|[Registered Qual & Unit Std Home page] [Search Qualifications] [Search Unit Standards]|
|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|
|National Certificate: Labour Relations Practice|
|SAQA QUAL ID||QUALIFICATION TITLE|
|93993||National Certificate: Labour Relations Practice|
|SGB Human Resource Management and Practices|
|PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY||NQF SUB-FRAMEWORK|
|The individual Primary or Delegated Quality Assurance Functionary for each Learning Programme recorded against this qualification is shown in the table at the end of this report.||HEQSF - Higher Education Qualifications Sub-framework|
|National Certificate||Field 03 - Business, Commerce and Management Studies||Human Resources|
|ABET BAND||MINIMUM CREDITS||PRE-2009 NQF LEVEL||NQF LEVEL||QUAL CLASS|
|Undefined||121||Level 5||NQF Level 05||Regular-Unit Stds Based|
|REGISTRATION STATUS||SAQA DECISION NUMBER||REGISTRATION START DATE||REGISTRATION END DATE|
|LAST DATE FOR ENROLMENT||LAST DATE FOR ACHIEVEMENT|
|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 qualification does not replace any other qualification and is not replaced by any other qualification.
|PURPOSE AND RATIONALE OF THE QUALIFICATION|
|This Qualification is the second step in a learning pathway that underpins a career in the Labour Relations arena. A large number of the competencies developed in the Qualification are rooted in actual workplace practice and should lead to greater productivity resulting from the improved performance by the learner, due to the integration of the knowledge mastered with workplace practice.
Many different roles and careers are linked to and affected by this Qualification. They include but are not limited to:
Specifically the purpose of this Certificate Qualification is to:
Qualifying learners will have acquired a range of competencies in the areas of:
This learning supports the objectives of the NQF through increased portability and articulation of learning and career path progression. It creates increased opportunity for access to lifelong learning for learners both employed and unemployed. It also provides recognition to learners through a formal qualification of knowledge and skills they might have acquired in the workplace. By concentrating on the link between theory and practice, the quality of education and training as well as the personal development of the learner will be elevated.
The Certificate in Labour Relations Practice: NQF Level 5, is part of the learning pathway in Labour Relations, which starts with a National Certificate at NQF Level 4 and will end with a Qualification at NQF 7 so encouraging the notion of life-long learning.
With the advent of democratic government in South Africa in 1994 an entirely new approach to Labour Relations Practice in South Africa has emerged. There has been the establishment of new statutory structures with implications for every level of labour relations in the country. It is estimated that between ten and fifteen thousand persons will require some or all of the competencies contained in this Qualification.
The Certificate in Labour Relations Practice: NQF Level 5, is designed to meet the needs of learners who are already employed and involved in the fields of Labour Relations and/or Labour Law. Additionally, however, it will also meet the needs and aspirations of the youth and unemployed who wish to pursue a career in the Labour Relations and associated fields, or in other fields where this learning may be useful. This includes adult learners who want to enter the sector or develop their careers in one or more of the related sub-fields. This Qualification would also be relevant to many Human Resources (HR) Practitioners. Since the Certificate is part of a learning pathway, it will offer mobility to persons operating at any level in the field.
The Qualification provides learners with a background in Labour Law. This will enable them to understand the South African Labour Relations field and will underpin their ability to use this learning in various business environments. The development of competence in this field will lead to better service delivery, company longevity, the promotion of wealth and job creation. Application of the learning achieved in completing this Qualification will also assist employed and unemployed persons to enforce their labour rights, while at the same time enabling them to become aware of their obligations.
The Qualification recognises the fact that knowledge and the application of Labour Legislation is a business imperative, necessary for the success of any organisation, both strategically and operationally. This Certificate is thus designed to enable individuals to develop the theoretical competencies and the practical skills to operate effectively in the field.
Practitioners and/or organisations in the following fields would have an interest in the Qualification:
This Qualification also reflects some of the needs of the Human Resources sector both now and in the future.
The impact of the Qualification on society and the economy is reflected in the multiple job roles and careers that can stem from the Qualification, including self-employment opportunities, job creation opportunities and the development of, or entry to, learners who are employed within the private or public sector. It can further stimulate and support skills development in the SMME sector.
