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: 

Bachelor of Commerce in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
99628  Bachelor of Commerce in Human Resource Management 
ORIGINATOR
Helderberg College 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
National First Degree  Field 03 - Business, Commerce and Management Studies  Generic Management 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  392  Not Applicable  NQF Level 07  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   2033-06-30  

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 this qualification is to provide learners with the competencies needed to apply Human Resources Management actions in the world of work to ensure efficiency and high levels of productivity by the workforce. Graduates will deal with the effective management of an organisation's workforce, from junior to senior staff members. The Human Resource (HR) Manager provides direction to management on recruitment, selection, induction, training, motivation and performance management of the workforce. All these tasks need to be done within the context of and in compliance with the South African Constitution, labour law and employment equity requirements.

There is a great need for Human Resource managers to have knowledge of relevant labour legislation and its application as well an understanding of the role of organisational policies and practices and the relationship between them and legislation to ensure compliance by the organisation with legislative requirements.

The Human Resources Manager contributes to developing a committed workforce and building a healthy organisation culture through stressing sound ethical and governance practices. This qualification therefore, will provide graduates with the underpinning theoretical grounding in the principles of managing the human resources of the business.

Rationale:
There is a national need for qualified and competent Human Resource Managers in view of the current issues management has to deal with concerning workforce, unions, litigation, productivity and ethics. This qualification, through its emphasis on business knowledge and Human Resource Management (HRM) expertise, contributes to the training and development of manpower in the country, with graduates contributing to its economic growth.

The application of Business Principles to Human Resources Management is of specific importance in raising productivity to enable South Africa to compete internationally and so grow investments in the private sector as a means of generating employment.

Bachelor of Commerce: Human Resource Management graduates have a number of career options depending on their interest and work specialisation. These options include personnel administration and management; recruiting and selection of staff for businesses; human resource training for specialist work skills; working on organisational structures and reward schemes; re-aligning organisational structures due to internal and external changes; guiding the performance management systems; managing stress situations amongst staff members or acting as industrial relations specialists liaising with the internal workforce, labour unions and government on labour disputes. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
Recognition of Prior Learning (RPL):
The structure of this qualification makes the Recognition of Prior Learning possible. This qualification may therefore be accessed and/or be achieved in part through the Recognition of Prior Learning, which includes formal learning and work experience.

Entry Requirements:
The minimum entrance requirements are:
  • Senior Certificate (SC) with endorsement.
    Or
  • National Senior Certificate (NSC) allowing entry to Bachelor's Degree studies.
    Or
  • National Certificate (Vocational), Level 4 allowing entry to Bachelor's Degree studies. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of compulsory and elective modules at Levels 5, 6 and 7 totalling 360 Credits.

    Compulsory modules at Level 5, 116 Credits:
  • Accounting 1A, 12 Credits.
  • Accounting 1B, 12 Credits.
  • End User Computing IA, 8 Credits.
  • End User Computing IB, 8 Credits
  • Academic Writing, 16 Credits.
  • Mathematics, 12 Credits.
  • HIV/AIDS in the Work Place, 4 Credits.
  • Philosophy of Service, 8 Credits.
  • Principles of Management, 12 Credits.
  • Personal Health and Safety, 8 Credits.
  • Values, Character and Personal Enrichment I, 8 Credits.
  • Values, Character and Personal Enrichment II, 8 Credits.

    Compulsory modules at Level 6, 128 Credits:
  • Micro-Economics, 12 Credits.
  • Macro Economics, 12 Credits
  • Business Law I, 12 Credits.
  • Business Law II, 12 Credits.
  • Industrial Psychology I, 12 Credits.
  • Business Ethics, 12 Credits.
  • Human Resource Management I, 12 Credits
  • Human Resource Management IIA, 12 Credits.
  • Human Resource Management IIB, 12 Credits.
  • Statistics, 12 Credits.
  • Values, Character and Personal Enrichment III, 8 Credits.

    Compulsory modules at Level 7, 148 Credits:
  • Information Management Systems for Business, 12 Credits
  • Industrial Psychology IIA, 12 Credits.
  • Industrial Psychology IIB, 12 Credits.
  • Business Research Methods, 12 Credits.
  • Business Research Project, 8 Credits.
  • Human Resource Management IIIA, 12 Credits.
  • Human Resource Management IIIB, 16 Credits.
  • Industrial Psychology IIIA, 16 Credits.
  • Industrial Psychology IIIB, 12 Credits.
  • Strategic Management, 12 Credits.
  • Business Law III, 12 Credits.
  • Work Integrated Learning, 12 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Demonstrate knowledge, skills and competencies applicable to managing Human Resources within an organisation with an emphasis on Workforce Planning, Labour Relations, Employee Compensation, Training and Development, Industrial Psychology, Employee Assessment, Strategic Management, Legislation, Regulations and Policies and Diversity in the workplace.
    2. Have an understanding of the management of business operations which has implications for a Human Resources Manager.
    3. Apply, analyse and evaluate HR theories, principles and practices as they relate to familiar and unfamiliar contexts.
    4. Identify problems in Human Resource Management and practices, select appropriate methods of investigation and create solutions to the problem.
    5. Present and communicate complex information reliably and coherently with well-formed arguments by using appropriate academic, professional and occupational conventions, formats, technologies, and discourse.
    6. Use skills that will lead to life-long learning within and without the workplace that includes the ability to gather valid, relevant and appropriate information from a variety of sources, assessing own knowledge, skills and needs, being self-directed, cooperating and collaborating with others.
    7. Behave ethically and morally in the workplace accepting responsibility for own actions and decisions as well as for the actions of others within a cooperative and collaborative context. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Equal-employment opportunity laws and other regulations affecting the field of Human-Resource Management are applied.
  • Human-Resource (HR) planning, staffing, training and development, performance management, compensation, health and safety, and employee and labour relations strategies are applied to business objectives.
  • An understanding of an organisation's vision, mission, environment and strategies is displayed.
  • Work efficiency, productivity and job satisfaction are encouraged through appropriate HR interventions.
  • Knowledge of the psychology of workplace performance is demonstrated.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • An understanding of the principles of management required to direct the business towards long term sustainability is demonstrated.
  • Knowledge of the role and applications of the finance functions of an organisation is displayed.
  • The knowledge and skills required to participate as a team member at the functional and management level in the production of business strategic plans are demonstrated.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • The value of theoretical knowledge and practical applications of Industrial Psychology to an organisation are assessed.
  • Relevant psychological and process interventions to avoid a fall in productivity are designed and applied .
  • Relevant measurement instruments to gauge the performance of staff members are designed and applied and incentives to encourage improved productivity are introduced

