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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Bachelor of Arts Honours in Human Resource Development 
SAQA QUAL ID QUALIFICATION TITLE
96965  Bachelor of Arts Honours in Human Resource Development 
ORIGINATOR
University of Johannesburg 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Honours Degree  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
2027-06-30   2029-06-30  

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 the Bachelor of Arts Honours in Human Resource Development (HRD) is to develop applied competence in the mastering and analysis, interpretation and application of HRD principles and research in organisational context, focusing on new developments in the study field and undertake community development facilitation within an organisational context. The students should be able to reflect on their decisions and applications to assess the effect thereof within the holistic context of HRD facilitation.

Rationale:
The programme design and content ensures a combination of theoretical depth and advanced practical application in the field of Human Resource Development (HRD) as well as honing specific performance enhancement skills. The programme covers Human Resource HR in general, with a specialisation in Human Resources Development. It is highly relevant that Human Resource (HR) Managers and Practitioners devote all their time and energy to make sure the job is done correctly, because it is about serving, adding value and processing - all this by the most important asset of any business, its people. The management of human capital viewed as assets is central to this learning programme.

It underlines the significant personal and professional stake HR Managers and Practitioners have in the business's success or failure. Human Resources Practitioners are currently expected to act as business leaders who turn organisational goals into practice and who facilitate change in organisations. This could be achieved by enhancing the intangibles like talent, a shared mind-set and a culture of learning and employee commitment. An additional management qualification will provide access to several diagnostic skills to assist the organisation in this regard, since managers all over the world are in a desperate struggle for talented workers. Many are responding with an all-out effort to recruit and attract the right candidates. However, they can compete in this tough job market by concentrating on retaining the good workers they already have. The focus is thus on recruitment, attraction, retention of Human Resources in a competitive world. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
Recognition of Prior Learning (RPL):
The University of Johannesburg (UJ) accepts Recognition of Prior Learning (RPL) as an integral part of the academic programme and as an initiative to support transformation of the education and training system in South Africa. It is acknowledged that all learning has value and the University accepts the challenge to assess prior learning and to award recognition and, where appropriate, credit that is aligned to University programmes, in order to promote lifelong learning. This is reflected in the vision and mission of the University.

Recognition of prior learning allows access to further study by granting the status, but not the award, of the prerequisite qualification.
  • Recognition is given only for current competence, as determined by the Faculty.
  • RPL is programme-specific; recognition is given only for learning that is aligned to the learning outcomes and assessment criteria of a specific programme or module, and not primarily the content
  • Applicants are exposed to a formal RPL process that usually involves a lengthy process that may even take up to a year - it is not a not a single event.
  • The applicant has to provide evidence (e.g. portfolios, challenge examinations etc.) that must be assessed as relevant, sufficient and current. Where applicable, the evidence should be verified by the candidate's employer.
  • Quality assurance processes guarantee the integrity and credibility of all aspects of the RPL process.
  • Non-refundable application and assessment fees are payable for RPL.
  • The UJ Assessment Policy applies to all RPL assessment with special reference to moderation.
  • If the applicant is not satisfied with the outcome of any stage of the RPL process, s/he can appeal the process.
  • Once registered, the applicant becomes a member of the student body and all academic rules and regulations apply.

    Entry Requirements:
    A student should be in possession of a Bachelor of Arts (BA) qualification on (NQF Level 7) generating a minimum of 360 credits. Further admission rules pertaining to old/new qualifications will be applied as per University of Johannesburg (UJ) rules. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    EXIT LEVEL OUTCOMES 
    1. Demonstrate their ability at applying the theoretical principles of problem identification and solving in the field of Human Resource Development correctly and reflecting on the application made (problem solving skills).
    2. Show research skills that will incorporate and include conceptualisation, application, execution and interpretation. (Research Skills).
    3. Communicate effectively, orally and writing, with the different role players in the field of Human Resource Development by applying the theoretical principles of communication and reflecting on the application made (communication skills).
    4. Effectively and responsibly organise and coordinate resources and opportunities in the field of Human Resource Development by applying the relevant theoretical principles and reflecting on the application, as well as accepting the responsibility for their own activities in the field of Human Resource Development (self-responsibility skills).
    5. Demonstrate responsible citizenship through the holistic application of management capabilities in Human Resource Development (promoting citizenship). 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Identify and solve problems in the field of Human Resource Development correctly by applying the relevant theoretical principles.
  • Explore different effective learning strategies to acquire the different capabilities of Human Resource Department rolls (Manager, Practitioner, Community Development Facilitator, and Researcher) (Explore learning strategies).

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Plan and conduct research in the field by gathering, analysing synthesising and interpretation of information correctly by utilizing the relevant theoretical research principles and reflect on the research undertaken.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Communicate complex Human Resource Development (HRD) information effectively by using appropriate communication platforms.
  • Effective written and verbal communicating with all role players is demonstrated.
  • Various communication techniques to plan and administer Human Resource activities within a business environment are used.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Human Resource (HR) problems and challenges are assessed and appropriate sources of information to help inform decisions to resolve the problems or meet the challenges are identified.
  • Resolve HR related problems through the collection, analysis and synthesis of the data and the display of results in report format is conducted.
  • Change management principles and plans related to HRD to create a competitive advantage within the broader business environment are applied.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Promote responsible citizenship through approaches and attitude towards the holistic application of Human Resource Development in a variety of contexts.

    Integrated Assessment:
    A student is required to pass 13 modules to successfully obtain the qualification. Each module is 12 Credits. A variety of summative assessment opportunities is required and may include tests, portfolios, practical demonstrations, written and oral examinations, open book examinations, "take-home" examinations, etc.

    Formative assessment opportunities may vary according to individual programme/module outcomes, and the composition of these is at the discretion of the module Lecturer. 
    		•

    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 Bachelor of Arts Honours 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 University of South Africa (Unisa) one's focus on the Human Resource Development function. 
    		•

    ARTICULATION OPTIONS 
    Horizontal Articulation:
    Bachelor of Arts (BA)/Bachelor of Commerce (BCom) Honours Employment Relations, Level 8.
    BA/BCom Honours Human Resource Management, Level 8.
    BA/BCom Honours Human Resource Development, Level 8.

    Vertical Articulation:
    Masters in Human Resource Management (HRM)/Human Resource Development (HRD)/Employment Relations, Level 9.
    Masters in Leadership in Performance and Change, Level 9.
    Doctor of Philosophy (PhD) in Human Resource Management (HRM)/Human Resource Development (HRD)/Employment Relations, Level 10.
    Doctor of Philosophy (PhD) in Leadership in Performance and Change, Level 10. 

    MODERATION OPTIONS 
    N/A 

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    N/A 

    NOTES 
    N/A 

    LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION: 
    When qualifications are replaced, some (but not all) of their learning programmes are moved to the replacement qualifications. If a learning programme appears to be missing from here, please check the replaced 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 Johannesburg 


    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.