The Certificate in Labour Relations Practice is structured in such a way that it supports the ability of public agencies to enforce the rights and obligations of both employers and employees while also allowing for specialised competencies in Labour Relations for use in commercial situations
The Qualification is also ideal for the development of a number of learnerships leading to the attainment of the Qualification and so to improved career opportunities for employed and unemployed learners.
|LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING|
|Learners accessing this Qualification should be competent in:
Recognition of Prior Learning (RPL)
This Qualification can be achieved wholly or in part through the Recognition of Prior Learning and the Qualification may be granted to learners who have acquired the skills and knowledge without attending formal courses providing they can demonstrate competence in the outcomes of the individual Unit Standards as required by the Fundamental, Core and Elective areas stipulated in the Qualification and by the Exit Level Outcomes.
An RPL process may also be used to credit learners with Unit Standards in which they have developed the necessary competency as a result of workplace and experiential learning
RPL may also be used by learners, who are not in possession of an FETC or equivalent qualification, to gain access to the Qualification.
Learners submitting themselves for RPL should be thoroughly briefed prior to the assessment, and will be required to submit a Portfolio of Evidence in the prescribed format to be assessed for formal recognition. While this is primarily a workplace-based Qualification, evidence from other areas of endeavour may be introduced if pertinent to any of the exit level outcomes.
|RECOGNISE PREVIOUS LEARNING?|
|The following combination of Credits is required to attain the Qualification:
While there is no SAQA requirement relating to the specific number of credits in the Fundamental Component of a level 5 Qualification, the scoping exercise carried out clearly indicated that there is learning which is essential for all learners to function effectively in their designated workplaces and to ensure success with the Core and Elective learning that has to take place. This learning is included in the Unit Standards, totaling 20 credits, designated as Fundamental for the purpose of this Qualification.
All these unit standards are compulsory
The Core Component of the Qualification consists of Unit Standards designed to equip the learner with the necessary functional skills and knowledge base required to operate competently within the Labour Relations Practitioner environment. These competencies relate directly to the actual work performed by employees in the sector.
All these Unit Standards totaling 86 credits are compulsory.
A wide range of Elective Unit Standards has been identified for inclusion in the Elective Component of the Qualification. They relate to the range of areas in which the Labour Relations practitioner can work. The range of possibilities embodied in the list means that both individual and company choice are readily possible. This also enhances the possibility of any Learnership that is registered based on this Qualification being demand-led rather than supply-driven. It is anticipated that over time more Unit Standards will be added to expand the scope of the Certificate.
The learner is required to select Unit Standards to a value of 15 credits for this Component.
Industrial Relation Support (Learning Programme ID 94078):
|EXIT LEVEL OUTCOMES|
|1. Communicate effectively in the workplace with internal and external clients.
2. Screen and refer cases.
3. Operate the case management process and manage the flow of information.
4. Apply knowledge of applicable Labour legislation to real or simulated cases.
5. Apply the Rules of the Commission for Conciliation, Mediation and Arbitration.
6. Understand the regulations of the Labour Relations Act relating to Collective Agreements and Bargaining Councils.
7. Analyse referred disputes and select appropriate resolution process.
8. Apply knowledge of the Compensation for Occupational Injury and Disease Act of 1993 (COIDA).
9. Demonstrate an understanding of the transformative elements of the Human Resource Development Legislation.
10. Conduct a pre-conciliation by telephone.
Critical Cross-Field Outcomes
The various constituent parts of the Qualification, namely, Labour Relations Administration, Legislation and Dispute Management as well as the Fundamental Component, present numerous opportunities to develop each of the Critical Cross-Field Outcomes.
The following Critical Cross-Field Outcomes will be developed as an intrinsic part of any learning programme leading to the awarding of this Qualification:
1. Creative problem-solving is explicitly required throughout the learning process.
2. Team and group work is a functional necessity and the Associated Assessment Criteria specify this.
3. The capacity of the individual learner in "manage and organise him/herself and his/her activities responsibly and effectively" will be developed by all Unit Standards.
4. In defining a solution to the Dispute Resolution problem at hand, each learner is required to "collect, analyze, organise and critically evaluate information".
5. Communicating effectively is explicitly part of the requirements built into the Fundamental Component of the Qualification.
6. In Labour Relations Practice within an organisational setting, a systemic approach is encouraged throughout.
Exact details of how the Critical Outcomes are handled are given in each Unit Standard.
|ASSOCIATED ASSESSMENT CRITERIA|
|Assessment Criteria for Exit Level Outcome 1:
1.1 The correct language, industry specific terminology, format, register and conventions specific to business texts for effective writing are used in written communication.
