Higher Certificate in Management

Any individuals who are or wish to be involved in Generic Management will access this qualification. It serves as the entry qualification into the National Diploma in Management at NQF level 5 which, in turn, serves as entry qualification in to the Bachelors in Management at NQF level 6 and the Honours in Management at NQF level 6.

This qualification is registered at NQF Level 5.

Rationale of the qualification

This qualification recognises the skills and knowledge expected of role holders or people seeking positions such as team leaders, supervisors, charge hands and first line managers .

Holders of this qualification may be responsible for managing people, resources, and/or projects. The flexible structure of the qualification enables individuals and organisations to select outcomes that meet the diverse roles and contexts required by a wide range of industries.

The Higher Certificate in Management: NQF Level 5 will provide the broad knowledge and skills needed in the industry and to progress along a career path for learners who wish to extend their range of skills and knowledge of the industry so that they can become knowledge workers and/or practitioners in management.

The Higher Certificate in Management: NQF Level 5 allows the learner to work towards a nationally recognised whole qualification. The qualification will allow both those in formal education and those already employed in organisations access, due to its flexibility. It aims to develop individuals who are informed and skilled in management.

The qualification has building blocks that can be developed further and will lead to a more defined Management career path at National Diploma level. It also focuses on the skills, knowledge, values and attitudes required to progress further.

The intention is

• To promote the development of knowledge and skills that is required in all sub-sectors of management.
• To release the potential of people.
• To provide opportunities for people to move up the value chain.

The Higher Certificate in Management: NQF Level 5 should produce knowledgeable, skilled individuals who are able to contribute to improved productivity and efficiency within the organisation. It should provide the means for current individuals in the general management field to receive recognition of prior learning and to upgrade their skills and knowledge base. The qualification is structured in such a way that exposes individuals to a set of core competences to give a broad understanding of general management and the electives, which will allow for a specific competence in management. It will also promote the notion of life-long learning.

It is assumed that the learner has achieved an FET Certificate at level 4 or the equivalent. There are no learning prerequisites.

Recognition of prior learning

This qualification may be achieved in part through the recognition of relevant prior learning and through prior experience as a practitioner in one of the sub-fields of Business, Commerce and Management Studies. Providers are required to develop structured means for the assessment of individual learners against the exit level outcomes of the qualification on a case-by-case basis. Such procedures, and the assessment of individual cases, are subject to moderation by independent-assessors.

N/A

Exit level outcomes are grouped into three components which together reflect the diversity of work of the general manager at the basic level of first line manager.

Under each component, two or more of the key roles in Generic Management are addressed, namely

• Managing strategies
• Managing enterprise systems and processes
• Managing enterprise resources
• Managing individuals and teams
• Managing self

Holders of this qualification will be able to

Component 1: Competences Relating to Fundamental Learning (Communication Studies and Language, End-User Computing)

The focus in this component is on the key role of managing self and the enterprise resources by placing emphasis on communication skills and basic computer literacy.

Exit level outcome 1.1: Demonstrate competence in basic aspects relating to communication in organisations.

Competence is evident when candidates are able to

• Communicate in a business environment
• Communicate verbally
• Prepare written communications
• Apply communication skills in the workplace
• Analyse and communicate workplace data

Exit level outcome 1.2: Demonstrate competence in basic aspects relating to managing self in the organisation.

Competence is evident when candidates are able to

• Function in a business environment
• Maintain health, hygiene and a professional appearance
• Develop self within the job role
• Organise oneself in the workplace

Exit level outcome 1.3: Demonstrate competence in basic aspects relating to end-user computing.

Competence is evident when candidates are able to

• Describe the application and impact as well as social implications of information technology
• Operate a personal computer system
• Develop and use keyboard skills to enter text
• Use personal computer operating system
• Operate personal computer peripherals
• Demonstrate knowledge of and produce word processing documents using basic functions
• Demonstrate knowledge of and produce computer spreadsheets using basic functions.
• Demonstrate the ability to use electronic mail software to send and receive messages.
• Demonstrate ability to use the World Wide Web
• Demonstrate knowledge of and produce a presentation using basic functions

Component 2: Competences Relating to the Learning Areas or Subjects and Content Appropriate to the Selected Specialist Stream (Human Resource Management, Tourism Management, Marketing Management, Labour Relations, Public Relations, or Office Administration)

The focus in this component is on the integration and focusing of generic management into a chosen specialist field.

The learner may choose from any one of the specialist streams below.

a) Human Resource Management

Exit level outcome HRM 2.1: Demonstrate specialist competence in the field of human resource management

Competence is evident when candidates are able to

• Demonstrate knowledge of the scope of human resource management
• Demonstrate knowledge of the behavioural aspects of human resource management
• Describe the human being as an employee
• Demonstrate knowledge of approaches to human resource management
• Plan and conduct an assessment
• Monitor and advise on substantive conditions of employment and related rights and obligations in an organization

b) Tourism Management

Demonstrate specialist competence in the field of tourism management

Exit level outcome TOU 2.1

Competence is evident when candidates are able to

• Demonstrate an understanding of the definition of tourism
• Demonstrate an understanding of the tourism product and specific challenges
• Demonstrate knowledge of the tourism experience
• Demonstrate knowledge of the tourist area life cycle
• Demonstrate knowledge of tourism as a sustainable resource and the need for responsible tourism development

c) Marketing Management

Demonstrate specialist competence in the field of marketing management

Exit level outcome MAR 2.1

• Demonstrate an understanding of the competitive environment
• Instil in myself a personal marketing culture
• Deal with brand, product and service promotion opportunities
• Demonstrate an understanding of the target market
• Demonstrate the ability to identify external and internal stakeholders
• Identify customers of the business

