1. Diploma in
Human Resources Management and Practices
SAQA ID: 46962 | NQF Level 5 | 249 Credits
Type: National Diploma
LQA : South African Board for People Practices (SABPP)
Minimum Duration: 2 Years
www.bmtcollege.edu.za
Business Management Training College (Pty) Ltd 2005/011378/07
Directors: B.A. van der Linde, J.J.J. Poolman, M. Turner
BMT CollegeFORTUNA PER SCIENTIUM
TEL: 011 708 0159 | FAX: 086 639 4687 | E-MAIL: INFO@BMTCOLLEGE.EDU.ZA
PRIVATE BAG X100; BRYANSTON; 2021 | 147 SECOND RD; CHARTWELL; 2191
ENTRY REQUIREMENTS:
 National Senior Certificate (NSC) OR
 National Vocational Certificate (NC(V)) (in a
relevant field) OR
 NQF 4 qualification (in a relevant field) OR
 Relevant work experience of 5 years or more
- to be assessed and approved by the
Academic Council
OTHER REQUIREMENTS:
 Prescribed textbooks. (Not included)
TO OBTAIN THIS QUALIFICATION A
STUDENT MUST:
 Pass all assignments with a minimum of 65%
Full Programme Duration:
Minimum duration of 2 years
Maximum duration of 6 years (including all
allowable extensions)
AWARD
Human Resources Management is one of the core management areas of any
organisation. The National Diploma in Human Resources Management and
Practices presents you with the quickest road to become eligible for a
management position in Human Resources by mainly focusing on the related
processes and practices involved in successfully managing the HR of an
organisation.
We have exceptional academic support that goes beyond just covering
programme content. The support team also ensures that the latest HR
information and practices are incorporated in the study material to better prepare
you for the evolving workplace. This programme also meets the qualification
requirements to register as an HR Associate (HRA) with the SA Board for People
Practices (SABPP), the professional body for human resources with its
designations officially recognised by SAQA.
You will be able to practically apply the skills and knowledge across the four
principle processes and practices of Human Resources Management:
 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.
Programme Content:
9 Module Study Guides
8 Formative Assignments
4 Summative Assignments
1 Final Integrated Summative Assignment (FISA)
1 Portfolio Assignment for US 115753
Prescribed and Recommended Textbooks not included
Possible Career Paths:
Human Resources Manager
Labour Relations Officer
Productivity Manager
Payroll Administrator
Labour Consultant
Please Note: This Diploma is issued
by SABPP and not by BMT College.
2014
Easy Terms (Debit Order):
R 675 x 18
= R 12150 per academic year
START STUDYING
NOW

2. Diploma in Human Resources Management and Practices
MODULES and STRUCTURE
Module 1: Disciplinary procedures / Labour relations
The major purpose and application of the Basic Conditions of Employment Act are covered with practical examples such
as the regulation of working hours, leave, remuneration, termination of employment and legal effects of sectorial
determinations. Transgressions are identified and disciplinary procedures are explained, with regard to dismissible and
non-dismissible offences. You also gain on knowledge on representing an employee at a disciplinary hearing, as well as
on conducting a disciplinary hearing. The CCMA, its functions and powers and duties. The understanding and functioning
of the Bargaining Council. Knowledge is gained about collective agreements, and their composition, as well as the
different types of collective agreements.
Module 2: Personnel Planning 1
In this module students will learn how to gather information for individuals with the goal to manage and facilitate career
planning for individual employees. Career advancement strategies are identified and linked to individual development
plans. The process of performance management is covered in detail and different systems to monitor performance is
discussed and evaluated. The process of recruitment and selection is explained by analysing current sources of
manpower, assessing future need for human resources and by developing a programme to meet the need for future
human resources. After completion of this module student will have a good understanding of recruitment, screening,
selection, appointment, placement and induction of employees as well as the legal requirements that impacts on
personnel planning.
