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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: |
| Advanced Occupational Certificate: Human Resource Management Officer |
| SAQA QUAL ID | QUALIFICATION TITLE | |||
| 121151 | Advanced Occupational Certificate: Human Resource Management Officer | |||
| ORIGINATOR | ||||
| Development Quality Partner - SERVICES SETA | ||||
| PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY | NQF SUB-FRAMEWORK | |||
| - | OQSF - Occupational Qualifications Sub-framework | |||
| QUALIFICATION TYPE | FIELD | SUBFIELD | ||
| Advanced Occupational Cert | Field 03 - Business, Commerce and Management Studies | Human Resources | ||
| ABET BAND | MINIMUM CREDITS | PRE-2009 NQF LEVEL | NQF LEVEL | QUAL CLASS |
| Undefined | 134 | Not Applicable | NQF Level 06 | 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 replaces: |
| Qual ID | Qualification Title | Pre-2009 NQF Level | NQF Level | Min Credits | Replacement Status |
| 21039 | Certificate: Commerce: Human Resource Management | Level 5 | Level TBA: Pre-2009 was L5 | 120 | Complete |
| 21063 | Diploma: Commerce: Human Resources Development | Level 5 | NQF Level 06 | 240 | Complete |
| 66873 | National Certificate: N4 Human Resource Management | Level 5 | NQF Level 05 | 60 | Complete |
| 66953 | National Certificate: N5 Human Resource Management | Level 5 | NQF Level 05 | 60 | Complete |
| 66997 | National Certificate: N6 Human Resource Management | Level 5 | NQF Level 05 | 60 | Complete |
| 22464 | National Diploma: Business Studies: Human Resource Management | Level 5 | NQF Level 06 | 240 | Complete |
| PURPOSE AND RATIONALE OF THE QUALIFICATION |
| The purpose of this qualification is to prepare a learner to function as a Human Resource Management (HRM) Officer.
A Human Resource Management (HRM) Officer contributes towards organisational success by facilitating the professional and ethical execution of Human Resources practices, including Human Resources and Workforce Planning, Staff Attraction and Procurement, Employee Maintenance and Development, Employment Relations Management, and the effective delivery of all related Human Resource Management Services. Competent learners will demonstrate the following key attributes: patience and tenacity, fairness and compliance, objectivity and empathy, results focus and client-centric service orientation. A qualified learner will be able to: Rationale: Human Resource Management (HRM) ensures that organisations attract, retain, and develop human capital to achieve their strategic goals. The HRM Officer is an essential role player in organisations that delivers various HRM services such as employee recruitment, selection, performance management, learning and development and employee relations management. As the HRM landscape evolves due to technological advancements, changing demographics, and globalisation, the role of HRM practitioners has become increasingly important. They must professionally deliver the required services within an increasingly complex environment. To meet the demands of the industry, there is a critical need to standardise the HRM Officer role. This qualification will provide a standardised knowledge, skills, and competencies to serve that purpose. This qualification also provides a clear career pathway for HRM practitioners, supporting their professional development and their sense of job satisfaction and engagement. The qualification will enable the HRM Officer to protect organisations and their employees by managing human capital risk. Furthermore, this qualification will have broader social benefits, such as promoting diversity and inclusion in the workplace and supporting the development of ethical and socially responsible HRM practices. It will also provide individuals with recognised and portable credentials that enable them to work in HRM roles across different industries and geographies, increasing their employability and contributing to developing a globally competitive workforce. The typical learners who will access the occupational qualifications will be individuals who are interested in pursuing a career in HRM or those who are currently working in HRM roles and wish to formalise their skills and knowledge, including individuals who have completed post-secondary education in a related field but have not yet obtained a formal HRM qualification. The qualification may also appeal to individuals currently working in HRM roles but still need a formal qualification. Overall, the occupational qualification will be accessible to individuals from diverse backgrounds and at various stages of their careers. It will provide a valuable and relevant credential for those working in or interested in pursuing a career in HRM. Learners will be able to progress to the role of HRM Advisor or similar operational positions upon achieving this qualification. 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):
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. 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. 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. |
| RECOGNISE PREVIOUS LEARNING? |
| Y |
| QUALIFICATION RULES |
| This qualification is made up of compulsory Knowledge, Practical Skill and Work Experience Modules:
Knowledge Modules Total number of credits for Knowledge Modules: 50 Practical Skill Modules Total number of credits for Practical Skill Modules:48 Work Experience Modules Total number of credits for Work Experience Modules: 36 |
| EXIT LEVEL OUTCOMES |
| 1. Apply detailed knowledge of the theory that underpins the creation and implementation of workforce architecture to facilitate and guide the development and implementation of dynamic HR architecture in organisations aligned to organisational strategic intent.
