SAQA All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.
SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED UNIT STANDARD: 

Implement and manage human resource and labour relations policies and acts 
SAQA US ID UNIT STANDARD TITLE
116394  Implement and manage human resource and labour relations policies and acts 
ORIGINATOR
SGB Primary Agriculture 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 01 - Agriculture and Nature Conservation Primary Agriculture 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular  Level 5  Level TBA: Pre-2009 was L5 
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Reregistered  2018-07-01  2023-06-30  SAQA 06120/18 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2024-06-30   2027-06-30  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This unit standard does not replace any other unit standard and is not replaced by any other unit standard. 

PURPOSE OF THE UNIT STANDARD 
A learner achieving this unit standard will be able to analyse policy, procedures, agreements and conditions of employment applicable at the workplace environment and take the full responsibility to optimise and maintain efficiencies in policies. The learner should be able to identify trends and have the ability to implement acceptable systems to deal with this.

In addition the learner will be well positioned to extend the learning into systems thinking and the motivation of a productive workforce at all levels. The profession and agribusiness will benefit from higher productivity levels and a positive external image projected through this.

Learners will understand the importance of the application of business principles in agricultural production with specific reference to human resources.

They will be able to operate farming practices as businesses and will gain the knowledge and skills to move from a subsistence orientation to an economic orientation in agriculture. Farmers will gain the knowledge and skills to access mainstream agriculture through a business-orientated approach to agriculture. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
It is assumed that a learner attempting this unit standard will demonstrate competence against the unit standard or equivalent:
  • NQF 4: Assume co-responsibility and participation in human resources management. 

  • UNIT STANDARD RANGE 
    Whilst range statements have been defined generically to include as wide a set of alternatives as possible, all range statements should be interpreted within the specific context of application.

    Range statements are neither comprehensive nor necessarily appropriate to all contexts. Alternatives must however be comparable in scope and complexity. These are only as a general guide to scope and complexity of what is required. 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Be responsible for the development and maintenance of effective human resource policies and practices. 
    OUTCOME RANGE 
    Include policy and procedures on employment equity, skills development, grievance procedures, performance evaluation, remuneration negotiations, disciplinary hearings, etc. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    The ability is demonstrated to take responsibility to develop and maintain human resource policy on employment equity. 

    ASSESSMENT CRITERION 2 
    The ability is demonstrated to take responsibility to develop and maintain human resource policy on skills development. 

    ASSESSMENT CRITERION 3 
    The ability is demonstrated to take responsibility to develop and maintain human resource policy on performance evaluation. 

    ASSESSMENT CRITERION 4 
    The ability is demonstrated to take responsibility to develop and maintain human resource policy on recruitment and selection criteria. 

    ASSESSMENT CRITERION 5 
    The ability is demonstrated to take responsibility to develop and maintain human resource policy on training. 

    ASSESSMENT CRITERION 6 
    The ability is demonstrated to take responsibility to develop and maintain human resource policy remuneration. 

    SPECIFIC OUTCOME 2 
    Be responsible for the drafting of job descriptions, recruitment, selection panels, and employment contracts. 
    OUTCOME RANGE 
    Terms and conditions of employment include starting date and probation period, duration of employment, remuneration, notice period, leave (sick leave, family responsibility leave, maternity, annual/vacation), hours of work and overtime, other benefits and deductions. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    The ability to take responsibility to organize and participate in the recruitment process is demonstrated. 

    ASSESSMENT CRITERION 2 
    The ability to take responsibility to organise and participate in selection panels is demonstrated. 

    ASSESSMENT CRITERION 3 
    The ability to participate in salary negotiations is demonstrated. 

    ASSESSMENT CRITERION 4 
    The ability to establish employment conditions of a particular category of employment in accordance with relevant policy is demonstrated. 

    ASSESSMENT CRITERION 5 
    The ability to reflect applicable terms and conditions of employment for the relevant category of employment in the employment contract is demonstrated. 

    ASSESSMENT CRITERION 6 
    The ability to suitably cover exceptional terms and conditions in the contract of employment if applicable is demonstrated. 

    ASSESSMENT CRITERION 7 
    Contracts of employment are submitted for approval to the authorised person(s). 

