where appropriate, interviews will also be conducted to assess applicants for selection purposes. Some of the key criteria that will be used in evaluating 'non-standard' applicants include:
  • the applicant's motivation;
  • job description, covering relevant area of work, giving examples of tasks carried out, possibly sup plying references, linked to a portfolio of evidence;
  • the nature and level of life/work experience and prior study, and the learning which has resulted from such experience;
  • details of in-company short courses, length, content of material covered, standard achieved;
  • the clarity of the applicant's educational goals and objectives; and
  • the extent to which the applicant can provide evidence of the threshold skills and knowledge for the qualification

    RPL for access:
    Assesses whether a candidate's prior experience and learning meet the entry requirements for a qualification, enabling them to be accepted into the qualification. In contrast, RPL for credits and/or exemptions evaluates if this prior learning can be counted towards specific modules within the qualification, potentially shortening the duration or reducing the coursework required. Essentially, RPL for admission determines eligibility for entry, while RPL for credits and exemptions grants academic credit or module exemptions based on previous learning.
    All RPL applications are subject to evaluation by the RPL committee. No more than 10% of a cohort will be admitted into the qualification based on RPL. 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 a portfolio of evidence. Where appropriate, interviews will also be conducted to assess applicants for selection purposes

    Awarding of Credits:
    The following standard applies:
    Credits are awarded for individual modules if, in the opinion of the assessors, the applicant has satisfied at least 80% similarity of the outcomes or meets all or most of the outcomes to determine the suitability of being admitted into the qualification. Credit will only be awarded if the applicant passed the module with a 50% or above pass mark with a 12-credit and above. Credits will also be given through Recognition of Prior Learning in accordance with established practice at South African higher education institutions. Assessment for Credit Accumulation Transfer (CAT) is conducted using the portfolio of evidence (PoE) submitted by the applicant. The maximum amount of 'specific' credit granted is 50% and credits may only be accumulated for modules, which are prescribed within the structure of a named award.

    RPL for admission assesses whether a candidate's prior experience and learning meet the entry requirements for a qualification, enabling them to be accepted into the qualification. In contrast, RPL for credits and/or exemptions evaluates if this prior learning can be counted towards specific modules within the qualification, potentially shortening the duration or reducing the coursework required. Essentially, RPL for admission determines eligibility for entry, while RPL for credits and exemptions grants academic credit or module exemptions based on previous learning. All RPL applications are subject to evaluation by the Admissions and Selections Recognition of Prior Learning Committee.

    Entry Requirements:
  • National Senior Certificate (NSC), NQF Level 4, granting access to Bachelor's degree studies.
    Or
  • National Certificate Vocational (NCV), NQF Level 4, granting access to Bachelor's degree studies
    Or
    Amended Senior Certificate (ASC), with Degree endorsement.
    Or
  • Senior Certificate (SC), with University Exemption or Degree endorsement.
    Or
  • Higher Certificate, NQF Level 5 in a cognate field of study.
    Or
  • Diploma, NQF Level 6 in a cognate field of study. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification comprises compulsory and elective modules at NQF Levels 5, 6, 7 totalling 360 Credits.

    Compulsory Modules, Level 5, 75 Credits:
  • Introduction to Business Management, 15 Credits.
  • Microeconomic Essentials, 15 Credits.
  • Introduction to Human Resource Management, 15 Credits.
  • Business Communication, 15 Credits.
  • Financial Reporting and Analysis, 15 Credits.
  • End User Computing, 15 Credits.
  • Digital Transformation in the Business Environment, 15 Credits.

    Compulsory Modules, Level 6, 135 Credits:
  • Fundamentals of Business Management, 15 Credits.
  • Fundamentals of Macroeconomics, 15 Credits.
  • Organisational Leadership, 15 Credits.
  • Organisational Staffing, 15 Credits.
  • Training and Development, 15 Credits.
  • Principles of Labour Law, 15 Credits.
  • Entrepreneurship and Small Businesses, 15 Credits.
  • Human Resource Information Systems, 15 Credits.
  • Business Statistics, 15 Credits.

