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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: 

Higher Certificate in Human Resource Management Practice 
SAQA QUAL ID QUALIFICATION TITLE
101818  Higher Certificate in Human Resource Management Practice 
ORIGINATOR
Boston City Campus (Pty) Ltd formerly Boston City Campus and Business College (Pty) Ltd 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Higher Certificate  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  120  Not Applicable  NQF Level 05  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Reregistered  EXCO 0821/24  2021-07-01  2027-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2028-06-30   2031-06-30  

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:
The human resource function is an imperative component of any organisation. This qualification has been developed for a particular purpose, this being to facilitate access to the world-of-work for students who are capable of knowledge performance in support of those areas of the world-of-work that rely on the application of the introductory knowledge and skills systems supporting human resource management practices.

The purpose of the qualification is to ensure graduates are equipped with the knowledge, theory and methodology of the important disciplines in human resource management practice, and to enable them to demonstrate initiative and responsibility in a professional or academic context where application of the principles and theory are emphasised as a basis for entry into the labour market, professional training, undergraduate study, or professional practice in a wide range of careers within civil society, the public or private sectors. The modules are developed in an increasingly applied manner covering the major functional specialisations and culminating in an integrated manner which provides broad strategic context for graduates on the basic human resource functions such as: designing job descriptions; interviews and induction; organising of training; being involved with organisational development and understanding affirmative action and BBBEE.

The breadth and depth of learning achieved by individuals reflect a broad repertoire of skill-sets and knowledge-sets consisting of principles, theoretical engagement and levels of intellectual independence characteristic of a Higher Certificate which facilitates access to the world of work and promotes critical and analytical citizenship.

Rationale:
This qualification is a response to the workplace need for competent individuals across all economic sectors. The current and future need for competent entry and junior practitioners has been expressed by employers and employees. The skills, knowledge, attitudes and values required by human resource practitioners are captured in this qualification while remaining, to a certain degree a generalist programme for the field of practice rather than a specialist programme, by offering good breadth on the important topics combined with appropriate occupational and professional depth for its intended purpose.

The qualification provides exciting career opportunities in the fields of human resource management, for examinationple: Recruiting and Placement Manager, Development and Training Specialist, Compensation Specialist, Labour Relation Specialist, Affirmative Action Coordinator, Outplacement Consultant and Equal Employment Opportunity Representative.

For a rapidly evolving and growing nation, it is crucial to increase the supply of competent graduates with entry level capabilities to industries that rely on these skills if South Africa is to realise growth and to remain globally competitive. As well as in the increasingly competitive, sophisticated and changing world of work; the continued development of middle to higher order applied knowledge is essential. The curriculum has been designed to give individuals the skills required for managing life-long learning in order to build successful careers and to remain productive and responsible citizens. The qualification provides a balance in fields that are broadly enabling in relation to career pathways while providing opportunities both professional membership with a variety of local and international bodies and further studies through vertical and/or horizontal articulation pathways, e.g. specialised studies in organisational development practices, advanced studies in corporate training or coaching and mentoring and Diploma or Bachelor's Degree studies in Human Resource Management.

For a rapidly evolving and growing nation, this qualification forms part of the increase in provision of graduates with higher order capabilities to grow the economy, to advance social transformation, and to remain regionally relevant and globally competitive. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
Recognition of Prior Learning (RPL):
Learners may provide evidence of prior learning for which they may receive credit towards the qualification by means of portfolios or other forms of appropriate evidence which may include, verified accounts of previous relevant work done and performance records and which evidence is in accordance with the requirements of the relevant Quality Council.

Learners not meeting the minimum entry requirements may be granted admission through Recognition of Prior Learning.

Entry Requirements:
  • National Senior Certificate (NSC) granting access to Higher Certificate studies and English as one of the subjects passed.
    Or
  • National Certificate (Vocational) (NC (V)), Level 4 and granting access to Higher Certificate studies and English as one of the subjects passed. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification comprises compulsory modules at Level 5 totalling 122 Credits.