    ASSESSMENT CRITERION 8 
    Categories of employment are established correctly in accordance with the organisation structure and organisational needs. 

    SPECIFIC OUTCOME 3 
    Be responsible for the institute and facilitation of disciplinary policies, actions and hearings. 
    OUTCOME RANGE 
    Responsibility and participation in organisation disciplinary policy, procedures and disciplinary code of conduct. Disciplinary action is accurately recorded according to organisation disciplinary procedures. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    The ability to participate in disciplinary hearings is demonstrated. 

    ASSESSMENT CRITERION 2 
    The ability to identify and classify transgression(s) is demonstrated. 

    ASSESSMENT CRITERION 3 
    The ability to implement procedures to handle and implement offences is demonstrated. 

    ASSESSMENT CRITERION 4 
    Proof that allegations or charges are correctly analysed and adequately investigated is demonstrated. 

    ASSESSMENT CRITERION 5 
    The fact that all relevant information is requested from the employer is demonstrated. 

    ASSESSMENT CRITERION 6 
    The fact that the employee and witnesses are properly prepared for the hearing is demonstrated. 

    ASSESSMENT CRITERION 7 
    The fact that the employee's case is sufficiently and effectively presented is demonstrated. 

    ASSESSMENT CRITERION 8 
    The fact that witnesses are appropriately questioned and cross-questioned is demonstrated. 

    ASSESSMENT CRITERION 9 
    The fact that pleas in mitigation are properly prepared and presented is demonstrated. 

    ASSESSMENT CRITERION 10 
    The fact that relevant appeals are lodged in terms of the disciplinary procedure is demonstrated. 

    SPECIFIC OUTCOME 4 
    Develop, facilitate and monitor disciplinary policy, process and procedures. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    The fact that the disciplinary policy and procedures adhere to legislation requirements is demonstrated. 

    ASSESSMENT CRITERION 2 
    The fact that the disciplinary policy and procedures contain agreed timeframes for resolution of issues is demonstrated. 

    ASSESSMENT CRITERION 3 
    The fact that the disciplinary policy and procedures are aligned to the type of business and culture of the organisation is demonstrated. 

    ASSESSMENT CRITERION 4 
    The fact that effective communication structures and media are utilised to communicate the disciplinary policy and procedures to all relevant stakeholders is demonstrated. 

    ASSESSMENT CRITERION 5 
    The fact that appropriate and effective training techniques are established to ensure that the disciplinary policy and procedure are easily accessible to all stakeholders is demonstrated. 

    ASSESSMENT CRITERION 6 
    The fact that timeframes are established to ensure regular review of the effectiveness of the disciplinary policy and procedures is demonstrated. 

    ASSESSMENT CRITERION 7 
    The fact that the disciplinary policy and procedures are amended in accordance with review findings is demonstrated. 

    SPECIFIC OUTCOME 5 
    Institute performance evaluation committees and manage the performance evaluation process. 
    OUTCOME RANGE 
    Performance evaluation policy and procedures, performance evaluation moderating committees, feedback. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    The active involvement in the application of the performance evaluation process is demonstrated. 

    ASSESSMENT CRITERION 2 
    Involvement in the training and communication of the performance evaluation process is demonstrated. 

    ASSESSMENT CRITERION 3 
    The ability to evaluate each employee according to procedures is demonstrated. 

    ASSESSMENT CRITERION 4 
    The ability to organise moderating committee if according to organisation policy is demonstrated. 

    ASSESSMENT CRITERION 5 
    The ability to ensure that all employees receive the necessary feedback to ensure transparency is demonstrated. 

    SPECIFIC OUTCOME 6 
    Participate in the implementation of applicable labour legislation. 
    OUTCOME RANGE 
    Employment Equity Act, BCEA, LRA, SDA, SDL, OHSACT, COIDA. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    Labour legislation according to workplace procedures are communicated to all levels and implemented. 

    ASSESSMENT CRITERION 2 
    Employees and managers are encouraged to develop their skills. 

    ASSESSMENT CRITERION 3 
    The ability to motivate employees to adhere to safety regulations is demonstrated. 

    ASSESSMENT CRITERION 4 
    The ability to enforce the employment equity principles at all levels of the organisation is demonstrated. 

