|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|
|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.||The individual NQF Sub-framework for each Learning Programme recorded against this qualification is shown in the table at the end of the qualification report.|
|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"
|LAST DATE FOR ENROLMENT||LAST DATE FOR ACHIEVEMENT|
|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|
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:
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.
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:
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?|
Public Sector specialisation:
|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|
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.
|This qualification and the component unit standards have been compared with similar qualifications from the following countries:
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.
|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 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:
Principles of assessment:
|As per the SAQA Board decision/s at that time, this qualification was Reregistered in 2012; 2015.|
|This qualification replaces qualification 20892, "National Diploma: Human Resources Management and Practices", Level 5, 240 credits.|
|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||Min Credits||Learning Prog End Date||Quality
|21064||Diploma: Commerce: Human Resources Management||Intec College||Level 5||Level N/A: Pre-2009 was L5||240||2020-07-30||SABPP||OQSF|
|58007||Diploma: Human Resource Management||Damelin||Level 5||Level N/A: Pre-2009 was L5||240||2014-12-31||CHE||HEQSF|
|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|
|48847||Diploma: Human Resource Management||Pearson Institute of Higher Education (Pty) Ltd (previously known as Midrand Graduate Institute)||Level 5||Level N/A: Pre-2009 was L5||299||2020-07-30||CHE||OQSF|
|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||2020-07-30||SABPP|
|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||GOLDBERG DE VILLIERS EN MYBURGH PTY LTD|
|73024||Postgraduate Diploma: Human Resources||University of KwaZulu-Natal|
|73025||Postgraduate Diploma: Human Resources Management: Industrial Relations||University of KwaZulu-Natal|