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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
PROFESSIONAL DESIGNATION: 
HRT - Human Resource Technician 
DESIGNATION ID DESIGNATION TITLE
174  HRT - Human Resource Technician 
PROFESSIONAL BODY DESIGNATION STATUS
SABPP - South African Board for People Practices  Reregistered 
SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
SAQA 156/22  2022-05-10  2027-05-09 


DESCRIPTION:
An HR administrator is a Human Resources Generalist responsible for supporting a business within every area of human resources, including recruitment and employee relations.

Some general roles and responsibilities of HR Administrator are:

Drafting Job Description:
An HR administrator is responsible for drafting job descriptions, outlining in detail all skills and qualities required and desired in a successful job applicant.

Resume screening:
An HR administrator screens all resumes submitted to the open job order, seeking only the most qualified applicant.

Performing Background checks:
An HR administrator conducts drug and background screenings and reference checks for all prospective hires, accurately documenting these activities.

Due Diligence:
An HR administrator records and maintains all human resource files and documents, assuring that the company remains compliant with all relevant labour legislation e.g. BCOA, EEA, SDA etc. .An HR administrator serves as the point person for employees' issues and inquiries, including but not limited to benefits and company policies. 
AWARDING CRITERIA
For the Professional Designation to be awarded, professionals must comply with the following minimum requirements: 
Underlying Registered Qualification or Part Qualification:
Complete an NQF Level 4 (One year certificate) qualification in Human Resources. 
Experiential Learning or Experience
Must have completed one year of relevant work experience in Human Resources. 
Competency Assessment
Not applicable however in discussion with the board for implementation various designation levels. 
Designation RPL Statement
This Designation may be awarded through Recognition of Prior Learning. 
RETAINING CRITERIA
In order to ensure the currency of professional knowledge and to retain the Professional Designation, the professional must comply with the following minimum requirements: 
Code of Conduct
Members must adhere to the Professional Body Codes of Conduct and Ethics. 
Continuing Professional Development (CPD)
Goal of CPD:
The goal of CPD is to facilitate a culture of lifelong learning amongst members of the HR Profession, create learning opportunity and sustained professionalism. It is the Life Blood of the HR Profession.

Principles:
The following principles guide the actions of the CPD Committee:
  • An understanding among practitioners of the importance of continued professional development is critical to the promotion of HR professionalism in South Africa.
  • The content of the CPD courses and other activities should be based on:
    > The current needs of the professionals.
    > Evidence based practice.
    > Up to date HR knowledge.
    > Professional standard and competency within SABPP Model.
  • There is an ethical obligation of HR Practitioner to regularly enhance their professional competence by CPD as stated in the SABPP code of ethics.
  • CPD should complement and update knowledge and skills but not replace initial education in HR practices.
  • CPD should eventually be part of the professional accreditation process and career development.
  • CPD seeks to encourage ongoing learning and skill development, in the interests of remaining relevant as a profession. While it does not exclude formal education, it also includes other learning processes including, for example, job-based learning, skill development programmes, seminars, conventions and professional body functions, researching and writing journal and other articles, lecturing and speaking engagements, mentoring and being mentored.
  • HR professional development must be based on actual practice in the real world of work.
  • SABPP will guide professional development and recommend learning activities that support current HR priorities.

    SABPP CPD Requirements:
    The SABPP - CPD policy requires the following ongoing learning by members:
    Awarding 1 CPD Point for every 4 hours of learning:
    120 hours (30 POINTS) in a three year rolling cycle with a minimum of 60 hours (15 POINTS) being verifiable; a minimum of 20 hours must be recorded each year (these may be verifiable or non-verifiable).

    Members may under certain circumstances apply for exemptions or reductions in terms of the evidence presented to CPD Committee.

    CDP RECOGNITION:
    Continuing Professional Development (CPD) through ongoing learning constitutes both verifiable and non-verifiable evidence.

    The CPD Committee ensures that CPD activities certification requirements are co-ordinated. 
    		•
    Fees
    Ensure that the annual membership fee is paid. 


    PROFESSIONAL DESIGNATION PROGRESSION PATHWAY
    (The Designation being reported on here is shown in italics.)

    Sequence Designation ID Designation Title
    1174HRT - Human Resource Technician
    2301HRP - Human Resource Professional
    3302CHRP - Chartered Human Resource Professional
    4303MHRP - Master Human Resource Professional


    PROFESSIONAL BODY WEB ADDRESS:
    For more information on this Professional Designation, please visit http://www.sabpp.co.za