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: 

Appraise, develop and retain human capital for a function 
SAQA US ID UNIT STANDARD TITLE
264416  Appraise, develop and retain human capital for a function 
ORIGINATOR
SGB Generic Management 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 03 - Business, Commerce and Management Studies Generic Management 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular  Level 6  Level TBA: Pre-2009 was L6 
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 
This Unit Standard is for learners who are already managers of functions or aspiring to become managers of functions. This Unit Standard meets the needs of the sector and of the society by providing competent function managers who, by being able to manage the human capital of a function, contribute to the effective management of the function.

Learners credited with this standard will be able to:
  • Develop a human capital plan for the nurturing and retention of staff.
  • Appraise the performance of employees.
  • Develop an action plan to address identified performance gaps and development needs.
  • Develop an implementation plan for the action plan. 

  • LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    It is assumed that the learner has the following knowledge and skills:
  • Communication at NQF Level 5. 

  • UNIT STANDARD RANGE 
  • Human Capital refers to the quality of labor resources which can be improved through investments, education, and training.
  • Function refers to the core task or responsibility carried out by a department, directorate or group within an organisation or entity. 

  • Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Develop a human capital plan for the nurturing and retention of staff. 
    OUTCOME RANGE 
    The human capital plan is the overall plan for the function. It must be distinguished from the plan referred to in Specific Outcome 3. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    The importance of generating a human capital plan for nurturing and retention of staff within a function is explained in terms of the overall human capital plan of the entity. 

    ASSESSMENT CRITERION 2 
    Training and development interventions that support employees careers are included in the plan in order to ensure and optimise the retention of competence. 

    ASSESSMENT CRITERION 3 
    Training and development interventions are aligned to employees' competencies and promote their growth by providing stretching goals. 

    ASSESSMENT CRITERION 4 
    Career pathing and succession planning of human capital are included in the plan with the intention of creating long-term employee stability. 

    ASSESSMENT CRITERION 5 
    The plan is analysed to ensure that it is aligned to the human capital strategy of the entity and supports the vision and mission of the entity. 

    ASSESSMENT CRITERION 6 
    The role of the function manager in the development and implementation of the human capital plan and the nurturing of talent is analysed in order to emphasise the importance of this activity to the success of the function. 

    SPECIFIC OUTCOME 2 
    Appraise the performance of employees. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    Strengths and weaknesses of employees are analysed for the purpose of the appraisal. 

    ASSESSMENT CRITERION 2 
    The appraisal of employees is performed on the basis of agreed upon performance and critical success factors. 
    ASSESSMENT CRITERION RANGE 
    Factors include performance criteria, timeframes and methodology.
     

    ASSESSMENT CRITERION 3 
    Relevant industry and entity benchmarks are used to measure individual performance. 

    ASSESSMENT CRITERION 4 
    Resource and support deficiencies that contribute to less-than-optimal human resource performance are identified so that these aspects can be addressed and responded to. 

    SPECIFIC OUTCOME 3 
    Develop an action plan to address identified performance gaps and development needs. 
    OUTCOME RANGE 
    This is the plan that describes the specific development actions for individuals/teams in the function. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    Strategies are developed which address identified critical skills shortages. 
    ASSESSMENT CRITERION RANGE 
    Critical skills shortages include but are not limited to anticipating future needs based on new technology and an outdated skills pool.
     

    ASSESSMENT CRITERION 2 
    Interventions for individuals/teams in a function are identified for inclusion in the plan. 
    ASSESSMENT CRITERION RANGE 
    Interventions include but are not limited to training, mentoring and coaching interventions.
     

    ASSESSMENT CRITERION 3 
    A selection and recruitment strategy is developed for inclusion in the plan which adheres to the skills requirements of the function. 

    ASSESSMENT CRITERION 4 
    A retention strategy is developed for inclusion in the plan. 

    ASSESSMENT CRITERION 5 
    The extent to which the action plan address the identified gaps and shortfalls is assessed so that corrective actions can be taken. 

    ASSESSMENT CRITERION 6 
    The action plan is aligned with career path trajectories and function strategy. 

    SPECIFIC OUTCOME 4 
    Develop an implementation plan for the action plan. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    Agreement is reached with the various parties in terms of implementation of the plan. 