Module 3: Organisational Behavior
Organisational Behaviour is a field of that investigates the impact that individuals, groups and structures have on
behaviour within organizations for the purpose of applying such knowledge towards improving an organisations
effectiveness. This module enables learners to effectively develop structures and procedures to resolve employee
grievances. The structures and procedures comply with all legal requirements and codes of good practice. The student
needs to monitor the application of the grievance procedures and adjust when required, evaluate, analyse and address
grievance patterns. It is very important to be able to apply principles of employment equity to organisational
transformation, the link between employment equity and the business strategy of an organisation. The students will also
learn to describe, communicate and apply the code of conduct.
Module 4: Training and Development 1
Training and development is seen as a key factor in meeting the employer’s strategic, business and operational goals. In
this module, the student needs to recognise areas in need of change, to recognise, and make the necessary
recommendations by implementing change in teams and departments. Training and development methodologies are
covered as well as how to plan and prepare for training and development. It is important to develop a skills profile and
define a skills gap by establishing the skills priorities. Students needs to promote a learning culture in the organisation by
investigating and analysing the status within the organization. On completion of this model, the student should be able to
plan and prepare for facilitation and evaluate learning.
FIRST ACADEMIC YEAR R10530
QUALIFICATION STRUCTURE:
FIRST YEAR:
Component 1
 Module 1: Labour Relations
 Module 2: Personnel Planning
Component 2
 Module 3: Organisational Behaviour I
 Module 4: Training and Development I
SECOND YEAR:
Component 3
 Module 5: Productivity and Supervision
 Module 6: Personnel Planning and
Administration
Component 4
 Module 7: Organisational Behaviour II
 Module 8: Training and Development II
 Module 9: Conduct Outcomes-based
Assessment
ASSIGNMENT STRUCTURE:
 Each Module has a Formative Assignment.
The purpose of formative assignments is to
test your knowledge on the content of the
modules.
 Each Component has a Summative
Assignment. Summative Assignments test
your understanding and ability to apply the
concepts and theory of the relevant
subjects.
 A Final Integrated Summative Assignment
(FISA) will test your knowledge,
understanding and application of the various
subjects.
 Module 9 requires a portfolio assignment.
We provide you with detailed instructions on
how to complete the portfolio successfully.
Module 5: Productivity
This module will equip the successful student with the ability to improve service delivery, profitability and
competitiveness by examining factors that impact on the productivity of an organisation as well as measures and
strategies to assess current levels of labour productivity and improving productivity. This module will also prepare a
student to effectively plan, organise and allocate work to individuals and teams and how to supervise the
achievement of goals by planning, running and monitoring projects and teams.
Module 6: Personnel Planning and Administration 2
Upon completion of this module, students will be able to determine organisational objectives and how to formulate and
implement plans and policies to achieve the organisation’s goals. The design and development of an information system
for human resources management is covered by having a look at how to organise, control and monitor the storing,
recording, maintenance and retrieval of collated information. Students will also obtain more knowledge on payroll and
basic calculations for salary and wage purposes as well as how to develop and monitor an office supply budget.
Module 7: Organisational Behaviour
Students who completed this module will be able to perform or assist with the implementation of a generic
communication strategy, to advise on the implementation of a QMS for skills development purposes, to evaluate current
practices against best practices, to monitor and advise on substantive conditions of employment. Successful students will
also be able to analyse and record business performance and activity to give business advise and to write a basic
business plan.
Module 8: Training and Development
In this module concepts related to skills development and the Employment Equity Act is covered as to enable
students to provide information and advice with regard to skills development and related issues. Students will also learn
how to advise an organisation on the alignment of skills development practices to reach organisational goals. Students
who successfully completed this module will be able to identify and prioritise learners’ learning requirements, to plan,
organise and coordinate learning interventions.
Module 9: Conduct Outcomes-Based Assessment
Outcomes-Based education and training covers both classroom and the workplace learning. This module is grouped into
different lessons. Assessment is a process whereby the quality of a learner’s achievements can be judged, recorded and
reported, therefore the purpose of this module is to guide students through the training material, which will instruct
students how to plan and prepare for assessments, conduct assessments, provide feedback and review assessments.
On completion of this module, the student will be able to explain the outcomes-based approach to education and training
and develop a broad plan for implementing the NQF within an organisation.
SECOND ACADEMIC YEAR R10530