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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 Development 
SAQA QUAL ID QUALIFICATION TITLE
110060  Higher Certificate in Human Resource Development 
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
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  2019-07-25  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 purpose of this qualification is to develop qualified learners and practitioners wanting to enter the field of Human Resource Development as a potential career or those who have been practicing within the workplace, or in specialised learning and development roles, but without formal recognition or a qualification.

This qualification will provide practitioners and entrants with foundational Human Resource Development theory and practice blended with appropriate technology across key learning and development support roles aligned to the processes of the training and development cycle and underpinned by current Human Resource Development legislation.

The qualifying learners should be ready to enter the job market as an entry level Human Resource Development administrator or coordinator. Additionally, the programme will develop a learner to become self-directed, lifelong learner.

Rationale:
The development of skills within and for the workplace remains a key priority within South Africa, as supported by legislation, national policies and strategies. People who have knowledge and skills within their area of expertise, but lack the required skills in relation to Human Resource Development carry much of the current and needed skills development out. Many of the skills development objectives, nationally and within organisations, are met through the efforts of Human Resource Development practitioners of which this qualification addresses the key foundational competencies needed of such a practitioner. The demand of such capacity will also be realised through the addition of school leavers entering the field of Human Resource Development.

This qualification will provide recognition to practitioners at an entry level, thus making it possible to increase their employment and promotion prospects, and at the same time offer means whereby organisations can appoint practitioners in line with proven competencies. In addition, this qualification promotes access by allowing school leavers who does not meet the minimum access requirements for entry into a Diploma or Bachelor's Degree and seeking a career in the field of Human Resource Management or Human Resource Development. This qualification will recognise Human Resource Development support practices across key learning and development roles in a support and administrative capacity. Practitioners who wish to extend their knowledge, skills and practice in learning and development in order to elevate professional competence in further Human Resource Development roles will be eligible for entry into the Diploma in Human Resource Development at Level 6 aimed at professional competence and further career pathways.

The aim of this qualification is to enable learners to understand traditional and contemporary human resource development practices in order to offer support services to the business and develop a basic understanding of a broad-based, sustainable human resource value chain. In addition, learners will be introduced to technology and its integration with practice. To this end, they will be exposed to relevant knowledge on human resource development and human resource management. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
Recognition of Prior Learning (RPL):
The institution accepts Recognition of Prior Learning (RPL) as an integral part of education and academic practice. It is acknowledged that all learning has value and the institution will endeavor to assess prior learning and award credit where relevant.

The institution's RPL policy will be applied as follows:
  • Through RPL a learner may gain access, or advanced placement, or recognition of status.
  • RPL is based on other forms of formal, informal and non-formal learning and experience.

    Entry Requirements:
    The minimum entry requirement to this qualification is:
  • A National Senior Certificate (NSC), granting access to Higher Certificate studies.
    Or
  • A National Certificate (Vocational) (NC(V)), National Qualifications Framework (NQF) Level 4, granting access to Higher Certificate studies.
    Or
  • Any Further Education and Training Certificate (FETC) at NQF Level 4. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of compulsory modules at Level 5 totalling 120 Credits.

    Compulsory Modules: 120 Credits:
  • Human Resource Development A, 30 Credits.
  • People Practices in the workplace, 15 Credits.
  • Skills Development and Human Resource Development reporting, 15 Credits.
  • Human Resource Development B, 30 Credits.
  • Human Resource Development Administration, 15 Credits.
  • Personal Mastery in the workplace, 15 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Explain the theories and techniques related to Human Resource Development and the Human Resource discipline.
    2. Contribute to the skills development facilitation process related to skills development reporting in line with current legislative and organisational requirements.
    3. Effectively plan, prepare, organise and administer the learning and development function in relation to the learning and development cycle.
    4. Apply a learner management system in order to report on relevant data for the learning and development function and business for effective decision making and improved quality purposes.
    5. Demonstrate critical awareness of the use and application of a variety of learning technologies in supporting the learning and development function and related roles.
    6. Demonstrate awareness of one's self and the need to act professionally in order to exercise judgment and take responsibility within own limits of competence for the benefit of the organisation. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Explain the principles and theories of Human resource development (HRD) with examples.
  • Discuss the challenges and critical issues in applying the principles and theories of HRD.
  • Identify current and future human resource development competencies within given national and international frameworks in order to contribute meaningful to the practice and profession.
  • Examine the contribution of HRD in relation to the business impact and benefits to society and the economy.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Clearly discuss the national priorities and related human resource development legislation, taking the practice of learning and development within an organisation into account.
  • Capture, record, retrieve and disseminate relevant and accurate skills development information for the purposes of reporting aligned to compliance and business requirements.
  • Professionally present reports and information to identified and relevant stakeholders for action and review for quality purposes.
  • Correctly identify personal strengths and weaknesses to promote credible and professional human resource development practice.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Demonstrate the ability to partner with learning and development individuals and teams to effectively support learning events and programmes by providing professional administrative and co-ordination services.
  • Accurately identify learning and development resources to effectively and efficiently support the administration and co-ordination of learning events and programmes.
  • Use effective communication techniques and strategies in order to facilitate the administration and co-ordination activities.
  • Demonstrate an ability to effectively co-ordinate and administer learning and development in line with policy and performance criteria.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Clearly explain the purpose and function of a learner management system and benefits to human resource development in line with given technologies.
  • Extract relevant data for the learning and development function and the organisation in order to promote effective decision making.
  • Demonstrate an ability to reflect on accurate and inaccurate data and its impact on the learning and development function and the business.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Explore and categorise the variety of learning technologies, their purpose and benefits within the learning and development function and the business.
  • Correctly assess the relevance and impact of learning technologies to support and promote the function of learning and development within the business.
  • Apply a variety of learning technologies to capably support the administration and co-ordination role and duties within the learning and development function.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • Define personal mastery and explain how to lead at a personal level in order to enhance levels of professionalism.
  • Take responsibility for own learning through self-study, time management and planning in order to master new learning and insights successfully.
  • Reflect on personal values, beliefs and mind-sets to develop professional and constructive behaviours and relationships in the workplace.
  • Demonstrate the ability to assess personal areas of strength and areas for development to understand current levels and limits of competence in performing a specific job role and for the benefit of the organisation.

