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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
PROFESSIONAL DESIGNATION: 
MHRP - Master Human Resource Professional 
DESIGNATION ID DESIGNATION TITLE
303  MHRP - Master Human Resource Professional 
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:
The Human Resources Director guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. The major areas directed are:
  • Recruiting and staffing.
  • Organisational and space planning.
  • Performance management and improvement systems.
  • Organisation development.
  • Employment and compliance to regulatory concerns.
  • Employee orientation, development, and training.
  • Policy development implementation and monitoring.
  • Employee relations.
  • Company-wide committee facilitation.
  • Company employee and community.
  • Compensation and benefits administration.
  • Employee safety, welfare, wellness and health.
  • Charitable giving.
  • Employee services and counseling.

    (Note: Depending on your organisation's needs, the Human Resources Director often directs administration, including reception, and may even be responsible for facility security and upkeep in addition to space planning). The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance environment that emphasises empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

    The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues. 
    		•
    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 9 (Masters Degree up to Doctor of Philosophy) qualification in Human Resources. 
    Experiential Learning or Experience
    Must have completed five years of relevant work experience at top management level within 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
    1303MHRP - Master Human Resource Professional


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