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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Master of Industrial Psychology 
SAQA QUAL ID QUALIFICATION TITLE
97780  Master of Industrial Psychology 
ORIGINATOR
University of the Free State 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Master's Degree  Field 07 - Human and Social Studies  Industrial & Organisational Governance and Human Resource Development 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  218  Not Applicable  NQF Level 09  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 the Master of this qualification is to provide learners with a well - rounded education in the field of Industrial Psychology, equipping them with the necessary professional skills as required by the HPCSA to apply for practitioner status as well as providing them with an advanced knowledge base of the field to enter into scholarly activities. Graduating with the Master of Industrial Psychology provides learners with a further opportunity to enter into an internship programme and thereafter a board examination, in order to be able to register as Industrial Psychologists with the HPCSA.

Learners are not required to complete an internship or register at the Health Professions Council of South Africa (HPCSA) to successfully complete and be awarded the qualification. The qualification however provides entry to apply at the HPCSA for an internship and board examination to obtain practitioner status. The qualification will expose learners to organisational processes and human behaviour at individual, group and organisational levels in order to prepare them for their professional careers as industrial psychologists should they wish to apply for practitioner status at the HPCSA. The qualification is developed in accordance with the requirements of the HPCSA with regard to the scope of practice of Industrial Psychologists, the policy and requirements regarding Intern Psychologists, and the policy and list of tests classified as being Psychological Tests.

Rationale:
The rationale for developing the Master of Industrial Psychology is driven by the need posed by the HPCSA to produce more practitioners. Especially in the field of Industrial Psychology the need to develop industrial psychologists that are equipped to act as change agents at individual, group and organisational levels is vital in order to sustain productivity and employee well-being within the workplace.

The vision of this qualification is two-fold. Firstly, qualifying learners will be equipped with skills to become professional practitioners. Secondly, their knowledge base and skills are advanced to continue with scholarly activities. Successful completion of this qualification provides graduates with the opportunity to apply for an internship at and registration with the HPCSA: Professional Board for Psychology should they wish to enter a professional career path. Graduates will be equipped with advanced research skills for academic scholarship through the completion of a comprehensive mini - dissertation. The mini - dissertation will be built around the niche research areas of the Department of Industrial Psychology - that is, leadership, ethics and personal attributes relating to effective leadership, productivity and effectiveness within the workplace.

The qualification creates the opportunity for learners to either follow a professional career as industrial psychologist or to follow a career as an academic or scholar, since it will provide them with a well - rounded education that comprises of both an extensive research component as well as course work in order to develop the necessary skills needed for professional practice. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
Recognition of Prior Learning (RPL):
The general rules and regulations of the University with regard to RPL apply to this qualification. In exceptional cases, where learners who do not comply with the minimum admission requirements, but have successfully completed a Bachelor's Degree, they may apply to do bridging courses towards this qualification by completing relevant modules (by means of occasional studies) in addition to the general RPL requirements.

Entry Requirements:
In order to gain entry to this qualification, applicants must be in possession of:
  • A related Bachelors Honours Degree within the field of Industrial Psychology, Organisational Psychology, Human Resources or any applicable field of study.
    Or
  • A comparable qualification at NQF Level 8.
    Or
  • Applicants must have obtained an average of at least 65% in the relevant completed Honours Degree or a comparable NQF Level 8 qualification. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification comprises 8 compulsory modules at NQF Level 9, totalling 218 Credits.

