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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 THAT HAS PASSED THE END DATE: 

National Diploma: Human Resources Management and Practices 
SAQA QUAL ID QUALIFICATION TITLE
61592  National Diploma: Human Resources Management and Practices 
ORIGINATOR
SGB Human Resource Management and Practices 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
The individual Primary or Delegated Quality Assurance Functionary for each Learning Programme recorded against this qualification is shown in the table at the end of this report.  SFNA - Not Applicable 
QUALIFICATION TYPE FIELD SUBFIELD
National Diploma  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  249  Level 5  NQF Level 05  Regular-Unit Stds Based 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Passed the End Date -
Status was "Reregistered" 		 SAQA 9900/00  2018-07-01  2023-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2024-06-30   2028-06-30  

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 does not replace any other qualification and is not replaced by any other qualification. 

PURPOSE AND RATIONALE OF THE QUALIFICATION 
Purpose:

This diploma will be useful to people who operationalise some aspects of the core processes and practices at a basic level across the four role clusters in human resources management and practices:
  • Strategic planning for human resources management and practices.
  • Acquisition, development and utilisation of people.
  • Establishment and improvement of labour and employee relations.
  • Compensation and administration related to human resources management and practices.

    Holders of the qualification will be able to operationalise some aspects of the core human resources management processes at a basic level and integrate them into an organisation's business processes.

    Holding the qualification will enable holders to enter learning programmes for a generalist degree in Human Resources Management and Practices.

    Holding this qualification could serve as a requirement for professional registration at associate level.

    Rationale:

    Organisations require a reliable indicator that a person is competent to operationalise some aspects of the core processes and practices at a basic level across the four role clusters identified in the field analysis:
  • Strategic planning for human resources management and practices.
  • Acquisition, development and utilisation of people.
  • Establishment and improvement of labour and employee relations.
  • Compensation and administration related to human resources management and practices.

    Holding the National Diploma in Human Resources Management and Practices will serve as an indicator to organisations that a person is competent in this regard.

    Organisations also need the qualification as a benchmark to gauge the competence of people in the organisation against those of their local and international competitors.

    Learners need the qualification to increase their access to employment. It will enable holders to enter learning programmes for a degree in Human Resources Management and Practices with a specialist focus in one or more of the four role clusters.

    Providers of education and training in the field need the qualification to facilitate portability of learner credits between provider institutions. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    It is assumed that learners have communication and mathematical competence at one level below that required for the fundamental components of the qualification.

    Recognition of prior learning:

    This qualification can be achieved wholly or in part through recognition of prior learning in terms of the criteria laid out.

    Evidence can be presented in a variety of forms, including international or previous local qualifications, reports, testimonials mentioning functions performed, work records, portfolios, videos of practice and performance records.

    All such evidence should be judged according to the general principles of assessment described in the note to assessors.

    Access to the qualification:

    To meet the requirements described as "Learning assumed to be in place" and in the component unit standards, holders of Further Education and Training Certificate ETC or equivalent qualification will have access to the qualification. 

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    Learning components:

    Credit composition:

    Fundamental:
  • 27 Credits at Level 5
  • Total: 27 Credits

    Core:
  • 154 Credits at Level 5
  • 20 Credits at Level 6
  • Total: 174 Credits

    Elective:
  • 64 Credits at Level 5
  • Total: 48 Credits - Minimum

    Totals:
  • Level 5: 245 Credits
  • Level 6: 20 Credits
  • Qualification Total: 249 Credits

    Fundamental Component:
  • All unit standards in the Fundamental section, totalling 27 credits, are compulsory.

    Core Component:
  • All unit standards in the core section, totalling 174 credits, are compulsory.

    Elective Component:
  • The learner must select unit standards totalling at least 48 credits from the listed electives and/or from the sub-field Adult Learning at NQF Level 5 in order to achieve a minimum of 249 credits.

    Public Sector specialisation:
  • ID 337060: Apply knowledge of organisation structure and design to support performance to a Public Sector Department, Level 4, 5 credits.
  • ID 337064: Apply knowledge of the job evaluation process in the Public Sector in order to ensure that a job has been properly evaluated, Level 4, 3 credits.
  • ID 337062: Evaluate a job in the Public Sector in South Africa, Level 4, 6 credits. 
    		•

    EXIT LEVEL OUTCOMES 
    Holders of this qualification will be able to:

    1. Co-ordinate and contribute to the management of some aspects of all of the four role clusters related to human resources management and practices:
    > Provide information for the development of policies.
    > Participate in the development of procedures for processes related to human resources management and practices in accordance with legislative requirements.
    > Recruit and induct new employees.
    > Contribute to the development of employees.
    > Supervise a work unit and manage individual and team performance.
    > Contribute to the establishment and improvement of labour and employee relations (including contributing to employee assistance and wellness programmes).
    > Contribute to the establishment, maintenance and utilisation of an information system related to human resources management and practices (including compensation).