    Compulsory Modules, Level 5, 122 Credits:
  • Computer Literacy 1, 8 Credits.
  • Computer Literacy 2, 8 Credits.
  • Human Resource Functions, 20 Credits.
  • Business Communication 1, 10 Credits.
  • Industrial Psychology 1, 16 Credits.
  • Socioeconomics 1, 14 Credits.
  • Human Resource Training and Development, 16 Credits.
  • Organisational Development, 16 Credits.
  • Experiential Learning, 14 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Apply the human resource and employment relations definitions, activities and functions to the South African context.
    2. Demonstrate the importance of HR planning and forecast for an organisation.
    3. Understand the recruitment and selection process as well as how to motivate and retain employees.
    4. Demonstrate an understanding for the remuneration philosophy and process within an organisation.
    5. Understand the impact of organisational development on an organisation.
    6. Apply the different phases of the Organisational Development (OD) process during an intervention with an organisation.
    7. Describe the macro factors affecting training and development in organisations.
    8. Demonstrate an understanding of the importance of training records, information systems and the development of such systems.
    9. Discuss the development and implementation of management training as part of the development of human resources in an organisation. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcomes 1:
  • Identify the HR activities that can be shared between HR practitioners and line managers.
  • Outline possible HR activities that can be delegated from HR practitioners to line managers.
  • Explain the differences between hard and soft HRM.

    Associated Assessment Criteria for Exit Level Outcomes 2:
  • Implement a recruitment policy that can used in a retail business when employing sales assistants.
  • Develop a job description for a shelf packer at a supermarket.
  • Explain what the function of a job analysis is and do a job analysis for a truck driver.
  • Demonstrate the ability to use technologies in the management and maintenance of employee records including the processing of salaries using payroll computer package.

    Associated Assessment Criteria for Exit Level Outcomes 3:
  • Demonstrate the importance of doing background checks of applicants during the selection method.
  • Classify the reasons why it is important to motivate employees within the South African work context.
  • Illustrate why a high staff turnover is not good for business and why employee retention is beneficial to an organisation.

    Associated Assessment Criteria for Exit Level Outcomes 4:
  • Explain how external factors can influence a remuneration structure.
  • Discuss how internal factors can influence a remuneration structure.
  • Illustrate the difference between gain sharing and profit sharing by giving examinationples.

    Associated Assessment Criteria for Exit Level Outcomes 5:
  • Distinguish between the different perspectives on organisational learning and discuss the assumptions about capacity development.
  • Summarise the internal and external forces impacting on organisations that makes OD a necessity and describe the different phases of the OD process.
  • Identify the different types of clients and explain why it is important to know your client.
  • Explain why the diagnostic process can also be seen as an intervention.

    Associated Assessment Criteria for Exit Level Outcomes 6:
  • Discuss the important macro issues that may have an influence on training and development in an organisation.
  • Demonstrate an understanding for the National Skills Development Strategy.
  • Explain the National Qualification Framework and its structure.
  • Explain the SETA's and how learnerships work.

    Associated Assessment Criteria for Exit Level Outcomes 7:
  • Evaluate human behaviour and to suggest various ways and means lo improve the efficiency of workers in industries.
  • Determine ways of minimising the wastage of human force, promoting labour welfare, improving human and industrial relations in order to maximise productivity.

    Associated Assessment Criteria for Exit Level Outcomes 8:
  • Distinguish between the different types of training records that must be kept in an organisation.
  • Explain how the cost-effectiveness of a training programme can be determined.
  • Discuss how learning outcomes can be classified according to the taxonomy of learning.
  • Explain the behavioural factors that could influence course development.

    Associated Assessment Criteria for Exit Level Outcomes 9:
  • Discuss the relationship that exists between management development and management education.
  • Demonstrate an understanding of the role of a manager as a leader and an agent of change.
  • Explain the role of cost when a specific development method is selected.

    Integrated Assessment:
    Integrated assessment is essential to ensure that the purpose of the qualification is achieved in relation to the occupational focus carried by the qualifier and in terms of its propositional and declarative knowledge, vocational relevance, reflexive competency and critical cross-field learning outcomes.

