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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Higher Certificate in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
96080  Higher Certificate in Human Resource Management 
ORIGINATOR
Management College of Southern Africa (MANCOSA) 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Higher Certificate  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 05  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Reregistered  SAQA 06120/18  2018-07-01  2021-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2022-06-30   2025-06-30  

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 this qualification is to equip learners with the necessary knowledge, skills and abilities in order to perform various human resource management functions at the foundation level in an organisation. This qualification will give learners the opportunity to develop essential competencies needed within an HR context.

The qualification aims to provide learners with the knowledge and skills needed to administer and conduct various human resource functions, against the background of labour legislation and statutory requirements. Thus learners will be able to:
  • Understand the process of effective recruitment and selection within organisations.
  • Understand compensation and the effects of both intrinsic and extrinsic rewards in compensation.
  • Have a holistic and practical understanding of employee training and development within organisations.

    The qualification requires learners to demonstrate an understanding of theoretical human resource and the application of these skills.

    Supporting modules will provide learners with the background against which human resource is applied in business.

    Rationale:
    There are fundamentally two reasons that have motivated the development of the Higher Certificate in Human Resource Management qualification. Firstly it is important for the discipline to have an entry level human resource qualification in Southern Africa. Secondly, the qualification will provide learners with an entry-level qualification so as to enable their progression into a Degree in Human Resource Management.

    Human resource management is critical for the long term survival of South African organisations; for people in organisations to determine their success or failure and managers and supervisors who need to cope with the changing demands of the workplace. Furthermore, the qualification enables managers and supervisors to act professionally, and to have an understanding and to be able to diagnose and solve problems.

    A Certificate in Human Resource Management provides an ideal platform for learners to develop human resource competencies in order to secure a job as a Human Resource Administrator or Officer. This qualification is designed with a view to exposing learners to both the theoretical and practical aspects of human resource management in South Africa. 

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

    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:
  • 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).
  • Such learners will be selected on the recommendation of a senior manager from their organisations/companies.
  • Interviews will also be conducted to assess the applicants. Some of the key criteria that will be used in evaluating 'these learners will 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 qualification.

    Where prior learning is recognised 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 qualification leads.

    The following admission requirements will be considered:
  • Senior Certificate (SC) with no endorsements.
    Or
  • National Senior Certificate (NSC) with no endorsements.
    Or
  • National Certificate Vocational (NCV).

    In addition to the above admission criteria, the following will also be considered:
  • Relevant experience in the business sector.
  • Employee experience.
  • A detailed motivational letter and Curriculum Vitae.
  • Prior Learning. 

  • RECOGNISE PREVIOUS LEARNING? 

    QUALIFICATION RULES 
    This qualification consists of 6 compulsory modules at NQF Level 5, totalling 120 Credits
  • Principles of Human Resource Management, 20 Credits.
  • Human Resource Planning, 20 Credits.
  • Recruitment and Selection, 20 Credits.
  • Training and Development, 20 Credits.
  • Compensation and Benefits, 20 Credits.
  • Performance Management, 20 Credits. 

