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.

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.

• 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.
• Use professional HRM methods and procedures to implement and coordinate agreed talent management, organisational growth strategies and plans.
• Use professional HRM methods and procedures to implement strategically aligned and integrated Learning and Development (L&D) and organisational growth strategies and plans.
• Use problem identification techniques to implement strategically aligned employment relations practices and initiatives to ensure harmonious and productive employment relations.
• 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.