1.2 Information needed to compile reports, memorandums, letters, etc is identified and collected for a specific business environment.
1.3 Plain language avoiding the use of jargon, but using industry specific terminology, is used in all business writing, presentations and oral communications.
1.4 Tables, graphs, diagrams and charts to capture information relevant to a variety of workplace functions are selected and used appropriately in terms of the type of information to be relayed and the target audience.
1.5 Presentations are made using tables, graphs, diagrams, charts and electronic aids such as PowerPoint.
1.6 Oral communications are interpreted, understood and acted upon in the workplace.
1.7 Effective oral communication is undertaken so that colleagues and clients understand the message being relayed.
Assessment Criteria for Exit Level Outcome 2:
2.1 The purpose of Screening of Referrals is understood in terms of the cases received.
2.2 Cases are screened according to organisational policy and procedures.
2.3 Cases are allocated to the appropriate person/department according to organisational policy and procedures.
Assessment Criteria for Exit Level Outcome 3:
3.1 Newly referred cases are captured and recorded on the Case Management System and information can be managed and retrieved when required.
3.2 Cases are processed on the Case Management System for scheduling purposes.
3.3 Outcome details of the cases, which have been heard, are accurately recorded.
3.4 Finalised cases are closed according to organizational policy and procedures.
3.5 Decisions regarding information flow can be made based on specific circumstances and the work environment.
3.6 The effectiveness of Information flow processes are examined and decisions made to improve them for efficient case management.
Assessment Criteria for Exit Level Outcome 4:
4.1 The scope and primary purpose of the Basic Conditions of Employment Act and the Labour Relations Act are determined, summarised and explained with examples.
4.2 The bodies established by the L.R.A. are identified and a description given of their purpose, powers, functions and roles.
4.3 Issues such as dismissal disputes, unfair labour practices, dispute resolution routes and codes of good labour practice as covered by the act are specified and explained with examples.
4.4 The regulation of working time, the particulars related to employment, remuneration and termination of employment and the application of an employee's leave entitlement as set in the act are understood and applied to real or simulated cases.
Assessment Criteria for Exit Level Outcome 5:
5.1 The process for serving and filing documents and various applications filed in terms of the CCMA Rules are applied to real or simulated cases.
5.2 The CCMA Rules pertaining to the conciliation and con-arb, arbitration, pre-dismissal arbitration (section 188a) processes and certification of award(s) (section 143) are applied to real or simulated cases.
Assessment Criteria for Exit Level Outcome 6:
6.1 The creation of the CCMA, its origins, functions, powers and duties are clarified, clearly understood and explained orally.
6.2 A collective agreement can be explained in terms of the parties to a collective agreement, their roles and its legal status.
6.3 The differences between a collective and an extended agreement are explained together with the legal processes of enforcement to the two types of agreements.
Assessment Criteria for Exit Level Outcome 7:
7.1 The complaint is identified and an analysis of all relevant information is carried out to aid resolution.
7.2 A solution to the problem is selected based on the facts and parties in the cases.
7.3 The solution is communicated to all stakeholders and the necessary actions executed within field of authority.
Assessment Criteria for Exit Level Outcome 8:
8.1 The purpose of the COIDA is explained with examples.
8.2 The Provisions of COIDA are applied to real or simulated cases.
8.3 Avenues available to a complainant who is dissatisfied with an award are explained and the necessary assistance given to the client.
Assessment Criteria for Exit Level Outcome 9:
9.1 An overview of the South African HRD legislation is given with an emphasis on the transformative elements it.
Assessment Criteria for Exit Level Outcome 10:
10.1 The rationale of the pre-conciliation process is understood and an explanation is given of the preparation required for conducting a pre-conciliation.
10.2 A pre-conciliation is conducted by telephone.
10.3 A pre-conciliation is concluded with the relevant parties.
|This Qualification has been benchmarked against international practice in Labour Relations. However, it needs to be recognised that the South African Labour Legislation deals pointedly with the legacy of the past and the introduction of new, democratic structures, systems and practices in the Labour Relations field. This Qualification deals explicitly with those elements.
