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: 

Postgraduate Diploma: Human Resource Development 
SAQA QUAL ID QUALIFICATION TITLE
88443  Postgraduate Diploma: Human Resource Development 
ORIGINATOR
University of South Africa 
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  120  Not Applicable  NQF Level 08  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Registered-data under construction  EXCO 0324/24  2024-07-01  2027-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2028-06-30   2031-06-30  

Registered-data under construction

The qualification content is currently being updated for the qualifications with the status “Registered-data under construction” or showing “DETAILS UNDER CONSTRUCTION” to ensure compliance with SAQA’S Policy and Criteria for the registration of qualifications and part-qualifications on the National Qualifications Framework (NQF) (As amended, 2022). These qualifications are re-registered until 30 June 2027 and can legitimately be offered by the institutions to which they are registered.

 

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.  

PURPOSE AND RATIONALE OF THE QUALIFICATION 
Purpose:
The purpose of this qualification is to provide learners with the opportunity to develop professional and specialised competencies in the field of Human Resource Development (HRD). The Postgraduate Diploma: Human Resource Development will enable them to independently identify, analyse and manage human resource development trends, practices and problems in the context of people development in any organisation.

Rationale:
This qualification is designed for the Learning and Development Practitioner to:
  • Access Postgraduate level knowledge, discipline, specific skills and applied competences that provide opportunities for continued personal intellectual growth, gainful employment and making a rewarding contribution to society.
  • Provide South Africa with significant numbers of Postgraduates in order to ensure that the leadership base of innovative and knowledge-based economic and scholarly activity is strengthened and diversified. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    It is assumed that applicants are competent in:
  • Theoretical and practical aspects of Human Resource Management at NQF Level 7.
  • Reading and writing in the language of instruction.
  • Independent learning in an Open and Distance Learning context (ODL) with minimum support.

    Recognition of Prior Learning:
    Learners may be admitted in terms of Recognition of Prior Learning according to the institution's Recognition of Prior Learning policy.

    Evidence can be presented in a variety of forms, including international or previous local recognised qualifications, reports, testimonials mentioning functions performed, work records, portfolios, videos of practice and performance records.

    Access to the Qualification:
  • An appropriate Bachelor's Degree or an appropriate Advanced Diploma or equivalent cognate qualification in the fields of Human Resource Development or Human Resource Management.
  • Learners with a degree outside the fields of Human Resource Management or Human Resource Development may be required to register for prerequisite modules from the curriculum of the Bachelor of Commerce: Human Resource Management, for non-degree purposes. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    All modules are compulsory, are each worth 24 Credits, are at NQF Level 8 and together total 120 credits.

    Modules:
  • Strategic Management.
  • Organisation Development and Change Approaches.
  • Strategic Human Resource Development.
  • Organisation Development and Learning in the context of Human Resource Development.
  • Advanced Human Resource Development. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Utilise the building blocks of strategic management and their inter-relatedness to develop a strategic plan with implementation guidelines in order to manage the Human Resource Development function.
    2. Demonstrate a fundamental and systematic knowledge of strategic Human Resource Development with a view to determine, design and implement appropriate Human Resource Development systems and practices.
    3. Manage Human Resource Development at an advanced level in such a way that it contributes towards the achievement of the objectives of the organisation.
    4. Apply the principles and techniques of organisational development at a strategic level to enhance organisational performance.
    5. Use comprehensive and specialised knowledge, critical reasoning and applied competence in organisation development and change.

    Critical Cross-Fields Outcomes:

