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: 

Implement skills development in order to facilitate organisational transformation 
SAQA US ID UNIT STANDARD TITLE
116918  Implement skills development in order to facilitate organisational transformation 
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-Fundamental  Level 5  Level TBA: Pre-2009 was L5  8 
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
2026-06-30   2029-06-30  

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 person credited with this Unit Standard is able to demonstrate an understanding of organisational transformation and will have a detailed knowledge of South Africa's Human Resource Development (HRD) legislation. Specifically the learner will be able to utilise the Skills Development Act (SDA) and Skills Development Levies Act (SDLA) to develop skills within one or more South African company in such a way that organisational transformation is advanced. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
Learners should be competent in:
  • Computer Literacy at NQF Level 3
  • Mathematical Literacy at NQF Level 4
  • Communication at NQF Level 4 
    		•

    UNIT STANDARD RANGE 
    N/A 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Demonstrate an understanding of the intent behind the Human Resources Development strategy developed in South Africa. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The primary purpose of the Human Resources Development strategy, is explained giving the intent behind this strategy. 

    ASSESSMENT CRITERION 2 
    Suggestions for improvement in the company are incorporated into the presentation and arrangements in terms of skills development presented to stakeholders to promote implementation of the strategy in a specific organisation. 

    SPECIFIC OUTCOME 2 
    Link skills development to human resource practice with respect to career pathing and succession planning. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The relationship between skills development and career pathing is described and documented with examples of successful implementation. 

    ASSESSMENT CRITERION 2 
    The relationship between skills development and succession planning is described and documented with examples of successful implementation. 

    SPECIFIC OUTCOME 3 
    Develop the links between skills development and restructuring and modernisation of the organisation. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The link between skills development and restructuring is illustrated in a written report. 

    ASSESSMENT CRITERION 2 
    The link between skills development and modernisation as a reason for change is elaborated upon in writing. 

    SPECIFIC OUTCOME 4 
    Implement skills development. 

    ASSESSMENT CRITERIA     

    ASSESSMENT CRITERION 1 
    The manner in which skills development can be the mechanism to achieve Employment Equity is outlined in a document with protocol examples of successful practice. 

    ASSESSMENT CRITERION 2 
    An implementation plan to establish and achieve Employment Equity targets, within specific time frames, is developed in conjunction with the relevant stakeholders. 

    ASSESSMENT CRITERION 3 
    The interconnected relationships of the South African Human Resources Development legislation is discussed in an essay on the topic. 

    ASSESSMENT CRITERION 4 
    Processes to implement plans relating to skills are developed for a specific organization. 

    ASSESSMENT CRITERION 5 
    The role of the Skills Development Facilitator in an organization is outlined. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
    Accreditation for this Unit Standard shall be obtained from the relevant Education and Training Quality Assurance Body, through summative and formative assessment by a registered assessor.
  • Assessors must be registered as an Assessor with the relevant ETQA, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Moderators must be registered as assessors with the relevant ETQA, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Training providers must be accredited by the relevant ETQA or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.

    Moderation should include both internal and external moderation where applicable. 
    		•

    UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
    The knowledge underpinning the above specific outcomes is:
  • An overview of the South African Constitution in its current form.
  • An overview of South Africa's Bill of Human Rights in its current form.
  • The full spectrum of South African HRD legislation in their current form:
    > SAQA Act.
    > Skills Development Act.
    > Skills Development Levies Act.
    > Employment Equity Act.
  • The concepts of businesses as going concerns and the profit motive.
  • Career pathing and succession planning.
  • Workplace-based learning.
  • The fundamentals of OT&CM.
  • South African history and the legal system in place prior to the introduction of the HRD, and other, related legislation.
  • Change management practices.
  • The Training and Development and EE committees.
  • South African history and the diversity of its society. 
    		•

    UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO WORKING 
    The learner's ability to work effectively with others as a member of a team is reflected in:
  • His/her capacity to establish skills development as the mechanism to achieve employment equity targets
  • His/her capacity to develop an implementation plan to establish and achieve EE objectives within specific time frames in conjunction with relevant stakeholders 
    		•

    UNIT STANDARD CCFO ORGANISING 
    The leaner will manage him/herself and their time and resources to:
  • Organise meetings at 3 different levels of the organisation to develop a positive attitude to HRD legislation throughout the organisation
  • To achieve buy-in from the Skills Development and Equity Committees and to define their respective roles and responsibilities 
    		•

    UNIT STANDARD CCFO COLLECTING 
    The learner will provide evidence of his/her ability to research, collate and analyse information by:
  • Linking skills development to human resource practice with respect to career pathing and succession planning
  • Describing the interconnected relationships of the South African HRD Legislation
  • Discussing the role of the SDF with the coach/mentor 
    		•

    UNIT STANDARD CCFO COMMUNICATING 
    The learner will produce evidence of his/her ability to communicate effectively when:
  • Describing the primary purpose of the HRD strategy and explaining the intent behind this strategy
  • Presenting the purpose and intent of the HRD strategy to key stakeholders
  • Providing feedback from the presentations to the relevant constituencies 
    		•

    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  49075   National Certificate: Organisational Transformation and Change Management  Level 5  Level TBA: Pre-2009 was L5  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  SERVICES 
    Core  49076   National Diploma: Organisational Transformation and Change Management  Level 5  NQF Level 05  Passed the End Date -
    Status was "Reregistered"     		 2023-06-30  SERVICES 


    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.