    Compulsory Modules:
  • Advanced Career Psychology, 20 Credits.
  • Employee Wellbeing, 20 Credits.
  • Advanced Organisational Psychology, 20 Credits.
  • Advanced Personnel Psychology, 20 Credits.
  • Advanced Assessment, 20 Credits.
  • Advanced Research Methodology 0 Credits.
  • Statistical Analysis for Industrial Psychology, 16 Credits.
  • Professional Ethics in the Workplace, 12 Credits.
  • Comprehensive Mini-dissertation, 90 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Appraise the career counselling process, content and skills in order to facilitate career decision making in the workplace.
    2. Appraise and develop various strategies and models relating to Strategic Human Resource Management, Talent Management, Employee Employment and retention within the domain of personnel psychology.
    3. Design a competency- based assessment process for development and/or selections purposes in the workplace.
    4. Evaluate and manage well-being in the workplace on individual and organisational levels.
    5. Evaluate and manage the ethics of professional behaviour within the work context.
    6. Justify an appropriate research design, including data collection and analysis techniques, in order to solve a research problem.
    7. Execute the research process and produce a comprehensive mini-dissertation or scientific publishable articles.
    8. Develop the competence needed by change agents to enhance the performance of individuals, group and organisations. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • The career counselling process is structured in terms of the respective phases and skills, interview, the application and interpretation of career tests and feedback.
  • Theories of career choice into the career counselling process are integrated and compared.
  • Information and data from various collaborated sources (e.g. psychometric material, interview) are collected, integrated and interpreted in order to facilitate career decision-making.
  • A career report is constructed for a client.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • The broad perspective of personnel psychology as a subfield of industrial and organisational psychology is assessed.
  • The relationship between personnel psychology and the industrial and organisational psychology profession is appraised.
  • The historical origin of Industrial and Organisational Psychology is outlined.
  • The rationale and procedure of licensing and certification of psychologists are explained.
  • The challenges of organisational Strategic Human Resources are identified.
  • A Strategic Human Resource Management plan aligned with the organisational Business Plan is constructed to defend choices regarding the solving of strategic management issues.
  • Strategic Human Resource Management interventions are implemented and the constructs (meta - cognition, integration, systems thinking) integrated into a holistic systems model.
  • The current work environment is analysed in terms of Talent Management in order to design and conduct research with the aim of utilising human potential and optimising human potential in the workplace.
  • The current talent management practices are assessed, the different models and approaches of talent management critiqued and a talent management strategy is developed.
  • The rationale for human resource planning is evaluated, the job analysis process is evaluated and the competency modelling is elaborated upon.
  • The considerations in employee selection are discussed and the decision framework for making selection decisions is critiqued.
  • The factors that influence personnel retention are elaborated upon and the various factors that influence turnover intentions are analysed.
  • The influence of employees' job satisfaction and organisational commitment, as well as employee engagement on turnover intentions is explained.
  • The link between different retention factors is classified and a retention strategy is developed.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • A competency profile is developed identifying the inherent requirements of a job, namely: legal and professional guidelines; the principles for the validation and use of personnel selection procedures (SIOP); Employment Equity Act, Act 55 of 1998; and linking job analysis information and choice of selection instrument using an Assessment Matrix.
  • The usefulness of various psychological tests and other forms of assessment (e.g. ratings, inventories, and interviews) is appraised for the purposes of selection, well-being, career development, and leadership.
  • Appropriate simulations through the design of assessment centres and assessment centre exercises are developed for assessment of identified competencies.
  • Individuals are assessed using simulations.
  • Reports with findings of competency assessment are compiled.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • The effect of pathology on the individual and organisation is discovered.
  • An understanding of the dynamics underlying psychopathology is developed and psychopathology in the workplace diagnosed.
  • The various concepts of the counselling process in the workplace is discovered.
  • The counselling process is applied in the workplace.
  • Knowledge of counselling models, theories and frameworks is applied and a scientific methodology in assessing, measuring and managing work - related well - being developed.
  • The case for well - being is argued and management is convinced of the role and importance thereof in the organisation.
  • An intervention plan is developed and executed to manage and improve well-being on an individual and organisational level.
  • Feedback to management is provided with regards to well-being of their organisation.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • The general principles of professional ethics and legislation impacting on the field of industrial psychology are assessed.
  • An understanding of, as well as the ability to reflect on, the embedded knowledge of the Code of Professional Ethics of the HPCSA and the Professional Board for Psychology as well as relevant legislative frameworks are developed.
  • All aspects of industrial psychological practice in accordance with the guidelines for professional practice of the HPCSA and the Professional Board for Psychology as well as legislative frameworks regarding ethical conduct within the work context applied.
  • Interventions are applied to improve ethical conduct within the work context.
  • An understanding of ethical issues is demonstrated relating to the fields of industrial psychology, with specific reference to Human Resource Management, Organisational Psychology, Labour Relations and Career Psychology, Assessment and Employee Well-being.
  • Ethical issues within the various fields of industrial psychology are analysed and the different ethical decision making approaches assessed.
  • Interventions are developed to improve ethical conduct within the fields of industrial psychology.
  • An opinion on managing consulting relationships is provided and guidelines formulated to avoid conflict of interests and roles.
  • The confidentiality of information obtained through a consulting relationship is defended.
  • The ethical criteria of research are argued and ethical considerations recommended to be taken into account when conducting research within the work context.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • Appropriate research designs are appraised to solve research problems.
  • Measurements are developed to operationalise constructs under investigation.
  • The psychometric properties of measuring instruments are evaluated.
  • Theories are synthesised into a structural model.

    Associated Assessment Criteria for Exit Level Outcome 7:
  • A comprehensive and systematic research output in the form of two (2) publishable articles or a research thesis is undertaken.

    Associated Assessment Criteria for Exit Level Outcome 8:
  • The role and competencies of an effective change agent within the workplace is analysed and appraised.
  • The individual attributes, skills and behaviours that contribute to being an effective change agent are identified.
  • The current work environment is evaluated in terms of barriers to, and levers for change, from a systems perspective.
  • The interrelatedness, complexity and dynamics of a social system are understood.
  • The barriers and levers of organisational change within the specific context are integrated.
  • An appropriate process of enquiry for effective change at an individual, group and system level in the workplace is constructed.
  • The different processes of enquiry at individual, group and system levels are investigated.
  • An integrated change process at a systems level is designed based on the diagnosis of the internal environment.
  • Recommendations are made at a strategic level in the organisation by means of a written report and presentation.