d) Public Relations

Demonstrate specialist competence in the field of public relations management

Exit level outcome PRE 2.1

• Demonstrate knowledge of the historical development of public relations
• Demonstrate knowledge of public relations as a management function
• Demonstrate an understanding of the placement and organising of the public relations function
• Demonstrate an understanding of a systems approach to public relations
• Demonstrate knowledge of and identify corporate publics
• Demonstrate the ability to plan public relations at first line management level
• Demonstrate knowledge of public relations communication media and demonstrate the use of internal communication media
• Demonstrate an understanding of corporate social responsibility

e) Office Administration

Exit level outcome OFF 2.1

Component 3: Components Relating to Generic Management

The focus in this component is on the integration of all five roles listed above.

Exit level outcome 3.1: Demonstrate competence in managing strategies at first line management level.

Competence is evident when candidates are able to

• Identify key organisational principles and apply them to workplace operations
• Demonstrate knowledge of the enterprise environment and apply it to workplace operations
• Demonstrate the ability to develop tactical plans
• Demonstrate the ability to monitor and evaluate tactical plans

Exit level outcome 3.2: Demonstrate competence in aspects relating to managing enterprise systems and processes at first line management level.

Competence is evident when candidates are able to

• Interpret and evaluate information, and provide feedback
• Demonstrate knowledge of control systems and processes and apply it to workplace operations
• Demonstrate knowledge of procedure and apply it to workplace operations
• Demonstrate knowledge of the value chain and apply it to workplace operations
• Demonstrate knowledge of project management and apply it to workplace operations
• Demonstrate knowledge of the performance management system and apply it to workplace operations
• Demonstrate knowledge of quality management and apply it to workplace operations
• Demonstrate knowledge of change management and apply it to workplace operations
• Demonstrate knowledge of information management principles and apply it to workplace operations
• Demonstrate knowledge of risk management principles and apply it to workplace operations
• Demonstrate knowledge of the integration of all enterprise systems and processes

Exit level outcome 3.3: Demonstrate competence in basic aspects relating to managing enterprise resources.

Competence is evident when candidates are able to

• Demonstrate knowledge of key enterprise resources
• Knowledge management: Demonstrate knowledge of knowledge management and apply it to workplace operations
• Financial management: Demonstrate the ability to use basic financial data and financial reports for decision making
• Energy management: Demonstrate knowledge of managing energy and apply it to workplace operations
• Technology and equipment: Demonstrate knowledge of managing technology and equipment and apply it to workplace operations
• Human resource management: Demonstrate knowledge of the basic principles and concepts of managing human resources in the workplace

Exit level outcome 3.4: Demonstrate competence in basic aspects relating to managing individuals and teams in the workplace

Competence is evident when candidates are able to

• Describe key social features as pertaining to the workplace
• Demonstrate knowledge of group processes
• Demonstrate knowledge of productivity
• Demonstrate knowledge of methods to create and maintain good working relationships
• Demonstrate knowledge of methods to develop a team to enhance team performance
• Demonstrate knowledge of allocating work
• Demonstrate the ability to apply problem solving strategies in the workplace
• Demonstrate the ability to identify `at risk` individuals in the workplace
• Demonstrate the ability to contribute to the development of others
• Demonstrate knowledge of conflict and conflict resolution in the workplace
• Demonstrate knowledge of methods to evaluate the performance of individuals and teams in the workplace

Exit level outcome 3.5: Demonstrate competence in basic aspects relating to managing self.

Competence is evident when candidates are able to

• Demonstrate an understanding of professional values
• Demonstrate knowledge of self-empowerment
• Demonstrate the ability to manage time
• Demonstrate the ability to set personal objectives
• Demonstrate the ability to develop self to improve performance
• Demonstrate the ability to maintain self awareness
• Demonstrate the ability to maintain self regulation
• Demonstrate the ability to maintain self motivation

Integrated assessments

In the assessment strategy as a whole, evidence must be demonstrated through a variety of options

Case studies, problem-solving assignments, management practice in simulated and in situ contexts, portfolios of learning materials, projects, written and oral examinations. Some of these options are more suited to the assessment of foundational competence, rather than practical and reflexive competence.

However, the integrated assessment has the following characteristics

• It assesses the extent to which entry-level managers can manage competently and effectively in South African organisations.
• It measures the extent to which learners have integrated the roles and the knowledge and skills delivered through the different courses/modules that make up the programme.
• It assesses the five roles in General Management and its application in a chosen specialist stream.
• It measures applied competence. In other words, it assesses whether learners are able to integrate the ability to perform important managerial actions competently (a practical competence), understand the theoretical basis for these actions (foundational competence), and reflect on and make changes to managerial practices (reflexive competence).

The assessment criteria and evidence requirements are as follows

In a practical teaching and learning situation, a simulated situation, or a situation that combines the practical, the simulated and the written, the learner will:

• Generate, explore and consider options for appropriate action;
• Identify the most appropriate course of action in relation to the particular context, topic, learner group, level of learning and resources available;
• Explain the reasons for that particular selection as well as what was taken into account in making the selection;
• Perform the identified action, while continuously monitoring and adapting performance as required;
• Explain the reasons for the performance;
• Evaluate his/her performance and identify areas for improvement;
• Reflect on the learning and performance;
• Develop a plan or strategy for future action which reflects an integration of what has been learnt through reflection.