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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 Occupational Certificate: Human Resource Management Administrator |
| SAQA QUAL ID | QUALIFICATION TITLE | |||
| 121150 | Higher Occupational Certificate: Human Resource Management Administrator | |||
| ORIGINATOR | ||||
| Development Quality Partner - SERVICES SETA | ||||
| PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY | NQF SUB-FRAMEWORK | |||
| - | OQSF - Occupational Qualifications Sub-framework | |||
| QUALIFICATION TYPE | FIELD | SUBFIELD | ||
| Higher Occupational Cert | 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-ELOAC |
| REGISTRATION STATUS | SAQA DECISION NUMBER | REGISTRATION START DATE | REGISTRATION END DATE | |
| Registered | EXCO 0820/23 | 2023-11-14 | 2028-11-14 | |
| LAST DATE FOR ENROLMENT | LAST DATE FOR ACHIEVEMENT | |||
| 2029-11-14 | 2032-11-14 | |||
| 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 prepare a learner to function as a Human Resource Management Administrator. A Human Resource Management (HRM) Administrator contributes to organisational success by supporting the effective and efficient operation of the Human Resource Function within an organisation by providing ethical and professional HRM administrative services. This includes collating and processing data for Workforce Planning, Staff Attraction and Procurement, Employee Maintenance and Development and Employment Relations Management. The HRM administrator also coordinates and provides dedicated communication and coordination services. Successful learners will demonstrate the following attributes: attention to detail, sense of urgency and time management, analytical ability, compliance orientation, effective communication, and empathetic listening. Qualified learners will be able to: Rationale: Human Resource Management (HRM) plays a crucial role in ensuring that organisations attract, retain, and develop talent to achieve their strategic goals. The administrative function is essential to support this function in organisations. The administrative role is becoming more important as the HRM landscape evolves due to technological advancements, changing demographics, and globalisation. In this realignment, the qualification has been elevated from a purely clerical role into a full administrative one. This is essential to meet the demands of complex and evolving organisations. Human Resource Management (HRM) Administrators are essential in organisations in South Africa for several reasons. Firstly, the HRM administrators ensure that organisations comply with the various labour laws and regulations in South Africa. These laws cover areas such as minimum wages, working conditions, and employee rights; failure to comply with these laws can result in legal action against the organisation, which can be costly in terms of fines and reputational damage. Secondly, HRM Administrators aid the organisation in attracting, recruiting, and selecting the best persons for the organisation. Thirdly the HRM Administrator plays a pivotal role in the internal communication processes in organisations. Effective internal communication is essential for harmonious employment relations in organisations. This qualification establishes a standardised platform for the delivery of these essential services. Given the importance of this role, having a formal occupational qualification provides several benefits, including ensuring that HRM Administrators possess the necessary skills and knowledge to perform their duties effectively, enhancing their credibility and professionalism, and ensuring compliance with legal and regulatory requirements. Creating an occupational qualification for Human Resource Management (HRM) Administrators can lead to several social benefits. Firstly, it can help to improve the quality of HRM practices, resulting in more efficient and effective management of an organisation's workforce. This, in turn, can lead to higher levels of job satisfaction and productivity among employees, which can positively impact society's overall well-being. Secondly, an occupational qualification can promote greater transparency and accountability in HRM processes, which can help to reduce discrimination and ensure fair treatment for all employees. Finally, by establishing a standard set of competencies and knowledge requirements, an occupational qualification can facilitate the mobility of HRM professionals, allowing them to work in various sectors and organisations, thereby increasing the availability of qualified HRM professionals and contributing to the economy's overall growth. The typical learners who will access this occupational qualification will be individuals interested in pursuing a career in HRM or those currently working in HRM roles who wish to formalise their skills and knowledge. This may include individuals who have completed secondary education and are looking to enter the workforce and those who have completed post-secondary education in a related field but have yet to obtain a formal HRM qualification. Through obtaining the next level of HRM qualification, learners can progress into roles of HRM Officer or related specialised HRM roles such as Recruitment Specialist and Learning and Development Officer. With the HRM Administrator qualification, qualifying learners can also provide freelance services and become self-employed. Apart from the legacy qualifications being replaced through this realignment process, no other similar qualifications are registered on the NQF. This qualification does not require professional registration. |
| LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING |
| Recognition of Prior Learning (RPL):
