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: 

Managing employee induction 
SAQA US ID UNIT STANDARD TITLE
8041  Managing employee induction 
ORIGINATOR
SGB Transport and Logistics Operations 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 11 - Services Transport, Operations and Logistics 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular  Level 5  Level TBA: Pre-2009 was L5  10 
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Passed the End Date -
Status was "Reregistered" 
2003-12-03  2006-12-03  SAQA 1351/03 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2007-12-03   2010-12-03  

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 accredited with this standard will be able to demonstrate competence in and contribute to the design of and conduct the induction process for new employees and handle the administration of the required induction mechanisms for all employees. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
  • NQF 1 or General Education and Training Certificate;
  • All Fundamental and Core standards in the National Certificate in Freight Handling or
  • Equivalent at NQF level 3. 

  • Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Utilise the most appropriate people-skills. 
    OUTCOME NOTES 
    Utilise the most appropriate people-skills to utilise in dealing with new employees throughout the induction process which aligns them with the culture of the company. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    1. Recognise and adapt appropriately to cultural differences in the workplace insofar as these differences impact induction techniques/methods utilised. 

    ASSESSMENT CRITERION 2 
    2. In consultation with the appropriate line personnel and Human Resources practitioners, identify the responsibilities and reporting relationships of the new employee, and effectively relay these expectations and job roles to the new employee. 

    ASSESSMENT CRITERION 3 
    3. Demonstrate his/her knowledge and understanding of relevant legislation, and its impact on staff relations, employment practices and induction processes. 

    ASSESSMENT CRITERION 4 
    4. Demonstrate conducting of an induction process. 

    ASSESSMENT CRITERION 5 
    5. Assess the effectiveness of the induction program by inter alia assessing the new employee's understanding gained through the induction program. 

    ASSESSMENT CRITERION 6 
    6. Assist in the design of new and modify existing induction programs, utilising most appropriate media for effective learning. 

    SPECIFIC OUTCOME 2 
    Efficiently complete workplace induction documentation. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    1. Recognise and adapt appropriately to cultural differences in the workplace insofar as these differences impact induction techniques/methods utilised. 

    ASSESSMENT CRITERION 2 
    2. In consultation with the appropriate line personnel and Human Resources practitioners, identify the responsibilities and reporting relationships of the new employee, and effectively relay these expectations and job roles to the new employee. 

    ASSESSMENT CRITERION 3 
    3. Demonstrate his/her knowledge and understanding of relevant legislation, and its impact on staff relations, employment practices and induction processes. 

    ASSESSMENT CRITERION 4 
    4. Demonstrate conducting of an induction process. 

    ASSESSMENT CRITERION 5 
    5. Assess the effectiveness of the induction program by inter alia assessing the new employee's understanding gained through the induction program. 

    ASSESSMENT CRITERION 6 
    6. Assist in the design of new and modify existing induction programs, utilising most appropriate media for effective learning. 

    SPECIFIC OUTCOME 3 
    Utilise the most appropriate media during the induction process. 
    OUTCOME NOTES 
    Utilise the most appropriate media during the induction process to ensure quick integration of new employees into the workplace. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    1. Recognise and adapt appropriately to cultural differences in the workplace insofar as these differences impact induction techniques/methods utilised. 

    ASSESSMENT CRITERION 2 
    2. In consultation with the appropriate line personnel and Human Resources practitioners, identify the responsibilities and reporting relationships of the new employee, and effectively relay these expectations and job roles to the new employee. 

    ASSESSMENT CRITERION 3 
    3. Demonstrate his/her knowledge and understanding of relevant legislation, and its impact on staff relations, employment practices and induction processes. 

    ASSESSMENT CRITERION 4 
    4. Demonstrate conducting of an induction process. 

    ASSESSMENT CRITERION 5 
    5. Assess the effectiveness of the induction program by inter alia assessing the new employee's understanding gained through the induction program. 

    ASSESSMENT CRITERION 6 
    6. Assist in the design of new and modify existing induction programs, utilising most appropriate media for effective learning. 

    SPECIFIC OUTCOME 4 
    Communicate objectives, structures, workplace layout and activities. 
    OUTCOME NOTES 
    Communicate the organisational objectives, structures, workplace layout and activities, industrial agreements and legislative requirements in a manner so as to ensure the learner comprehends his/her responsibilities in terms thereof. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    1. Recognise and adapt appropriately to cultural differences in the workplace insofar as these differences impact induction techniques/methods utilised. 

    ASSESSMENT CRITERION 2 
    2. In consultation with the appropriate line personnel and Human Resources practitioners, identify the responsibilities and reporting relationships of the new employee, and effectively relay these expectations and job roles to the new employee. 

    ASSESSMENT CRITERION 3 
    3. Demonstrate his/her knowledge and understanding of relevant legislation, and its impact on staff relations, employment practices and induction processes. 

    ASSESSMENT CRITERION 4 
    4. Demonstrate conducting of an induction process. 

    ASSESSMENT CRITERION 5 
    5. Assess the effectiveness of the induction program by inter alia assessing the new employee's understanding gained through the induction program. 

    ASSESSMENT CRITERION 6 
    6. Assist in the design of new and modify existing induction programs, utilising most appropriate media for effective learning. 

    SPECIFIC OUTCOME 5 
    Contribute to the identification of personnel requirements. 
    OUTCOME NOTES 
    Contribute to the identification of personnel requirements which meet organisational needs and legal requirements. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    1. Recognise and adapt appropriately to cultural differences in the workplace insofar as these differences impact induction techniques/methods utilised. 

