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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Diploma in People Management 
SAQA QUAL ID QUALIFICATION TITLE
102059  Diploma in People Management 
ORIGINATOR
University of Johannesburg 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Diploma (Min 360)  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  360  Not Applicable  NQF Level 06  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   2033-06-30  

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 purpose of the Diploma in People Management (Dip (People Management)) is to equip graduates with an in-depth grounding in Human Resource Development (HRD) knowledge, theory, principles and skills so that they may contribute to the multi-functional, multinational public and business sectors, confidently executing analytical, interpretive, strategic and integrative skills. The qualification is designed to empower students to gain a set of skills, values, attitudes and knowledge to enable them to:
  • Formulate, plan, strategise, execute, measure and improve HRD and business processes, practices, systems and solutions.
  • Partner, learn from and collaborate with national, regional and global HRD and business stakeholders to improve the performance of human capital via talent development.
  • Apply innovation and technology to implement and improve HRD and business systems, policy, procedure and best practices.
  • Comply with good governance, strong ethics and quality performance standards when implementing, managing and improving HRD and business practices.

    This qualification is designed to produce a graduate with the following profile:
  • Students will have Mathematical Literacy or Mathematics grounding so that they can understand, work with and manage HR and business data.
  • A unique and well-balanced HRD generalist who is able to apply an integration of theory, practical and reflexive skills from public or social and business sciences.
  • Who will manage people opportunities and challenges in Human Resource Management divisions and levels of industry, business, corporate and public sectors.
  • Who will have a toolkit of knowledge, principles, values and attitudes to become the ideal HR Intermediate Transactional Practitioner.
  • Who will be able to work with detail in a precise manner; follow clear procedures to diagnose and solve problems; use knowledge and experience to interpret information; conduct face to face supervision; and are employed as support to first line supervisory managers.

    In line with the institution's vision, mission and objectives this qualification has been designed to provide the foundations of Human Resource Management (HRM) by exposing students to the fundamental principles underlying the people management practice. The focus of this qualification is to provide the student with a South African framework to identify key pivotal areas, which enhances organisational efficiency and effectiveness for managing employer and employee relationships. The content and scope of this qualification will provide a learning opportunity in people management and to develop knowledge and skills through an industry-relevant qualification. It will prepare students through the discipline-specific nature of the qualification to meet the national and regional labour market, knowledge and other socio-cultural needs in this scarce-skill environment.

    The purpose of this qualification is to develop graduates who can demonstrate focused knowledge and skills in the field of Human Resource Development, with particular focus on the Training and Development environment in South Africa. This qualification will equip students with the skills to understand relevant training and development legislation in South Africa accompanied by critical learning theories and principles that satisfy the training and development needs. This qualification focuses on performance improvement, instructional design and training delivery. Students will be equipped with skills in performance improvement, design, presenting, training, and qualification intervention and quality assurance in Human Resource Development while enabling students to manage, develop and deliver Human Resources within contemporary issues in Human Resource Development.

    This qualification will further equip the student with the skill set to gather organise and analyse information using learning metrics and analytics to inform organisational decision making. Thereby, being able to render leadership skills to execute organisational strategy, planning, mentoring and adjusting of learning and development projects. Students will be empowered to provide a supportive role within the organisation and they will be equipped with the tools to assist in building an organisational culture, engagement, capability, and capacity through the implementation and integration of talent acquisition, employee development and retention. This qualification will practically enable the student to demonstrate an understanding of different forms of knowledge, schools of thought and forms of explanation within an area of Talent Management, Coaching, Knowledge and Change management.

    In alignment with stakeholder needs and the purpose of the Diploma in People Management (PM) is as follows:
  • Develop critical and creative expertise in PM, Employment Relations, Management of Training, Business Management and Labour Law competencies.
  • Enable graduates to focus on people management within business or private-public partnerships and the systems, processes and best practices embedded within sector, local, national and global priorities.
  • Encourage students to specialise in PM practices within business management techniques and systems.
  • Empower graduates with relevant and Employee Relations and Labour law, analytical techniques, and business management.
  • Guide and support students to practically apply theory, implement and successfully undertake individual and/or group PM assessments throughout their study.
  • Provide compulsory application in literacy, numeracy, analytical and data management skills.

    Rationale:
    The rationale for this qualification is to provide the link between individual performance outcomes and training and to directly enhance the effectiveness and efficiency of employees in their roles. Furthermore to provide the interface between the organisation, team/group and the individual for understanding the inverse relationship by offering a contextual overview of employee relations and its evolution in South Africa. While relying on a legislative framework for regulating the relations between employers and employee in South Africa, this qualification offers student management and trade unions with techniques as well as tactics that may be used during collective bargaining and negotiation. The qualification will further provide a framework for managing individual and collective disputes in the workplace.

    The student will be introduced to the fundamentals of Training and Development Practices in South Africa with a brief focus on international models.

