Advanced Occupational Certificate: Human Resource Management Officer

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

• Facilitate and guide the development and implementation of dynamic HR architecture aligned to organisational strategic intent and the agreed employment value proposition.
• Implement and coordinate appropriate talent management and workforce plans and tactics.
• Implement strategically aligned and integrated Learning and Development (L&D) and organisational growth strategies and plans.
• Implement strategically aligned employment relations practices and initiatives.
• Maintain, monitor, and deliver HRM services.

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.

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.

This qualification is made up of compulsory Knowledge, Practical Skill and Work Experience Modules

Knowledge Modules

• 242303-001-00-KM-01, Creating and Implementing Organisational Architecture for Organisational success and sustainability, NQF Level 6, 8 Credits.
• 242303-001-00-KM-02, Making Talent Management and workforce plans work, NQF Level 6, 7 Credits.
• 242303-001-00-KM-03, Operationalising Learning and Development (L&D) and Organisational Growth Strategies, NQF Level 6, 8 Credits.
• 242303-001-00-KM-04, Implementing Employment Relations Strategies, NQF Level 6, 20 Credits.
• 242303-001-00-KM-05, Delivering Human Resource Management Services, NQF Level 6, 7 Credits.

Total number of credits for Knowledge Modules: 50

Practical Skill Modules

• 242303-001-00-PM-01, Implementing fit-for-purpose HR Architecture. NQF Level 6, 8 Credits.
• 242303-001-00-PM-02, Facilitating effective Talent Management. NQF Level 6, 8 Credits.
• 242303-001-00-PM-03, Implement Learning and Development and Organisational Growth initiatives. NQF Level 6, 12 Credits.
• 242303-001-00-PM-04, Operationalise Employment Relations strategies and plans. NQF Level 6, 10 Credits.
• 242303-001-00-PM-05, Deliver HRM Services. NQF Level 6, 10 Credits.

Total number of credits for Practical Skill Modules:48

Work Experience Modules

• 242303-001-00 WM-01: Organisational and Work design and implementation processes, NQF Level 6, 8 Credits.
• 242303-001-00 WM-02: Talent Management Processes, NQF Level 6, 4 Credits.
• 242303-001-00 WM-03: Learning and Development and Organisational Growth Processes, NQF Level 6, 8 Credits.
• 242303-001-00 WM-04: Employment Relations Facilitation Processes, NQF Level 6, 12 Credits.
• 242303-001-00 WM-05: HRM Service Delivery Processes, NQF Level 6, 4 Credits.

Total number of credits for Work Experience Modules: 36

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 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.

• Create and implement appropriate work profiles and employee specifications.
• Create and implement organisational structures aligned to the organisational strategic intent and targeted at creating future operational sustainability.
• Schedule and implement workforce planning and organisational growth policies, procedures and initiatives.
• Analyse and cost labour complements in line with organisational strategies and professional HRM standards.

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.

• Analyse and resolve talent management problems within the parameters of professional standards, legal requirements, and organisational strategic imperatives.
• Support the creation of organisational talent management strategies, and provide oversight for the implementation of these strategies and plans.
• Facilitate and guide staff recruitment, selection and placement processes in line with professional practices, regulatory requirements, and organisational policies.

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.

• Establish Learning and Development plans and provide oversight for implementing and integrating these plans.
• Coordinate and facilitate organisational employee performance management processes to ensure fair and consistent implementation.
• Coordinate and facilitate organisational rewards and recognition processes to ensure fair and consistent implementation.
• Coordinate and facilitate organisational career management processes to ensure fair and consistent implementation.
• Coordinate and facilitate organisational and individual wellness initiatives and processes to ensure fair, consistent, and confidential implementation.
• Coordinate and facilitate organisational development processes and initiatives to ensure effective and efficient implementation.

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.

• Coordinate and implement workplace disciplinary and grievance procedures in a legally compliant and fair manner.
• Build, maintain and foster relationships with organised labour to underpin a productive and harmonious workplace climate.
• Identify HRM crises timeously and manage to mitigate all risks to employees, the organisation, and the community appropriately.

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.

• Utilise HRM information and information management systems effectively and securely maintained.
• Identify and respond to HRM client needs positively.
• Proactively identify and solve HRM service-related problems collaboratively.
• Monitor and improve compliance with all HRM policies, procedures and regulatory requirements continually.
• Model and maintain ethical conduct regarding all HRM practices continuously.

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.