1.About This Portfolio Guide

Learning Unit 3 Portfolio Guide 1

Contents

Introduction

1.About this Portfolio Guide

1.1Alignment

1.2Assessment of your Portfolio

1.3Appeals Procedure

2.Portfolio Evidence

2.1Portfolio of Evidence Requirements

2.2Assessment Requirements

3.Assessment Strategy

Candidate Information Sheet

Portfolio of Evidence Checklist

Task 1: Human Resource Management

ACTIVITY 1: KNOWLEDGE ASSIGNMENT

ACTIVITY 2: PRACTCIAL ASSIGNMENT

ACTIVITY 3: WORKPLACE EVIDENCE

Task 2: Human Resource Data Management

ACTIVITY 1: KNOWLEDGE ASSIGNMENT

ACTIVITY 2: PRACTCIAL ASSIGNMENT

ACTIVITY 3: WORKPLACE EVIDENCE

Task 3: Human Resource Supervision

ACTIVITY 1: PRACTICAL ASSIGNMENT

ACTIVITY 2: WORKPLACE EVIDENCE

Task 4: HIV/AIDS Awareness

ACTIVITY 1: KNOWLEDGE ASSIGNMENT

ACTIVITY 2: PRACTCIAL ASSIGNMENT

Task 5: Reflective Journal

Introduction

1.About this Portfolio Guide

1.1Alignment

The purpose of this guide is to provide the Learner, Evidence Facilitator and Assessor with guidelines on the preparation and presentation of the Portfolio of Evidence for assessment purposes in Learning Unit 3

Tip:
This Portfolio Guide will enable the learner to plan, prepare, compile and present the evidence required of him/herto be declared competent against the unit standards contained in Learning Unit 3 of the NC Real Estate, Level 5. /

This Portfolio Guide must be read in conjunction with the Services SETA NC Real Estate programme material – Learning Unit 3, which is based on the following unit standards:

Learning Unit 3: Human Resource Management

ELO / US Type / NLRD / US Title / Level / Credits
3. Co-ordinate and manage the human resources in a real estate business. / Core / 11909 / Monitor and advise on substantive conditions of employment and related rights and obligations in an organisation / 5 / 5
Core / 10171 / Manage the capture, storage and retrieval of human resources information using an information system / 5 / 3
Fundamental / 10169 / Administer data, systems, payments and provide advice related to compensation / 4 / 4
Fundamental / 10981 / Supervise work unit to achieve work unit objectives (individuals and teams) / 4 / 12
Fundamental / 8555 / Contribute to information distribution regarding HIV/AIDS in the workplace / 4 / 4
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1.2Assessment of your Portfolio

Within 1 month of submitting your portfolio:

The assessor will verify the evidence presented, and may contact you to ask for further evidence, to clarify anything and/or to conduct an oral assessment
The assessor will provide a written assessor report to the provider
The assessment results will be moderated
If assessed as competent, you will be issued with the credits applicable to this learning unit against the unit standards of the programme.
If assessed as not yet competent, you will receive detailed guidance on what you need to be before you can be assessed as competent.

1.3Appeals Procedure

In order to conduct the NQF system in an equitable & transparent manner, it is important that there is a mechanism by which a learner can appeal against the assessment conducted by the person who has been given the task of assessing him / her.

A learner may appeal against an assessment decision if he / she feels that the assessment was not

Valid
Fair
Reliable
Practicable

The assessor is required to advise the candidate of the required appeals process to follow:

Attempt to resolve dispute with assessor
Submit formal request for dispute resolution to organization’s SDF / Moderator
SDF will meet with the learner to discuss and agree on a possible resolution (appoint different assessor to re-assess, appoint moderator to moderate the assessment, submit additional information for assessment)
If, after a second assessment and moderation, the learner is still dissatisfied, he / she may fill in the Appeal Form and submit to the SDF / Moderator. (This form is explained to every learner prior to assessment commencing, the learner has free access to an Appeal Form as a copy of the form is kept on the site where the learner is assessed.
The SDF/ Moderator will appoint an Appeals Committee within the organization to review the appeal, during which both learner and assessor will have the opportunity of stating their case to the Appeals Committee.
The Appeals Committee will make a decision of upholding or overthrowing the appeal, and communicate the decision to all relevant parties.