    Integrated Assessment:
    The assessment strategy for the programme is one of continuous assessment. Outcomes within a module will be assessed in an integrated manner through the use of case studies that are scaffolded and applied across all the modules through a variety of assessment tasks both online and in class.

    Formative assessment will be frequently used during the process of teaching and learning with the purpose of giving early indications of what and how effective is the learning, as well as identifying learners strengths and weaknesses. Types of formative assessments are as follows:
  • Quizzes.
  • Participation in discussion forums.
  • Practical exercises.
  • Demonstrations.
  • Role plays.
  • Reflective and written activities.

    In each of the modules, four appropriate summative assessment tasks are given that may be equally weighted. Assessment tasks form a coherent whole, and are authentic in nature. In continuous assessment a final period mark is achieved by completing at least four summative assessments. These may include the following types of assessments to be completed within a semester module:
  • Tests.
  • Projects.
  • Assignments.
  • Case studies.
  • Artefacts.
  • Portfolios. 
    		•

    INTERNATIONAL COMPARABILITY 
    Country: Canada.
    Institution: York University.
    Qualification: Certificate in Human Resources Management (HRM).

    Comparability.
    This online certificate programme covers the core competencies for anyone wanting to pursue a career in Human Resources (HR), including professionals seeking a professional designation. The certificate covers the core competencies for human resource professionals in the following nine modules:
  • Human Resources Management.
  • Introduction to Organisational Behaviour.
  • Introduction to Accounting: Analysis and Use of Financial Information.
  • Occupational Health and Safety management.
  • Industrial Relations.
  • Human Resources Planning.
  • Recruitment, selection and Performance Appraisal of Personnel.
  • Training and Development.
  • Compensation.

    Country: United Kingdom.
    Name of Institution: University of North Hampton.
    Qualification: Certificate in Human Resource Management.

    Comparability.
    This part-time, one year university Certificate in HRM provides a platform for aspiring HR professionals to develop a career in senior management. It entitles the learner to apply for Associate Chartered Institute of Personnel and Development (CIPD) membership once completed.

    The programme provides learners with opportunities to explore the diverse role that Human Resources play in organisations, from small businesses through to global corporations.

    The core modules:
  • Managing people.
  • Personal Development.
  • Management Report.
  • The HR Function: Context and Roles.
  • Workplace Law for HR Practitioners.

    Country: Scotland.
    Institution: City of Glasgow College.
    Qualification: CIPD Certificate in Learning and Development.

    Comparability.
    This part-time, one year qualification is a foundation level course in the Training, Learning and Development and is ideal for anyone who works in a learning development role. On completion of the qualification, students will gain the Chartered Institute of Personnel and Development (CIPD) Foundation Certificate in Learning and Development and fulfil the qualification requirements for associate membership of the CIPD. The core modules are:
  • Becoming an Effective Learning and Development Practitioner.
  • Learning and Development and the organisation.
  • Identifying Learning and Development needs.
  • Designing Learning and Development activities.
  • Delivering Learning and Development activities.
  • Evaluating Learning and Development activities. 
    		•

    ARTICULATION OPTIONS 
    This qualification has the following articulation possibilities.

    Horizontal Articulation:
  • Higher Certificate in Management, Level 5.

    Vertical articulation:
  • Diploma in Human Resources Management, Level 6. 
    		•

    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. University of Johannesburg 


    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.