{
  "id": "competency:mm-organisation--people",
  "code": "CDU-BUS-ORG-900",
  "level": "MM",
  "name": "MM Organisation & People",
  "faculty": "Faculty of Commerce, Law and Management",
  "lineage": [
    {
      "institution": "Conquest Designer University",
      "year": 2026,
      "note": "authored from the brief and the SHRM/CIPD frameworks; no prior institution is claimed"
    }
  ],
  "researchProject": "People measures a board can trust: turnover, pay position, the cost of a hire and lawful hours",
  "description": "The people measures a manager is held to: the crude labour-turnover rate and the stability index, the compa-ratio and range penetration of a salary, the cost per hire as the ANSI/SHRM standard defines it, and overtime pay and hours limits under the Basic Conditions of Employment Act.",
  "syllabus": [
    "Workforce flows: leavers, average headcount, turnover and stability (CIPD)",
    "Reward: pay ranges, midpoints, compa-ratio and range penetration",
    "Talent acquisition: external and internal costs, cost per hire (ANSI/SHRM 06001.2012)",
    "Employment law: ordinary hours, overtime limits and overtime pay (BCEA ss9–10)"
  ],
  "reference": {
    "Crude turnover": "leavers ÷ average headcount × 100",
    "Stability index": "employees with ≥ 1 year’s service now ÷ headcount a year ago × 100",
    "Compa-ratio": "salary ÷ range midpoint; range penetration = (salary − min) ÷ (max − min)",
    "Cost per hire": "(external costs + internal costs) ÷ total hires",
    "BCEA overtime": "ordinary hours ≤ 45 a week (s9); overtime ≤ 10 hours a week, paid at 1.5 × the wage (s10)"
  },
  "role": "You are an HR director advising an executive committee. State the measure and its definition, show the numbers, and say what action the number calls for and what it cannot tell you about people.",
  "feeUsd": 1,
  "version": "1.0.0",
  "qualification": {
    "award": "MM",
    "nqfLevel": 9,
    "qualificationType": "Master's Degree (HEQSF qualification type 9a)",
    "totalCredits": 180,
    "minCreditsAtExitLevel": 120,
    "iscedFields": [
      "041"
    ],
    "standards": [
      "SHRM Body of Applied Skills and Knowledge (BASK)",
      "CIPD Profession Map; CIPD factsheet on employee turnover and retention (crude turnover rate, stability index)",
      "ANSI/SHRM 06001.2012 Cost-Per-Hire American National Standard",
      "Basic Conditions of Employment Act 75 of 1997 (South Africa), ss9–10"
    ],
    "registration": "not registered"
  },
  "modules": [
    {
      "code": "CDU-BUS-ORG-900-901",
      "title": "Coursework — the executable units",
      "nqfLevel": 9,
      "credits": 60,
      "prerequisites": [],
      "coRequisites": [],
      "outcomes": [
        "answer every unit of the qualification against its published reference, with the working shown"
      ],
      "assessment": {
        "formative": [
          "worked examples re-run against the published reference",
          "seeded practice scenarios, deterministic per (pan, unit, attempt)"
        ],
        "summative": "every unit passed once through the seeded assessment (the seeded assessment room)",
        "passMark": 50,
        "subminimum": 40,
        "moderation": "internally assessed by the unit itself — its reference implementation is the marker; the working is published so anyone can re-run the mark (D-13.1 — no model marks anything)"
      },
      "unitIds": [
        "turnover_stability",
        "compa_ratio",
        "cost_per_hire",
        "bcea_overtime"
      ],
      "notionalHours": 600
    },
    {
      "code": "CDU-BUS-ORG-900-902",
      "title": "Research report",
      "nqfLevel": 9,
      "credits": 120,
      "prerequisites": [
        "CDU-BUS-ORG-900-901"
      ],
      "coRequisites": [],
      "outcomes": [
        "People measures a board can trust: turnover, pay position, the cost of a hire and lawful hours"
      ],
      "assessment": {
        "formative": [
          "worked examples re-run against the published reference",
          "seeded practice scenarios, deterministic per (pan, unit, attempt)"
        ],
        "summative": "the research report, assessed against the qualification’s published reference block",
        "passMark": 50,
        "subminimum": 40,
        "moderation": "internally assessed by the unit itself — its reference implementation is the marker; the working is published so anyone can re-run the mark (D-13.1 — no model marks anything)"
      },
      "unitIds": [],
      "notionalHours": 1200
    }
  ],
  "units": [
    {
      "id": "turnover_stability",
      "name": "Labour turnover and stability index",
      "answers": "What share of the workforce left this year, and how stable is the core that stayed?",
      "example": {
        "leavers": 42,
        "headcountStart": 350,
        "headcountEnd": 370,
        "employeesWithOneYearService": 318
      },
      "reference": "CIPD employee turnover and retention: crude turnover rate and the stability index",
      "signature": {
        "input": {
          "leavers": {
            "type": "number",