RPL for Access: Learners may use the RPL process to gain access to training opportunities for a programme of learning, qualification, part-qualification, or skills programme if they do not meet the formal, minimum entry requirements for admission. RPL assessment provides an alternative access route into a programme of learning, qualification, part-qualification, or skills programme. Such an RPL assessment may be developed, moderated, and conducted by the accredited Skills Development Provider which offers that specific qualification/part qualification/skills programme. Such an assessment must ensure that the learner is able to display the equivalent level of competencies required for access, based on the NQF level descriptors. RPL for Exemption: For exemption from modules through RPL, learners who have gained the stipulated competencies of the modules of a programme of learning, qualification, part-qualification, or skills programme through any means of formal, informal, or non-formal learning and/or work experience, may be awarded credits towards relevant modules, and gaps identified for training, which is then concluded. RPL for awarding credits: Learners who have gained the stipulated competencies of the modules of a programme of learning, qualification, part-qualification or skills programme through any means of formal, informal or non-formal learning and/or work experience, may be awarded credits towards relevant modules, and gaps identified for training, which is then concluded. A valid Statement of Results is required for admission to the EISA in which confirmation of achievement is provided that all internal assessment criteria for all modules in the related curriculum document have been achieved. For a Skills Programme, the accredited Skills Development Provider (SDP) must ensure all modular competency requirements are met prior to the FISA and keep record of such evidence. Upon successful completion of the EISA/FISA, RPL learners will be issued with the QCTO certificate for the qualification, part-qualification or skills programme. Quality Partners are responsible for ensuring the RPL mechanism and process for qualifications and part-qualification is approved by the QCTO. Entry Requirements: |
| RECOGNISE PREVIOUS LEARNING? |
| Y |
| QUALIFICATION RULES |
| This qualification is made up of compulsory Knowledge, Practical Skill and Work Experience Modules:
Knowledge Modules 4 Credits. Total number of credits for Knowledge Modules: 42 Practical Skill Modules Total number of credits for Practical Skill Modules: 42 Work Experience Modules Level 5, 12 Credits. 8 Credits. Total number of credits for Work Experience Modules: 36 |
| EXIT LEVEL OUTCOMES |
| 1. Collect Human Resources data and process the data into appropriate information that is available for decision-making.
2. Select and use appropriate methods, techniques, and procedures to provide professional administrative services for the full range of HRM processes and activities. 3. Monitor, support and maintain the various communication and administrative processes with relevant stakeholders to optimise the employment relations in the organisation. 4. Access and use appropriate HRM systems and processes for the compilation, maintenance and safeguarding of all HRM records. |
| ASSOCIATED ASSESSMENT CRITERIA |
| ASSOCIATED ASSESSMENT CRITERIA
Associated Assessment Criteria for Exit Level Outcome 1: ELO 1: Collect Human Resources data and process the data into appropriate information that is available for decision-making. Associated Assessment Criteria for Exit Level Outcome 2: ELO 2: Select and use appropriate methods, techniques, and procedures to provide professional administrative services for the full range of HRM processes and activities. Associated Assessment Criteria for Exit Level Outcome 3: ELO 3: Monitor, support and maintain the various communication and administrative processes with relevant stakeholders to optimise the employment relations in the organisation. Associated Assessment Criteria for Exit Level Outcome 4: ELO 4: Access and use appropriate HRM systems and processes for the compilation, maintenance and safeguarding of all HRM records. Integrated Assessment: Formative Assessments conducted internally. Formative assessments are conducted throughout the training of learners. A range of formal, non-formal, and informal ongoing assessment activities are used to focus on teaching and learning outcomes to improve learner attainment. Formative assessments are conducted continuously by the facilitator to feed into further learning, to identify strengths and weakness, and to ensure the learner's ability to apply knowledge, skills and workplace experience gained. Formative Assessments are conducted by the accredited Skills Development Provider (SDP), and a variety of ongoing assessment methods may be used, for example, quizzes, assignments, tests, scenarios, role play, interviews. Continuous feedback must be provided. Integrated Summative Assessments conducted internally. Integrated Assessment involves all the different types of assessment tasks required for a particular qualification, part-qualification or occupational skills programme, such as written assessment of theory and practical demonstration of competence. To achieve this, the Internal Assessment Criteria (IAC) for all modules as found in the QCTO curriculum document must be followed. An accredited SDP should implement a well-designed, formal, relevant, final internal Summative Assessment strategy for all modules to prepare learners for the EISA. These assessments evaluate learning achievements relating to the achievement of each module of the relevant components of the qualification, part-qualification or skills programme. Internal Summative Assessments are developed, moderated and conducted by the SDP at the end of each module or after integration of relevant modules, for example, applied knowledge tests, workplace tasks, practical demonstrations, simulated tasks/demonstrations, projects, case studies, etc. The results of these final formal summative assessments must be recorded. These results, which include the Statement of Work Experience results, where applicable, contribute to the Statement of Results (SoR) that is a requirement for admission to the EISA. An SoR, using the template provided by the Quality Partner, is issued by the accredited SDP for qualifications and part-qualifications. The SDP must produce a valid Statement of Results for each learner, indicating the final result and the date on which the competence in each module, of each component, was achieved. Learners are required to produce this SoR, together with their ID document or alternative ID document, at the point of the EISA. External Integrated Summative Assessment (EISA) - a national assessment The Quality Partner is responsible for the management, conduct and implementation of the External Integrated Summative Assessment (EISA), in accordance with QCTO set standards. Competence in the EISA is a requirement for certificating a learner. For entrance into the EISA, the learner requires a valid Statement of Results issued by the accredited institution indicating: The attainment of all modules for the Knowledge, Practical and Work Experience modules OR The attainment of all modules for the Knowledge and Application Components. |
| INTERNATIONAL COMPARABILITY |
| This qualification was compared with two international qualifications from Australia and the United Kingdom (UK).