Tip:
Should the candidate still not be satisfied with the outcome, he may approach the organization for further information on possible alternative actions to resolve the matter, or lodging an appeal with the relevant ETQA /

The decision of the ETQA will be final and binding on all parties.

2.Portfolio Evidence

2.1Portfolio of Evidence Requirements

“Good” evidence is, as per the SAQA requirements:

Valid (related to what is being assessed)
Current (as recent as possible)
Sufficient (enough evidence to prove the competence without “overkill”)
Authentic (conducted by the candidate him/herself, in a real-life work environment, or acceptably simulated environment).

Tip:
Get a lever arch file and place 9 file divisions into it. We suggest that your portfolio is organized into 5 sections.
Refer to the Portfolio Checklist that is provided on Page 11 of this Portfolio Workbook – it will assist you in making sure that all evidence is included in a structured and auditable manner.
Tab 1 in your Portfolio of Evidence will be a blank slot – the assessor will file your assessment guide here once he has completed your portfolio assessment. /

Assessment Guide
Personal Details
Task 1
Task 2
Task 3
Task 4
Task 5
Additional Evidence
Assessment Guide

Tip:
Refer to the last section of this Portfolio Guide for administrative documents that must be included in your Portfolio of Evidence. Refer to the Portfolio Checklists to assist you in structuring your portfolios in an “assessment friendly” manner. /

2.2Assessment Requirements

Self Assessment
Review the assessment strategy provided below – it will provide you with sufficient evidence against this module of the qualification, and prepare you for the FSA (Final Summative Assessment) /

3.Assessment Strategy

Each unit standard per learning unit is assessed in a Task - each task contains a variety of assessment activities.

The matrix on the below provides a detailed overview of the activities contained in each Task in the assessment strategy:

LEARNING UNIT / MODULE / SAQA ID NUMBER / TITLE / KNOW ASS / PRAC ASS / WPE / REF JRN
3 / 1 / 11909 / Monitor and advise on substantive conditions of employment and related rights and obligations in an organisation / 1 / 1,2,3 / 2 / 3
3 / 2 / 10171 / Manage the capture, storage and retrieval of human resources information using an information system / 1 / 1,2 / 2,3 / 2
3 / 2 / 10169 / Administer data, systems, payments and provide advice related to compensation / 2,3 / 1 / 1,2 / 3
3 / 3 / 10981 / Supervise work unit to achieve work unit objectives (individuals and teams) / 1 / 2,3 / 3
3 / 4 / 8555 / Contribute to information distribution regarding HIV/AIDS in the workplace / 1,2 / 3,4 / 5,6 / 6
Self Assessment
From the matrix below, it is evident that you will be required to complete 4 areas of evidence:

Knowledge Assignment
Practical Assignment
Natural Occurring Workplace Evidence

CCFO Evidence – Case studies, interviews, presentations, group assignments /

You are now ready to start with your Portfolio of Evidence – GOOD LUCK!!