    This qualification promotes, in particular, the following Critical Cross-Field Outcomes:
  • Identifying and solving problems and making decisions using critical and creative thinking by applying advanced Human Resource Development principles, processes, procedures and practices in order to independently identify, analyse and manage Human Resource Development trends, practices and problems within the context of people development in any organisation.
  • Working effectively with others as members of teams, groups, organisations or communities in giving and accepting work instructions pertaining to Human Resource Development, interpreting these correctly and requesting assistance in an appropriate manner as a team member or leader.
  • Organising and managing self and own activities responsibly and effectively.
  • Collecting, analysing, organising and critically evaluating information by reconciling the information from various sources and examining physical evidence relevant to Human Resource Development, for example, training budget, annual training report.
  • Communicating effectively using visual, mathematical and/or language skills in the modes of oral and/or written presentations and presenting and communicating information and opinions related to the field of Human Resource Development in well-structured arguments, showing awareness of audience and using professional discourse appropriately.
  • Demonstrating an understanding of the world as a set of related systems by recognising that problem-solving contexts do not exist in isolation; by identifying varying and diverse contexts within Human Resource Development practice; and identifying strengths and areas for improvement in own learning through self-reflection and reflection on support for organisational human resources management and practices.
  • Operating in variable and unfamiliar learning contexts, that require responsibility, initiative; capacity to self-evaluate and identify and address personal learning needs and to interact effectively in a learning group. 
    		•

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Explain strategic management and how it fits into the contemporary business environment.
  • Conceptualise the building blocks of strategic management and the interrelationship of the various building blocks.
  • Critically evaluate a strategic management plan for a multi-business South African organisation.
  • Develop a strategic plan with implementation guidelines based on the building blocks of strategic management for a small single/dominant product organisation or a division of a multi-business organisation.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Position the Human Resource Development function in the organisational structure.
  • Demonstrate an ability to integrate strategic Human Resource Development issues with other HR functions and the operational objectives of the organisation.
  • Discuss the functioning of Human Resource Development from an investment perspective with the focus on the challenges faced by human resource developers.
  • Critically discuss the strategic role of Human Resource Development in the organisation and how this function can contribute to the achievement of an organisation's strategic objectives.
  • Develop and manage a strategic Human Resource Development plan for the organisation in a simulated environment.
  • Formulate, implement and evaluate Human Resource Development policies and procedures in a simulated environment.
  • Formulate, implement and evaluate a Human Resource Development strategy in a simulated environment.
  • Develop, with guidance, a Quality Management System for a simulated organisation.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Interpret both external and internal environmental influences on the management of Human Resource Development in an organisation.
  • Develop relevant policies, processes and procedures for advanced Human Resource Development practices, taking into consideration the appropriate organisational requirements, national imperatives and international benchmarks.
    > Range: This includes developing and monitoring the implementation of all necessary Human Resource Development policies and procedures in an organisation as well as training and advising line managers on the implementation of such policies and procedures.
  • Manage, with guidance, the implementation of Human Resource Development policies, processes, procedures, practices and programmes.
  • Manage, with guidance, the identification and application of appropriate techniques and instruments for the evaluation of the effectiveness of Human Resource Development interventions.
  • Manage, with guidance, the development and implementation of an appropriate quality assurance system in an organisation.
  • Manage, with guidance, the implementation of leadership and management development interventions in the organisation to enhance organisational performance.
  • Advise on and assist in formulating leadership and management development plans and processes.
  • Plan and execute basic (elementary) research in the field of Human Resource Development and relay results to the appropriate person.
  • Demonstrate the ability to describe global Human Resource Development and explain how differently the global workforce should be developed.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Identify organisational priorities, internal problems and external challenges in order to respond pro-actively to a changing environment and generate appropriate Organisational Development intervention proposals.
  • Align Organisational Development practices and organisational needs with national and international best practices and propose, monitor and measure appropriate learning interventions and methodologies to relevant stakeholders, in line with strategic performance indicators and strategic Human Resource Development interventions.
  • Compile comprehensive reports to management regarding the application of Organisational Development principles in order to promote reflection, continuous improvement and benchmarking.
  • Discuss appropriate leadership theories and management development methods in the context of Human Resource Development strategies.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Evaluate paradigms, metaphors and approaches to the study of organisational development and elaborate on the concepts of organisational development as a profession and a field.
  • Discuss and explore the role of the core theories (action research, systems theory, change theory, appreciative inquiry) in Organisational Development.
  • Evaluate the role and responsibilities of an Organisational Development consultant.

    Integrated Assessment:
    All assessment will integrate knowledge, skills and attitudes and applied competence.

    Formative assessment:
    The study material contains self-assessment tasks with feedback. The scheme of work includes a combination of written and multiple choice assignments based on the learning material which learners have to submit and for which they earn year marks. Learners are given feedback in the form of written comments on the assignments with suggested solutions. The process is continuous and focuses on smaller sections of the work and a limited number of outcomes.