            "describe": "Leavers in the year",
            "min": 0
          },
          "headcountStart": {
            "type": "number",
            "describe": "Headcount a year ago",
            "min": 1
          },
          "headcountEnd": {
            "type": "number",
            "describe": "Headcount now",
            "min": 0
          },
          "employeesWithOneYearService": {
            "type": "number",
            "describe": "Employees now with a year’s service or more",
            "min": 0
          }
        },
        "output": {
          "averageHeadcount": {
            "type": "number",
            "describe": "(start + end) ÷ 2"
          },
          "turnoverRate": {
            "type": "number",
            "describe": "Crude turnover, %"
          },
          "stabilityIndex": {
            "type": "number",
            "describe": "Stability, %"
          }
        }
      }
    },
    {
      "id": "compa_ratio",
      "name": "Compa-ratio and range penetration",
      "answers": "Where does this salary sit against the midpoint and within the range of its grade?",
      "example": {
        "salary": 540000,
        "rangeMin": 450000,
        "rangeMax": 650000
      },
      "reference": "WorldatWork compensation practice: compa-ratio = pay ÷ range midpoint; range penetration = (pay − minimum) ÷ (maximum − minimum)",
      "signature": {
        "input": {
          "salary": {
            "type": "number",
            "describe": "Annual base salary",
            "min": 0
          },
          "rangeMin": {
            "type": "number",
            "describe": "Grade minimum",
            "min": 0
          },
          "rangeMax": {
            "type": "number",
            "describe": "Grade maximum",
            "min": 0
          }
        },
        "output": {
          "midpoint": {
            "type": "number",
            "describe": "(min + max) ÷ 2"
          },
          "compaRatio": {
            "type": "number",
            "describe": "Salary ÷ midpoint"
          },
          "rangePenetration": {
            "type": "number",
            "describe": "(Salary − min) ÷ (max − min)"
          },
          "position": {
            "type": "string",
            "describe": "below range, in range or above range"
          }
        }
      }
    },
    {
      "id": "cost_per_hire",
      "name": "Cost per hire",
      "answers": "What did each hire cost, counting external and internal recruiting costs as the standard defines them?",
      "example": {
        "externalCosts": 380000,
        "internalCosts": 220000,
        "totalHires": 24
      },
      "reference": "ANSI/SHRM 06001.2012 Cost-Per-Hire: CPH = (Σ external costs + Σ internal costs) ÷ total hires in the period",
      "signature": {
        "input": {
          "externalCosts": {
            "type": "number",
            "describe": "Advertising, agency, assessment, travel, relocation…",
            "min": 0
          },
          "internalCosts": {
            "type": "number",
            "describe": "Recruiter pay, hiring-manager time, systems…",
            "min": 0
          },
          "totalHires": {
            "type": "number",
            "describe": "Hires in the same period",
            "min": 1
          }
        },
        "output": {
          "costPerHire": {
            "type": "number",
            "describe": "(External + internal) ÷ hires"
          },
          "externalShare": {
            "type": "number",
            "describe": "External ÷ total cost"
          }
        }
      }
    },
    {
      "id": "bcea_overtime",
      "name": "Ordinary hours, overtime limit and overtime pay",
      "answers": "Are this week’s hours within the statutory limits, and what overtime pay is due?",
      "example": {
        "hourlyWage": 85,
        "ordinaryHours": 45,
        "overtimeHours": 8
      },
      "reference": "Basic Conditions of Employment Act 75 of 1997 s9(1)(a) (45 ordinary hours a week), s10(1) (overtime only by agreement, at most 10 hours a week), s10(2) (at least one and one-half times the wage)",
      "signature": {
        "input": {
          "hourlyWage": {
            "type": "number",
            "describe": "Ordinary hourly wage",
            "min": 0
          },
          "ordinaryHours": {
            "type": "number",
            "describe": "Ordinary hours worked in the week",
            "min": 0,
            "max": 168
          },
          "overtimeHours": {
            "type": "number",
            "describe": "Overtime hours worked in the week",
            "min": 0,
            "max": 168
          }
        },
        "output": {
          "overtimePay": {
            "type": "number",
            "describe": "Overtime hours × 1.5 × wage"
          },
          "withinOrdinaryLimit": {
            "type": "boolean",
            "describe": "Ordinary hours ≤ 45"
          },
          "withinOvertimeLimit": {
            "type": "boolean",
            "describe": "Overtime ≤ 10 hours"
          }
        }
      }
    }
  ]
}