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
97098  Diploma in Human Resource Management 
ORIGINATOR
Nelson Mandela University 
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  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 replaces: 
Qual ID Qualification Title Pre-2009 NQF Level NQF Level Min Credits Replacement Status
87127  National Diploma: Human Resource Management  Level 6  NQF Level 06  360  Complete 

PURPOSE AND RATIONALE OF THE QUALIFICATION 
Purpose:
The purpose of the Diploma in Human Resource Management is to equip learners with the foundational and applied knowledge, competencies and values required to function as entry-level human resource practitioners. The qualification develops competence in workforce planning, learning and development, performance management, reward management, employee wellness, employment relationship management and organisational change. These competencies enable learners to provide efficient and effective human resource services that support organisational strategy within the South African political, legislative, social, economic and environmental context, while also responding to technological developments affecting human resource practice.

The qualification is aligned with the South African Board for People Practices competency framework and relevant industry needs. It contributes to a diverse knowledge base and supports transformation and development within multicultural workplace communities. The qualification is designed to develop graduate attributes that include disciplinary knowledge, social awareness and responsible citizenship, adaptive expertise, creativity and innovation, critical thinking, self-awareness and communication skills.

Upon completion of the qualification, learners will demonstrate integrated knowledge, cognitive competence, professional judgement and general management competence required for applied human resource practice in organisational contexts. These competencies include:
  • Develop in-depth knowledge of contemporary Human Resource Management theory and practice, with specific reference to Personnel Management, Learning and Development and Employment Relations.
  • Analyse human behaviour with reference to self-knowledge and group processes, apply these insights to work-related contexts, and use critical and creative thinking to respond to real-life workplace scenarios.
  • Apply relevant human resource strategies, informed by sound knowledge, critical thinking and creativity, to support ethical and collaborative human resource practice in varied workplace contexts.
  • Apply principles of governance and ethics in day-to-day business operations and align human resource management practices with the overall strategy of the organisation.
  • Learners will demonstrate detailed knowledge of the main areas of Human Resource Management, including key terms, concepts, facts, principles, rules and theories, and will apply this knowledge to unfamiliar but relevant contexts.
  • They will demonstrate knowledge of specialised areas such as Personnel Management, Learning and Development and Employment Relations, and explain how this knowledge relates to other fields, disciplines or practices.
  • Learners will also demonstrate an understanding of different forms of knowledge, schools of thought and explanations within Human Resource Management; evaluate, select and apply appropriate methods, procedures or techniques; identify, analyse and solve problems using evidence and procedures appropriate to the field; recognise the ethical implications of decisions and actions in organisational and professional contexts; process and manage information from different sources; communicate complex information reliably and coherently; understand relationships between systems; evaluate performance against criteria; support individual or group learning needs; work effectively in teams; and take responsibility for their own decisions and actions and for the use of resources.

    Rationale:
    The qualification is designed to respond to the need for skilled human resource practitioners who can support workforce planning, employee relations, talent development, compliance and organisational change in a changing labour market. As organisations increasingly recognise the strategic value of human capital, this qualification provides foundational and intermediate applied knowledge for effective human resource practice and bridges the gap between theoretical understanding and workplace application.

    South Africa's labour market is transforming, with increased emphasis on compliance, diversity, employee wellness and digital human resource systems. Small and medium enterprises and public sector entities require human resource practitioners who can implement policies, manage talent and support legal compliance. Existing qualifications often focus on high-level strategic human resource management or generic business management, leaving a need for vocational, practice-oriented human resource education that prepares mid-level practitioners to support strategic initiatives while managing operational human resource functions.

    This qualification enhances learner employability and career mobility and supports transformation and equity in the workplace by equipping graduates with the knowledge, skills and attitudes required to implement inclusive human resource policies. Graduates can contribute to organisational effectiveness, productivity and economic growth. Labour market data from the Department of Higher Education and Training and Statistics South Africa indicate demand for human resource-related roles, particularly in recruitment, employee relations, and training and development. The rise of remote work and digital human resource platforms has also created roles that require updated digital and applied human resource skills. Input into the development of this qualification was gathered from industry bodies such as the South African Board for People Practices, advisory boards comprising human resource professionals, and academic institutions. These consultations highlighted the need for job-ready graduates with competence in labour law, policy implementation, wellness, conflict resolution and human resource information systems.