Given the need in South Africa for this new approach to Labour Relations this Qualification is breaking new ground and so cannot be compared with any foreign equivalent.
|There is ready articulation of this Qualification across a range of areas such as:
The Qualification is a stepping-stone for other programmes that involve Labour Relations Practice.
Anyone wishing to be assessed against this Qualification may apply to be assessed by any assessment agency, assessor or provider institution that is accredited by the the relevant ETQA, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
The options as listed above provide the opportunity to ensure that assessment and moderation can be transparent, affordable, valid, reliable and non-discriminatory.
|CRITERIA FOR THE REGISTRATION OF ASSESSORS|
|For an applicant to register as an assessor or moderator of this Qualification the applicant needs:
|As per the SAQA Board decision/s at that time, this qualification was Reregistered in 2012; 2015.|
|This National Certificate in Labour Relations Practice is pegged at NQF Level 5 as the complexity of learning, as embodied by the Specific Outcomes of the related Unit Standards, conforms to the level of difficulty of learning at Level 5. The learning, in turn, is determined by the skills, knowledge, attitudes, values and the responsibility of practitioners at whom it is aimed.|
|ID||UNIT STANDARD TITLE||PRE-2009 NQF LEVEL||NQF LEVEL||CREDITS|
|Core||10377||Demonstrate knowledge and insight into the Compensation for Occupational Injury and Disease Act 130 of 1993 (COIDA)||Level 4||NQF Level 04||2|
|Core||114272||Analyse complaints and reports relating to referred disputes and select appropriate resolution process||Level 5||Level TBA: Pre-2009 was L5||10|
|Core||114229||Conduct a pre-conciliation by telephone in terms of the CCMA rules||Level 5||Level TBA: Pre-2009 was L5||8|
|Core||8648||Demonstrate an understanding of professional values and ethics||Level 5||Level TBA: Pre-2009 was L5||4|
|Core||114228||Demonstrate and apply an understanding of bargaining council rules||Level 5||Level TBA: Pre-2009 was L5||3|
|Core||114274||Demonstrate and apply an understanding of the Basic Conditions of Employment Act (Act 75 of 1997)||Level 5||Level TBA: Pre-2009 was L5||8|
|Core||114224||Demonstrate and apply an understanding of the CCMA rules||Level 5||Level TBA: Pre-2009 was L5||3|
|Core||114278||Demonstrate and apply an understanding of the Labour Relations Act (Act 66 of 1995)||Level 5||Level TBA: Pre-2009 was L5||12|
|Core||114273||Demonstrate and apply an understanding of the Labour Relations Act with respect to Collective Agreements and Bargaining Councils||Level 5||Level TBA: Pre-2009 was L5||6|
|Core||15226||Implement systems to meet the flow of information in a team, department or division||Level 5||Level TBA: Pre-2009 was L5||3|
|Core||114307||Interpret and apply collective agreements||Level 5||Level TBA: Pre-2009 was L5||6|
|Core||114226||Interpret and manage conflicts within the workplace||Level 5||Level TBA: Pre-2009 was L5||8|
|Core||114230||Operate the case management process||Level 5||Level TBA: Pre-2009 was L5||10|
|Core||114225||Screen and allocate referrals||Level 5||Level TBA: Pre-2009 was L5||6|
|Fundamental||12153||Use the writing process to compose texts required in the business environment||Level 4||NQF Level 04||5|
|Fundamental||8662||Analyse and communicate workplace data||Level 5||Level TBA: Pre-2009 was L5||5|
|Fundamental||8647||Apply workplace communication skills||Level 5||Level TBA: Pre-2009 was L5||10|
|Elective||8555||Contribute to information distribution regarding HIV/AIDS in the workplace||Level 4||NQF Level 04||4|
