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is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authori

SOUTH AFRICAN QUALIFICATIONS AUTHORITY

REGISTERED QUALIFICATION:

National Diploma: Human Resources Management and Practices

SAQA QUAL ID QUALIFICATION TITLE
61592 National Diploma: Human Resources Management and Practices
ORIGINATOR
SGB Human Resource Management and Practices
QUALITY ASSURING BODY NQF SUB-FRAMEWORK
The individual Quality Assuring Body for each The individual NQF Sub-framework for each
Learning Programme recorded against this Learning Programme recorded against this
qualification is shown in the table at the end of this qualification is shown in the table at the end
report. of the qualification report.
QUALIFICATION FIELD SUBFIELD
TYPE
National Diploma Field 03 - Business, Human Resources
Commerce and Management
Studies
ABET BAND MINIMUM PRE-2009 NQF LEVEL QUAL CLASS
CREDITS NQF LEVEL
Undefined 249 Level 5 NQF Level 05 Regular-Unit Stds
Based
REGISTRATION STATUS SAQA REGISTRATION REGISTRATION
DECISION START DATE END DATE
NUMBER
Reregistered SAQA 2012-07-01 2015-06-30
0695/12
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2016-06-30 2020-06-30

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:

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.

NOTES
As per the SAQA decision, after consultation with the Quality Councils, to re-register all qualifications
and part qualifications on the National Qualifications Framework that meet the criteria for re-
registration, this qualification has been re-registered from 1 July 2012.
This qualification replaces qualification 20892, "National Diploma: Human Resources Management
and Practices", Level 5, 240 credits.