    ASSESSMENT CRITERION 5 
    The ability to identify trends in employment and apply corrective systems to bring them into line with legislation and company procedures is demonstrated. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
    The assessment of qualifying learners against this standard should meet the requirements of established assessment principles.

    It will be necessary to develop assessment activities and tools, which are appropriate to the contexts in which the qualifying learners are working. These activities and tools may include an appropriate combination of self-assessment and peer assessment, formative and summative assessment, portfolios and observations etc.

    The assessment should ensure that all the specific outcomes; critical cross-field outcomes and essential embedded knowledge are assessed.

    The specific outcomes must be assessed through observation of performance. Supporting evidence should be used to prove competence of specific outcomes only when they are not clearly seen in the actual performance.

    Essential embedded knowledge must be assessed in its own right, through oral or written evidence and cannot be assessed only by being observed.

    The specific outcomes and essential embedded knowledge must be assessed in relation to each other. If a qualifying learner is able to explain the essential embedded knowledge but is unable to perform the specific outcomes, they should not be assessed as competent. Similarly, if a qualifying learner is able to perform the specific outcomes but is unable to explain or justify their performance in terms of the essential embedded knowledge, then they should not be assessed as competent.

    Evidence of the specified critical cross-field outcomes should be found both in performance and in the essential embedded knowledge.

    Performance of specific outcomes must actively affirm target groups of qualifying learners, not unfairly discriminate against them. Qualifying learners should be able to justify their performance in terms of these values.
  • Anyone assessing a learner against this unit standard must be registered as an assessor with the relevant ETQA.
  • Any institution offering learning that will enable achievement of this unit standard or assessing this unit standard must be accredited as a provider with the relevant ETQA.
  • Moderation of assessment will be overseen by the relevant ETQA according to the moderation guidelines in the relevant qualification and the agreed ETQA procedures. 

  • UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
    The person is able to demonstrate a basic knowledge of:
  • Basic application of contract law.
  • Principle of evidence gathering and presentation of evidence and arguments.
  • Organisational practice.
  • Relevant Labour legislations and its implementation e.g. BCEA, LRA, EEA, SDA, OHSACT.
  • Relevant legal requirements and processes.
  • Consultation mechanism.
  • Processes to develop policies and procedures.
  • Implementation of plans e.g. EE Plan, Work skill plan, implementation of work skills plan, etc.
  • Implications of not following labour legislations.
  • Rules, policies and procedures e.g. Disciplinary, HIV/Aids, grievance, recruitment and selection, training, etc. 

  • UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Problem Solving: relates to all specific outcomes. 

    UNIT STANDARD CCFO WORKING 
    Teamwork: relates to all specific outcomes. 

    UNIT STANDARD CCFO ORGANISING 
    Self-management: relates to all specific outcomes. 

    UNIT STANDARD CCFO COLLECTING 
    Interpreting Information: relates to all specific outcomes. 

    UNIT STANDARD CCFO COMMUNICATING 
    Communication: relates to all specific outcomes. 

    UNIT STANDARD CCFO SCIENCE 
    Use Science and Technology: relates to all specific outcomes. 

    UNIT STANDARD CCFO DEMONSTRATING 
    The world as a set of related systems: relates to specific outcome:
  • Participate in the implementation of applicable labour legislation. 

  • UNIT STANDARD CCFO CONTRIBUTING 
    Self-development: relates to all specific outcomes. 

    UNIT STANDARD ASSESSOR CRITERIA 
    N/A 

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this unit standard was Reregistered in 2012; 2015. 

    UNIT STANDARD NOTES 
    N/A 

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Core  66249   Further Education and Training Certificate: New Venture Creation  Level 4  NQF Level 04  Reregistered  2023-06-30  SERVICES 
    Core  49011   National Diploma: Animal Production  Level 5  NQF Level 05  Reregistered  2023-06-30  AgriSETA 
    Core  49010   National Diploma: Plant Production  Level 5  NQF Level 05  Reregistered  2023-06-30  AgriSETA 
    Elective  79808   National Diploma: Occupational Safety  Level 5  NQF Level 05  Reregistered  2023-06-30  As per Learning Programmes recorded against this Qual 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS UNIT STANDARD: 
    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.
     
    1. Skills Fusion 
    2. Suidwes Beleggings Eiendoms Beperk 



    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.