2. Use professional HRM methods and procedures to implement and coordinate agreed talent management, organisational growth strategies and plans. 3. Use professional HRM methods and procedures to implement strategically aligned and integrated Learning and Development (L&D) and organisational growth strategies and plans. 4. Use problem identification techniques to implement strategically aligned employment relations practices and initiatives to ensure harmonious and productive employment relations. 5. Maintain, monitor, and ensure the delivery of quality solution-based HRM services by making decisions and acting appropriately within a range of complex organisational and environmental situations. |
| ASSOCIATED ASSESSMENT CRITERIA |
| Associated Assessment Criteria for Exit Level Outcome 1:
ELO 1: Apply detailed knowledge of the theory that underpins the creation and implementation of workforce architecture to facilitate and guide the development and implementation of dynamic HR architecture in organisations aligned to organisational strategic intent. Associated Assessment Criteria for Exit Level Outcome 2: ELO 2: Use professional HRM methods and procedures to implement and coordinate agreed talent management, organisational growth strategies and plans. Associated Assessment Criteria for Exit Level Outcome 3: ELO 3: Use professional HRM methods and procedures to implement strategically aligned and integrated Learning and Development (L&D) and organisational growth strategies and plans. Associated Assessment Criteria for Exit Level Outcome 4: ELO 4: Use problem identification techniques to implement strategically aligned employment relations practices and initiatives to ensure harmonious and productive employment relations. Associated Assessment Criteria for Exit Level Outcome 5: ELO 5: Maintain, monitor, and ensure the delivery of quality solution-based HRM services by making decisions and acting appropriately within a range of complex organisational and environmental situations. 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, e.g. 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 Canada and Australia.
Australia The Advanced Diploma of HRM qualification in Australia (BSB60320) is designed to provide learners with the knowledge and skills required to manage HR functions and provide leadership in HRM within an organisation. Like the South African Qualifications Framework, the Australian Qualification Framework consists of ten levels. This Qualification is pitched at Level 6 of that framework and is therefore at the same level as the Advanced Occupational Certificate: HRM Officer. The Australian qualification covers various topics, including strategic planning, HR metrics and analysis, organisational change management, employee relations, diversity and inclusion, performance management, and recruitment and selection. The Advanced Diploma of Human Resource Management is typically delivered over one year full-time or two years part-time through a combination of classroom-based learning and practical exercises. Some institutions may also offer the program online. To be eligible for the qualification, learners must have completed a Certificate IV level qualification in a related field or have relevant work experience. In some cases, learners may also be required to complete a selection process, including an interview or assessment. Upon completing the qualification, qualifying learners can pursue various career paths within HRM, including HR Business Partner, HR Consultant, or Learning and Development Officer. The qualification can also be a pathway to higher education qualifications, such as a Bachelor's degree in HRM. Overall, the Advanced Diploma of Human Resource Management is a suitable HRM qualification in Australia for individuals looking to advance their career in HRM, build their knowledge and skills in managing HR functions, and provide leadership in HRM within an organisation. This qualification is delivered by, amongst other providers, Swinburn University Industry Consultancy Unit and the AIM Business School in Melbourne, Australia. Similarities The level and overall purpose of the qualifications are similar. Differences Canada The Certified Human Resource Professional Programme (CHRP) is offered by the Human Resource Professionals Association, which is the regulatory body for Human Resource professionals in Ontario, Canada. The programme typically takes 2-3 years to complete and involves a combination of coursework, exams, and practical experience. The programme covers a range of Human Resource Management topics, such as strategic Human Resource planning, recruitment and selection, employee relations, compensation and benefits, Human Resource metrics and analytics, and occupational health and safety. To be eligible for the CHRP programme, learners must have a minimum of a high school diploma or equivalent, and some programs may require previous work experience in Human Resource or a related field. The programme competency standards are based on a set of nine functional areas, which cover a range of Human Resource topics and skills. The nine functional areas are: To meet the competency standards, learners must demonstrate that they have knowledge, skills, and abilities in each of these functional areas. They may do so through a combination of educational instructions, work experience, and professional development activities such as workshops, seminars, and conferences. Overall, the CHRP programme is widely recognised by the industry in Canada as it provides Human Resource professionals with the knowledge and skills needed to succeed. Learners who achieve the programme are eligible for the designation as it meets the competency standards set by the Human Resource Management Professional Association. Similarities Differences Conclusion The Advanced Occupational Certificate: HRM Officer compares favourably with the Australian qualification and the Canadian programme used in the comparability study in terms of content and competencies. |
| ARTICULATION OPTIONS |
| This qualification provides opportunities for horizontal, vertical and diagonal articulation options.
Horizontal Articulation: Vertical Articulation: Diagonal Articulation: |
| 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 242303-001-00-00. Encompassed Trade: This qualification encompasses the following trades as recorded on the NLRD: Assessment Quality Partner (AQP) |
| LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION: |
| When qualifications are replaced, some (but not all) of their learning programmes are moved to the replacement qualifications. If a learning programme appears to be missing from here, please check the replaced 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. |