    By producing competent human resource practitioners, the qualification supports improved workforce planning, reduced employee turnover and enhanced employee engagement. It also strengthens organisational capacity to comply with labour legislation, implement fair labour practices and respond to changing workplace demands responsibly and ethically. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):
    The institution has an approved Recognition of Prior Learning (RPL) policy which is applicable with regards to equivalent qualifications for admission into the qualification. RPL will be applied to accommodate applicants who qualify. RPL thus provides alternative access and admission to qualifications, as well as advancement within qualifications. RPL may be applied for access, credits from modules and credits for or towards the qualification.

    RPL allowance:
    The NQF policy for RPL stipulates that no more than 10% of a cohort in a higher education qualification may gain access through this route. This limit applies specifically to RPL as an access mechanism, meaning it governs how many learners may be admitted to a qualification without meeting the standard formal entry requirements.

    RPL for access:
  • Learners who do not meet the minimum entrance requirements or the required qualification that is at the same NQF level as the qualification required for admission may be considered for admission through RPL.
    >To be considered for admission in the qualification based on RPL, applicants should provide evidence in the form of a portfolio that demonstrates that they have acquired the relevant knowledge, skills, and competencies through formal, non-formal and/or informal learning to cope with the qualification expectations should they be allowed entrance into the qualification.

    RPL for exemption of modules:
  • Learners may apply for RPL to be exempted for modules that form part of the qualification. For a learner to be exempted from a module, the learner needs to provide sufficient evidence in the form of a portfolio that demonstrates that competency was achieved for the learning outcomes that are equivalent to the learning outcomes of the module.

    RPL for credit:
  • Learners may also apply for RPL for credit for or towards the qualification, in which they must provide evidence in the form of a portfolio that demonstrates prior learning through formal, non-formal and/or informal learning to obtain credits towards the qualification.
  • Credit shall be appropriate to the context in which it is awarded and accepted.

    Entry Requirements:
  • National Senior Certificate, NQF Level 4, granting access to Diploma studies.
    Or
  • National Certificate (Vocational), NQF Level 4, granting access to Diploma studies.
    Or
  • Senior Certificate, NQF Level 4, without endorsement.
    Or
  • Higher Certificate Human Resource Management, NQF Level 5. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of the following compulsory modules at National Qualifications Framework Level 5 and 6, totalling 360 Credits.

    Year 1:
    Compulsory Modules, NQF Level 5, 108 Credits:
  • Human Resource Management, 60 Credits.
  • Business Communication, 24 Credits.
  • Business Fundamentals, 24 Credits.

    Compulsory Modules, NQF Level 6, 12 Credits:
  • End-user Computing, 12 Credits.

    Year 2:
    Compulsory modules, NQF Level 5, 24 Credits:
  • Accounting Knowledge and Awareness, 24 Credits.

    Compulsory modules, NQF Level 6, 96 Credits:
  • Human Resource Management, 72 Credits.
  • Business Operations, 24 Credits.

