The qualification was developed according to the South African Board for People Practices (SABPP) National Human resources (HR) Standards, which were developed in collaboration with the Chartered Institute of Personnel and Development (CIPD) United Kingdom (UK) and Society for Human Resource Management (SHRM) United States of America (USA) to ensure the international comparability of the qualification.
This qualification was compared to the following international institutions:
The University of Wolverhampton offers a Postgraduate Diploma in Human Resource Development and Organisational Change. The learning outcomes are as follows:
Critically evaluate contemporary organisations in terms of their principal operating environments.
Critically analyse how learning and talent development strategies are organised.
Identify and justify a business issue that is of strategic relevance to the organisation in terms of research.
Analyse and critically evaluate the historical and theoretical basis of organisational designs and their development in terms of their value and contribution to organisational life.
Critically evaluate the practice, relevance and contribution of HRM and HRD to organisational success and effective change management using major contemporary research and debates in the field of HR.
Understand, analyse and evaluate coaching and mentoring in organisations.
University of Portsmouth offers a Postgraduate Diploma in Human Resource Development and Training management. The learning outcomes are as follows:
A systematic understanding of knowledge, and a critical awareness of current problems and/or.
New insights, much of which is at, or informed by, the forefront of their academic discipline, field of study or area of professional practice.
A comprehensive understanding of techniques applicable to their research or advanced Scholarship.
Originality in the application of knowledge, together with a practical understanding of how established techniques of research and enquiry are used to create and interpret knowledge in the discipline.
To evaluate critically current research and advanced scholarship in the discipline.
To evaluate methodologies and develop critiques of them and, where appropriate.
To propose new hypotheses.
Deal with complex issues both systematically and creatively, make sound judgements in the absence of complete data, and communicate their conclusions clearly to specialist and non-specialist audiences.
Demonstrate self-direction and originality in tackling and solving problems, and act autonomously in planning and implementing tasks at a professional or equivalent level.
Continue to advance their knowledge and understanding, and to develop new skills to a high level.
An in-depth and systematic knowledge and understanding of the specialist and applied areas of HRD/training management and consultancy.
An awareness of ethical and professional dilemmas, conflicts and ambiguities.
A comprehensive understanding of how relevant techniques can be applied in the workplace.
Concepts theories and techniques relating to HRD/training management and consultancy.
A conceptual understanding that enables the student to critically reflect upon and evaluate current research, relevant scholarship and professional practice.
Critically evaluate and apply the current thinking and research within HRD, HRM and training consultancy for use in the workplace.
Demonstrate creativity and decision analysis in applications for HRD/training management solution.
Evaluate the implications of decisions and interventions when managing HRD/training.
Problem solve within the context of the business environment and with particular emphasis on the management and development of people.
Analyse and interpret data and information from a variety of sources to identify HRD/training and consultancy problems.
Undertake independent study through guided reading and research using both primary and secondary data where appropriate.
Access, critically evaluate, synthesise, select and present information from a variety of sources in reports and assignments coherently, evaluating alternatives and make recommendations on best practice.
Exercise initiative, adaptability and professional responsibility.
Demonstrate a comprehensive range of managerial or HR/HRD skills as embedded in the
Make informed judgements as a thinking professional and contribute to organisational and managerial effectiveness.
Develop the necessary skills required for life-long independent and reflective learning (self-evaluation and problem solving) and engage in Continuing Professional Development (CPD).
Demonstrate self-direction, autonomy and originality in problem-solving selecting appropriate strategies to solve complex problems.
Use a comprehensive range of learning resources to demonstrate independence, reflective learning and effective Continuing Professional Development.
Demonstrate initiative and personal responsibility for their learning which can become part of their future career development.
Communicate effectively in writing and through graphical representations in academic and professional settings to influence decision-making processes.
Collect complex data from a variety of sources, and use IT effectively in the analysis of data to inform managerial and professional decisions.
These international institutions are in the United Kingdom, which has the largest HR professional body in the world - CIPD, which is similar to the HR body here in South Africa (SABPP). They are similar because they would like to create knowledge in the field of HRD as well as build capacity in research within the field. The South African qualification has six more credits than the international qualifications, as more credits have been allocated to the research component. The rest of the modules are fairly similar to this qualification. |
