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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 Certificate: Organisational Transformation and Change Management |
| SAQA QUAL ID | QUALIFICATION TITLE | |||
| 49075 | National Certificate: Organisational Transformation and Change Management | |||
| ORIGINATOR | ||||
| SGB Generic Management | ||||
| PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY | NQF SUB-FRAMEWORK | |||
| SERVICES - Services Sector Education and Training Authority | OQSF - Occupational Qualifications Sub-framework | |||
| QUALIFICATION TYPE | FIELD | SUBFIELD | ||
| National Certificate | Field 03 - Business, Commerce and Management Studies | Generic Management | ||
| ABET BAND | MINIMUM CREDITS | PRE-2009 NQF LEVEL | NQF LEVEL | QUAL CLASS |
| Undefined | 127 | Level 5 | Level TBA: Pre-2009 was L5 | Regular-Unit Stds Based |
| REGISTRATION STATUS | SAQA DECISION NUMBER | REGISTRATION START DATE | REGISTRATION END DATE | |
|
Passed the End Date - Status was "Reregistered" |
SAQA 9999/99 | 2018-07-01 | 2023-06-30 | |
| LAST DATE FOR ENROLMENT | LAST DATE FOR ACHIEVEMENT | |||
| 2026-06-30 | 2029-06-30 | |||
| 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 |
| A large number of the competencies developed in the Qualification are rooted in actual workplace practice and should lead to greater productivity resulting from improved performance by the learner, due to the integration of the knowledge with workplace practice.
The primary purpose of the Qualification is to: This Certificate is the first step in a learning pathway in Organisational Transformation and Change Management. This learning supports the objectives of the NQF through increased portability and articulation of learning and career path progression. By concentrating on the link between theory and practice, the quality of education and training as well as the personal development of the learner will be elevated. At a time when South African society is implementing the tenets and principles underpinning a democratic order, it is imperative that people be oriented to see the value of the diversity that it enjoys as a nation. It is important that issues around Employment Equity be seen as moving society forward, and not as a hindrance to progress. This Qualification will enable learners to place the imperatives of our society in a broad systems context. Many different roles and careers are linked to, and affected by, this Qualification. They include but are not limited to: Rationale for the Qualification: This Qualification was developed as the result of overwhelming demand for Unit Standards and a Qualification in Organisational Transformation and Change Management, to assist organizations with this vital management process so as to speed up transformation of South African business and to enable organizations to comply with the requirements of the Labour Equity Act. In addition, the Black Management Forum (BMF) has great interest in ensuring that Employment Equity (EE) becomes part of the Organisational Transformation (OT) agenda in companies throughout South Africa. It was determined that the way to institutionalise these issues was to develop a learning pathway that incorporated Employment Equity and related issues within the Human Resources field. The emerging understanding in the last ten years of the manner of functioning of complex adaptive systems, as well as of systems theory itself, makes it imperative to review existing thinking on management theory and Organisational Development. This creates the opportunity to place Organisational Transformation within a very powerful paradigm that underscores the important role that diversity plays in establishing and maintaining vibrant organisations within what has come to be known as the knowledge economy of the 21st Century. Importantly it also places this and other proposed Qualifications at the cutting edge of recent international developments in the field. The Qualification, a National Certificate in Organisational Transformation and Change Management at NQF level 5, is part of a pathway that includes a Diploma at Level 5 and a post-graduate Qualification, thus encouraging the notion of lifelong learning. It will enable the issues of Employment Equity, diversity and Organisational Development to become areas of study at different levels within any organisation in South Africa. In so doing it seeks to entrench these important considerations within organisational practice in the country. Properly presented and institutionalised, the Certificate can play an important role in ensuring that the principles of our democratic order become part of the prevailing practice in companies in South Africa. Additionally, however, it will also meet the needs and aspirations of the youth and unemployed in fields where this learning may be useful. This includes adult learners who want to deal with these issues or develop their careers in one or more of the related areas. This Qualification would also be relevant to many Human Resource practitioners. Since the Certificate is part of a learning pathway, it will allow mobility to persons operating in the field. The development of competence in this field will also lead to better service delivery, company longevity, the promotion of wealth and job creation. Potentially, therefore, large numbers of persons inside and outside of companies will participate in part or all of the Qualification. Organisations such as the Black Management Forum have indicated great interest in ensuring that their members acquire a Qualification of this nature. |
| LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING |
| Learners accessing this Qualification should be competent in:
Recognition of Prior Learning (RPL): This Qualification can be achieved wholly or in part through the Recognition of Prior Learning, and the Qualification may be granted to learners who have acquired the skills and knowledge without attending formal courses providing they can demonstrate competence in the outcomes of the individual Unit Standards as required by the Fundamental, Core and Elective areas stipulated in the Qualification and by the Exit Level Outcomes. An RPL process may also be used to credit learners with Unit Standards in which they have developed the necessary competency as a result of workplace-based and experiential learning. RPL may also be used by learners, who are not in possession of an FETC or equivalent Qualification, to gain access to the Qualification. Learners submitting themselves for RPL should be thoroughly briefed prior to the assessment, and will be required to submit a Portfolio of Evidence in the prescribed format to be assessed for formal recognition. While this is primarily a workplace-based Qualification, evidence from other areas of endeavour may be introduced if pertinent to any of the exit level outcomes. |
