National Diploma: Human Resources Management and Practices

ID: 61592
NQF Level:  Level 5
Field:  Field 03 – Business, Commerce and Management Studies 
Min Credits: 249

 

Purpose:

• This diploma will be useful to people who operationalise some aspects of the core processes and practices at a basic level across the four role clusters in human resources management and practices:
• 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.

Holders of the qualification will be able to operationalise some aspects of the core human resources management processes at a basic level and integrate them into an organisation’s business processes.

Holding the qualification will enable holders to enter learning programmes for a generalist degree in Human Resources Management and Practices.

Holding this qualification could serve as a requirement for professional registration at associate level.

Rationale:

Organisations require a reliable indicator that a person is competent to operationalise some aspects of the core processes and practices at a basic level across the four role clusters identified in the field analysis:

• 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.

Holding the National Diploma in Human Resources Management and Practices will serve as an indicator to organisations that a person is competent in this regard.

Organisations also need the qualification as a benchmark to gauge the competence of people in the organisation against those of their local and international competitors.

Learners need the qualification to increase their access to employment. It will enable holders to enter learning programmes for a degree in Human Resources Management and Practices with a specialist focus in one or more of the four role clusters.

Providers of education and training in the field need the qualification to facilitate portability of learner credits between provider institutions.

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING
It is assumed that learners have communication and mathematical competence at one level below that required for the fundamental components of the qualification.

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:

To meet the requirements described as “Learning assumed to be in place” and in the component unit standards, holders of Further Education and Training Certificate ETC or equivalent qualification will have access to the qualification.

RECOGNISE PREVIOUS LEARNING?
Y

QUALIFICATION RULES
Learning components:

Credit composition:

Fundamental:

• 27 Credits at Level 5
• Total: 27 Credits

Core:

• 154 Credits at Level 5
• 20 Credits at Level 6
• Total: 174 Credits

Elective:

• 64 Credits at Level 5
• Total: 48 Credits – Minimum

Totals:

• Level 5: 245 Credits
• Level 6: 20 Credits
• Qualification Total: 249 Credits

Fundamental Component:

• All unit standards in the Fundamental section, totalling 27 credits, are compulsory.

Core Component:

• All unit standards in the core section, totalling 174 credits, are compulsory.
• Elective Component:
• The learner must select unit standards totalling at least 48 credits from the listed electives and/or from the sub-field Adult Learning at NQF Level 5 in order to achieve a minimum of 249 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
Holders of this qualification will be able to:

1. Co-ordinate and contribute to the management of some aspects of all of the four role clusters related to human resources management and practices:
> Provide information for the development of policies.
> Participate in the development of procedures for processes related to human resources management and practices in accordance with legislative requirements.
> Recruit and induct new employees.
> Contribute to the development of employees.
> Supervise a work unit and manage individual and team performance.
> Contribute to the establishment and improvement of labour and employee relations (including contributing to employee assistance and wellness programmes).
> Contribute to the establishment, maintenance and utilisation of an information system related to human resources management and practices (including compensation).

2. Adhere to legislative requirements and organisational policies and procedures when co-ordinating and contributing to the management of some of the core processes related to human resources management and practices, as described in exit level outcome 1 above.

3. Promote best human resources management practices in an organisation.

4. Contribute to the monitoring of Health and Safety at the workplace.

5. Identify strengths and areas for improvement in own learning through self-reflection and reflection on organisational human resources management and practices.

ASSOCIATED ASSESSMENT CRITERIA 

• Contributions are made in accordance with organizational policies and procedures, client requirements and legal requirements.
• Legislation and organizational policies and procedures relevant to the core processes are correctly identified and appropriately applied to a given situation.
• Best practices relevant to operational responsibilities are correctly identified.
• Appropriate action is planned and implemented to promote best practices in the organization.
• Contributions to the monitoring of health and safety are appropriate to own responsibilities in the organization and in accordance with legislative and organizational requirements.
• Strengths and areas for improvement in own learning are correctly identified and adequately evaluated.
• Strengths and areas for improvement in organizational human resources management and practices are correctly evaluated.