    Year 3:
    Compulsory modules, NQF Level 6, 120 Credits:
  • Human Resource Management, 72 Credits.
  • Business Management, 24 Credits.
  • Labour Law, 24 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Analyse HRM theories and legislation to solve human resource problems in unfamiliar organisational contexts independently.
    2. Evaluate workplace HR challenges and develop evidence-based solutions using appropriate methods.
    3. Analyse stakeholder needs and present complex HR information to diverse audiences in unfamiliar contexts using appropriate formats.
    4. Evaluate HR operational systems and optimise their effectiveness in unfamiliar contexts.
    5. Analyse ethical dilemmas in HR practice and suggest professional solutions independently using appropriate ethical frameworks.
    6. Evaluate team dynamics and manage personal development in various HR contexts.
    7. Analyse socio-economic factors affecting HR practices and suggest transformation recommendations for various contexts using evidence-based approaches. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Apply relevant HRM theories and frameworks to diagnose specific organisational HR problems and justify appropriate solutions.
  • Interpret relevant labour legislation and regulatory requirements accurately in case-based HR scenarios to address compliance risks.
  • Analyse unfamiliar HR problems independently by selecting appropriate theoretical models, explaining contributing factors and recommending evidence-based responses.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Evaluate workplace HR challenges by identifying symptoms, root causes, affected stakeholders and the likely impact on organisational performance.
  • Develop evidence-based HR solutions that address identified workplace challenges and explain how the proposed solutions respond to organisational needs.
  • Analyse HR data using appropriate research techniques to support conclusions, decisions and recommendations.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Identify stakeholder needs through appropriate engagement methods and explain how these needs influence HR communication and decision-making.
  • Present complex HR information clearly and accurately using formats appropriate to the audience, purpose and organisational context.
  • Apply audience-specific communication strategies and tools to convey HR concepts, findings and recommendations professionally.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Evaluate HR operational systems by using relevant performance indicators to determine effectiveness, efficiency and areas requiring improvement.
  • Identify operational inefficiencies in HR systems through audits, workflow reviews or performance evidence and explain their impact on service delivery.
  • Propose practical improvement strategies that optimise HR system effectiveness and justify the recommendations with reference to HR good practice.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Analyse ethical dilemmas in HR practice by identifying competing interests, affected parties and relevant ethical principles.
  • Propose professional solutions to HR ethical issues and justify the solutions using ethical reasoning and applicable workplace standards.
  • Apply ethical principles consistently in case-based HR decisions to promote fairness, accountability and professional conduct.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • Evaluate team dynamics by analysing roles, communication patterns, conflict areas and performance indicators in HR-related contexts.
  • Manage personal development by setting measurable development goals, reflecting on performance gaps and identifying actions for professional growth.
  • Analyse team roles and behavioural patterns to recommend actions that improve collaboration, accountability and workplace relationships.

    Associated Assessment Criteria for Exit Level Outcome 7:
  • Analyse socio-economic factors by explaining their impact on HR planning, employment practices, equity and organisational transformation.
  • Recommend transformation strategies that respond to identified socio-economic challenges and promote fair, inclusive and responsive HR practices.
  • Adapt HR policies and practices by using socio-economic evidence to support inclusivity, equity and alignment with changing workplace contexts.

    Integrated Assessment:
    Modules in this qualification will be both internally and externally moderated dependent on level. Additionally, some of the modules will be examinable while others will be continuous evaluation. The methods of assessment will be determined by the module purpose, learning outcomes, subject matter and teaching and learning approach that will be adopted. Some modules in this qualification are more theoretically oriented, while others require a more practical approach.

    Formative Assessment:
    Formative assessments will be used to provide feedback to learners on their progress and allows for lecturers to facilitate improved learning and integration of learning material across modules.
  • Individual projects and assignments.
  • Group projects and assignments.
  • Case studies and solutions.
  • Individual and group presentations.
  • Tests.
  • Semester tests.

    Summative Assessment:
    Summative assessments will be applied to test whether the learners have achieved the learning outcomes of the modules at the end of the semester or year.

    Examinations:
  • Exam papers are set per module at the end of each semester or at the end of the year, dependent on the requirements.

    Portfolio of Evidence:
  • The portfolio in this instance, is an integrated assessment and takes the form of a capstone project in the final year of a learner's studies. The portfolio comprises of several individual and group submissions and has a weighting of 50% towards the final mark. 
    		•

    INTERNATIONAL COMPARABILITY 
    The qualification was compared with similar qualifications from Australia and Malta.

    Country: Australia
    Institution name: Australian Pacific College.
    Qualification title: Diploma of Human Resource Management.
    Level and duration: One year full-time.

    Purpose:
    The qualification prepares learners for a range of roles in the human resources sector by developing sound theoretical knowledge of human resource management and managerial skills required to carry out human resource functions effectively within organisations.

    Entry requirements:
    Entry requires completion of the BSB40420 Certificate IV in Human Resource Management or equivalent, together with relevant English language proficiency requirements.

    Qualification structure:
    Modules/units:
    The qualification includes units focusing on workforce plan implementation, WHS consultation and participation processes, human resource functions and processes, employee relations, performance development, learning and development, recruitment and onboarding, remuneration and employee benefits, diversity and inclusion, and employee health and wellness programmes.

    Learning outcomes/competencies:
    The qualification develops applied competence in implementing HR functions and processes, supporting workforce planning, managing employee relations, supporting recruitment and onboarding, coordinating learning and development, and contributing to employee wellbeing and organisational performance.

    Assessment:
    The qualification uses applied vocational assessment methods, including workplace-related tasks, reports, projects, portfolios, presentations, case studies and role plays, to assess whether learners can demonstrate competence in human resource management functions.