    Compulsory Modules, Level 7, 120 Credits:
  • Performance Management, 15 Credits.
  • Employee Health and Wellness, 15 Credits.
  • Career Management, 15 Credits.
  • Group Dynamics and Leadership, 15 Credits.
  • Labour and Employee Relations, 15 Credits.
  • Employee Benefits and Compensation, 15 Credits.
  • Diversity Management, 15 Credits.
  • Human Resource Strategy, 15 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Demonstrate the ability to make decisions and act appropriately through an understanding of organisational structure, systems and relevant policies in human resource management practice.
    2. Demonstrate an ability to develop and communicate ideas and opinions in well-formed arguments using appropriate academic and professional discourse when engaged in human resources management contexts.
    3. Demonstrate the ability to manage processes and take accountability in a variety of contexts relating to the management of human resources.
    4. Demonstrate the ability to take decisions and act ethically and professionally; and
    Apply various methods and systems in the development of human resource strategies and plans.
    5. Contribute to improving organisational culture and climate.
    6. Evaluate and apply appropriate methods, procedures or techniques when effecting human resource management functions. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Analyse organisational structures and systems to determine influence on decision-making processes and organisational effectiveness.
  • Apply human resource policies and legislative frameworks to workplace scenarios to ensure compliance and informed decision-making.
  • Evaluate ethical implications and alignment of organisational decisions with human resource policy to assess contribution to organisational objectives.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Integrate human resource theories and empirical evidence to construct coherent written and oral arguments supporting informed viewpoints.
  • Evaluate human resource issues using evidence-based reasoning to generate logical and persuasive arguments within professional discourse.
  • Apply principles of effective communication to present human resource solutions clearly and ethically to diverse organisational audiences.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Implement human resource management processes to ensure operational efficiency and alignment with strategic objectives.
  • Evaluate human resource processes using relevant metrics and performance indicators to promote accountability and continuous improvement.
  • Integrate ethical leadership and teamwork principles to manage human resource activities across diverse organisational contexts.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Interpret ethical principles, codes of conduct, and professional standards to address dilemmas in human resource contexts.
  • Analyse implications of ethical and unethical behaviour to promote organisational reputation and employee well-being.
  • Evaluate alternative courses of action in complex human resource contexts to determine the most ethical and professional response.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Analyse internal and external organisational data to identify human resource needs and inform strategic planning.
  • Apply human resource strategies and systems to align with organisational objectives and promote long-term sustainability.
  • Evaluate effectiveness of human resource strategies using measurable indicators to ensure continuous improvement and innovation.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • Assess organisational culture and climate to apply appropriate diagnostic tools and theoretical frameworks.
  • Implement culture initiatives to enhance inclusivity, employee engagement, and organisational effectiveness.
  • Evaluate impact of cultural interventions to ensure improvement in employee morale, retention, and organisational performance.

    Associated Assessment Criteria for Exit Level Outcome 7:
  • Apply human resource management methods, procedures, and technologies to understand core functions such as recruitment, training, and performance management to ensure operational effectiveness.
  • Evaluate effectiveness of human resource management techniques against organisational objectives and industry best practices to determine areas for improvement.
  • Develop human resource management procedures to address emerging organisational and technological demands.
    Integrated Assessment
    The Assessment Strategy is aligned to the Council on Higher Education Accreditation Criteria (2012), the National Policy and Criteria for Designing and Implementing Assessment for NQF Qualifications and Part-Qualifications and Professional Designations in South Africa (SAQA, 2014).¿

    Integrated assessment requires careful consideration to implement formative and summative assessment methods which offer an inclusive and holistic view of learners' learning. Assessments are aligned with the pre-defined learning outcomes per module culminating with the qualification exit level outcomes. Formative and summative assessments are diverse in nature, and these encompass knowledge check questions, case studies, and scenario-based questions. Formative assessments allow for regular feedback to learners, highlighting areas of success and improvement. Summative assessments evaluate learner learning at the completion of a learner's learning journey. Imperative to integrated assessments is the provisioning of feedback to not only learners but also internally, as whereby the results of assessments play a critical role in informing the development of future assessment, assessment practices and the continuous improvement of the qualification.

    The institution has recognised a change in its learner profile and more significantly in the learning needs of learners, nationally and internationally. Correspondingly, there have been a number of advancements in education technology that better support learner success. In pursuit of global relevance and enhanced learner success, MANCOSA has taken the decision to participate in this global trend and will initiate natural progression from distance to online for its qualifications and to this end, the institution has undertaken a review of its Assessment Strategy. The Assessment Strategy is outlined within MANCOSA's Assessment Policy.

    Formative Assessment:
    The following is provided as rationale for the assessments at NQF level 5:¿
  • Formative Assessment 1 (Knowledge Check Quiz 1)
  • Formative Assessment 2 (Knowledge Check Quiz 2)

    The following is provided as rationale for the assessments at NQF level 6:¿ ¿¿
  • Formative Assessment 1 (Knowledge Check Quiz 1)
  • Formative Assessment 2 (Case Study/Scenario)

    The following is provided as rationale for the assessments at NQF level 7:¿
  • Formative Assessment 1 (Knowledge Check Quiz 1)
  • Formative Assessment 2 (Case Study/Scenario)

    Summative Assessment:
    The following is provided as rationale for the assessments at NQF level 5:
    Summative Assessment

    The following is provided as rationale for the assessments at NQF level 6:
  • Summative Assessment