    In creating future-fit leaders for both the public and private business sectors, graduates of the Diploma in People Management [Dip (People Management)] will enter the global workplace with additional skills in Applied Accountancy skills, Business Statistics, Business Law and Labour law.

    These skills will enable students to negotiate with the relevant local, national and international organisations and bodies while driving business objectives. The aim is to allow graduates to enter the workplace as tried and tested Human Resource Development practitioners who will contribute to and improve the Human Resource Development profession.

    Graduates may register as HR Practitioners with the South African Board of People Practices (SABPP) or with other international bodies to encourage regulated, standardised HR practices. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):
    Department of Industrial Psychology and People Management (IPPM) accept Recognition of Prior Learning (RPL) as an integral part of education and academic practice. It acknowledges that all learning has value and assesses prior learning and awards credits that are aligned with the Faculty programmes in order to promote lifelong learning.

    The purpose of the institution's RPL policy directs the Faculty's RPL procedure, whereby prior learning is recognised in order to provide access into qualifications, grant advanced placement in qualifications and grant credits for modules on the principles and processes that serve as a basis for Departmental RPL practices.

    The functions of the Departmental RPL committee are to:
  • Monitor and review the IPPM RPL policy and procedures.
  • Oversee the RPL process and establish quality management in the Department.
  • Manage the administration of the RPL process according to the RPL sub-committee guidelines as approved by the Faculty.
  • Advise the Faculty RPL sub-committee of the Department's recommendations.

    Entry Requirements:
    The minimum requirements for admission into the Diploma are:
  • Senior Certificate (SC).
    Or
  • National Senior Certificate (NSC) granting access to Diploma studies.
    Or
  • National Certificate Vocational, Level 4 granting access to Diploma studies. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification comprises compulsory modules at Levels 5 and 6 totalling 378 Credits.

    Compulsory Modules, Level 5, 144 Credits.
  • People Management Perspectives 1A, 12 Credits.
  • Business Law 1A, 12 Credits.
  • Introductory Labour Law, 16 Credits.
  • English 1C, 16 Credits.
  • Business Management 1A, 16 Credits.
  • People Management Perspectives 1B, 12 Credits.
  • Business Management 1B, 16 Credits.
  • End User Computing 1A, 12 Credits.
  • Business Management 2A, 16 Credits.
  • Business Management 2B, 16 Credits.

    Elective Modules, Level 5.
  • Applied Accountancy Skills 1A, 15 Credits.
  • Business Statistics 1A, 16 Credits.
  • Applied Accountancy Skills 1B, 15 Credits.
  • Business Statistics 1B 16 Credits.

    Compulsory Modules, Level 6, 204 Credits:
  • People Management Perspectives 2A, 12 Credits.
  • Employment Relations in Context, 12 Credits.
  • Training and Development Practices 1A, 12 Credits.
  • People Management Perspectives 2B, 12 Credits.
  • Employment Relations Legislative Framework,12 Credits.
  • Introduction to Payroll, 12 Credits.
  • Training and Development Practices 1B, 12 Credits.
  • People Management Perspectives 3A, 12 Credits.
  • Employment Relations Collective Bargaining, 12 Credits.
  • Business Management 3A, 16 Credits.
  • Training and Development 2A, 12 Credits.
  • People Management Perspectives, 3B 12 Credits.
  • Employment Relations Dispute Resolution, 12 Credits.
  • Business Management 3B, 16 Credits.
  • Training and Development 2B, 12 Credits.
  • People Management in Practice 16 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Communicate effectively and professionally in a business environment including the ability to present and communicate information reliably and appropriately.
    2. Identify and apply Human Resource Management and the development discipline specific principles, practices and processes in a variety of contexts.
    3. Demonstrate the ability to respond to given or contextual abstract problems pertaining to human resource practice within a business environment.
    4. Demonstrate the ability to perform a wide range of human resource development administrative functions in a business against relevant policy and legislative matters.
    5. Apply a range of methods to resolve human resource-related problems and challenges related to change within a business environment. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit-Level Outcomes 1:
  • Employ appropriate grammar, syntax and punctuation in written and oral communication applications to adjust conventions to business purposes.
  • Use various communication techniques to plan and administer human resource activities within a business environment.
  • Communicate according to organisational practices and standards at all times.

    Associated Assessment Criteria for Exit-Level Outcomes 2:
  • Demonstrate knowledge of human resource management and develop principles, practices and processes in a business context.
  • Outline the knowledge of relevant labour practice legislation and organisational policy requirements applicable to employee and labour contracts.
  • Compile training and development plans according to the individual and organisational development requirements.
  • Employ a variety of human resource practices; concepts and theories to implement and manage performance according to organisational policy.

    Associated Assessment Criteria for Exit-Level Outcomes 3:
  • Identify, evaluate and contextualise business opportunities and propositions related to human resource development and management decisions.
  • Assess market trends to determine the impact on the human resource function in business.
  • Propose practical solutions to a variety of human resource related challenges in business.

