Further Education and Training Certificate: Human Resources Management and Practices Support
NQF Level: Level 4
Field: Field 03 – Business, Commerce and Management Studies
Min Credits: 140
PURPOSE AND RATIONALE OF THE QUALIFICATION
This qualification will be useful to people who support and participate in human resources management and practices.
- People credited with this qualification are able to:
- Collect, collate, and distribute information related to people management in line with a given plan.
- Provide advice on or refer to appropriate person in response to queries on organisation procedures related to people management.
- Demonstrate basic understanding of people dynamics and impact in the workplace.
- Demonstrate basic understanding of the functioning of business and the role and contribution of individuals within organisations.
- Support the implementation of processes and systems related to human resources management and practices in all of the following role clusters:
> Strategic planning for human resources management and practices, people and work.
> Acquisition, development and utilisation of people.
> Establishment and improvement of labour and employee relations.
> Compensation and administration related to human resources management and practices.
Organisations require persons who are able to support human resources management processes and practices.
There is also a need for an initial qualification as a possible first leg of a learning progression path in the human resources management and practices field.
Learners need the qualification to increase their access to employment. It will enable persons who are fulfilling some of the support roles in human resources management and practices without formal qualifications to obtain recognition for their competence.
The specified components in the core category will ensure portability across the Human Resources Management and Practices role clusters, whilst the elective category will make provision for specialisation in a specific area.
LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING
It is assumed that learners will be competent in:
- Communication at NQF Level 3
- Mathematical Literacy at NQF Level 3
- Computer Literacy at NQF Level 3
Recognition of prior learning
This qualification can be achieved wholly or in part through recognition of prior learning in terms of the criteria laid out.
Evidence can be presented in a variety of forms, including international or previous local qualifications, reports, testimonials mentioning functions performed, work records, portfolios, videos of practice and performance records.
All such evidence should be judged according to the general principles of assessment described in the note to assessors.
Access to the qualification:
Access to the qualification is open, bearing in mind the learning assumed to be in place.
RECOGNISE PREVIOUS LEARNING?
The Qualification consists of a Fundamental, a Core and an Elective Component.
To be awarded the Qualification, learners are required to obtain a minimum of 140 credits as detailed below.
The Fundamental Component consists of Unit Standards in:
- Mathematical Literacy at Level 4 to the value of 16 credits.
- Communication at Level 4 in a First South African Language to the value of 20 credits.
- Communication in a Second South African Language at Level 3 to the value of 20 credits.
It is compulsory therefore for learners to do Communication in two different South African languages, one at Level 4 and the other at Level 3.
All Unit Standards in the Fundamental Component are compulsory.
- The Core Component consists of Unit Standards to the value of 60 credits all of which are compulsory.
- The Elective Component consists of Unit Standards to the value of 79 credits. Learners are to choose Unit Standards to the minimum of 24 credits.
Public Sector specialisation:
- ID 337060, Apply knowledge of organisation structure and design to support performance to a Public Sector Department, Level 4, 5 credits.
- ID 337064: Apply knowledge of the job evaluation process in the Public Sector in order to ensure that a job has been properly evaluated, Level 4, 3 credits.
- ID 337062: Evaluate a job in the Public Sector in South Africa, Level 4, 6 credits.
EXIT LEVEL OUTCOMES
On completion of this qualification, the learner will be able to:
1. Perform administrative duties related to human resources management and practices.
2. Support the implementation of procedures and systems related to human resources management and practices in all of the following role clusters:
- Strategic planning for human resources management and practices
- Acquisition, development and utilisation of people
- Establishment and improvement of labour and employee relations
- Compensation and administration related to human resources management and practices
3. Collect, collate, and distribute information related to human resources management and practices in the context of a predetermined plan.
4. Provide advice on or refer to appropriate person in response to queries on organisation procedures related to human resources management and practices.
5. Demonstrate basic understanding of people dynamics and impact in the workplace.
6. Demonstrate basic understanding of the functioning of business and the role and contribution of individuals within organisations.
7. Identify strengths and areas for improvement in own learning through self-reflection and reflection on support for organisational human resources management and practices.
ASSOCIATED ASSESSMENT CRITERIA
- Administrative duties are correctly identified and interpreted.
- Administrative duties are performed within agreed timeframes in accordance with instructions and requirements.
- Obstacles to performing administrative duties are identified and appropriate action is taken to remove obstacles oneself or with the help of others.
- A plan to collect and collate relevant information is correctly interpreted and executed according to the requirements of the plan.
- Appropriate decisions are made to provide advice or to refer to someone else in response to queries related to human resources management and practices.
- The principles of interactions between people are correctly explained.
- The impact on the functioning of own organization of positive and negative interactions between people is correctly identified and explained.
- The principles of successful business operations are correctly explained in the context of own organization.
