Human Resources Management Advisor Type : National Certificate • NQF : 7 • Credits : 178
The purpose of this qualification is to prepare a learner to function as a Human Resource Management Advisor.
A Human Resource Management (HRM) Advisor works in a range of public and private sector organisations as a strategic partner to the organisation. A HRM Advisor proactively contributes to organisational success by providing professional advice and support relating to the attraction, procurement, maintenance, development, and separation of Human Resource Assets (Human Capital). The HRM Advisor must ensure optimum compliance with legislative requirements, national and international professional practice standards, collective agreements, and leading practices within the HRM discipline.
A qualified learner will demonstrate the following key attributes: collaborative decision-making, analytical problem-solving, service-orientated leadership, people-orientated, team building and strategic thinking.
A qualified learner will be able to:
- Design and develop appropriate Human Resource Management strategies, derive dynamic employment value propositions, and advise on the effective implementation and maintenance of these strategies and value propositions.
- Facilitate, drive, and advise on the design and development of appropriate talent management and workforce architecture strategies and initiatives.
- Design, integrate and advise on the implementation of strategically appropriate Learning & Development (L&D) and organisational growth plans and initiatives.
- Facilitate and advise on the implementation and use of world-class employment relations practices and initiatives.
- Oversee and advise on the effective delivery of all Human Resource Management services.
Organisational survival, growth and sustainability are the key focus areas of management and leadership. The health of organisations in the public, private and non-governmental service sectors are critical for the nation and the economy. The single most important element of any organisation is its human capital, and this has become a key factor in creating a competitive edge for organisations. In South Africa and globally, the professional and fair utilisation of human capital is increasingly being entrenched as a way of life and a key determinant for success. Therefore, all organisations require professional guidance relating to the utilisation and management of their human capital. Because of this strategic imperative, the need for obtaining and developing human capital is firmly entrenched into the South African Constitution and national development planning processes and forms the cornerstone of the South African National Development Strategy.
The importance of professional guidance in Human Resource Management has led to the development of several qualifications registered on the Occupational Qualifications Sub Framework of the National Qualifications Framework (NQF). In collaboration with industry representatives, a process to re-align these qualifications and replace them with Occupational Qualifications were initiated. The result of this realignment process is a suite of three qualifications, starting at NQF Level 5 and culminating in the Advanced Occupational Diploma: HRM Advisor at NQF Level 7.
The employment of practitioners with professional HRM capabilities to navigate through the complex legislative and social dynamics that workplaces find themselves in is essential for organisational success. It is also critical to standardise the various approaches to Human Resource Management and to ensure that they are aligned with the national transformation agenda and the national and global professional standards for HRM. This aspect of organisational management is daily becoming more important because of the ongoing technical, environmental, and social evolution confronting organisations. The Advanced Occupational Diploma: HRM Advisor will serve as a platform for developing and nurturing the skills required for HRM practitioners to become strategic partners in organisations guiding them through these turbulent organisational dynamics.
Furthermore, this qualification will have broader social benefits and will promote diversity and inclusion in the workplace. It will also contribute towards supporting the development of ethical and socially responsible HRM practices at all levels of society. It will also provide individuals with recognised and portable credentials that will enable them to work in HRM roles across different industries and geographies, increasing their employability and contributing to the development of a globally competitive workforce.
The typical learners who will access the occupational qualification 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.
Furthermore, this qualification may also appeal to individuals currently working in technical and managerial roles and require formal education in the HRM discipline to enable them to take up senior roles in organisations.
After successfully completing this qualification, learners will be able to operate in several senior HRM roles, such as HRM Business Partner, HRM Specialist and HRM Manager, amongst others.
Apart from the legacy qualifications being replaced through this realignment process, no other similar Occupational Qualifications are registered on the NQF.
This qualification does not require professional registration.
Recognition of Prior Learning (RPL):
- RPL for Access to Training/Exemption:
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.
- RPL for Access to the External Integrated Summative Assessment (EISA) or Final Integrated Supervised Assessment (FISA)
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:
The minimum entry requirement for this qualification is:
- Advanced Occupational Certificate: Human Resource Management Officer, Level 6.
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