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Psychological and managerial determinants of productivity within the workplace are analysed.
  • Specific problems impacting on the functioning of Human Resources in the business are identified.
  • Relevant and appropriate management interventions are designed and executed to realise the full potential of Human Resources in the business.
  • Determinants impacting negatively on the functional operation of the business organisation are identified and solutions to minimise them are developed.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Information is communicated effectively and clearly through written and oral presentations and in reports to general management, staff members and external labour organisations.
  • Computer software programmes are used and adapted for use in an HR environment to aid business planning and decision making.
  • Communication is enhanced through the use of media and audio-visual aids.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • Comparative studies and propose alternative organisational structures for the effective functioning of the business are undertaken.
  • Research on the current political, social and economic variables in society impacting on the labour market is performed.
  • Updated knowledge of current labour legislation and procedures in handling labour disputes is applied in the workplace.
  • Research projects to produce reports on business and Human Resource aspects required for policy and strategy plans for the business are planned and executed.

    Associated Assessment Criteria for Exit Level Outcome 7:
  • The principles of sound business Ethics are applied so as to foster good corporate governance and transparent business practices.
  • Ethical decision making is fostered.
  • Leadership styles and habits that promote an ethical culture are provided.
  • The influence of corporate culture on ethical decision making is monitored.

    Integrated Assessment:
    The integrated assessment for this is based on the principles of formative and summative assessments. With this approach the study material during a semester is broken up into separate components and these demarcated segments are assessed to gauge the knowledge and insights obtained by the learner on the specific component of the module. The final summative assessment in the examination is based on the whole spectrum of work covered for the module and is used to gauge the ability of the student to integrate all components of the module in its totality and is assessed on the total knowledge and insight of the module.

    Different assessment modules are used in the application of the formative and summative assessment approach. For foundational modules the normal approach will be to set class tests or limited assignments as formative assessments. In the case of end user computing additional practical work on computer use is added to test skills. For the core modules at the second and third year of study extended assignments, case study work and formal presentations are added to the class tests. The work integrated component is assessed through the submission of a work report on the completed work assignment. The research paper is assessed on the scientific method of research design and application, and resultant conclusions and recommendations.

    The formative and summative assessment methods will measure the ability of the learner to integrate the theory and practice of foundational learning modules with that of the core modules, and find practical applications in business and Human Resource Management, policies and strategies. In this process the learner is assessed on the extent he/she has been able to integrate the knowledge, values, skills and insights of the learning modules of the qualification, and to which extent the student will be able to operate within the business environment.

    The assessment practices of the institution are based on the principles of being fair, transparent, valid and reliable and are applied in such a way as not to disadvantage any student. 
    		•

    INTERNATIONAL COMPARABILITY 
    The qualification was compared to other qualifications internationally.

    A Bachelor of Arts (BA) in Human Resources Management (HRM) offered at Leeds University in the United Kingdom is designed to enable learners to develop analytical, quantitative, computing and other transferable skills required by employers. If offers a mature understanding of the modern economy, the nature of business and the role HRM can play within it. Optional modules include such diverse subjects such as Corporate Social Responsibility, Diversity Management and Business Ethics.

    In Australia, Charles Sturt University offers a Bachelor of Business (Human Resource Management). The qualification equips learners with both soft skills for working with people and the hard skills required to develop and implement strategies and policies in talent management that contribute towards organisational performance. This qualification includes specialisations such as organisational behaviour, change management, leadership to enhance student employability and meeting industry needs.

    Conclusion:
    This qualification is in line with the national and international approach of linking the study of Human Resource applications with business studies. It compares well with the two international qualifications cited in this comparability study. 

    ARTICULATION OPTIONS 
    This qualification articulates only with the following qualification offered by Helderberg College.
  • Bachelor of Business Administration in Management, Level 7(ID 84806).

    This qualification also offers systemic articulation opportunities with qualifications offered by other institutions provided the learner meets the minimum entry requirements.

    Horizontal Articulation:
  • Bachelor of Administration in Public Sector: Human Resources Management, Level 7.

    Vertical Articulation:
  • Bachelor of Administration Honours in Human Resources Management, Level 8.
  • Bachelor of Commerce Honours in Human Resources Management, Level 8. 
    		•

    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. Helderberg College 


    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.