    Summative assessment:
    Summative assessment tests the learner's ability to manage and integrate a large body of knowledge to achieve the stated outcomes of a module. Examinations of a representative selection of outcomes practiced and assessed in the formative stage are carried out by:
  • One two-hour examination per module per year.
  • Unless otherwise stated, a subminimum of 40% must be obtained in the examination.
  • The mark obtained in the examination contributes 90% to the learner's final mark. 
    		•

    INTERNATIONAL COMPARABILITY 
    This qualification has been compared with the following:
  • London Metropolitan Business School - Postgraduate Diploma in Human Resource Management.
    This qualification aims to provide an opportunity for learners to gain appropriate professional knowledge, skills and competencies within the field of Personnel/Human Resource Management, in order to gain recognition for the Chartered Institute of Personnel and Development's (CIPD) awards. It also aims to provide an opportunity for obtaining higher education qualifications, including access to a Master's level award for those who seek it.

    The main educational aims of the course are as follows:
  • To provide an opportunity for applicants to gain appropriate professional qualifications within the field of Human Resource Management.
  • To provide the opportunity for Postgraduate education which benefits individuals across a wide range of occupations concerned with employment and human resource management, by enabling them to relate their practical experience to relevant theoretical and empirical research-based ideas and concepts.
  • To provide a sound theoretical basis for/and systematic understanding of people management together with a critical awareness of current issues and insights informed by people management practice.
  • To develop an appreciation and understanding of the nature and significance of the contexts influencing people management practices, processes and interventions.

    Core modules:
  • Leading, Managing and Developing People (20 Credits).
  • Contextualising Management (20 Credits).
  • The Reflective Practitioner (30 Credits).
  • Consultancy, Change and Professional Development (10 Credits).
    Optional modules - choose two from the following:
  • Managing and Maximising Organisational Talent (20 Credits).
  • Employment Law and Practice (20 Credits).
  • Managing Employment Relations in Contemporary Organisations (20 Credits).
  • Organisations - Design and Development (20 Credits).
  • Leadership and Management Development (20 Credits).
  • Learning and Talent Development (20 Credits).
    The Management Research Report is contained within the Reflective Practitioner module and is 7,500 words and carries 30 Credits.
  • Murdoch Business School - Australia: Postgraduate Diploma in Human Resource Management.
    Course Structure - 24 credit points.
    Core Units - Total 12 credit points:
  • Human Resource Management Perspectives - 4 points.
  • Managing, Evaluating and Developing Human Resources - 4 points.
  • Acquisition of Human Resources - 4 points.
    Specified Electives - Total 12 credit points:
  • Human Resource Management Law - 4 points.
  • Organisational Change, Management and Consultancy - 4 points.
  • Organisational Behaviour and Management - 4 points.
  • Managing Remuneration, Benefits and Motivation - 4 points.
  • Occupational Health and Safety Law - 4 points.
  • Employment Relations and Asia Pacific Contexts - 4 points.
  • Project Management - 4 points.

    Conclusion:
    The Postgraduate Diploma in Human Resource Development compares fairly well with these qualifications. Both qualifications focus on management and its application in the workplace. The difference is that the London Postgraduate Diploma in Human Resource Management tends to highlight general Human Resource Management as opposed to the Unisa one's focus on the Human Resource Development function. 
    		•

    ARTICULATION OPTIONS 
    Horizontal Articulation:
    This qualification articulates horizontally with any Postgraduate Diploma or Honours Degree in Human Resource Management or other related field at NQF Level 8.

    Vertical Articulation:
    This qualification articulates vertically with any Master's Degree in Human Resource Management or other related field at NQF Level 9. 

    MODERATION OPTIONS 
    All exit level modules will have in addition an external examiner from another higher education institution. 

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    The following criteria are specified for assessors concerning the core aspects of the qualification:
  • Assessors need experience in interpersonal skills, subject matter and assessment.
  • Assessors need to be competent in the planning and conducting of assessment of learning outcomes and in the design and development of assessment.
  • Subject matter experience must be well developed within the field of Human Resource Management and Labour Relations Management. 
    		•

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this qualification was Reregistered in 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. University of South Africa 


    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.