Integrated assessment:

For award of the qualification, a candidate must demonstrate competence in the required unit standards, according to the rules of combination.

In addition, candidates must demonstrate the ability to engage in a supportive function in an integrative way, as described in the exit level outcomes, dealing with divergent and “random” demands effectively.

INTERNATIONAL COMPARABILITY
This qualification and the component unit standards have been compared with similar qualifications from the following countries:

• New Zealand.
• Scotland.
• Australia.

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. The differences in the NVQ and NQF level structures make direct equation difficult.

ARTICULATION OPTIONS
This qualification will able to articulate with other qualifications in the sub-field as well as provide articulation possibilities with a number of other fields, including ETDP and the humanities and 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 OPTIONS
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 will have a Human Resources qualification at NQF Level 6 or the equivalent.

Assessment expertise must be evidenced through registered assessor unit standards.

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 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 required 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.

REREGISTRATION HISTORY
As per the SAQA Board decision/s at that time, this qualification was Reregistered in 2012; 2015.

NOTES
This qualification replaces qualification 20892, “National Diploma: Human Resources Management and Practices”, Level 5, 240 credits.

UNIT STANDARDS:

	ID	UNIT STANDARD TITLE	PRE-2009 NQF LEVEL	NQF LEVEL	CREDITS
Core	116927	Apply the principles of employment equity to organisational transformation	Level 5	Level TBA: Pre-2009 was L5	10
Core	115753	Conduct outcomes-based assessment	Level 5	Level TBA: Pre-2009 was L5	15
Core	15232	Coordinate planned skills development interventions in an organisation	Level 5	Level TBA: Pre-2009 was L5	6
Core	114274	Demonstrate and apply an understanding of the Basic Conditions of Employment Act (Act 75 of 1997)	Level 5	Level TBA: Pre-2009 was L5	8
Core	114273	Demonstrate and apply an understanding of the Labour Relations Act with respect to Collective Agreements and Bargaining Councils	Level 5	Level TBA: Pre-2009 was L5	6
Core	114882	Develop holistic productivity improvement strategies and plans	Level 5	Level TBA: Pre-2009 was L5	10
Core	115830	Develop own ability to provide a business advisory service for SMMEs	Level 5	Level TBA: Pre-2009 was L5	10
Core	11907	Draft an employment contract	Level 5	Level TBA: Pre-2009 was L5	3
Core	117871	Facilitate learning using a variety of given methodologies	Level 5	Level TBA: Pre-2009 was L5	10
Core	15215	Identify and interpret Best Practice guidelines, and plan for and implement Best Practice within the team, department or division	Level 5	Level TBA: Pre-2009 was L5	4
Core	15229	Implement codes of conduct in the team, department or division	Level 5	Level TBA: Pre-2009 was L5	3
Core	11286	Institute disciplinary action	Level 5	Level TBA: Pre-2009 was L5	8
Core	7882	Manage Payroll Records	Level 5	Level TBA: Pre-2009 was L5	6
Core	10171	Manage the capture, storage and retrieval of human resources information using an information system	Level 5	Level TBA: Pre-2009 was L5	3
Core	7848	Manage the induction of new staff	Level 5	Level TBA: Pre-2009 was L5	5
Core	114886	Measure and assess the factors that influence labour productivity and establish the relative impact of each factor	Level 5	Level TBA: Pre-2009 was L5	8
Core	11909	Monitor and advise on substantive conditions of employment and related rights and obligations in an organisation	Level 5	Level TBA: Pre-2009 was L5	5
Core	15230	Monitor team members and measure effectiveness of performance	Level 5	Level TBA: Pre-2009 was L5	4
Core	15214	Recognise areas in need of change, make recommendations and implement change in the team, department or division	Level 5	Level TBA: Pre-2009 was L5	3
Core	12140	Recruit and select candidates to fill defined positions	Level 5	Level TBA: Pre-2009 was L5	9
Core	15220	Set, monitor and measure the achievement of goals and objectives for a team, department or division within an organisation	Level 5	Level TBA: Pre-2009 was L5	4
Core	10148	Supervise a project team of a business project to deliver project objectives	Level 5	Level TBA: Pre-2009 was L5	14
Core	10985	Conduct a disciplinary hearing	Level 6	Level TBA: Pre-2009 was L6	5
Core	12138	Conduct an organisational needs analysis	Level 6	Level TBA: Pre-2009 was L6	10
Core	12139	Facilitate the resolution of employee grievances	Level 6	Level TBA: Pre-2009 was L6	5
Fundamental	110528	Compile and control a budget for a range of office supply requirements	Level 5	Level TBA: Pre-2009 was L5	4