- Categories of roleplayers and their respective contributions to own organization are correctly identified and explained.
- Support for the implementation of human resources management and practices, procedures and processes is demonstrated in accordance with best practices and organizational and legal requirements.
- Strengths and areas for improvement in own learning are correctly identified and adequately evaluated
For award of the qualification, a candidate must achieve each unit standard according to rules of combination.
In addition, candidates must demonstrate the ability to engage in supportive function in an integrative way, dealing with divergent and “random” demands effectively.
This qualification and the component unit standards have been compared with similar qualifications from the following countries:
- New Zealand
In addition, the abilities described in the unit standards have also been compared with the findings of the research commissioned by the World Federation of Personnel Management Associations (WFPMA) as contained in the report by Chris Brewster, Elaine Farndale and Jos van Ommeren, HR Competencies and Professional Standards (Cranfield University, June 2000).
In general this qualification and its component unit standards compare well with their international counterparts. The only major differences are in formatting and scope of coverage or focus. The qualification found to be the most comparable to this one is Scottish Vocational Qualification (SQV) no. G478 Personnel Support Level 3, albeit that SQV Level 3 seems to be more comparable to the South African NQF Level 5 and that the SVQ qualification is consequently at a somewhat higher level. The differences in the NVQ and NQF level structures make direct equation difficult.
This qualification articulates with other qualifications in the sub-field. The document “A Framework for Qualifications for Professionals and Practitioners in People Management Processes” explains the relations between these qualifications.
Moderation shall be at the discretion of the relevant ETQA, so long as it complies with SAQA requirements.
CRITERIA FOR THE REGISTRATION OF ASSESSORS
Assessors shall have the technical competence to achieve the qualification themselves and shall have achieved an assessor qualification as required by the relevant ETQA.
Notes for assessors:
Assessors should keep the following general principles in mind when designing and conducting assessments:
- Focus the assessment activities on gathering evidence in terms of the main outcomes expressed in the titles of the unit standards to ensure assessment is integrated rather than fragmented. Remember we want to declare the person competent in terms of the title. Where assessment at title level is unmanageable, then focus assessment around each specific outcome, or groups of specific outcomes.
- Make sure evidence is gathered across the entire range, wherever it applies. Assessment activities should be as close to the real performance as possible, and where simulations or role-plays are used, there should be supporting evidence to show the candidate is able to perform in the real situation.
- All assessments should be conducted in line with the following well documented principles of assessment: appropriateness, fairness, manageability, integration into work or learning, validity, direct, authentic, sufficient, systematic, open and consistent as defined below:
Principles of assessment:
> Appropriateness: The method of assessment is suited to the performance being assessed.
> Fairness: The method of assessment does not present any barriers to achievements, which are not related to the evidence.
> Manageability: The methods used make for easily arranged, cost-effective assessments that do not unduly interfere with learning.
> Integration into work or learning: Evidence collection is integrated into the work or learning process where this is appropriate and feasible.
> Validity: The assessment focuses on the requirements laid down in the unit standard; i.e. the assessment is fit for purpose.
> Direct: The activities in the assessment mirror the conditions of actual performance as closely as possible
> Authenticity: The assessor is satisfied that the work being assessed is attributable to the person being assessed.
> Sufficient: The evidence collected establishes that all criteria have been met and that performance to the requirements of the unit standard can be repeated consistently.
> Systematic: Planning and recording is sufficiently rigorous to ensure that assessment is fair.
> Open: Learners can contribute to the planning and accumulation of evidence. Assessment candidates understand the assessment process and the criteria that apply.
> Consistent: The same assessor would make the same judgement again in similar circumstances. The judgement made is similar to the judgement that would be made by other assessors.
As per the SAQA Board decision/s at that time, this qualification was Reregistered in 2012; 2015.
This qualification replaces qualification 20893, “National Certificate: Human Resources Management and Practices Support”, Level 4, 120 credits.