Australia The Australian qualification for HRM Administrators is the Diploma of Human Resources Management (BSB50618). It is registered on the Australian Qualifications Framework (AQF) as a Level 5 qualification. In comparison with the South African NQF, the AQF Level 5 is roughly equivalent to the South African NQF Level 5. The Diploma of Human Resources Management covers topics such as: The qualification duration can vary depending on the provider and study mode but typically ranges from 12 to 18 months of full-time or equivalent part-time study. The entry requirements may vary depending on the provider but typically require a minimum of a Year 12 general schooling certificate, equivalent, or relevant work experience. Some providers may require learners to complete a language, literacy, and numeracy assessment. The Diploma of Human Resources Management is offered by various registered training organisations (RTOs) and higher education institutions across Australia, including the TAFE Institute. Similarities The qualifications' entry requirements, level, and duration are similar. Differences United Kingdom (UK) In the UK, there are several qualifications targeted at HRM Administration. One is the Charted Institute of Personnel Development (CIPD) Level 3 Diploma in Human Resource Practice. In comparison with the South African NQF, the UK Level 3 qualification is roughly equivalent to the South African NQF Level 4. The CIPD Level 3 Diploma in Human Resource Practice covers topics such as understanding organisations and the role of HR, resourcing talent, developing yourself as an effective HR practitioner, recording, analysing, and using HR information, and supporting good practice in performance and rewarding management. The qualification duration varies depending on the provider and study mode but typically ranges from 6 to 18 months of part-time study. The entry requirements may vary depending on the provider but typically require a minimum of Level 2 qualifications, such as GCSEs or relevant work experience. Some providers may also require learners to complete a diagnostic assessment to assess their suitability for the programme. The CIPD Level 3 Diploma in Human Resource Practice, is offered by a range of providers in the UK, including colleges, universities, and private training providers. This qualification is, amongst other providers, presented by Pearson Business School. It is important to note that this qualification is awarded by the Chartered Institute of Personnel and Development (CIPD), a professional body for HR and people development, rather than a specific provider. Similarities: Differences: The UK qualification is at a lower level; however, the South African Higher Occupational Certificate is focused on a higher level of administrative ability, it requires the learner to enter the qualification with an NQF Level 4 qualification, and it then builds competencies that will enable the learner to deliver a rounded and comprehensive administrative service covering all HR processes. Conclusion The Higher Occupational Certificate: HRM Administrator compares favourably with the international qualifications reviewed in terms of the overall focus of the qualifications, duration, and key content. The content in all the qualifications is aligned with global HRM practice standards. |
| ARTICULATION OPTIONS |
| This qualification provides opportunities for horizontal, vertical and diagonal articulation options.
Horizontal Articulation: Vertical Articulation: Diagonal Articulation: |
| NOTES |
| NOTES
Qualifying for External Assessment: To qualify for an external assessment, learners must provide proof of completion of all required knowledge and practical modules by means of statements of results and a record of completed work experience. Additional Legal or Physical Entry Requirements: Criteria for the accreditation of providers Accreditation of providers will be done against the criteria as reflected in the relevant curriculum on the QCTO website. The curriculum title and code are: Human Resource Management Administrator: 441601-001-00-00. Encompassed Trades: This is not a trade qualification. Assessment Quality Partner (AQP) |
| 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. |