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 THAT HAS PASSED THE END DATE: 

Manage human resources in a public sector context 
SAQA US ID UNIT STANDARD TITLE
242919  Manage human resources in a public sector context 
ORIGINATOR
SGB Public Administration and Management 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 03 - Business, Commerce and Management Studies Public Administration 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular  Level 7  Level TBA: Pre-2009 was L7  12 
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Passed the End Date -
Status was "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 
This Unit Standard is intended for elected political leaders and public sector officials involved with the service delivery activities at a top strategic level. This Unit Standard will enable the learner to develop an understanding of the key elements of human resource management in the public and non-government sector and the capacity to critically apply theories to practical situations.

The qualifying learner is capable of:
  • Demonstrating an understanding of the theories, concepts and practice of human resources management and reflecting on these theories, concepts and practices in a public sector environment.
  • Implementing and maintaining performance management processes.
  • Identifying the developmental needs of employees and providing opportunities for development.
  • Setting up systems and processes for recognizing and rewarding desired behaviours and results.
  • Designing integrated strategies for reaching Skills Development, Employment Equity and Affirmative Action goals.
  • Adapting organisational systems and processes to recruit and retain high calibre employees.
  • Achieving or exceeding set goals for Skills Development, Employment Equity and Affirmative Action. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    All learners accessing this unit standard must be in possession of Level 5 Public Administration diploma, degree or equivalent. 

    UNIT STANDARD RANGE 
    N/A 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Demonstrate an understanding of the theories, concepts and practice of human resources management and reflecting on these theories, concepts and practices in a public sector environment. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The theories and concepts of human resources management are explained with examples. 

    ASSESSMENT CRITERION 2 
    The relationship between theory and practice in human resources is reflected upon in the context of the public sector. 

    ASSESSMENT CRITERION 3 
    Past human resources strategies and practices are evaluated to determine efficacy, areas of weakness and constraints. 

    ASSESSMENT CRITERION 4 
    Practical conclusions are drawn and recommendations made for appropriate human resources action plans based on a consideration of the public sector context, change management strategies and development programmes. 

    SPECIFIC OUTCOME 2 
    Implement and maintain performance management processes. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The purpose and advantages of performance management are communicated to employees according to organisational practice in accessible, concise and clear formats. 

    ASSESSMENT CRITERION 2 
    Sessions where experts in performance management explain the processes of performance management are organised and implemented according to divisions of the organisation. 

    ASSESSMENT CRITERION 3 
    The performance management system is implemented according to organisational policies and procedures. 

    ASSESSMENT CRITERION 4 
    Performance management processes are reviewed periodically through outside experts and corrective measures are implemented where necessary. 

    SPECIFIC OUTCOME 3 
    Identify the developmental needs of employees and provide opportunities for development. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    An organisational skills audit is conducted in accordance with human resource management practices. 

    ASSESSMENT CRITERION 2 
    Individual employee's skills deficits are identified by matching individual employee's skills against job descriptions and specifications. 

    ASSESSMENT CRITERION 3 
    Skills gaps that affect organisational performance are identified by matching organisational targets with actual performance. 

    ASSESSMENT CRITERION 4 
    Recommendations for closing the skills gaps are developed in line with organisational priorities. 

    SPECIFIC OUTCOME 4 
    Recognise and reward desired behaviours and results. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    Appropriate methods for initiating recognition and rewards are implemented according to public sector policies and procedures. 

    ASSESSMENT CRITERION 2 
    Achievements in performance are recognised and acknowledged in accordance with public sector policies and procedures. 

    ASSESSMENT CRITERION 3 
    Rewards for achievements in performance are provided in accordance with public sector policies and procedures. 

    ASSESSMENT CRITERION 4 
    Mechanisms to motivate and encourage employees to maximize performance are created and incorporated into existent organisational operations. 

    SPECIFIC OUTCOME 5 
    Design integrated strategies for reaching Skills Development, Employment Equity and Affirmative Action goals. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    Strategies designed are in line with and contribute to organisational goals in a public sector context. 

    ASSESSMENT CRITERION 2 
    Strategies designed integrate the goals of Skills Development, Employment Equity and Affirmative action. 