UNIT STANDARDS:
PRE-
2009 NQF
ID UNIT STANDARD TITLE CREDITS
NQF LEVEL
LEVEL
Level TBA:
Apply the principles of employment equity
Core 116927 Level 5 Pre-2009 10
to organisational transformation
was L5
Level TBA:
Core 115753 Conduct outcomes-based assessment Level 5 Pre-2009 15
was L5
Level TBA:
Coordinate planned skills development
Core 15232 Level 5 Pre-2009 6
interventions in an organisation
was L5
Demonstrate and apply an understanding Level TBA:
Core 114274 of the Basic Conditions of Employment Act Level 5 Pre-2009 8
(Act 75 of 1997) was L5
Demonstrate and apply an understanding
Level TBA:
of the Labour Relations Act with respect
Core 114273 Level 5 Pre-2009 6
to Collective Agreements and Bargaining
was L5
Councils
Level TBA:
Develop holistic productivity improvement
Core 114882 Level 5 Pre-2009 10
strategies and plans
was L5
Level TBA:
Develop own ability to provide a business
Core 115830 Level 5 Pre-2009 10
advisory service for SMMEs
was L5
Level TBA:
Core 11907 Draft an employment contract Level 5 Pre-2009 3
was L5
Level TBA:
Facilitate learning using a variety of given
Core 117871 Level 5 Pre-2009 10
methodologies
was L5
Identify and interpret Best Practice
Level TBA:
guidelines, and plan for and implement
Core 15215 Level 5 Pre-2009 4
Best Practice within the team, department
was L5
or division
Level TBA:
Implement codes of conduct in the team,
Core 15229 Level 5 Pre-2009 3
department or division
was L5
 Level TBA:
Core 11286 Institute disciplinary action Level 5 Pre-2009 8
was L5
Level TBA:
Core 7882 Manage Payroll Records Level 5 Pre-2009 6
was L5
Manage the capture, storage and retrieval Level TBA:
Core 10171 of human resources information using an Level 5 Pre-2009 3
information system was L5
Level TBA:
Core 7848 Manage the induction of new staff Level 5 Pre-2009 5
was L5
Measure and assess the factors that Level TBA:
Core 114886 influence labour productivity and establish Level 5 Pre-2009 8
the relative impact of each factor was L5
Monitor and advise on substantive Level TBA:
Core 11909 conditions of employment and related Level 5 Pre-2009 5
rights and obligations in an organisation was L5
Level TBA:
Monitor team members and measure
Core 15230 Level 5 Pre-2009 4
effectiveness of performance
was L5
Recognise areas in need of change, make Level TBA:
Core 15214 recommendations and implement change Level 5 Pre-2009 3
in the team, department or division was L5
Level TBA:
Recruit and select candidates to fill
Core 12140 Level 5 Pre-2009 9
defined positions
was L5
Set, monitor and measure the
Level TBA:
achievement of goals and objectives for a
Core 15220 Level 5 Pre-2009 4
team, department or division within an
was L5
organisation
Level TBA:
Supervise a project team of a business
Core 10148 Level 5 Pre-2009 14
project to deliver project objectives
was L5
Level TBA:
Core 10985 Conduct a disciplinary hearing Level 6 Pre-2009 5
was L6
Level TBA:
Core 12138 Conduct an organisational needs analysis Level 6 Pre-2009 10
was L6
Level TBA:
Facilitate the resolution of employee
Core 12139 Level 6 Pre-2009 5
grievances
was L6
Level TBA:
Compile and control a budget for a range
Fundamental 110528 Level 5 Pre-2009 4
of office supply requirements
was L5
Level TBA:
Implement a generic communication
Fundamental 10044 Level 5 Pre-2009 10
strategy
was L5
Level TBA:
Use communication techniques
Fundamental 12433 Level 5 Pre-2009 8
effectively
was L5
Use language and communication Level TBA:
Fundamental 115791 strategies for vocational and occupational Level 5 Pre-2009 5
learning was L5
 Apply knowledge of organisation structure
NQF Level
Elective 337060 and design to support performance to a Level 4 5
04
Public Sector Department
Apply knowledge of the job evaluation
process in the Public Sector in order to NQF Level
Elective 337064 Level 4 3
ensure that a job has been properly 04
evaluated
Evaluate a job in the Public Sector in NQF Level
Elective 337062 Level 4 6
South Africa 04
Advise on the establishment and
Level TBA:
implementation of a quality management
Elective 15228 Level 5 Pre-2009 10
system for skills development practices in
was L5
an organisation
Analyse qualitative and quantitative data Level TBA:
Elective 259145 required to inform a strategic human Level 5 Pre-2009 5
resource plan was L5
Apply a range of research methodologies
Level TBA:
to support the design and implementation
Elective 110494 Level 5 Pre-2009 8
of (a) local economic development
was L5
project(s) in own work context
Level TBA:
Apply visionary leadership to develop
Elective 120311 Level 5 Pre-2009 10
strategy
was L5
Level TBA:
Contribute towards organisation policy
Elective 230448 Level 5 Pre-2009 8
development
was L5
Level TBA:
Demonstrate and apply an understanding
Elective 114228 Level 5 Pre-2009 3
of bargaining council rules
was L5
Level TBA:
Demonstrate and apply an understanding
Elective 114224 Level 5 Pre-2009 3
of the CCMA rules
was L5
Demonstrate understanding of the
Level TBA:
outcomes-based education and training
Elective 114924 Level 5 Pre-2009 5
approach within the context of a National
was L5
Qualifications Framework
Demonstrate understanding of the Level TBA:
Elective 114227 transformative elements of the HRD Level 5 Pre-2009 10
legislation was L5
Level TBA:
Develop an organisational training and
Elective 15217 Level 5 Pre-2009 6
development plan
was L5
Level TBA:
Elective 114307 Interpret and apply collective agreements Level 5 Pre-2009 6
was L5
Level TBA:
Elective 11911 Manage individual careers Level 5 Pre-2009 5
was L5
Level TBA:
Manage learner information using an
Elective 114925 Level 5 Pre-2009 4
information management system
was L5
Manage the design, development and Level TBA:
Elective 11906 review of a human resource information Level 5 Pre-2009 3
system was L5
Level TBA:
Elective 114230 Operate the case management process Level 5 Pre-2009 10
was L5
 Level TBA:
Prepare and communicate a productivity
Elective 114885 Level 5 Pre-2009 6
improvement plan for a functional unit
was L5
Level TBA:
Promote a learning culture in an
Elective 15222 Level 5 Pre-2009 3
organisation
was L5
Level TBA:
Promote a learning culture in an
Elective 252041 Level 5 Pre-2009 5
organisation
was L5
Level TBA:
Promote a productivity improvement
Elective 114879 Level 5 Pre-2009 10
strategy
was L5
Level TBA:
Provide information and advice regarding
Elective 15221 Level 5 Pre-2009 4
skills development and related issues
was L5
Level TBA:
Apply labour dispute prevention
Elective 337082 Level 6 Pre-2009 16
approaches
was L6
Level TBA:
Apply problem-solving techniques to make
Elective 264403 Level 6 Pre-2009 5
decisions on a multi-faceted problem
was L6
Level TBA:
Appraise, develop and retain human
Elective 264416 Level 6 Pre-2009 6
capital for a function
was L6
Conduct an analysis to determine Level TBA:
Elective 15218 outcomes of learning for skills Level 6 Pre-2009 4
development and other purposes was L6
Demonstrate an understanding of Level TBA:
Elective 337121 collective agreements and bargaining Level 6 Pre-2009 12
councils was L6
Demonstrate analytical competencies Level TBA:
Elective 259141 needed for effective human resource Level 6 Pre-2009 5
planning in the Public Service was L6
Demonstrate knowledge and insight into
Level TBA:
the relationship between strategic human
Elective 259143 Level 6 Pre-2009 4
resource planning and an organisation's
was L6
strategic planning
Demonstrate understanding of
Level TBA:
Government regulatory structures and
Elective 259140 Level 6 Pre-2009 5
their implications for Departmental
was L6
planning processes
Design an organisational structure which Level TBA:
Elective 252404 supports the achievement of the Level 6 Pre-2009 13
organisational mandate was L6
Level TBA:
Evaluate and plan the role of self as
Elective 264398 Level 6 Pre-2009 5
leader in a function
was L6
Level TBA:
Interpret unfair dismissal in terms of
Elective 376119 Level 6 Pre-2009 10
Labour Relations Legislation
was L6
Monitor the on-going performance of a Level TBA:
Elective 259146 selected Public Service Department in the Level 6 Pre-2009 4
context of human resource planning was L6
Level TBA:
Produce a Human Resource (HR) plan to
Elective 252393 Level 6 Pre-2009 12
achieve organisational results
was L6
 Promote and uphold strategic leadership Level TBA:
Elective 243116 in line with Public Sector vision, values, Level 6 Pre-2009 10
objectives and priorities was L6

LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION:

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

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 Quality Assuring Bodies 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 Quality Assuring Body 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
49692 National Diploma: Human Resources 1. ADvTECH Resourcing Pty Ltd t/a Corporate
Management and Practices College International
2. EDUTEL SERVICES (PTY) LTD
3. Falcon Business Institute (Pty) Ltd
4. Maccauvlei Learning Academy
5. Regenesys Management (Pty) Ltd
6. University of Johannesburg
73024 Postgraduate Diploma: Human Resources University of KwaZulu-Natal
73025 Postgraduate Diploma: Human Resources University of KwaZulu-Natal
Management: Industrial Relations

All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be
for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.