    Successful learners will have undertaken an extensive process in which assessments progressively build the learners' integrated competency to a point where the learner is able to express through a range of mechanisms measured against valid, reliable and transparent criteria that they can operate effectively in an entry level occupational position within the knowledge system specified by the qualification title.

    Formative assessment integrates the cycle of teaching and learning, and assessment. Study guides and texts contain self-assessment exercises. The scheme of work includes formal assessments in the form of tests and/or assignments based on the learning material and students are graded and provided written feedback. The process is continuous and focuses on smaller sections of the work and limited in the number of outcomes assessed.

    Summative assessments are in the form of examinationinations, a research report which assesses a representative selection of the outcomes practised and assessed in the formative stage. Summative assessment also tests the student's ability to manage and integrate a large body of knowledge to achieve the stated outcomes of the full qualification. 
    		•

    INTERNATIONAL COMPARABILITY 
    The qualification is a learning programme in the study of human resource management practices. It is similar in content and outcomes to recognised international qualifications in human resource studies offered by foreign higher education institutions:
  • Tanzania, Mzumbe University, School of Public Administration and Management, Qualification: Diploma in Human Resource Management.
  • Botswana, Generic Qualification: National Certificate in Human Resource Management.
  • California State University, College of Business and Economics, Qualification: Certificate in Human Resource Management.
  • University of California Berkeley (Extension), Haas School of Business, Qualification: Certificate Programme in Human Resource Management.
  • Association of Business Executives United Kingdom, Qualification: Diploma in Business Management and Human Resources Level 5.

    Boston City Campus & Business College is confident that this Higher Certificate in Human Resource Management Practice compares favourably with like/similar qualifications and stands to open doors for graduates beyond the scope of what South African HEI's has on offer.

    In Tanzania, the Mzumbe University offers a Diploma in Human Resource Management. This is a two-year programme that is designed to familiarize students with the very latest thinking on, and best practice in, Human Resource Management. The programme equips students with knowledge, skills and attitudinal competences required for effective job performance as general and human resource officers at lower levels in organizations. Also, it builds their capacity and orients them to key issues and techniques of managing people in work organizations. The programme requires students to complete four (4) semesters of seventeen (17) weeks each. It requires candidates to successfully complete a total of forty (45) credit points, including a field practical of six weeks between year one and year two. Each candidate will be provided with a log book where he/she will record the activities done each week and signed by the Host organization supervisor. At the end the candidate will compile a report stipulating strength and challenges experienced during the field attachment.

    In the United States of America, the California State University offers a Certificate in Human Resource Management (3 options: basic, advanced, executive). Human resource management is the functional area within for-profit, public sector, and non-profit organizations that is responsible for the utilization of human resources, such as employees of the organization, to achieve organizational objectives. As a result, human resource managers play an essential role in the success of a company, making them valuable employees in nearly every industry imaginable. As a HR manager, you will serve as a vital link between management and employees within your organization and oversee key aspects of human resources function including: Human resource planning, recruitment, and selection; Human resource development; Compensation and benefits; Employee safety and health; and, Employee and labour relations. 
    		•

    ARTICULATION OPTIONS 
    This qualification offers articulation opportunities with qualifications.

    Horizontal Articulation:
  • Higher Certificate in Business Management, Level 5.
  • Higher Certificate in Marketing Management, Level 5.
  • Higher Certificate in Entrepreneurship, Level 5.
  • Higher Certificate in Advertising and Integrated Communication Practice, Level 5.
  • Higher Certificate in Event Management, Level 5.

    Vertical Articulation:
  • Diploma in Human Resource Management, Level 6.
  • Diploma in Business Management, Level 6.
  • Bachelor of Commerce in Human Resource Management, Level 7.
  • Bachelor of Commerce in Business Management, Level 7.
  • Bachelor of Business Administration in Human Resource Management, Level 7. 
    		•

    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. Boston City Campus (Pty) Ltd formerly Boston City Campus and Business College (Pty) Ltd 


    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.