    ASSESSMENT CRITERION 3 
    Strategies designed are in line with management principles and practices of the public sector. 

    SPECIFIC OUTCOME 6 
    Adapt organisational systems and processes to recruit and retain high calibre staff. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    Challenges facing the public sector organisation in talent search are identified and strategies to overcome these challenges are developed in line with overall public sector objectives. 

    ASSESSMENT CRITERION 2 
    Talent searches are devised and implemented according to the strategies developed. 

    ASSESSMENT CRITERION 3 
    Mechanisms to retain talent are developed and implemented according to the strategies developed. 

    ASSESSMENT CRITERION 4 
    Discussions relating to diversity in the public sector organisation are held and managed with a view to creating an inclusive organisational culture. 

    ASSESSMENT CRITERION 5 
    Mechanisms to minimise the impact of the socio-political environment and its Impact on diversity are developed and implemented in accordance with the strategies developed. 

    SPECIFIC OUTCOME 7 
    Achieve or exceed set goals for Skills Development, Employment Equity and Affirmative Action. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The public sector organisation's skills and equity requirements are identified and mechanisms to meet or exceed these are put in place in terms of legal requirements. 

    ASSESSMENT CRITERION 2 
    Progress in achievement of the goals is monitored on an ongoing basis. 

    ASSESSMENT CRITERION 3 
    Progress reports are generated, communicated to staff and presented to the relevant government departments in terms of legal requirements. 

    ASSESSMENT CRITERION 4 
    Corrective action to address areas that are not meeting requirements of original strategy is implemented in line with overall public sector protocol and acceptance of recommendations made in progress reports. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
  • Any individual wishing to be assessed (including through RPL) against this unit standard may apply to an assessment agency, assessor or provider institution accredited by the relevant ETQA, or an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Anyone assessing a learner against this unit standard must be registered as an assessor with the relevant ETQA, or an ETQA that has a Memorandum of Understanding 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, or an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Moderation of assessment will be conducted by the relevant ETQA at its discretion. 
    		•

    UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
  • The Public Services Act.
  • The Municipal Systems Act and the Municipal Structures Act.
  • The Promotion of Administrative Justice Act.
  • The Promotion of Access the Information Act.
  • The Batho-Pele White Paper on Transforming Public Sector Service Delivery.
  • Public Finance Management Act.
  • Organisational strategy and policy planning and implementation.
  • Interpersonal skills and conflict management.
  • Human resources process design and implementation. 
    		•

    UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Identify and solve problems using critical and creative thinking processes to analyse human resources needs of public sector organisation. 

    UNIT STANDARD CCFO WORKING 
    Work effectively with others in a team, group, or organisation to ensure that relevant human resources processes and developmental opportunities are effectively implemented. 

    UNIT STANDARD CCFO ORGANISING 
    Organise and manage oneself and one's activities responsibly and effectively to proactively address any critical issues in human resources processes for public sector organisation. 

    UNIT STANDARD CCFO COLLECTING 
    Collect, analyse, organise and critically evaluate information in order to review, implement, manage and evaluate human resources strategy for public sector organisation. 

    UNIT STANDARD CCFO COMMUNICATING 
    Communicate effectively using visual, mathematical and/or language in the modes of oral and/or written persuasion to facilitate integration of human resources strategies and processes for public sector organisation via various leadership teams. 

    UNIT STANDARD CCFO SCIENCE 
    Use science and technology effectively and critically, showing responsibility to the environment and health of others, as a tool to implement and maintain human resources strategies and processes. 

    UNIT STANDARD CCFO DEMONSTRATING 
    Demonstrate an understanding of the world as a set of interrelated systems recognising that problem solving contexts relating to the human resources and empowerment processes within the public sector context do not exist in isolation and that a variety of internal and external factors will affect the efficacy thereof, including public sector policy and related legislation. 

    UNIT STANDARD CCFO CONTRIBUTING 
    Participate as responsible citizens in the life of local, national and global communities by ensuring the overall human resources processes are held in line with overall public sector philosophy and Batho Pele principles. 

    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  57827   National Diploma: Public Administration  Level 7  Level N/A: Pre-2009 was L7  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  PSETA 


    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.
     
    NONE 


    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.