Institute of People Management

PROFESSIONAL DESIGNATION

Professional Designation

What is Professional Designation

IPM’s Professional Designations is designed to recognise HR professionals and people managers according to their knowledge and competence.

In other words, a Professional Designation is earned by a person who has the skills and qualifications needed to perform the job or task.We want to equip you with the resources and pathways needed to develop and progress your career. We want you to be able to showcase your skills and capabilities to current and potential employers. 

You will:

  • Attain an educational qualification relevant to a particular designated level
  • Have evidence you have the required work experience per designated level
  • Have evidence of prior learning
  • Have evidence that you have the knowledge and experience needed  to make a positive impact on the HR and Business Community
  • Professional Designations in South Africa are awarded by SAQA, a recognised and registered professional body. IPM as a SAQA registered professional body awards the following designations to HR professionals and people managers from all sectors, both private and public.
  • Professional Designations are internationally benchmarked. And as a designated member of IPM, you can officially use your professional designation post-nominal titles in accordance with the NQF Act (67 of 2008).
  • All IPM members must adhere to  IPM’s Professional Code of Conduct and follow the guidelines of  IPM’s Continuing Professional Development Policy.

IPM as a SAQA registered professional body awards the following designations:

IPM Associates – IPMAss

IPM Senior Associates – IPMSAss

IPM Professional – IPMP

IPM Senior Professional – IPMSP

IPM Executive Professional – IPMEP

IPM Fellow – IPMF

ELIGIBILITY CRITERIA FOR EACH DESIGNATIONS

1.For an IPM Associate [IPMAss] designation, the individual:

  • May be involved with human resource management and development as part of their everyday business;
  • May be an academic or a junior practitioner following a course of study in HR and related fields.
    Could be a specialist or generalist who plays a supporting role in the organisation and may occupy roles such as HR and Learning & Development administration, coordinator, officer, adviser, recruiter, trainer and or hole a role in a shared service centre.
  • Has at least 2 years of practical experience in human resources
    Holds a minimum 3-year SAQA recognised Diploma in the field of human resources
    Is committed to advancing their professional development to maintain, refresh and improve their knowledge, skills and the support and guidance they provide.
  • Holds a minimum 3-year SAQA recognised Diploma or undergraduate degree in the field of Human Resources Management Experience: has at least 3 to 5 years practical experience in Human Resources Management
  • Senior associates’ responsibilities may include evaluating the risks of corporate policies,
  • Can the power to recruit new Human Resources Practitioners, and,
  • develop new policies and train employees to comply with them
  • May be an academic embarking on primary research or specialising in a specific Human Resources field
  • Is committed to advancing their professional development to maintain, refresh and improve their knowledge, skills and the support and guidance they provide.”
  • Must hold a SAQA recognised undergraduate degree-level qualification or the equivalent knowledge, skills and experience as laid out by IPM in terms of knowledge, experience, application and attitudes in human resources management and development;
  • Has at least 5 years of practical experience in human resource management and development;
  • Actively partners with the business as an expert in human resources and crafts solutions that enhance organisation performance and achieve strategic objectives, for the present but also to meet future anticipated needs;
  • Could be a generalist or a specialist, operating in management or in consulting, occupying roles such as manager, consultant or business partner, or deep specialist.
  • Is typically leading or managing and may be required to work across many areas of HR, as well as having deep insight into how HR impacts the wider organisation;
  • Is committed to advancing their professional development to maintain, refresh and improve their knowledge, skills and the support and guidance they provide.
  • They keep abreast of trends in both HR and business to provide insightful solutions to business challenges for the present and the future.
  • Champions the HR function within the business through providing insightful and professional HR consultancy services and by role-modelling professional behaviour as laid out in the IPM Code of Conduct.

Holds a minimum of a SAQA recognised Master’s degree level qualification or the equivalent knowledge, skills and experience as laid out by IPM in terms of knowledge.
Has at least 6 to 8 years of practical experience in Human Resource Management and Development Works with a variety of organisational leadership styles to build consensus around Human Resources strategy and tactics. Has a demonstrated background in talent management and leadership management.

  • Has a proven ability to attract and retain outstanding talent and assemble and motivate high-performance teams.
  • Can bring immediate credibility to the Human Resources function through his/her professional qualifications, experience and leadership skills.
  • Has superior interpersonal communication and presentation skills as well as proven organisational skills.
  • Has skills that include organisational development, budget and resource development, and strategic planning.
    Has excellent people skills, with an ability to partner with a dynamic leadership team.
  • Excellent people skills, with an ability to partner with a dynamic leadership team.
  • Has personal qualities of integrity, credibility, and commitment to the vision, mission and values of the organisation.
  • Is flexible and able to multi-task; can work within an ambiguous, fast-moving environment, while also driving toward clarity and solutions; demonstrated resourcefulness in setting priorities and guiding investment in people and systems. “

Holds a minimum of a SAQA recognised postgraduate degree (Honours) level qualification or the equivalent knowledge, skills and experience as laid out by IPM in terms of knowledge.
Has at least 8 to 10 years of practical experience in Human Resources Management and Development.
Supports and guide the change in workgroups as a partner in strategic planning and organisational development transitions

  • Facilitates the human resources needs around the entire employment cycle including hiring, management, training, compensation, and benefits
  • Counsels employees throughout the cycle of employment (onboarding, professional development, changes in position, etc.)
  • Serves as a primary resource for managers in developing and maintaining a positive and rewarding work experience for employees
  • Provides regular and exception workgroup data analysis along with options and recommendations for methods of improvement
  • Provides information on institutional, regional and national best practices in human resources and balances institutional and divisional priorities with workgroup priorities
  • Recommends best practice, interpret policy, apply procedures and offer services in response to identified trends and patterns

Holds a minimum of a SAQA recognised Master’s degree or PhD level qualification or the equivalent knowledge, skills and experience as laid out by IPM in terms of knowledge.
Has at least 12 to 15 years experience in an executive leadership position such as Director or Executive level in Human Resources Management and Development· s an eminent leader of the profession, either as a result of their significant Human Resources Management expertise and impact at an Executive and/or Board level or for their contribution to the body of knowledge surrounding Human Resources Management and development.

  • Makes a strategic contribution to organisation performance and leads both the profession and the business through their deep knowledge of current and future people related challenges facing business and the economy;
  • Is typically responsible for large projects of work over long time-frames, whole functions, and is used to influencing and operating at Board level, driving required change and making sense of complexity and ambiguity for the benefit of the business, its employees and the wider community;
  • Acts as a role model and champions the Profession through their eminent standing as well respected and credible leaders with a track record of tangible impact;
  • Acts as a role model and champions the Profession through their eminent standing as well respected and credible leaders with a track record of tangible impact;
    Shows a steadfast commitment to their professional development and to advancing the development of employees and the organisation to meet both current and future challenges, as well as to the enhancement and credibility