Fundamental	10044	Implement a generic communication strategy	Level 5	Level TBA: Pre-2009 was L5	10
Fundamental	12433	Use communication techniques effectively	Level 5	Level TBA: Pre-2009 was L5	8
Fundamental	115791	Use language and communication strategies for vocational and occupational learning	Level 5	Level TBA: Pre-2009 was L5	5
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	337062	Evaluate a job in the Public Sector in South Africa	Level 4	NQF Level 04	6
Elective	15228	Advise on the establishment and implementation of a quality management system for skills development practices in an organisation	Level 5	Level TBA: Pre-2009 was L5	10
Elective	259145	Analyse qualitative and quantitative data required to inform a strategic human resource plan	Level 5	Level TBA: Pre-2009 was L5	5
Elective	110494	Apply a range of research methodologies to support the design and implementation of (a) local economic development project(s) in own work context	Level 5	Level TBA: Pre-2009 was L5	8
Elective	120311	Apply visionary leadership to develop strategy	Level 5	Level TBA: Pre-2009 was L5	10
Elective	230448	Contribute towards organisation policy development	Level 5	Level TBA: Pre-2009 was L5	8
Elective	114228	Demonstrate and apply an understanding of bargaining council rules	Level 5	Level TBA: Pre-2009 was L5	3
Elective	114224	Demonstrate and apply an understanding of the CCMA rules	Level 5	Level TBA: Pre-2009 was L5	3
Elective	114924	Demonstrate understanding of the outcomes-based education and training approach within the context of a National Qualifications Framework	Level 5	Level TBA: Pre-2009 was L5	5
Elective	114227	Demonstrate understanding of the transformative elements of the HRD legislation	Level 5	Level TBA: Pre-2009 was L5	10
Elective	15217	Develop an organisational training and development plan	Level 5	Level TBA: Pre-2009 was L5	6
Elective	114307	Interpret and apply collective agreements	Level 5	Level TBA: Pre-2009 was L5	6
Elective	11911	Manage individual careers	Level 5	Level TBA: Pre-2009 was L5	5
Elective	114925	Manage learner information using an information management system	Level 5	Level TBA: Pre-2009 was L5	4
Elective	11906	Manage the design, development and review of a human resource information system	Level 5	Level TBA: Pre-2009 was L5	3
Elective	114230	Operate the case management process	Level 5	Level TBA: Pre-2009 was L5	10
Elective	114885	Prepare and communicate a productivity improvement plan for a functional unit	Level 5	Level TBA: Pre-2009 was L5	6
Elective	252041	Promote a learning culture in an organisation	Level 5	Level TBA: Pre-2009 was L5	5
Elective	15222	Promote a learning culture in an organisation	Level 5	Level TBA: Pre-2009 was L5	3
Elective	114879	Promote a productivity improvement strategy	Level 5	Level TBA: Pre-2009 was L5	10
Elective	15221	Provide information and advice regarding skills development and related issues	Level 5	Level TBA: Pre-2009 was L5	4
Elective	337082	Apply labour dispute prevention approaches	Level 6	Level TBA: Pre-2009 was L6	16
Elective	264403	Apply problem-solving techniques to make decisions on a multi-faceted problem	Level 6	Level TBA: Pre-2009 was L6	5
Elective	264416	Appraise, develop and retain human capital for a function	Level 6	Level TBA: Pre-2009 was L6	6
Elective	15218	Conduct an analysis to determine outcomes of learning for skills development and other purposes	Level 6	Level TBA: Pre-2009 was L6	4
Elective	337121	Demonstrate an understanding of collective agreements and bargaining councils	Level 6	Level TBA: Pre-2009 was L6	12
Elective	259141	Demonstrate analytical competencies needed for effective human resource planning in the Public Service	Level 6	Level TBA: Pre-2009 was L6	5
Elective	259143	Demonstrate knowledge and insight into the relationship between strategic human resource planning and an organisation’s strategic planning	Level 6	Level TBA: Pre-2009 was L6	4
Elective	259140	Demonstrate understanding of Government regulatory structures and their implications for Departmental planning processes	Level 6	Level TBA: Pre-2009 was L6	5
Elective	252404	Design an organisational structure which supports the achievement of the organisational mandate	Level 6	Level TBA: Pre-2009 was L6	13
Elective	264398	Evaluate and plan the role of self as leader in a function	Level 6	Level TBA: Pre-2009 was L6	5
Elective	376119	Interpret unfair dismissal in terms of Labour Relations Legislation	Level 6	Level TBA: Pre-2009 was L6	10
Elective	259146	Monitor the on-going performance of a selected Public Service Department in the context of human resource planning	Level 6	Level TBA: Pre-2009 was L6	4
Elective	252393	Produce a Human Resource (HR) plan to achieve organisational results	Level 6	Level TBA: Pre-2009 was L6	12
Elective	243116	Promote and uphold strategic leadership in line with Public Sector vision, values, objectives and priorities	Level 6	Level TBA: Pre-2009 was L6	10