    2. Adhere to legislative requirements and organisational policies and procedures when co-ordinating and contributing to the management of some of the core processes related to human resources management and practices, as described in exit level outcome 1 above.

    3. Promote best human resources management practices in an organisation.

    4. Contribute to the monitoring of Health and Safety at the workplace.

    5. Identify strengths and areas for improvement in own learning through self-reflection and reflection on organisational human resources management and practices. 

    ASSOCIATED ASSESSMENT CRITERIA 
  • Contributions are made in accordance with organizational policies and procedures, client requirements and legal requirements.
  • Legislation and organizational policies and procedures relevant to the core processes are correctly identified and appropriately applied to a given situation.
  • Best practices relevant to operational responsibilities are correctly identified.
  • Appropriate action is planned and implemented to promote best practices in the organization.
  • Contributions to the monitoring of health and safety are appropriate to own responsibilities in the organization and in accordance with legislative and organizational requirements.
  • Strengths and areas for improvement in own learning are correctly identified and adequately evaluated.
  • Strengths and areas for improvement in organizational human resources management and practices are correctly evaluated.

    Integrated assessment:

    For award of the qualification, a candidate must demonstrate competence in the required unit standards, according to the rules of combination.

    In addition, candidates must demonstrate the ability to engage in a supportive function in an integrative way, as described in the exit level outcomes, dealing with divergent and "random" demands effectively. 
    		•

    INTERNATIONAL COMPARABILITY 
    This qualification and the component unit standards have been compared with similar qualifications from the following countries:
  • New Zealand.
  • Scotland.
  • Australia.

    In addition, the abilities described in the unit standards have also been compared with the findings of the research commissioned by the World Federation of Personnel Management Associations (WFPMA) as contained in the report by Chris Brewster, Elaine Farndale and Jos van Ommeren, HR Competencies and Professional Standards (Cranfield University, June 2000).

    In general this qualification and its component unit standards compare well with their international counterparts. The only major differences are in formatting and scope of coverage or focus. The qualification found to be the most comparable to this one is Scottish Vocational Qualification (SQV) no. G478 Personnel Support Level 3. The differences in the NVQ and NQF level structures make direct equation difficult. 
    		•

    ARTICULATION OPTIONS 
    This qualification will able to articulate with other qualifications in the sub-field as well as provide articulation possibilities with a number of other fields, including ETDP and the humanities and with other qualifications in the sub-field. The document "A Framework for Qualifications for Professionals and Practitioners in People Management Processes" explains the relations between these qualifications. 

    MODERATION OPTIONS 
    Moderation shall be at the discretion of the relevant ETQA, so long as it complies with SAQA requirements. 

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    Assessors will have a Human Resources qualification at NQF Level 6 or the equivalent.

    Assessment expertise must be evidenced through registered assessor unit standards.

    Notes for assessors:

    Assessors should keep the following general principles in mind when designing and conducting assessments:
  • Focus the assessment activities on gathering evidence in terms of the main outcomes expressed in the titles of the unit standards to ensure assessment is integrated rather than fragmented. Remember we want to declare the person competent in terms of the title. Where assessment at title level is unmanageable, then focus assessment around each specific outcome, or groups of specific outcomes.
  • Make sure evidence is gathered across the entire range, wherever it applies. Assessment activities should be as close to the real performance as possible, and where simulations or role-plays are used, there should be supporting evidence to show the candidate is able to perform in the real situation.
  • All assessments should be conducted in line with the following well documented principles of assessment: appropriateness, fairness, manageability, integration into work or learning, validity, direct, authentic, sufficient, systematic, open and consistent as defined below:

    Principles of assessment:
  • Appropriateness: The method of assessment is suited to the performance being assessed.
  • Fairness: The method of assessment does not present any barriers to achievements, which are not related to the evidence.
  • Manageability: The methods used make for easily arranged, cost-effective assessments that do not unduly interfere with learning.
  • Integration into work or learning: Evidence collection is integrated into the work or learning process where this is appropriate and feasible.
  • Validity: The assessment focuses on the requirements laid down in the Standard; i.e. the assessment is fit for purpose.
  • Direct: The activities in the assessment mirror the conditions of actual performance as closely as possible.
  • Authenticity: The assessor is satisfied that the work being assessed is attributable to the person being assessed.
  • Sufficient: The evidence collected establishes that all criteria have been met and that performance to the required Standard can be repeated consistently.
  • Systematic: Planning and recording is sufficiently rigorous to ensure that assessment is fair.
  • Open: Learners can contribute to the planning and accumulation of evidence. Assessment candidates understand the assessment process and the criteria that apply.
  • Consistent: The same assessor would make the same judgement again in similar circumstances. The judgement made is similar to the judgement that would be made by other assessors. 
    		•

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this qualification was Reregistered in 2012; 2015. 

    NOTES 
    As per the SAQA decision to re-register all provider-based qualifications on the National Qualifications Framework that meet the criteria for re-registration, this qualification has been re-registered from 1 July 2018. As per the SAQA decision to re-register all provider-based qualifications on the National Qualifications Framework that meet the criteria for re-registration, this qualification has been re-registered from 1 July 2018. This qualification replaces qualification 20892, "National Diploma: Human Resources Management and Practices", Level 5, 240 credits. 