|Elective||13952||Demonstrate basic understanding of the Primary labour legislation that impacts on a business unit||Level 4||NQF Level 04||8|
|Elective||255514||Conduct a disciplinary hearing||Level 5||Level TBA: Pre-2009 was L5||15|
|Elective||117848||Conduct mediation in situations that require advanced skills||Level 5||Level TBA: Pre-2009 was L5||12|
|Elective||117853||Conduct negotiations to deal with conflict situations||Level 5||Level TBA: Pre-2009 was L5||8|
|Elective||114227||Demonstrate understanding of the transformative elements of the HRD legislation||Level 5||Level TBA: Pre-2009 was L5||10|
|Elective||8664||Examine social features as pertaining to the workplace||Level 5||Level TBA: Pre-2009 was L5||4|
|Elective||10054||Identify and manage areas of customer service impact||Level 5||Level TBA: Pre-2009 was L5||6|
|Elective||11286||Institute disciplinary action||Level 5||Level TBA: Pre-2009 was L5||8|
|Elective||10053||Manage customer requirements and needs and implement action plans||Level 5||Level TBA: Pre-2009 was L5||8|
|Elective||337082||Apply labour dispute prevention approaches||Level 6||Level TBA: Pre-2009 was L6||16|
|Elective||264403||Apply problem-solving techniques to make decisions on a multi-faceted problem||Level 6||Level TBA: Pre-2009 was L6||5|
|Elective||12139||Facilitate the resolution of employee grievances||Level 6||Level TBA: Pre-2009 was L6||5|
|Elective||376119||Interpret unfair dismissal in terms of Labour Relations Legislation||Level 6||Level TBA: Pre-2009 was L6||10|
|Elective||264409||Use negotiation in multi-faceted situations to achieve the objectives of a function||Level 6||Level TBA: Pre-2009 was L6||5|
|LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION:|
|LP ID||Learning Programme Title||Originator||Pre-2009
|NQF Level||Min Credits||Learning Prog End Date||Quality
|48641||National Certificate: Labour Relations Practice||Generic Provider - Field 03||Level 5||Level TBA: Pre-2009 was L5||121||SERVICES||OQSF|
|94078||National Certificate: Labour Relations Practice: Industrial Relation Support||Generic Provider - Field 03||Not Applicable||NQF Level 05||121||SABPP||OQSF|
|PROVIDERS CURRENTLY ACCREDITED TO OFFER THESE LEARNING PROGRAMMES:|
|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.
|LP ID||Learning Programme Title||Accredited Provider|
|48641||National Certificate: Labour Relations Practice||
1. ABONGWE AMANGWANE NPC
2. ACADEMY BUSINESS SCHOOL
3. ACADEMY FOR PROFESSIONAL ENHANCEMENT IN EDUCATION PTY LTD
4. AFRICAN ETD ACADEMY
5. AIYANA HAIR AND BEAUTY
6. AMATHUBA HUB
7. ASHCOR CONSULTING PTY LTD
8. BEST INFORMATION SOLUTIONS
9. BUCKS BUB TRADING 5 CC
10. CAMBLISH TRAINING INSTITUTE PTY LTD
11. DORO-ELLA PTY LTD
12. ELADA CONSULTING
13. EMANZINI STAFFING SOLUTIONS CC
14. EVERS XCELLENCE MANAGEMENT CONSULTING PTY LTD.
15. FUTURE PERFORMANCE TRAINING PTY LTD
16. GLOBAL STAR TRADING CC
17. HYBRID DYNAMICS
18. ILANGA LABOUR ASSOCIATES CC
19. JACKSON LEADERSHIP MANAGEMENT CONSULTANTS
20. KALIDEEN MANAGEMENT SERVICES PTY LTD
21. KITCHERSAULOS TRADING AND PROJECTS
23. KWINDLA INSTITUTE OF LEARNING AND CONSULTING
24. LEMOHA WORKPLACE SOLUTION TRADING
25. LUGYN TRAINING AND PROJECTS CC
26. M28 CONSULTING AND TRAINING
27. MAGOS GROUP PTY LTD
28. MAKARIOS LEADERSHIP ACADEMY PTY LTD
29. MAMSOESOE GENERAL TRADING
30. MARUATONA TRAINING AND SKILLS DEVELOPMENT
31. ON-TRACK EMPOWERING SOLUTIONS PTY LTD
32. PACHEDU TRADING CC
33. PEAKFORD MANAGEMENT CONSULTING
34. PENDULA TRAINERS PTY LTD
35. PROPAT CC
36. PUISANONG INVESTMENT ENTERPRISES PTY LTD
37. SHIRS VISION COMPLEADEV PTY LTD
38. Sizani Consulting cc
39. TIRISANO YA BAKWENA CONSULTANTS
40. TSINGAMO MANAGEMENT CONSULTANT AND PEOPLE DEVELOPMENT PTY
41. VUCA INSTITUTE OF LEADERSHIP DEVELOPMENT
42. WMD CIVILS