| RECOGNISE PREVIOUS LEARNING? |
| Y |
| QUALIFICATION RULES |
| The following combination of credits is required to attain the Qualification:
Fundamental component: While there is no SAQA requirement relating to the specific number of credits in the Fundamental component of a level 5 Qualification, the scoping exercise carried out clearly indicates that the learning included in this component of the Qualification is essential for all learners to function effectively in their designated workplaces and to ensure success with the Core and Elective learning that has to take place. All of these Unit Standards are compulsory Core component: The Core component of the Qualification consists of Unit Standards designed to equip the learner with the necessary functional skills and knowledge base required to operate competently within the Organisational Transformation and Change Management environment. These competencies relate directly to the actual work performed by employees in this area. All of these Unit Standards are compulsory. Elective component: A range of Unit Standards has been included in the Elective component of the Qualification, which relate to the range of areas in which the Organisational Transformation and Change Management practitioner could work. A range of possibilities embodied in the list would mean that both individual and provider choice are possible. This also enhances the possibility of any learnership that is registered, based on this Qualification, being demand-led rather than supply-driven. Learners may also choose Unit Standards at Level 5 or above which would improve their ability to perform their duties at work or that covers an area of learning in which they have a particular interest, providing such choice meets with the approval of the relevant ETQA. The learner is required to select Unit Standards to a value of at least 20 credits for this component. |
| EXIT LEVEL OUTCOMES |
| Qualifying learners will be able to:
1. Conduct communication within a business environment. 2. Apply South Africa's transformative Human Resource Development (HRD) legislation to Organisational Transformation. 3. Implement Change Management to take advantage of diversity in the workplace. 4. Apply complexity theory in conducting organisational transformation. 5. Underpin Organisational Transformation in a company through the use of a value system. 6. Use employment equity to the benefit of certain social issues in an organisation. Critical cross-field outcomes: The various components of the Qualification present numerous opportunities to develop each of the Critical Cross-Field Outcomes as an intrinsic part of any learning programme leading to the awarding of this Qualification. All Critical Cross-field Outcomes are not developed in each of the Unit Standards, however the combination of Unit Standards comprising the Qualification as a whole will incorporate the development of all, or most, of the Critical Cross-Field Outcomes. Apply workplace communication skills: Conduct communication within a business environment: Use communication techniques effectively: Recognise the transformative elements of South Africa's HRD legislation: Apply the basic principles of complexity theory to OT: Establish how a value system underpins OT: Apply the principles of EE to OT: Appreciate and manage diversity in the workplace: Apply the principles of CM in the workplace: Implement skills development in order to facilitate OT: |
| ASSOCIATED ASSESSMENT CRITERIA |
| 1.
2. 3. 4. 5. 6. Integrated assessment: The Qualification and its associated assessment criteria have been designed so that assessment is fully integrated with the learning. The assessment criteria for each specific outcome of each Unit Standard are outlined within the body of the Unit Standard. In terms of the Qualification the learner must, in an authentic and appropriate setting: The emphasis throughout the Qualification should be on continuous, formative assessment. Much of this is achieved in "sites of application" and involves a range of assessment tools, which will include a degree of self and peer assessment. A number of appropriate summative assessments should be planned at specific times, by assessor and learner jointly, throughout the learning process. As a result of a range of ongoing assessment approaches in terms of testing and evaluating the fundamental, practical and reflexive competence of the learner, a skills matrix should be produced. This will clearly indicate not only the knowledge gaps and skills deficits of the individual, but also highlight the learner's strengths and weaknesses related to the other elements of applied competence, namely: The assessment process should be capable of being applied to RPL, subject to the rules and criteria of the relevant Education & Training Quality Assurance body (ETQA). As it is required that integrated methods of assessment are employed, theoretical as well as practical competence needs to be assessed. Appropriate assessment tools will need to be constructed for use by those who will act as mentors and coaches throughout the learning programmes. Group assessment methods will also need to be employed. It is required that a final assessment of competence will be built up through a variety of means. |
| INTERNATIONAL COMPARABILITY |
| This qualification has been benchmarked against international practice in Change Management, Organisational Change, Business Process Re-engineering and Organisational Transformation. However, it needs to be recognised that the overlapping South African landscapes of learning and work deal pointedly with the legacy of the past and the introduction of new, democratic structures, HRD legislation, systems and practices in the OT&CM field. This qualification deals explicitly with those elements, i.e. employment equity, diversity in the workplace, Skills Development Plans & Facilitators, HIV/Aids in the workplace, Corporate Social Responsibility Programmes etc. This makes this qualification unique in that it has a compulsory fundamental element, and secondly that it addresses and incorporates the South African Human Resource Development Legislative environment, which international qualifications do not.
