- WHAT WE OFFER
- PROFESSIONAL DESIGNATIONS
- PROFESSIONAL DEVELOPMENT
- GRADUATE SERVICES
- EXCELLENCE AWARDS
We want to equip you with the resources and pathways to develop and progress your career. And we want you to be able to showcase this to current and potential employers.
Our IPM Professional Membership is SAQA recognised, and acknowledges that you meet the criteria we have set out in terms of qualifications and years of experience in Human Resources.
As a Professional Member of the IPM, you may demonstrate your knowledge and experience by using a Professional Designation after your name.
Our levels of Membership, and the Professional Designations that they carry, are outlined below.
Which one is right for you? Apply for your membership now and get recognized!
|Non-Professional Membership||Professional Membership|
|Membership Category / Career Level||Affiliate Member||Student Member||Associate Member||Senior Associate Member||Professional Member||Senior Professional Member||Executive Professional Member||Fellow|
|Entry Level Mid-Level Senior and Executive Level Executive Level|
|Designation Awarded||Non- professional category of membership||Non- professional category of membership||IPMS Ass||IPMS Ass||IPMP||IPMSP||IPMEP||IPMF|
|Years of Experience||None||None||2 years||3-5 years||5 – 8 years||8 – 12 years||12+ years||Min. 3 years as Executive Professional Member|
|Qualification||None||Studying towards an HR / related qualification||3 Year Diploma||Diploma||Degree||Honours||Masters||Masters|
|or requisite experience for RPL as proven by certified Portfolio of Evidence|
|All IPM Members must adhere to the IPMs Professional Code of Conduct and follow the guidelines of the IPM Continuing Professional Development Policy.|
|Eligibility Criteria for Membership|
|1. Affiliate Membership|
|This category of Membership is open to anyone who has an interest or involvement in human resource management, as part of their business, profession or studies.
Affiliate Membership does not confer any Professional Designation.
|2. Student Membership|
|· Is any individual undertaking a course of study in human resources management or learning and development
· May be studying full-time or part time.
Student Membership does not confer any Professional Designation.
|3. Associate Membership [IPMSAss]|
|· 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
|4. Senior Associate Member [IPMSAss]|
|· 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.”
|5. Professional Membership [IPMP]|
|· 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.
|6. Senior Professional Member [IPMSP]|
|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
|7. Executive Professional Member [IPMEP]|
|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 10 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. “
|8. Fellow [IPMF]|
|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 5 years’ experience in a senior 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 timeframes, 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 raising of the Profession as a whole. “