    Integrated Assessment:
    At least two assessments per module, of which one will be formative and the other summative, will be conducted. The type of assessments selected for each module will be appropriate in terms of the outcomes that need to be achieved in the specific module. At least one formative and one summative assessments per module will be conducted that include tests, portfolios of evidence, case studies, role plays, individual assignments, group assignments, projects, written reports, presentations, and examinations. Several of the assessment tasks of the coursework modules, as well as the comprehensive mini-dissertation, assess the ability of learners to evaluate current processes of knowledge production and allow them to choose an appropriate process of enquiry in order to obtain information relating to a specific situation/problem area. The comprehensive mini - dissertation will be assessed in accordance with the University's General Rules for Advanced and Postgraduate Qualifications.

    The assessment tasks also give learners the opportunity to demonstrate their ability to design, select and apply appropriate and creative methods, techniques and processes to complex practical and theoretical problems in the field of Industrial Psychology. Several assessment tasks in the qualification provide an opportunity to learners to write academic and professional reports and to make presentations to specialist and non - specialist audiences, preparing them to be able to communicate to a range of audiences with different levels of knowledge/expertise. 
    		•

    INTERNATIONAL COMPARABILITY 
    United Kingdom:
    The University College London (UCL) offers a one-year Master of Science in Industrial-Organisational and Business Psychology Degree that provides learners with a solid grounding in talent management, the psychology of human capital and organisations. This qualification is ideal for learners planning a career in human resources, consulting, and consumer psychology, as well as those hoping to pursue a PhD in this area. It prepares learners for academic research and professional practice in this field. The qualification offers an understanding of all the fundamental psychological issues concerning the behaviour of individuals at work, including their job performance, motivation, and occupational health.

    This Master's Degree is made up of both compulsory and elective modules and complies with the professional requirements of the British Psychological Society.

    Compulsory Modules:
  • Consulting Psychology, 15 Credits.
  • Talent Management, 15 Credits.
  • Statistics, 15 Credits.
  • Business Psychology, 15 Credits.
  • Influence and Negotiation, 15 Credits.
  • Consumer Behaviour, 15 Credits.
  • Research Dissertation, 60 Credits.

    Electives:
    Two elective modules must be chosen from:
  • Applied Decision Making.
  • Judgement and Decision Making.
  • Social Cognition: Affect and Motivation.
  • Current Issues in Attitude Research.
  • Psychology of Health.
  • Understanding Individuals and Groups.
  • Social Psychology.
  • Principles of Cognition.
  • Project Management.
  • Mastering Entrepreneurship
  • Entrepreneurship: Theory and Practice.
  • Applied Cognitive Science.

    The successful completion of this qualification maximises the employment prospects of learners, enhances their employability and growth as professional psychologists within various industries, including large government or commercial organisations (as HR executives, recruitment consultants, executive coaches, leadership and management consultants, etc).

    United State of America:
    The University of Albany presents a Master of Industrial and Organisational Psychology degree that provides learners with the knowledge, skills, attitude, and capabilities necessary to function as a practitioner within the psychology field or to continue with studies at the doctoral level. The qualification is designed in accordance with the professional requirements laid down by the Society for Industrial and Organisational Psychology in the USA and in a way that allows learners to meet the requirements for the Master's Degree in a minimum of two years.

    Modules:
  • Multivariate Analysis.
  • Meta-Analysis.
  • Survey of Organisational Psychology.
  • Group Dynamics.
  • Research Methods in Psychology.
  • Work Motivation.
  • Personnel Psychology.
  • Psychometric Theory and Research.
  • Training, Evaluation and Development in Organisations.
  • Practicum in Organisational Research.
  • Performance Appraisal.
  • Interpersonal Relations and Group Processes.
  • Thesis/field research/advanced course.

    This qualification is aimed at assisting learners to understand and improve functioning of individuals, groups, and societies as a whole. Learners who successfully complete this degree improve their eligibility to work as professional psychologists dealing with diagnosis and treatment of mental health issues (clinical psychologists) or in the business world, in marketing and advertising or human relations (work and organisational psychologists), or pursue PhD studies in this discipline.

    Conclusion:
    The Master of Industrial Psychology compares well with the above international qualifications in terms of the purpose, the focus on industrial and organisational psychology modules, and compliance with the professional requirements set by the respective professional bodies. The qualifications mainly differ with regard to the credit loading and duration of study. 
    		•

    ARTICULATION OPTIONS 
    Horizontally, this qualification articulates with:
  • Master of Arts in Clinical Psychology, at NQF Level 9.
  • Master of Commerce in Industrial and Organisational Psychology, at NQF Level 9.

    Vertically, this qualification articulates with:
  • Doctor of Philosophy in Industrial Psychology, at NQF Level 10.
  • Doctor of Commerce in Industrial Psychology, at NQF Level 10. 
    		•

    MODERATION OPTIONS 
    N/A 

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    N/A 

    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 the Free State 


    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.