    The following is provided as rationale for the assessments at NQF level 7:
  • Summative Assessment

    The final mark is calculated as follows for the assessments at NQF level 5: ¿¿
  • Formative Assessment 1 (Knowledge Check Quiz 1) - 20%
  • Formative Assessment 2 (Case Study/Scenario) - 20%¿¿
  • Summative Assessment - 60%¿

    The final mark is calculated as follows for the assessments at NQF level 6: ¿¿
  • Formative Assessment 1 (Knowledge Check Quiz 1) - 10%¿
  • Formative Assessment 2 (Case Study/Scenario) - 30%¿¿
  • Summative Assessment - 60%¿

    The final mark is calculated as follows for the assessments at NQF level 7: ¿¿
  • Formative Assessment 1 (Knowledge Check Quiz 1) - 10%¿
  • Formative Assessment 2 (Case Study/Scenario) - 30%¿¿
  • Summative Assessment - 60%

    How to Pass a Module:¿
    To pass a module the following requirements must be met:¿
    The compulsory completion of ALL assessment activities
    To pass a module a sub-minimum of 50% is required in each form of assessment and a final combined mark of 50% is required
    Learners are required to attempt formative assessments 1 and 2 and achieve a combined average of at least 50% before writing their Online Summative Assessment. 
    		•

    INTERNATIONAL COMPARABILITY 
    Country: United States of America
    Name of Institution: Florida International University (FIU)
    Name of Qualification: Bachelor of Business Administration in Human Resource Management

    Purpose of Qualification:
    A degree in Human Resource Management helps cultivate strong interpersonal skills and the ability to foster a well-functioning workforce. It provides the necessary skills to handle critical tasks such as assembling the right employees and ensuring they perform at their best. The qualification equips individuals to plan, recruit, and select top talent for a company, design and evaluate training programs, and apply best practices for performance reviews, feedback, and disciplinary actions. In today's ever-changing business environment, the demand for HR specialists is growing. Recruiting, hiring, and retaining top-level talent has become a key competitive advantage. Many HR roles now focus on both strategic and functional contributions to managing organisational talent. This field is expected to experience rapid growth as the workplace continues to evolve, incorporating new ways of working such as telecommuting, job sharing, and globally dispersed project teams.

    Learning Outcomes:
  • Develop and apply HR planning, recruitment, and selection practices that conform to commonly accepted professional standards and are legally sustainable.
  • Develop and apply training needs analysis, instructional objectives, training program design that fully utilises multimedia capabilities, and training evaluation practices so that training has a positive return on investment (ROI) for the business.
  • Develop and apply performance appraisal forms and corrective performance management actions including feedback and disciplinary measures so that they are effective and legally sustainable.
  • Develop and apply compensation, benefit, and reward systems that facilitate the attraction, development, and retention of a high-performance workforce and are legally sustainable.
  • Develop and apply labour-management practices that foster a productive work environment and that are legally sustainable.
  • Develop and apply HR Information Systems (HRIS) that support effective decision-making in all HR areas (i.e., staffing, training, performance management, compensation and reward systems, and labour-management practices).

    Similarities:
  • Both the South African (SA) and FIU's qualification emphasise the development and application of HR strategies that align with organisational needs.
    While the SA qualification focuses on applying various methods in developing HR strategies, FIU highlights HR planning, recruitment, and selection practices that meet professional standards and support decision-making.
  • Both qualifications also cover performance management, with the SA one addressing accountability in HR processes and FIU specifying the development of performance appraisals and corrective actions to ensure legal compliance and effectiveness.
  • In terms of organisational culture and environment, both qualifications acknowledge the importance of fostering a positive workplace.
  • The SA qualification emphasises improving organisational culture and climate, while FIU includes labour-management practices that contribute to a productive work environment. Ethics and professionalism are central to both qualifications, with the SA one highlighting ethical decision-making in HR and FIU underscoring the need for legal sustainability in HR functions.
  • Clear communication and critical thinking are encouraged across both qualifications.
  • SA qualification focuses on developing and effectively communicating ideas in professional discourse, whereas FIU emphasises creating structured processes in areas such as training and performance management.
  • Overall, both qualifications equip HR professionals with the tools necessary to navigate the complexities of modern human resource management.

