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: 

Diploma in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
96985  Diploma in Human Resource Management 
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
Diploma (Min 360)  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  360  Not Applicable  NQF Level 06  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 qualification is to introduce the student to the complex world of Human Resource Management within a global and a South African context. Enabling the student to understand the Human Resource Management processes, daily operations of an organisation; and acquire knowledge and develop a broad-based, strong and cohesive understanding of sustainable development in the context of Human Resource practices.

Against this background, the student will have the relevant knowledge on Human Resource Management, Processes and Systems, Human Resource Development, Employment Relations Management, and Business Management.

The student will also be required to do practical work that will focus on honing practical skills in basic principles and issues regarding Human Resource Management practices in South Africa; and methods of measuring and interpreting individual differences in behaviour and job performance.

Rationale:
The qualification will enable the student to explore the following careers: Human Resource Officer, Employment, Relations Officer, Training Officer or Recruitment Officer.

By majoring in Business Management and Human Resource Management, the student will:
  • Receive a balanced introduction to the complex world of human resource management within a global and a South African context, and understand the Human Resource Management processes and daily operations of an organisation.
  • Acquire knowledge and develop a broad-based, strong and cohesive understanding of sustainable development in the context of Human Resource practices.

    Against this background, the learner will find out everything to know about:
  • Human Resource Management Processes and Systems.
  • Human Resource Development.
  • Employment Relations Management.
  • Business Management.

    The practical work will focus on:
  • Honing your practical skills in basic principles and issues regarding Human Resource Management practices in South Africa.
  • Methods of measuring and interpreting individual differences in behaviour and job performance.

    The field of human resource management is diverse and with the complexity of organisations, there is opportunity for a variety of Human Resource Practitioners with a range of skills and competencies. This programme addresses especially entry level skills for commencement in Human Resource Management with a variety of skills sets inclusive of Employer/Employee Relations, Labour Relations, Management of Personnel, Application and Development of Human Resource policies etc. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):
    The University of Johannesburg 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 Requirement:
    For learners that completed Grade 12 before 2008, the M-score need to be at least 10 points a Further Education and Training Certificate (FETC) - Senior Certificate with English HG (D Symbol) or English SG (C Symbol) as a compulsory subject; or an equivalent qualification at NQF Level 4 as determined by a Status Committee, with English HG (D Symbol) or English SG (C Symbol) as a compulsory subject.

    A potential student should be in possession of a Senior Certificate with the relevant University Endorsement. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    First Semester Modules:
    Business Management 1A, at Level 16, 5 Credits.
    End-User Computing A, at Level 16, 5 Credits.
    English 1A, at Level 16, 5 Credits.
    Human Resource Management 1A, at Level 16, 5 Credits.

    One of the following:
    Applied Accountancy Skills 1A, at Level 16, 5 Credits.
    Or
    Quantitative Techniques 1A, at Level 48, 5 Credits.

    Second Semester Modules:
  • Business Management 1B, at Level 16, 5 Credits.
  • End-User Computing 1B, at Level 16, 5 Credits.
  • English 1B, at Level 16, 5 Credits.
  • Human Resource Management 1B, at Level 16, 5 Credits.
    Choolse one of the following:
  • Applied Accountancy Skills 1B
    Or
  • Quantitative Techniques 1B

    Second year:
    First Semester:
  • Business Management 2A, at Level 16, 5 Credits.
  • End-User Computing 1A, at Level 16, 5 Credits.
  • Human Resource Management 2A, at Level 16, 6 Credits.
  • Labour Law A, at Level 16, 6 Credits.
  • Management of Training 1A, at Level 16, 6 Credits.

    Second Semester:
  • Business Management 2B, at Level 16, 5 Credits.
  • Employment Relations 1B, at Level 16, 5 Credits.
  • Human Resource Management 2B, at Level 16, 6 Credits.
  • Labour Law B, at Level 16, 6 Credits.
  • Management of Training 1B, at Level 16, 6 Credits.

    Third year:
    First Semester:
  • Business Management 3A, at Level 16, 5 Credits.
  • Employment Relations 2A, at Level 16, 6 Credits.
  • Human Resource Management 3A, at Level 16, 6 Credits.
  • Management of Training 2A, at Level 16, 6 Credits.