    ASSESSMENT CRITERION 2 
    The action plan is analysed against developed criteria related to the achievement of the desired improvement. 

    ASSESSMENT CRITERION 3 
    The aspects of gender mainstreaming, employment equity and affirmative action are analysed in relation to the strategy of the function and the retention strategy of the function. 
    ASSESSMENT CRITERION RANGE 
    Gender mainstreaming is the public policy concept of assessing the different implications for women and men of any planned policy action, including legislation and programmes, in all areas and levels.
     

    ASSESSMENT CRITERION 4 
    Unexpected challenges and developments are appreciated that may arise from the implementation of the action plan. 

    ASSESSMENT CRITERION 5 
    The role of the functional manager in the implementation and monitoring of the action plan is analysed in terms of his/her responsibility and scope of operation. 

    ASSESSMENT CRITERION 6 
    Adjustments to the management style of the function are analysed with a view to creating the environment for the improved performance of the human capital. 

    ASSESSMENT CRITERION 7 
    Processes are implemented to improve staff morale and performance. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
  • An 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 with 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 with 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 
  • Skills audits, scarce skills.
  • Human capital management concepts.
  • Broad-based black economic empowerment, affirmative action.
  • Diversity management.
  • Leadership and management styles.
  • Performance management processes.
  • Implications of critical skills shortages.
  • National strategies, including broad-based-black economic empowerment. 

  • UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Identifying and solving problems in which responses display that responsible decisions using critical and creative thinking have been made when:
  • Developing a human capital plan for the nurturing and retention of staff.
  • Appraising the performance of employees.
  • Developing an action plan(s) to address identified performance gaps and development needs.
  • Developing an implementation plan for the action plan. 

  • UNIT STANDARD CCFO WORKING 
    Working effectively with others as a member of a team, group, organisation, and community during:
  • The appraising of employee performance.
  • The development of an action plan(s) to address identified performance gaps and developmental needs. 

  • UNIT STANDARD CCFO ORGANISING 
    Organising and managing oneself and one's activities responsibly and effectively when:
  • Developing a human capital plan for the nurturing and retention of staff.
  • Appraising the performance of employees.
  • Developing an action plan(s) to address identified performance gaps and development needs.
  • Developing an implementation plan for the action plan. 

  • UNIT STANDARD CCFO COMMUNICATING 
    Communicating effectively using visual, mathematical and/or language skills in the modes of oral and/or written persuasion when:
  • Appraising the performance of employees. 

  • UNIT STANDARD CCFO DEMONSTRATING 
    Demonstrating an understanding of the world as a set of related systems by recognising that problem-solving contexts do not exist in isolation when:
  • Developing a human capital plan for the nurturing and retention of staff. 

  • 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  80686   National Diploma: Supply Chain Management: Sensitive Consumer Products  Level 6  NQF Level 06  Passed the End Date -
    Status was "Reregistered" 
    2020-07-30  FOODBEV 
    Elective  59201   National Certificate: Generic Management  Level 5  Level TBA: Pre-2009 was L5  Reregistered  2023-06-30  As per Learning Programmes recorded against this Qual 
    Elective  61592   National Diploma: Human Resources Management and Practices  Level 5  NQF Level 05  Passed the End Date -
    Status was "Reregistered" 
    2020-07-30  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. ABUNDANT HUMAN CAPITAL SOLUTIONS PTY LTD 
    2. ANCHOR AFRICA PROFESSIONAL TRAINING PTY LTD 
    3. EDGE TRAINING CONSULTANCY PTY LTD 
    4. EVERS XCELLENCE MANAGEMENT CONSULTING PTY LTD. 
    5. FLOWHR PTY LTD 
    6. GOLDBERG DE VILLIERS EN MYBURGH PTY LTD 
    7. OYANA CONSULTING PTY LTD 
    8. PROEXPERT TRAINING 
    9. PROMINENCE TRAINING SOLUTIONS PTY LTD 
    10. SA BUSINESS SCHOOL 
    11. SEONYATSENG LEARNING INSTITUTE 
    12. THE HUMAN EQUATION CC 
    13. THE STAR FACTORY 



    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.