|ID||UNIT STANDARD TITLE||PRE-2009 NQF LEVEL||NQF LEVEL||CREDITS|
|Core||9973||Apply basic business concepts||Level 3||NQF Level 03||8|
|Core||114941||Apply knowledge of HIV/AIDS to a specific business sector and a workplace||Level 3||NQF Level 03||4|
|Core||10170||Demonstrate understanding of employment relations in an organisation||Level 3||NQF Level 03||3|
|Core||117877||Perform one-to-one training on the job||Level 3||NQF Level 03||4|
|Core||12135||Represent stakeholders in consultations and discussions on matters that arise at shop floor level||Level 3||NQF Level 03||3|
|Core||14551||Analyse the skills development legislation and apply it in the workplace||Level 4||NQF Level 04||4|
|Core||117495||Assess legal contracts for business||Level 4||NQF Level 04||8|
|Core||10980||Induct a new employee||Level 4||NQF Level 04||6|
|Core||10983||Participate in the implementation and utilisation of equity related processes||Level 4||NQF Level 04||5|
|Core||10978||Recruit and select candidates to fill defined positions||Level 4||NQF Level 04||10|
|Core||12153||Use the writing process to compose texts required in the business environment||Level 4||NQF Level 04||5|
|Fundamental||8968||Accommodate audience and context needs in oral communication||Level 3||NQF Level 03||5|
|Fundamental||8969||Interpret and use information from texts||Level 3||NQF Level 03||5|
|Fundamental||8973||Use language and communication in occupational learning programmes||Level 3||NQF Level 03||5|
|Fundamental||8970||Write texts for a range of communicative contexts||Level 3||NQF Level 03||5|
|Fundamental||9015||Apply knowledge of statistics and probability to critically interrogate and effectively communicate findings on life related problems||Level 4||NQF Level 04||6|
|Fundamental||8974||Engage in sustained oral communication and evaluate spoken texts||Level 4||NQF Level 04||5|
|Fundamental||8975||Read analyse and respond to a variety of texts||Level 4||NQF Level 04||5|
|Fundamental||9016||Represent analyse and calculate shape and motion in 2-and 3-dimensional space in different contexts||Level 4||NQF Level 04||4|
|Fundamental||8979||Use language and communication in occupational learning programmes||Level 4||NQF Level 04||5|
|Fundamental||7468||Use mathematics to investigate and monitor the financial aspects of personal, business, national and international issues||Level 4||NQF Level 04||6|
|Fundamental||8976||Write for a wide range of contexts||Level 4||NQF Level 04||5|
|Elective||13934||Plan and prepare meeting communications||Level 3||NQF Level 03||4|
|Elective||10169||Administer data, systems, payments and provide advice related to compensation||Level 4||NQF Level 04||4|
|Elective||337060||Apply knowledge of organisation structure and design to support performance to a Public Sector Department||Level 4||NQF Level 04||5|
|Elective||337064||Apply knowledge of the job evaluation process in the Public Sector in order to ensure that a job has been properly evaluated||Level 4||NQF Level 04||3|
|Elective||117865||Assist and support learners to manage their learning experiences||Level 4||NQF Level 04||5|
|Elective||10038||Conduct follow-up with customers to evaluate satisfaction levels||Level 4||NQF Level 04||14|
|Elective||15227||Conduct skills development administration in an organisation||Level 4||NQF Level 04||4|
|Elective||117870||Conduct targeted training and development using given methodologies||Level 4||NQF Level 04||10|
|Elective||10031||Edit, Code and Capture data||Level 4||NQF Level 04||5|
|Elective||337062||Evaluate a job in the Public Sector in South Africa||Level 4||NQF Level 04||6|
|Elective||377160||Explain the fundamentals of the concepts of ‘wellness’||Level 4||Level TBA: Pre-2009 was L4||8|
|Elective||377162||Explain the need for wellness awareness programmes||Level 4||Level TBA: Pre-2009 was L4||4|
|Elective||12544||Facilitate the preparation and presentation of evidence for assessment||Level 4||NQF Level 04||4|
|Elective||11473||Manage individual and team performance||Level 4||NQF Level 04||8|
|Elective||377161||Plan a wellness awareness programme for implementation in the workplace||Level 4||Level TBA: Pre-2009 was L4||14|
|Elective||118028||Supervise customer service standards||Level 4||NQF Level 04||8|
|Elective||10981||Supervise work unit to achieve work unit objectives (individuals and teams)||Level 4||NQF Level 04||12|
|Elective||10037||Take orders from customers to fulfil a need for goods and/or service||Level 4||NQF Level 04||10|
|Elective||120379||Work as a project team member||Level 4||NQF Level 04||8|
|Elective||10171||Manage the capture, storage and retrieval of human resources information using an information system||Level 5||Level TBA: Pre-2009 was L5||3|
|LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION:|
|LP ID||Learning Programme Title||Originator||Pre-2009
|NQF Level||Min Credits||Learning Prog End Date||Quality
|67511||Further Education and Training Certificate: Human Resource Management||Damelin||Level 4||NQF Level 04||180||SABPP||OQSF|
|49691||Further Education and Training Certificate: Human Resources Management and Practices Support||Generic Provider – Field 03||Level 4||NQF Level 04||140||SABPP||OQSF|
|PROVIDERS CURRENTLY ACCREDITED TO OFFER THESE LEARNING PROGRAMMES:|
|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.
|LP ID||Learning Programme Title||Accredited Provider|
|49691||Further Education and Training Certificate: Human Resources Management and Practices Support||1. EDUTEL SERVICES (PTY) LTD
2. Jeppe College
3. Maccauvlei Learning Academy