Candidate Information Sheet

Name
Surname
ID
Equity
(Black African, Black Coloured, Black Asian, White, Other – specify)
Language
Physical Address
Postal Address
Area Code:
Telephone Number
Cell Number
Email Address
Employer
Employer Contact Details
Date of Portfolio Submission
Assessor Name
Assessor ID Number
Date of Assessment
Programme Name / 20188 NC Real Estate Level 5 (229 credits)
Learning Unit / Learning Unit 3 – Human Resource Management
Contact Number
Assessor Signature
Declaration of Learner Preparation:
I hereby declare that I have been prepared for all assessment activities related to the Learning Unit 3– Human Resource Management. I am aware of the requirements and time frames of this assessment, and undertake to complete any remedial work required for assessment of this Learning Unit, where required.
Declaration of Authenticity:
I hereby declare that the evidence presented in this Portfolio is my own work, and that I have participated in preparing the evidence in the case of group work activities. Where applicable, I have recognized sources of information used in the preparation of this Portfolio of Evidence for Learning Unit 3 : Human Resource Management
Learner Name / Learner Signature
Learner ID Number / Date
Unit Standard / Task / Activity / Completed
11909 / 1 / 1.Theory Assignment
2. Practical Assignment
3. Workplace Evidence
10171 & 10169 / 2 / 1.Theory Assignment
2. Practical Assignment
3.Workplace Evidence
10981 / 3 / 1. Practical Assignment
2 .Workplace evidence
8555 / 4 / 1.Theory Assignment
2. Practical Assignment
ELO 3 / 5 / 1. Reflective Journal
Assessor Name / Assessor Signature / Date

Portfolio of Evidence Checklist

No / Activity / Portfolio Documents / Check – Candidate / Check – Assessor / Alignment
A / Portfolio of Evidence Checklist completed
B / Personal Information Form completed
C / Declaration of Authenticity completed
D / Copy of ID Included
TASK 1 – 11909 (evidence signed and dated)
Activity 1: Knowledge Assignment
1 / 1.1 / Duties of employer / SO 1
1.2 / Duties of employee / SO 1
1.3 / Employee rights and union membership / SO 1
1.4 / Substantive agreement / SO 1
1.5 / Labour legislation precedence / SO1
1.6 / Employee Contract Information / SO1
Activity 2: Practical Assignment
2 / 2.1.a / Simulated Case Study – Mr Johanson - recommendations / SO 2
b. / Consult and advise with affected persons / SO 2, 3
c. / Impact of non compliance / SO 2,CCFO
Activity 3 : Workplace Evidence
3 / 3.1 a / Study – substantive conditions / SO 3
b. / Meeting with affected persons / SO 3
TASK 2 –10171 & 10169 evidence signed and dated)
Activity 1: Knowledge Assignment
1 / 1.1 a / Employee record requirements / 10171 -SO1
b. / IRP 5 information / 10171 -SO1
1.2 / Integrity of human resource data. / 10171 -SO1
1.3 / Tax deductions / 10169-SO2
1.4 / Payment to outside agencies / 10169 -SO2
1.5 / Employee tax and UIF deductions / 10169 -SO2
1.6 / Requirements for payroll system / 10169 -SO3
1.7 / Benefit strategies / 10169 -SO3
Activity 2: Practical Assignment
2 / 2.1 / Simulated Case Study – GHD Estates – HRIS System implementation / 10171 -SO2
2.2 / Mrs Crow - information session / 10171 -SO1,2
10169 -SO1
No / Activity / Portfolio Documents / Check – Candidate / Check – Assessor / Alignment
2.3 / Company policy / 10171- SO2
& CCFO
Activity 3: Workplace Evidence
3 / 3.1 a / Analysis and report on managing of HR information systems / 10171–SO2
b / Meeting to inform and advise affected persons / 10171-SO2
3.2 / Compensation systems / 10169-SO3
TASK 3 –10981 (evidence signed and dated)
Activity 1: Practical Assignment
1 / 1.1 a / Reasons for project failure / SO 3, CCFO
b. / Network Referral system project / SO1,2,3
Activity 2: Workplace Evidence
2 / 2.1 / Evaluation of recent completed task/objective / SO3
TASK 4 –8555 (evidence signed and dated)
Activity 1 : Knowledge Assignment
1 / 1.1 / Attitudes towards HIV/AIDS in workplace / SO1
1.2 / Factors that influence attitudes / SO2
Activity 2 : Practical Assignment
2 / 2.1 a / Plan & prepare an information session and brochure / SO3,4
b. / Offer the information session / SO5, CCFO
c. / Evaluate the information session / SO6,CCFO
TASK 5 –Document Review
5.1 / Reflective Journal / ELO 3