    Progression/articulation:
    The qualification supports progression to further business, management or human resource management studies, including higher-level vocational or advanced diploma pathways.

    Similarities:
  • Both qualifications are located in Human Resource Management and prepare learners for human resource practice in organisational contexts.
  • Both qualifications include applied human resource functions such as workforce planning, employee relations, performance development, learning and development, recruitment and onboarding, remuneration, diversity and inclusion, and employee wellness.
  • Both qualifications use applied assessment methods such as reports, projects, portfolios, presentations, case studies or role plays to assess practical human resource competence.

    Differences:
  • The South African qualification is a 360-credit Diploma at NQF Level 6, while the Australian Pacific College qualification is a shorter vocational qualification completed over approximately one year.
  • The Nelson Mandela University qualification is aligned to the South African higher education and SABPP context, while the Australian qualification is aligned to Australia's vocational education and training framework and BSB training package requirements.

    Country: Malta
    Institution name: Domain Academy.
    Qualification title: Undergraduate Diploma in Human Resources, Marketing and Finance.
    MQF/EQF: Level 5.
    Duration: One year full-time.
    Credits: 60 ECTS Credits.

    Purpose of qualification:
    The qualification introduces learners to Human Resources, Marketing and Finance and provides a foundation for further study or employment in human resources and related business areas.

    Entry requirements:
    The qualification is aimed at applicants with a matriculation certificate or relevant MQF/EQF Level 4 qualification. It also accommodates mature learners seeking career change or advancement in human resources or related business fields.

    Qualification structure:
    Modules/curriculum focus:
    The qualification covers Human Resources, Marketing and Finance, with applied business learning that supports understanding of organisational functions, employee development, leadership, business performance and decision-making.

    Learning outcomes/competencies:
    Learners are expected to demonstrate the ability to lead people in human resources, finance, marketing or administrative departments; identify and implement innovative solutions for employee training and development; and prepare recommendations to improve business performance, staff motivation and engagement.

    Assessment:
    The qualification uses applied teaching and assessment approaches such as case studies, presentations, enquiry-based learning, problem-solving activities and work-related tasks to assess learners' ability to apply business and human resource knowledge.

    Progression/articulation:
    The qualification provides a basis for progression to further studies in human resources, marketing, finance or related business fields at higher levels within the Malta Qualifications Framework.

    Similarities:
  • Both qualifications support preparation for employment or career progression in human resource management and related organisational roles.
  • Both qualifications develop applied knowledge for work-related situations, including leadership, employee development, organisational performance and business decision-making.
  • Both qualifications include applied teaching and assessment approaches, including case studies, presentations, enquiry-based learning and problem-solving activities.

    Differences:
  • The Nelson Mandela University qualification is a specialised Human Resource Management Diploma, while the Domain Academy qualification is broader and combines Human Resources, Marketing and Finance.
  • The South African qualification carries 360 credits and is pitched at NQF Level 6, while the Domain Academy qualification carries 60 ECTS credits at MQF/EQF Level 5.

    Conclusion:
    The international comparison is appropriate because the South African qualification has been compared with two international qualifications from different countries. The Australian comparator provides a focused human resource management vocational comparison, while the Maltese comparator provides a related interdisciplinary business qualification with human resource management outcomes. The comparison shows broad alignment in purpose, applied orientation, human resource content, learning outcomes, assessment approach and progression intent. The main differences relate to qualification level, credit volume, duration, national qualification framework and the breadth of curriculum coverage. Overall, the Nelson Mandela University Diploma in Human Resource Management remains comparable internationally while retaining its South African higher education, SABPP and labour-market orientation. 
    		•

    ARTICULATION OPTIONS 
    This qualification provides opportunities for the following articulation options:
    Horizontal Articulation:
  • Diploma in Marketing Management, NQF level 6.
  • There are currently no registered horizontal articulation possibilities between Sub-Frameworks for this qualification.

    Vertical Articulation:
    This qualification articulates vertically with:
  • Advanced Diploma in Human Resources Management, NQF Level 7.
  • Advanced Diploma in Business Administration at NQF Level 7.
  • Advanced Diploma in Labour Relations at NQF Level 7.

    Diagonal Articulation:
  • Occupational Certificate: Marketing Coordinator, NQF Level 5. 
    		•

    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. Nelson Mandela University 


    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.