    UNIT STANDARDS: 
      ID UNIT STANDARD TITLE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
    Core  116927  Apply the principles of employment equity to organisational transformation  Level 5  Level TBA: Pre-2009 was L5  10 
    Core  115753  Conduct outcomes-based assessment  Level 5  Level TBA: Pre-2009 was L5  15 
    Core  15232  Coordinate planned skills development interventions in an organisation  Level 5  Level TBA: Pre-2009 was L5  6 
    Core  114274  Demonstrate and apply an understanding of the Basic Conditions of Employment Act (Act 75 of 1997)  Level 5  Level TBA: Pre-2009 was L5  8 
    Core  114273  Demonstrate and apply an understanding of the Labour Relations Act with respect to Collective Agreements and Bargaining Councils  Level 5  Level TBA: Pre-2009 was L5  6 
    Core  114882  Develop holistic productivity improvement strategies and plans  Level 5  Level TBA: Pre-2009 was L5  10 
    Core  115830  Develop own ability to provide a business advisory service for SMMEs  Level 5  Level TBA: Pre-2009 was L5  10 
    Core  11907  Draft an employment contract  Level 5  Level TBA: Pre-2009 was L5  3 
    Core  117871  Facilitate learning using a variety of given methodologies  Level 5  Level TBA: Pre-2009 was L5  10 
    Core  15215  Identify and interpret Best Practice guidelines, and plan for and implement Best Practice within the team, department or division  Level 5  Level TBA: Pre-2009 was L5  4 
    Core  15229  Implement codes of conduct in the team, department or division  Level 5  Level TBA: Pre-2009 was L5  3 
    Core  11286  Institute disciplinary action  Level 5  Level TBA: Pre-2009 was L5  8 
    Core  7882  Manage Payroll Records  Level 5  Level TBA: Pre-2009 was L5  6 
    Core  10171  Manage the capture, storage and retrieval of human resources information using an information system  Level 5  Level TBA: Pre-2009 was L5  3 
    Core  7848  Manage the induction of new staff  Level 5  Level TBA: Pre-2009 was L5  5 
    Core  114886  Measure and assess the factors that influence labour productivity and establish the relative impact of each factor  Level 5  Level TBA: Pre-2009 was L5  8 
    Core  11909  Monitor and advise on substantive conditions of employment and related rights and obligations in an organisation  Level 5  Level TBA: Pre-2009 was L5  5 
    Core  15230  Monitor team members and measure effectiveness of performance  Level 5  Level TBA: Pre-2009 was L5  4 
    Core  15214  Recognise areas in need of change, make recommendations and implement change in the team, department or division  Level 5  Level TBA: Pre-2009 was L5  3 
    Core  12140  Recruit and select candidates to fill defined positions  Level 5  Level TBA: Pre-2009 was L5  9 
    Core  15220  Set, monitor and measure the achievement of goals and objectives for a team, department or division within an organisation  Level 5  Level TBA: Pre-2009 was L5  4 
    Core  10148  Supervise a project team of a business project to deliver project objectives  Level 5  Level TBA: Pre-2009 was L5  14 
    Core  10985  Conduct a disciplinary hearing  Level 6  Level TBA: Pre-2009 was L6  5 
    Core  12138  Conduct an organisational needs analysis  Level 6  Level TBA: Pre-2009 was L6  10 
    Core  12139  Facilitate the resolution of employee grievances  Level 6  Level TBA: Pre-2009 was L6  5 
    Fundamental  110528  Compile and control a budget for a range of office supply requirements  Level 5  Level TBA: Pre-2009 was L5  4 
    Fundamental  10044  Implement a generic communication strategy  Level 5  Level TBA: Pre-2009 was L5  10 
    Fundamental  12433  Use communication techniques effectively  Level 5  Level TBA: Pre-2009 was L5  8 
    Fundamental  115791  Use language and communication strategies for vocational and occupational learning  Level 5  Level TBA: Pre-2009 was L5  5 
    Elective  337060  Apply knowledge of organisation structure and design to support performance to a Public Sector Department  Level 4  NQF Level 04  5 
    Elective  337064  Apply knowledge of the job evaluation process in the Public Sector in order to ensure that a job has been properly evaluated  Level 4  NQF Level 04  3 
    Elective  337062  Evaluate a job in the Public Sector in South Africa  Level 4  NQF Level 04  6 
    Elective  15228  Advise on the establishment and implementation of a quality management system for skills development practices in an organisation  Level 5  Level TBA: Pre-2009 was L5  10 
    Elective  259145  Analyse qualitative and quantitative data required to inform a strategic human resource plan  Level 5  Level TBA: Pre-2009 was L5  5 
    Elective  110494  Apply a range of research methodologies to support the design and implementation of (a) local economic development project(s) in own work context  Level 5  Level TBA: Pre-2009 was L5  8 
    Elective  120311  Apply visionary leadership to develop strategy  Level 5  Level TBA: Pre-2009 was L5  10 
    Elective  230448  Contribute towards organisation policy development  Level 5  Level TBA: Pre-2009 was L5  8 
    Elective  114228  Demonstrate and apply an understanding of bargaining council rules  Level 5  Level TBA: Pre-2009 was L5  3 
    Elective  114224  Demonstrate and apply an understanding of the CCMA rules  Level 5  Level TBA: Pre-2009 was L5  3 
    Elective  114924  Demonstrate understanding of the outcomes-based education and training approach within the context of a National Qualifications Framework  Level 5  Level TBA: Pre-2009 was L5  5 
    Elective  114227  Demonstrate understanding of the transformative elements of the HRD legislation  Level 5  Level TBA: Pre-2009 was L5  10 
    Elective  15217  Develop an organisational training and development plan  Level 5  Level TBA: Pre-2009 was L5  6 
    Elective  114307  Interpret and apply collective agreements  Level 5  Level TBA: Pre-2009 was L5  6 
    Elective  11911  Manage individual careers  Level 5  Level TBA: Pre-2009 was L5  5 
    Elective  114925  Manage learner information using an information management system  Level 5  Level TBA: Pre-2009 was L5  4 
    Elective  11906  Manage the design, development and review of a human resource information system  Level 5  Level TBA: Pre-2009 was L5  3 
    Elective  114230  Operate the case management process  Level 5  Level TBA: Pre-2009 was L5  10 
    Elective  114885  Prepare and communicate a productivity improvement plan for a functional unit  Level 5  Level TBA: Pre-2009 was L5  6 
    Elective  252041  Promote a learning culture in an organisation  Level 5  Level TBA: Pre-2009 was L5  5 
    Elective  15222  Promote a learning culture in an organisation  Level 5  Level TBA: Pre-2009 was L5  3 
    Elective  114879  Promote a productivity improvement strategy  Level 5  Level TBA: Pre-2009 was L5  10 
    Elective  15221  Provide information and advice regarding skills development and related issues  Level 5  Level TBA: Pre-2009 was L5  4 
    Elective  337082  Apply labour dispute prevention approaches  Level 6  Level TBA: Pre-2009 was L6  16 
    Elective  264403  Apply problem-solving techniques to make decisions on a multi-faceted problem  Level 6  Level TBA: Pre-2009 was L6  5 
    Elective  264416  Appraise, develop and retain human capital for a function  Level 6  Level TBA: Pre-2009 was L6  6 
    Elective  15218  Conduct an analysis to determine outcomes of learning for skills development and other purposes  Level 6  Level TBA: Pre-2009 was L6  4 
    Elective  337121  Demonstrate an understanding of collective agreements and bargaining councils  Level 6  Level TBA: Pre-2009 was L6  12 
    Elective  259141  Demonstrate analytical competencies needed for effective human resource planning in the Public Service  Level 6  Level TBA: Pre-2009 was L6  5 
    Elective  259143  Demonstrate knowledge and insight into the relationship between strategic human resource planning and an organisation's strategic planning  Level 6  Level TBA: Pre-2009 was L6  4 
    Elective  259140  Demonstrate understanding of Government regulatory structures and their implications for Departmental planning processes  Level 6  Level TBA: Pre-2009 was L6  5 
    Elective  252404  Design an organisational structure which supports the achievement of the organisational mandate  Level 6  Level TBA: Pre-2009 was L6  13 
    Elective  264398  Evaluate and plan the role of self as leader in a function  Level 6  Level TBA: Pre-2009 was L6  5 
    Elective  376119  Interpret unfair dismissal in terms of Labour Relations Legislation  Level 6  Level TBA: Pre-2009 was L6  10 
    Elective  259146  Monitor the on-going performance of a selected Public Service Department in the context of human resource planning  Level 6  Level TBA: Pre-2009 was L6  4 
    Elective  252393  Produce a Human Resource (HR) plan to achieve organisational results  Level 6  Level TBA: Pre-2009 was L6  12 
    Elective  243116  Promote and uphold strategic leadership in line with Public Sector vision, values, objectives and priorities  Level 6  Level TBA: Pre-2009 was L6  10 


    LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION: 
     
    LP ID Learning Programme Title Originator Pre-2009
    NQF Level    		 NQF Level Min Credits Learning Prog End Date Quality
    Assurance
    Functionary    		 NQF Sub-Framework
    21064  Diploma: Commerce: Human Resources Management  Intec College  Level 5  Level N/A: Pre-2009 was L5  240     SABPP  OQSF 
    58007  Diploma: Human Resource Management  Damelin  Level 5  Level N/A: Pre-2009 was L5  240  2014-12-31  CHE  HEQSF 
    48847  Diploma: Human Resource Management  Eduvos (Pty) Ltd (previously known as Midrand Graduate Institute and later to Pearson Institute of Higher Education)  Level 5  Level N/A: Pre-2009 was L5  299     CHE  OQSF 
    36049  Diploma: Human Resource Management  Graduate Academy of South Africa  Level 5  Level TBA: Pre-2009 was L5  240  2006-06-30  CHE  HEQSF 
    58379  Diploma: Human Resource Management  ICESA City Campus - Durban  Level 5  Level N/A: Pre-2009 was L5  245  2018-12-31  CHE  HEQSF 
    36082  Diploma: Human Resource Management  Primarius Privaat Kollege (Edms)  Level 5  Level TBA: Pre-2009 was L5  240  2006-06-30  CHE  HEQSF 
    11125  National Diploma: Human Resource Management  Damelin  Level 5  Level TBA: Pre-2009 was L5  240  2006-06-30  CHE  HEQSF 
    49692  National Diploma: Human Resources Management and Practices  Generic Provider - Field 03  Level 5  Level N/A: Pre-2009 was L5  249     SABPP  SFNA 
    73024  Postgraduate Diploma: Human Resources  University of KwaZulu-Natal  Level 5  Level N/A: Pre-2009 was L5  249  2018-12-31  CHE  HEQSF 
    73025  Postgraduate Diploma: Human Resources Management: Industrial Relations  University of KwaZulu-Natal  Level 5  Level N/A: Pre-2009 was L5  249  2018-12-31  CHE  HEQSF 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THESE LEARNING PROGRAMMES: 
    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.
     
    LP ID Learning Programme Title Accredited Provider
    58007  Diploma: Human Resource Management  Damelin - Randburg  
    58379  Diploma: Human Resource Management  1. ICESA City Campus - Durban
    2. ICESA City Campus - Pietermaritzburg  
    49692  National Diploma: Human Resources Management and Practices  ZA WIT  
    73024  Postgraduate Diploma: Human Resources  University of KwaZulu-Natal  
    73025  Postgraduate Diploma: Human Resources Management: Industrial Relations  University of KwaZulu-Natal  


    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.