 

LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION:

LP ID	Learning Programme Title	Originator	Pre-2009 NQF Level	NQF Level	Min Credits	Learning Prog End Date	Quality Assurance Functionary	NQF Sub-Framework
21064	Diploma: Commerce: Human Resources Management	Intec College	Level 5	Level N/A: Pre-2009 was L5	240		SABPP	OQSF
58007	Diploma: Human Resource Management	Damelin	Level 5	Level N/A: Pre-2009 was L5	240	2014-12-31	CHE	HEQSF
36049	Diploma: Human Resource Management	Graduate Academy of South Africa	Level 5	Level TBA: Pre-2009 was L5	240	2006-06-30	CHE	HEQSF
58379	Diploma: Human Resource Management	ICESA City Campus – Durban	Level 5	Level N/A: Pre-2009 was L5	245		CHE	HEQSF
48847	Diploma: Human Resource Management	Pearson Institute of Higher Education (Pty) Ltd (previously known as Midrand Graduate Institute)	Level 5	Level N/A: Pre-2009 was L5	299		CHE	HEQSF
36082	Diploma: Human Resource Management	Primarius Privaat Kollege (Edms)	Level 5	Level TBA: Pre-2009 was L5	240	2006-06-30	CHE	HEQSF
11125	National Diploma: Human Resource Management	Damelin	Level 5	Level TBA: Pre-2009 was L5	240	2006-06-30	CHE	HEQSF
49692	National Diploma: Human Resources Management and Practices	Generic Provider – Field 03	Level 5	Level N/A: Pre-2009 was L5	249		SABPP	OQSF
73024	Postgraduate Diploma: Human Resources	University of KwaZulu-Natal	Level 5	Level N/A: Pre-2009 was L5	249		CHE	HEQSF
73025	Postgraduate Diploma: Human Resources Management: Industrial Relations	University of KwaZulu-Natal	Level 5	Level N/A: Pre-2009 was L5	249		CHE	HEQSF

 

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
58007	Diploma: Human Resource Management	Damelin – Randburg
58379	Diploma: Human Resource Management	1. ICESA City Campus – Durban 2. ICESA City Campus – Pietermaritzburg
49692	National Diploma: Human Resources Management and Practices	1. EDUTEL SERVICES (PTY) LTD 2. Infomage SDF Training Pty Ltd 3. Jeppe College
73024	Postgraduate Diploma: Human Resources	University of KwaZulu-Natal
73025	Postgraduate Diploma: Human Resources Management: Industrial Relations	University of KwaZulu-Natal