    Second Semester:
  • Business Management 3B, at Level 16, 5 Credits.
  • Employment Relations 2B, at Level 16, 6 Credits.
  • Human Resource Management 3B, at Level 16, 6 Credits.
  • Management of Training 2B, at Level 16, 6 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Communicate effectively and professionally in a business environment including the ability to present and communicate information reliably and appropriately.
    2. Identify and apply Human Resource discipline specific principles, practices and processes in a variety of contexts.
    3. Demonstrate the ability to respond to given or contextual abstract problems pertaining to human resource practice within a business environment.
    4. Demonstrate the ability to perform a wide range of human resource administrative functions in a business against relevant policy and legislative matters.
    5. Apply a range of methods to resolve human resource-related problems and challenges inclusive of the introduction to change within a business environment. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Appropriate grammar, syntax and punctuation in written and oral communication applications to adjust conventions to business purposes are employed.
  • Various communication techniques to plan and administer human resource activities within a business environment are used.
  • Communication is according to organisational practices and standards at all times.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Knowledge of human resource principles, practices and processes in a business context is demonstrated. Knowledge of relevant labour practice legislation and organisational policy requirements applicable to employee and labour contracts is outlined.
  • Training and development plans are compiled according to individual and organisational development requirements.
  • A variety of human resource practices; concepts and theories to implement and manage performance according to organisational policy are employed.
  • Business opportunities and propositions related to human resource development and management decisions are identified, evaluated and contextualised. Market trends to determine the impact on the human resource function in business are assessed.
  • Practical solutions to a variety of human resource related challenges in business are proposed.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Legislation governing human resource practices are interpreted for implementation within a business environment.
  • Performance management policies and procedures inclusive of disciplinary and grievance procedures within a business environment are administered and applied.
  • The ability to administer payroll functions in business is demonstrated.
  • All required Department of Labour returns as required by legislation are prepared.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Human resource problems and challenges are assessed and appropriate sources of information to help inform decisions to resolve the problems or meet the challenges are identified.
  • Basic research to 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 HR to create a competitive advantage within the broader business environment are applied.

    Integrated Assessment:
    Students are promoted to the next year of study if they have complied with all the subject prerequisites for the following year.

    Students must take all outstanding subjects of the previous year of study, before they may take subjects from the next year of study, limited to a maximum of 5 subjects in any one year of study. A student is required to pass 24 modules to successfully obtain the qualification.

    A variety of summative assessment opportunities is required and may include tests, portfolios, practical demonstrations, written and oral examinations, open book examinations, portfolios, 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 
    The West End London College offers a Diploma in Human Resource Management. The Diploma is divided into two parts against which the modules for this qualification can be compared. Learners who complete the Diploma may progress and enrol for a degree with the Coventry University of London.

    Part 1:
  • The four compulsory subjects are: Human Resource Management. Organisational Behaviour.
  • Economic Principles and their Application to Business. Human Resource Development.

    Part 2:
    The four compulsory subjects are:
  • Personnel Information Systems. Employment Relations.
  • People, Planning and Resourcing. Human Resource Management in Action.

    Plus, one subject from either:
  • Principles of Business Law.
  • Quantitative Methods for Business and Management.

    The Vision College in New Zealand also offers a Diploma in Human Resource Management. The one-year diploma consists of five core modules and elective modules determined by the learner to fulfil the requirements of the qualification.

    Core Modules:
  • Organisation and Management. Business Communication.
  • Leadership.
  • Human Resource Management. Employment Relations.

    Elective Modules:
  • Financial Accounting.
  • Management Accounting.
  • Business Finance.
  • Internal Auditing.
  • Taxation.
  • Strategic Planning for Small Business.
  • Applied Management.
  • Marketing Research.
  • Buyer Behaviour and Communication Strategies.
  • Marketing Planning and Control.
  • Applied Computing.
  • Systems Development Project.
  • Tourism Industry Management.

    Conclusion:
    The Diploma in Human Resource Management compares favourably with the above two qualifications. The modules that students are supposed to complete to acquire the international qualifications are similar to the Diploma in Human Resource Management except that Vision College makes provision for elective modules. Both the qualifications focus in developing individuals with a strong background in Human Resources Management, as does this qualification. 
    		•

    ARTICULATION OPTIONS 
  • Diploma in Human Resource Management, at Level 6.
  • Diploma in Human Resource Management, at Level 7.
  • Bachelor of Administration/Bachelor of Commerce in Human Resource, at Level 7.
  • Bachelor of Administration/Bachelor of Commerce in Honours Employment Relations, at Level 8.
  • Bachelor of Administration/Bachelor of Commerce in Honours Human Resource Management, at Level 8.
  • Bachelor of Administration/Bachelor of Commerce in Honours Human Resource Development, at Level 8.
  • Masters in Human Resource Management/Human Resource Development/Employment Relations, at Level 9.
  • Masters in Leadership in Performance and Change, at Level 9.
  • Doctor of Philosophy in Human Resource Management/Human Resource Development/Employment Relations, at Level 10.
  • Doctor of Philosophy in Leadership in Performance and Change, at 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.