    ASSESSMENT CRITERION 2 
    2. In consultation with the appropriate line personnel and Human Resources practitioners, identify the responsibilities and reporting relationships of the new employee, and effectively relay these expectations and job roles to the new employee. 

    ASSESSMENT CRITERION 3 
    3. Demonstrate his/her knowledge and understanding of relevant legislation, and its impact on staff relations, employment practices and induction processes. 

    ASSESSMENT CRITERION 4 
    4. Demonstrate conducting of an induction process. 

    ASSESSMENT CRITERION 5 
    5. Assess the effectiveness of the induction program by inter alia assessing the new employee's understanding gained through the induction program. 

    ASSESSMENT CRITERION 6 
    6. Assist in the design of new and modify existing induction programs, utilising most appropriate media for effective learning. 

    SPECIFIC OUTCOME 6 
    Assess knowledge gleaned by new employees after the induction process. 
    OUTCOME NOTES 
    Assess knowledge gleaned by new employees after the induction process, and taking additional steps to enhance knowledge, if required. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    1. Recognise and adapt appropriately to cultural differences in the workplace insofar as these differences impact induction techniques/methods utilised. 

    ASSESSMENT CRITERION 2 
    2. In consultation with the appropriate line personnel and Human Resources practitioners, identify the responsibilities and reporting relationships of the new employee, and effectively relay these expectations and job roles to the new employee. 

    ASSESSMENT CRITERION 3 
    3. Demonstrate his/her knowledge and understanding of relevant legislation, and its impact on staff relations, employment practices and induction processes. 

    ASSESSMENT CRITERION 4 
    4. Demonstrate conducting of an induction process. 

    ASSESSMENT CRITERION 5 
    5. Assess the effectiveness of the induction program by inter alia assessing the new employee's understanding gained through the induction program. 

    ASSESSMENT CRITERION 6 
    6. Assist in the design of new and modify existing induction programs, utilising most appropriate media for effective learning. 

    SPECIFIC OUTCOME 7 
    Conduct and co-ordinate the complete induction process. 
    OUTCOME NOTES 
    Conduct and co-ordinate the complete induction process including selection of appropriate personnel to mentor the new employee in the applicable workplace context. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    1. Recognise and adapt appropriately to cultural differences in the workplace insofar as these differences impact induction techniques/methods utilised. 

    ASSESSMENT CRITERION 2 
    2. In consultation with the appropriate line personnel and Human Resources practitioners, identify the responsibilities and reporting relationships of the new employee, and effectively relay these expectations and job roles to the new employee. 

    ASSESSMENT CRITERION 3 
    3. Demonstrate his/her knowledge and understanding of relevant legislation, and its impact on staff relations, employment practices and induction processes. 

    ASSESSMENT CRITERION 4 
    4. Demonstrate conducting of an induction process. 

    ASSESSMENT CRITERION 5 
    5. Assess the effectiveness of the induction program by inter alia assessing the new employee's understanding gained through the induction program. 

    ASSESSMENT CRITERION 6 
    6. Assist in the design of new and modify existing induction programs, utilising most appropriate media for effective learning. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
    1. Anyone assessing a learner against this unit standard must be registered as an assessor with the relevant ETQA.

    2. Any institution offering learning that will enable achievement of this unit standard must be accredited by the Freight Handling Chamber of the Transport SETA and/or relevant ETQA.

    3. Moderation of assessment will be done by the relevant ETQA at its discretion. 

    UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
    The learner can understand, explain and apply:

    1. The relationship between the employee and the company

    2. The workflow within the organisation and the specific requirements and responsibilities of the position for which the new employee has been employed.

    3. The requirements of relevant legislation on inter alia equal opportunity (e.g. Employment Equity Act), sexual harassment, anti-discrimination, and employee development (e.g. Skills Development Act) and health and safety.

    4. The importance of keeping accurate induction records and effective administration systems and the requirements that legislation imposes on record-keeping responsibilities.

    5. Workplace operating procedures, policies and official practices.

    6. Sources of information impacting the industry, and social and economic trends which will impact on the organisation and the individual. 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Identify and solve problems by demonstrating initiative in redesigning and/or identifying improvements in the induction program as the organisational operational procedures change.

    Identify and solve problems by demonstrating initiative in recognising cultural anomalies and adapting induction processes to these cultural anomalies amongst new employees. 

    UNIT STANDARD CCFO WORKING 
    Work effectively with others by encouraging new employees to organise and accept responsibility for his/her own workload in his/her new position (e.g. priorities and deadlines are established in consultation with others and recorded). 

    UNIT STANDARD CCFO COLLECTING 
    Collect, analyse, organise and critically evaluate feedback on induction process from new employees and existing personnel and acting on this feedback to improve understanding amongst and integration into the workplace of new employees. 

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Elective  14574   National Certificate: Freight Handling  Level 3  NQF Level 03  Passed the End Date -
    Status was "Reregistered" 
    2006-12-03  TETA 
    Elective  49489   Further Education and Training Certificate: Road Transport Management in the Public Sector  Level 4  NQF Level 04  Reregistered  2023-06-30  TETA 


    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. Africa Training Centre 
    2. Makwedeng Training 
    3. NOSA LOGISTICS PTY LTD 
    4. Phephani Learnerships cc 
    5. SA Maritime School and Transport College 
    6. Training Consultant and SD College 



    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.