In the benchmarking exercise it was noted that some programmes could be categorised as skills programmes (i.e. 3 to 5 days duration), and also that many comparable qualifications were at post-graduate level, such as Masters. Only a few of them address diversity in the workplace, and then only at a superficial level - the main focus being on the elements of change management. Many programmes are aimed at the IT Professional which includes technical change management. Some include Project Management, which is covered separately on South Africa's National Qualification Framework (NQF). Whilst Indonesia is touted as a leader in Change Management, very little evidence of this could be found on the web. They are only now discussing the advantages of implementing a Qualifications Framework and seem to be working with Holland and Australia in this regard. No qualifications in Change Management could be located (this does not imply that they do not exist). What was found was a typically generic 5-day change management programme. What is evident however, is that as far as qualifications are concerned, more are available in the UK and Australia. Various qualifications and learning programmes covering the OT and CM arena were reviewed on the following websites: ChangeManagement - - Australian Graduate School of Management - Graduate Certificate in Change Management - one year course. On interrogating the above, it will be seen that the short courses/skills programmes, vary from 2 days to 10 days in duration and that they cover the basics of Change Management. These same basic principles are addressed by a unit standard in this qualification. If one compares the Certificate in Change Leadership (300 hours = equivalent of approx. 37 credits), the course content is addressed by four unit standards in this qualification viz.: The emphasis of this set of qualifications is on organisational transformation in the context of enabling social change in the South African environment. This puts this qualification in a class of its own in this context. |
| ARTICULATION OPTIONS |
| There is ready articulation of this Qualification horizontally with the following Qualifications:
Vertical articulations is possible with the following Qualifications: |
| MODERATION OPTIONS |
For an applicant to register as an assessor or moderator of this Qualification the applicant needs to be: |
| CRITERIA FOR THE REGISTRATION OF ASSESSORS |
| N/A |
REREGISTRATION HISTORY |
| As per the SAQA Board decision/s at that time, this qualification was Reregistered in 2012; 2015. |
| NOTES |
| N/A |
| UNIT STANDARDS: |
| ID | UNIT STANDARD TITLE | PRE-2009 NQF LEVEL | NQF LEVEL | CREDITS | |
| Core | 116960 | Apply the basic principles of complexity theory to organisational transformation | Level 5 | Level TBA: Pre-2009 was L5 | 12 |
| Core | 115407 | Apply the principles of change management in the workplace | Level 5 | Level TBA: Pre-2009 was L5 | 10 |
| Core | 116927 | Apply the principles of employment equity to organisational transformation | Level 5 | Level TBA: Pre-2009 was L5 | 10 |
| Core | 116949 | Establish how a value system underpins organisational transformation | Level 5 | Level TBA: Pre-2009 was L5 | 12 |
| Core | 116918 | Implement skills development in order to facilitate organisational transformation | Level 5 | Level TBA: Pre-2009 was L5 | 8 |
| Core | 116928 | Manage diversity in the workplace | Level 5 | Level TBA: Pre-2009 was L5 | 14 |
| Core | 116929 | Recognise the transformative elements of South Africa's Human Resources Development legislation | Level 5 | Level TBA: Pre-2009 was L5 | 10 |
| Fundamental | 7465 | Collect and use data to establish complex statistical and probability models and solve related problems | Level 4 | NQF Level 04 | 5 |
| Fundamental | 8647 | Apply workplace communication skills | Level 5 | Level TBA: Pre-2009 was L5 | 10 |
| Fundamental | 10622 | Conduct communication within a business environment | Level 5 | Level TBA: Pre-2009 was L5 | 8 |
| Fundamental | 12433 | Use communication techniques effectively | Level 5 | Level TBA: Pre-2009 was L5 | 8 |
| Elective | 116921 | Apply the principles of Employment Equity to dealing with terminal or chronic illnesses, particularly HIV/Aids, in the workplace | Level 5 | Level TBA: Pre-2009 was L5 | 10 |
| Elective | 116919 | Use the principles of employment equity to relate corporate social responsibility to organisational transformation | Level 5 | Level TBA: Pre-2009 was L5 | 10 |
| Elective | 7857 | Manage information flow | Level 6 | Level TBA: Pre-2009 was L6 | 4 |
| 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. |
| NONE |
| 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. |