Their Significance and Value:
IPM Professional Designations is designed to recognize HR Professionals and People Managers according to their knowledge and competence. In other words, a Professional Designation is earn by a person to assure qualification to perform a job or task.
We want to equip you with the resource and pathways to develop and progress your career.We want you to be able to showcase to the current and potential employers.
- Attained an educational qualification relevant to a particular designated level
- Evidence of the required work experience per designated level
- Evidence of prior learning
- Evidence of broader impact on the HR and Business Community
Professional Designations in South Africa are awarded by SAQA recognised and registered professional bodies. 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. As a designated Member of the IPM, you official use professional designation post nominal titles in accordance with the NQF Act (67 of 2008)
All IPM Members must adhere to the IPMs Professional Code of Conduct and follow the guidelines of the IPM 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
- Is 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.
- They may be specialists or generalists who play a supporting role in organisations and may occupy roles such as HR and Learning & Development administrators, coordinators, officers, advisers, recruiters, trainers and roles in shared service centres.
- Has at least 2 years of practical experience in human resources
- Holds a minimum of a 3 year SAQA recognised Diploma in the field of human resources
- Is committed to advancing their own professional development so as to maintain, refresh and improve their knowledge, skills and the support and guidance they provide
- Holds a minimum of 3 year SAQA recognised Diploma or under-graduate degree in the field of Human Resources Management Experience: at least 3 to 5 years practical experience in Human Resources Management
- Senior associates’ responsibilities may include evaluating the risks of corporate policies,
- Recruiting new Human Resources Practitioners, and,
- Developing new policies and training 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 own professional development so as to maintain, refresh and improve their knowledge, skills and the support and guidance they provide.”
- Holds a minimum of a SAQA recognised undergraduate degree-level qualification or the equivalent knowledge, skills and experience as laid out by the 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;
- May 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 own professional development so as 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 so as 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.
Experience: has at least 6 to 8 years of practical experience in Human Resource Management and Development
Works with a variety of organizational 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.
- Is able to bring immediate credibility to the Human Resources function through his/her professional qualifications, experience and leadership skills.
- Superior interpersonal communication and presentation skills as well as proven Organisational skills.
- Skills should include Organisational development, budget and resource development, and strategic planning.
- Excellent people skills, with an ability to partner with a dynamic leadership team.
- Personal qualities of integrity, credibility, and commitment to the vision, mission and values of the organisation.
- 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 post graduate degree (Honours) level qualification or the equivalent knowledge, skills and experience as laid out by IPM in terms of knowledge.
Experience: has at least 8 to 10 years of practical experience in Human Resources Management and Development. Support and guide the change in workgroups as a partner in strategic planning and organizational development transitions
- Facilitates the human resources needs around the entire employment cycle including hiring, management, training, compensation, and benefits
- Counsel employees throughout the cycle of employment (on boarding, professional development, changes in position, etc.)
- Serve as a primary resource for managers in developing and maintaining a positive and rewarding work experience for employees
- Provide regular and exception work group data analysis along with options and recommendations for methods of improvement
- Provide information on institutional, regional and national best practices in human resources and balances institutional and divisional priorities with work group priorities
- Recommend 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.
Experience: has at least 12 to 15 years’ experience in a executive leadership position such as Director or Executive level in Human Resources Management and Development· Is an eminent leader of the profession, either as a result of their significant Human Resources Management expertise and impact at Executive and 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;
- Shows a steadfast commitment to their own 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