Task 1: Human Resource Management

EXIT LEVEL OUTCOME 3:
Co-ordinate and manage the human resources in a real estate business.
11909
Monitor and advise on substantive conditions of employment and related rights and obligations in an organisation
Level 5 Credits 5 / Learning Unit 3 Module1
Purpose of Assessment Activity …
Determine whether the learner is able to
identify rights and obligations in terms of statutes, contracts and agreements and,
ensure compliance with statutory and other conditions of employment. Furthermore, to determine whether is able to provide advice on the application of substantive conditions.

ACTIVITY 1: KNOWLEDGE ASSIGNMENT

Statutes, Contracts and Agreements
1.1 / Interpret the duties of the employer as prescribed in the various South African labour laws under the headings listed below. / 15

Duty to Pay

Duty to provide work

Safe working conditions

Employment opportunities

1.2 / Interpret the duties of the employee as prescribed in the various South African labour laws under the headings listed below. / 15

Duty to work

Illness

Obeying Orders

Negligence

1.3 / Discuss the rights that an employee has according to labour legislation, with regards to union membership. / 5
1.4 / Discuss the circumstances under which a substantive agreement would come to being in the employer-employee relationship. / 5
1.5 / In which instances will Labour Legislation take precedence over the stipulation of a substantive agreement? / 5
1.7 / When must an employer provide an employee with a written contract and what information must be contained in this contract as per the BCEA? / 10
1.8 / Discuss the difference between an industry level agreement and a plant level agreement. / 5
Total Weighting / 60
Minimum Required / 55

ACTIVITY 2: PRACTCIAL ASSIGNMENT

Statutory and other conditions of employment
2.1 / Simulated Case Study
Mr Johanson has recently started a new company – Aloha Estates. He has no knowledge of the stipulations of the South African Labour Legislation and has employed 5 x permanent office staff members and 6 full time Agents. He has to date not prepared any contracts for his employees and there is no formal documentation relating to attendance, hours of work etc. Mr Johanson has also not registered with any outside agencies. He has now been informed by the Labour Department that he has 3 months to ensure that the company complies with all statutory and other conditions of employment. You are required to act as advisor to Mr Johanson in this regard.
a. / Compile a report in which you advise Mr Johanson on the necessary steps that must be taken and the processes that must be followed to ensure compliance with all the statutory and legal requirements for his 11 staff members. / 50
b. / Advise Mr Johanson on the best methods to consult and advise with the affected employees when the adjustments to the employment conditions have been made. / 15
c. / Explain to Mr Johanson what the impact would be on his business if he does not comply with statutory and other conditions of employment. / 10
Total Weighting / 75
Minimum Required / 65

[1]

ACTIVITY 3: WORKPLACE EVIDENCE

Substantive and other conditions of employment
3.1 / You are required to indentify the substantive agreements and conditions that are currently in place in your company. Conduct an analysis of how your company is currently adhering to the application of these substantive conditions in practice. / 50
a. / Once your analysis is complete - prepare a report in which you state your findings and provide advice on how the company can ensure best practice in the application of these substantive conditions.
(Include the full analysis and report in your PoE) / 25
b. / Conduct a meeting during which you consult and advise the affected persons about the identified problems and solution.
(include all minutes of meetings and discussions in your PoE)
Total Weighting / 70
Minimum Required / 65
Candidate / Assessor
Name: / Name:
Signature: / Signature:
Date Submitted: / Date Assessed:
Feedback & Re-assessment Notes on Task 1 / Assessment Decision on Task 1: / MET REQ / NOT MET REQ
Activity 1:
Activity 2:
Activity 3 :

Task 2: Human Resource Data Management

EXIT LEVEL OUTCOME 3:
Co-ordinate and manage the human resources in a real estate business.
10171
Manage the capture, storage and retrieval of human resources information using an information system Level 5 Credits 3
10169
Administer data, systems, payments and provide advice related to compensation / Learning Unit 3 Module2
Purpose of Assessment Activity …
To determine whether the learner is able to organise the collation of information required for human resources management including the monitoring and storing, recording, maintenance and retrieval of collated info and providing HR info for the use of others. Furthermore, to determine whether the learner is able to manage and effect payments to the relative parties and provide advice with regards to compensation.