  • EXIT LEVEL OUTCOMES 
    1. Understand the components of Human Resource Management, the evolution of Human Resource Management, Strategic Human Resource Management, as well as the challenges confronting Human Resources.
    2. Understand the process of effective recruitment and selection within organisations.
    3. Understand compensation and the effects of both intrinsic and extrinsic rewards in compensation.
    4. Have a holistic and practical understanding of employee training and development within organisations. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • The sphere of human resource management is defined.
  • Strengths and areas for improvement in organisational human resources management and practices are correctly evaluated.
  • Contributions are made in accordance with organisational policies and procedures, client requirements and legal requirements.
  • The legislative requirements and the business policies and procedures in the human resources management activities are analysed, adhered, used and met.
  • Best practices relevant to operational responsibilities are correctly identified.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • The nature and process of identifying and attracting potential employees is demonstrated.
  • Human resource principles are applied when selecting and recruiting employees.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • The benefits where items in total package over and above salary are discussed.
  • The human resource principles related to employee benefits compensation and management of employees are explained.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • The need, process and value of training and development are unpacked and evaluated.
  • Effective communication is displayed to ensure development of employees and ensure maintenance of good working relationships.
  • Problems with employees are assessed and appropriate actions are taken.
  • Engagement in the process of human resource planning to determine the future supply, and demand for, human resources so as to gain or maintain competitive advantage is demonstrated.
  • The need to manage the performance of employees and to ensure that employees' activities are congruent with the organisations goals is understood.
  • The basic conditions of employment act and Health and Safety regulations in an organisation is understood and applied.
  • Employees' performance is supervised and managed.
  • Rewards and incentives are determined and applied.
  • Legislation and organisational policies and procedures relevant to the core processes are correctly identified and appropriately applied to a given situation.
  • Contributions to the monitoring of health and safety are appropriate to own responsibilities in the organisation and in accordance with legislative and organisational requirements.

    Integrated Assessment:
    Assessment centres on:
  • 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.

    Assessment methods to measure the extent to which the learner has achieved competence are as follows:
    Written examination:
  • Case studies.
  • Report writing.
  • Interpretative and analytical problem solving in the written examination.
  • Work based assignments.
  • Self-assessment activities in the course material.

    > Formative assessment: The scheme of work includes assignments based on the learning material and learners are given feedback. The process is continuous and focuses on smaller sections of the wok and limited number of outcomes.
    > Summative assessment: Examinations or equivalent assessment such as a research essay or portfolio in order to determine a representative selection of the outcomes practised and assessed in the formative stage. Summative assessment also tests the learner`s ability to manage and integrate a large body of knowledge to achieve the stated outcomes of a module. 

  • INTERNATIONAL COMPARABILITY 
    The qualification was compared against similar international qualifications as depicted below:

    Certificate in Human Resource Management - Berkeley Haas School of Business in California:
    The Certificate in Human Resource (HR) Management will enable learners to develop the knowledge, methods and skills necessary to meet the human resource challenges of today's changing workplace and workforce. With modules developed by top HR professionals and approved for recertification credits by the HR Certification Institute, the certificate gives learners a strong foundation in current HR best practices. It also prepares learners to lead the strategic deployment of human capital in today's corporations, government agencies, non-profit organisations and small businesses.

    Centre for Executive Education - Certificate in Human Resource Management in Dubai:
    The Certificate in Human Resources Management is designed in response to the important role of human resources (HR) management in any organisation. It provides the learners with the necessary background essential to meet the needs of the corporate HR department in the 21st century. This Certificate qualification is appropriate for both newcomers to the human resources field and those with some experience but who are seeking to keep current in the field or expand their knowledge base.

    The purpose of this qualification is to familiarise learners with evolution of human resources from personnel management and the knowledge, understanding of the human resource management role and function within the key areas of resourcing, reward, development and relations.

    This qualification will enable the learner to achieve the following skills and knowledge:
  • Analyse the traditional personnel management with the new approach of Human resource Management to achieve organisational objectives.
  • Evaluate the human resource procedures and ways for recruiting and selecting appropriate employees in an organisation.
  • Analyse factors and procedures used in assessing human resource requirements and monitoring/compensating/rewarding employees suitably.

    Conclusion:
    From the above information provided about the two international qualifications it is clear that this qualification compares favourably in terms of the purpose and the skills and knowledge that the learners will achieve. 

  • ARTICULATION OPTIONS 
    Upon successful completion of the qualification learners will be able to articulate horizontally:
  • Higher Certificate in Human Resource Practices at NQF Level 5.

    Or Vertically:
  • Diploma in Human Resource Management at NQF Level 6. 

  • 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 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. Management College of Southern Africa (MANCOSA) 



    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.