    Differences:
  • FIU places a strong emphasis on legal sustainability across various HR functions, such as recruitment, performance management, and compensation, whereas the SA qualification, while emphasising ethical conduct, does not explicitly highlight legal compliance as a key learning outcome.
  • FIU also provides detailed outcomes for specific HR areas, including training qualification design, compensation systems, and HR information systems (HRIS), while MANCOSA takes a broader approach, focusing on managing processes and improving organisational culture without specifying particular HR functions in as much depth.
  • FIU explicitly includes the development and application of HRIS to support decision-making, whereas MANCOSA does not specifically mention HRIS but refers to applying various methods and systems in HR strategy development.
  • Additionally, FIU emphasises specific skills in training needs analysis, qualification design, and evaluating training for return on investment (ROI), while the SA one covers HR management processes more generally without separating training as a dedicated outcome. > The SA qualification further emphasises the ability to communicate using academic and professional discourse, a focus that is less directly mentioned in FIU's outcomes, indicating a unique strength in fostering professional communication within HR contexts.

    Country: Australia
    Name of Institution: Curtin University (CU)
    Name of Qualification: Bachelor of Business (Human Resource Management)

    Purpose of Qualification:
    The Bachelor of Arts in Human Resource Management at Michigan
    State University's Broad College of Business prepares learners to support both organisational goals and employee well-being. The qualification covers key HR areas such as recruitment, performance management, training, and HR analytics, while also building skills in emotional intelligence, critical thinking, and adaptability. Through practical projects, internships, and international study opportunities, learners gain real-world experience and industry connections. With a growing demand for HR professionals, graduates are equipped for successful careers in various sectors, ready to navigate the evolving landscape of human resources and automation.

    Learning Outcomes:
  • Comprehend the key concepts, theories, and perspectives of human resources management (HRM) and its impact on the economic performance of organisations and societies globally.
  • Apply and evaluate HRM tools and techniques to solve problems and assess outcomes in different contexts and scenarios, such as recruitment, selection, retention, rewards, performance, development, and change management.
  • Analyse and critique the arguments and evidence relating to HRM theory and practice in organisations, and the challenges and issues faced by HR professionals in the workplace of the future.
  • Create and justify a HRM plan for a specific organisation or scenario, using appropriate methods, concepts, and frameworks.
  • Demonstrate the core capabilities that set the standard for effective HR practice in order to address the current and future people management and leadership needs of contemporary organisations

    Similarities:
  • Both the South African (SA) and CU qualification emphasises a foundational understanding of HR concepts and theories in their qualifications.
  • The SA qualification focuses on understanding organisational structures, systems, and policies in HRM, while Curtin University offers a broader exploration of HR concepts, theories, and their impact on organisational performance.
  • Both qualifications prioritise the application of HR techniques in real-world contexts.
  • The SA qualification highlights the use of methods and systems in developing HR strategies, while CU one places a greater emphasis on applying and evaluating HR tools to address areas such as recruitment, performance, and change management.
  • Decision-making and problem-solving are key learning outcomes in both qualifications. > > The SA qualification stresses the ability to make informed decisions and act ethically and professionally, whereas Curtin takes an analytical approach, focusing on the application of HR tools to solve organisational problems and evaluate outcomes.
  • Ethics and professional conduct are also central to both qualifications, with the SA qualification explicitly stating the importance of ethical decision-making, and Curtin incorporating the development of core capabilities aligned with professional HR practices.
  • Both qualifications include elements of HR strategy and planning.

    Differences:
  • CU qualification explicitly covers the global and economic impact of HRM on organisations and societies, reflecting an international and economic perspective. In contrast, the SA one focuses more on organisational structure, culture, and ethics, without placing specific emphasis on the global or economic impact of HRM.
  • CU qualification also includes a strong focus on critically analysing and evaluating HRM theories and practices, addressing challenges in the future workplace.
  • The SA qualification on the other hand, concentrates more on developing and applying ideas in academic and professional discourse, without emphasising the critique of HRM theories as prominently. While Curtin highlights the need to address future HR and leadership requirements, including the evolving demands of contemporary organisations, plans for organisations or scenarios.

    Conclusion
    The Bachelor of Commerce in Human Resource Management qualification offered at MANCOSA demonstrates favourable comparability with international qualifications within the field of marketing. The qualification has been compared to three international institutions, evaluating aspects such as learning outcomes, content, and articulation possibilities. Although differences exist in terms of delivery mode and specific content focus, MANCOSA's qualification aligns well with international standards and remains competitive in the global academic landscape, particularly for distance learning education tailored to South African needs. 
    		•

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

    Horizontal Articulation:
  • Bachelor of Human Resource Development, NQF Level 7.
  • Advanced Occupational Diploma: Human Resource Management Advisor, NQF Level 7.

    Vertical Articulation:
  • Bachelor of Human Resource Development, NQF Level 8.
  • Postgraduate Diploma in Education Human Resource Management, NQF Level 8.

    Diagonal Articulation:
  • Higher Occupational Certificate: Human Resource Management Administrator, NQF Level 5. 
    		•

    MODERATION OPTIONS 
    N/A 

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    N/A 

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this qualification was Reregistered in 2009; 2012; 2015. 

    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.