ACTIVITY 1: KNOWLEDGE ASSIGNMENT

Employee records
1.1 / a. / According the BCEA, what records are employers required to keep with regards to their employees? / 5
b. / What information must be furnished to an employee on his/her IRP5 certificate? / 5
1.2 / Discuss the options that are available to an organisation to ensure and maintaining the integrity of their human resource data? / 15
1.3 / Employee payments / 20
Discuss the following conditions that an employer should adhere to when processing tax deductions from employees salaries :

Classification of payments

Rates of tax prescribed by the Commissioner

Exemptions

Commission Agents

1.4 / An Employer needs to process certain payments to outside agencies at the end of each payroll run / 10

Indicate which outside agencies are involved in these payments,
the purpose of these payments, as well as
the due date of each payment.

/ 10
1.5 / Using the tax tables provided in your Resource Guide – calculate the tax and UIF deductions for the following employees / 10
Employee Name and Age / Employment status / Salary
T. Cilliers (28) / Permanent / R 6275-00
s. Jones (68) / Casual 3 days per week hours per week / R 6289-00
M Baskilov / 3 year Contract Foreign worker / R 10568-00
N. Seegers / Commission only Sales Agent / R 11985-00 commission
Tax directive for
R 2105-00
J. Soap / Permanent / R 8365-00
1.6 / In table form, indicate all the information that is required by a Payroll System. Clearly indicate which source documents would be used to obtain the relevant information. / 25
Employee Benefits
1.7 / Discuss the characteristics and benefits of the following benefit strategies / 15

Add-on benefit

Pure Flexible benefit arrangement

Total Weighting / 115
Minimum Required / 105

[2]

ACTIVITY 2: PRACTCIAL ASSIGNMENT

The Human Resource Information System
2.1 / Your company – GHD Estates has 14 branches country wide and currently employs 195 staff members. 135 of these staff members are Real Estate Agents and the balance consists of mainly admin and managerial staff. On recommendation from the accountant, your company has decided to investigate the possibility of installing a HRIS system.The company directors have some misgivings about the necessity of the system.You have been commissioned to investigate the best possible system for the company, the various components and processes involved and, motivate why this system would be beneficial to the company. / 50
Compile a report to the company directors in which you address following :

What is an HRIS? Why should policies and procedures of the companybe considered part of the HRIS?

Possible cost saving to company

What are the most common problems that arise during HRIS development?

What do you think is the most important phase in the systems development processfor your company? Why?

The different HRIS modules that would be required by a company in the Real Estate industry.

How will the system assist in the monitoring , storing, recording and retrieval of Human Resource data.

Process relevant human resource data
2.2 / Your company has recently employed a new payroll administrator, Mrs Crow.
In table form provide her with the following information: / 25

The information that is required by the payroll system

How she should go about :

obtaining,
collating
recording,
verifying and
capturing the information

The organisational policies and procedures surrounding the procedure

The time frames in which this should be completed

2.3 / You are required to draft a policy document for your company in which you outline the procedures with regards human resource information that addresses the following : / 50

the organising and control of the information

the source documents that should be used

how the information will be verified and audited

the identification of long term records

how access to the information will be controlled

the system that must be employed to monitor the storing, recording and maintenance retrieval of collated info.

The impact on the organisation if the system is not implemented and controlled

Total Weighting / 125
Minimum Required / 115