    Associated Assessment Criteria for Exit-Level Outcomes 4:
  • Interpret legislation governing human resource practices for implementation within a business environment.
  • Administer and apply performance management policies and procedures inclusive of disciplinary and grievance procedures within a business environment.
  • Demonstrate the ability to administer payroll functions in business.
  • Comply with all statutory requirements in terms of the applicable labour legislation.

    Associated Assessment Criteria for Exit-Level Outcomes 5:
  • Assess human resource development problems and challenges and identify the appropriate sources of information to help inform decisions to resolve the problems or to meet the challenges.
  • Conduct research to resolve HR related problems through the collection, analysis and synthesis of the data and display results in report format.
  • Apply change management principles and plans related to HR to create a competitive advantage within the broader business environment.

    Integrated Assessment:
    Assessment takes place in accordance with the institutions Assessment Policy. The Dip (People Management) qualification implements three summative and four continuous assessment opportunities during the module. Specific assessment regulations are determined by the Faculty Board and approved by Senate. The Associated Assessment Criteria, rules and regulations, are communicated to students in all Learning Guides. The development and implementation of assessment methods is based on the institution and the Faculty's principles of assessment. A variety of 'fit for purpose' methods of assessment is used by the Assessor/s within a module to assess the students as defined by the learning outcomes.

    Assessments include the following outcomes-based activities:
  • Observation of real or simulated tasks, e.g. practical exercises/demonstrations, role-plays, presentations.
  • Evaluation of a product after a task has been completed, e.g., projects, assignments, case studies, portfolios, artefacts, log books, reflective journals.
  • Questions, oral or written, used either separately or in combination, e.g., tests/examinations, including short or long questions, essays and multiple choice questions.

    All assessment activities are accompanied by a memorandum/assessment marking guide. The number and range of assessment methods used are included in the Learning Guides. Every assessment opportunity carries a predetermined weight that takes the integration of the outcomes into account.

    Formative Assessment:
    Formative assessment refers to assessment that takes place during the process of learning and teaching. They take the form of tests, assignments, projects, presentations, creative production or other means where students provide evidence of learning. Formative assessments are used in the Dip (People Management) modules to:
  • Assess how students learn and progress.
  • Provide feedback to the student on her/his progress.
  • Diagnose the student's strengths and weaknesses.
  • Assist in the planning of further learning activities.
  • Allow for self-assessment, reflection and critical evaluation of own progress.
  • Prepare the student for summative assessment.

    Summative Assessment:
    Summative assessments for each module of the Dip (People Management) are conducted at three intervals of each semester for the purpose of making a judgment about the level of competence of students in relation to the learning outcomes of each module. The results of summative assessments are used to calculate the student final semester mark. The minimum number of summative opportunities required, are contained in the institution's Academic Regulations. 
    		•

    INTERNATIONAL COMPARABILITY 
    The University of Leicester offers a Diploma (Level 2) in HRM (Human Resource in Management) with the following modules:
  • Academic Writing Skills.
  • Workplace Learning and Human Resource Management.
  • Organisational Behaviour and Employee Development.
  • Management in Organisations.
  • Personnel and Human Resources Management.
  • Culture and the International Context.
  • Case Study.

    It is evident that the modules are similar to this qualification. However, there is less focus on Employment Relations in the Leicester because it is to a more regulated and volatile labour relations environment in South Africa.

    ABE Level 5, Diploma in Human Resource Management (QCF) aims to help learners to develop their understanding of management in the context of HR (Human Resources). This qualification aims to help students to develop theoretical understanding of management concepts as well as a deeper overview of HR. It will equip the learner to find employment with junior management prospects, particularly in HR, or to continue their professional academic studies at the next level.

    Learners must pass these six mandatory modules:
  • The Business Environment.
  • Human Resource Management.
  • Organisational Behaviour.
  • Human Resource Development.
  • People Planning and Resourcing.
  • Employment Relations.

    Learners must pass two of these optional modules:
  • Principles of Business Law.
  • Quantitative Methods for Business Management.
  • Managing the Customer Relationship.
  • Personnel Information Systems.

    The modules covered in the ABE Diploma resonate with the modules provided in this qualification.

    The Brighton School of Business has an online Diploma in Human Resources. This qualification is designed for people working in training, human resources, or other related area. The modules focus on developing their knowledge and understanding of the management of HR processes rather than the technical aspects, such as Employment Law. This Diploma in Human Resources is ideal for those who wish to develop into a management role within Human Resources.

    The Diploma in People Management compares favourably with the above three qualifications. 
    		•

    ARTICULATION OPTIONS 
    This qualification allows for articulation possibilities with the following qualifications:

    Vertical Articulation:
  • Bachelor in Human Resource Management, Level 7.
  • Advanced Diploma (People Performance), Level 7.

    Horizontal Articulation:
  • Other Diplomas or similar NQF level 6 qualifications in a cognate field of study both internal and external to UJ.
  • Vertical and horizontal articulation possibilities whether at public or private higher education institutions offering comparable studies will take place in terms of their respective Rules and Regulations of the offering. 
    		•

    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.
     
    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.