Human Resource Management Farming N6 — Document
June 2019 — N6 — Human Resource Management Farming
N6
2019
Nated Business
Preparing document
📋 Document Analysis
See full analysis
Questions — A Preview of What to Expect in the Document
64
This section provides a quick preview of questions from the document. It may not display every question or the complete wording of each one. For the full content, including diagrams, tables and other information, view the original PDF above.
Q1— Section header —
1.1Give ONE word or a term for each of the following descriptions by choosing word or a term from the list below. Write only the word or term next to the question number (1.1.1
1.1.5\ the ANSWER BOOK. traditional theory; human relations theory; human resources utilisation theory
1.1.1The farmer is always of the opinion that their workers prefer to shift decisions onto someone else.
1.1.2The farmer is of the opinion that workers are only interested in their money and as a result will only do the bare minimum.
1.1.3The farmer believes that the workers would like to be left alone so that they can prove their capabilities.
1.1.4The farmer is convinced that the workers are able to decide for themselves whether a task has been done poorly or well.
1.1.5
1.2The tasks of human resource management personnel in farming are slightly different from human resource management pe rsonnel in other industries. List THREE main tasks of a human resource management practitioner in
1.3Suggest any FIVE details that farmers can include on their employees' payslip as required by law. (5\
1.4Remuneration is essenti al to farm workers and it makes them put more effort in the production process.
1.4.1Explain, with the aid of an example, the term secondary remuneration (3\
1.4.2State FOUR advantages of time rates as a means of determining remuneration. (4\
1.4.3
1.4.4Advise a farmer on the factors that they should take into conside ration when determining remuneration for the ir farm workers
1.5Herzberg's theory of motivation, if used correctly, can positively impact on the morale of workers on the farm.
1.5.1
1.5.2Name SIX motivators under Herzberg's theory of motivation. (6\
1.5.3State any FOUR hygiene factors under Herzberg's theory of motiva tion. (4\ [50]50
Q2— Section header —
2.1List any FIVE elements that can ensure procedural fairness takes place. (5\
2.2Name FIVE acceptable disciplinary actions that farmer can institute against their employe in cases of misconduct by the employees.
2.3Advise the farm manager on the importance of keeping records for all disciplinary cases that take place on a farming enterprise. (3\
2.4Explain the term farm worker's right to appeal. (2\
2.5Grievances always exist in any farming enterprise no matter how well the labour relations between the employer and the employees.
2.5.1Identify FIVE possible causes of grievances in a farming enterprise. (5\
2.5.2
2.5.3Name FOUR pitfalls that supervisors of the farming enterprise should avoid when handling the grievances. (4\
2.6The process of staff reduction in a farming enterprise can lead to staff being frustrated and venting out their grievances regarding the p rocedure as they do not know what
2.6.1
2.6.2List, in chronological order, the steps that the farm manager should follow when reducing staff. (5\
2.6.3Recommend any FIVE methods that should be used when selecting staff for dismissal. (5\ [50] 409051650
3.1When a farm worker leaves your employment, as a farmer you are obliged by law to provide the worker with a certificate of employment. List any SIX items that must appear on the certificate of employment.
3.2The Unemployment Insuranc e Act is a labour relations act that covers any person employed by a farm or who is involved in farming activities and contributes to the UIF. The Unemployment Insurance Act gave birth to the
3.2.1Give a percentage of the farm worker's monthly income that should be contributed to UIF. (1\
3.2.2Briefly describe the main purpose of the UIF act. (3\
3.2.3Name any SIX types of employees that are exempted from contributing to the UIF. (6\
3.2.4
3.3State the THREE circumstances in which farm employees can claim from the Compensation fund for Occu pational Injuries and Diseases. (3\
3.4Explain the nature of benefits for each of the circumstances mentioned in
Q3— Section header —
3.5State the functions of the health and safety representatives as required by the Occupational Health an d Safety Act. (3\
3.6A service contract between a farmer and a farm worker forms a foundation for an employment relationship as required by the labour relations system in South Africa.
3.6.1Give any FOUR acts on which a service contract must b e based on. (4\
3.6.2
3.6.3Advise the farmer on the different ways in which a service contract can be terminated after following all procedures as required by law (5\ [50] 409051650
Q4— Section header —
4.1Complete the following sentences by filling the missing word(s\. Write only the word(s\ next to the question number (4.1.1
4.1.4\ the ANSWER BOOK.
4.1.1k. (1\
4.1.2The maximum number of hours normal overtime may not exceed (2\
4.1.3hours. (1\
4.1.4allowed a one hour meal break. (1\
4.2Define the following principles of the process employment of farm workers process.
4.2.1Selection
4.2.2Placing
4.2.3
4.3State the SEVEN main functions of trade union s. (7\
4.4Define the term shop steward. (2\
4.5
4.6
Q4— Section header —
4.9State any FIVE advantages that farm work can offer to a group of potential employees. (5\
4.10Recommend pointers that can indicate to a farmer the need to re evaluate their methods of obtaining human resources (5\ [50]50
Topics Identified
2
Business FunctionsLeadership
Mark Allocation
Total200 marks
Sections50 + 50 + 50 + 50 = 200 marks
Paper information
TitleDocument
SubjectHuman Resource Management Farming
LevelN6
Document typeQuestion paper
Year2019
MonthJune
Pages6
Downloads4
Examination context
Decade2010s
Years ago7y
SeasonWinter (SH)
Start daySaturday
Exam periodJune 2019
Days since exam2,689
About Human Resource Management Farming examination preparation
Human Resource Management covers recruitment, labour relations, training, and performance management. The examination tests both theoretical knowledge and practical scenario application.
How to use this resource for revision
A TVET past examination paper is most useful when it is treated as an active revision exercise. Try the questions yourself before checking the corresponding memorandum. Where you make an error, identify the reason — was it a knowledge gap, a calculation mistake, an interpretation issue, or an examination technique problem?
For stronger examination practice, complete the paper without unnecessary interruptions and keep track of the questions that take the most time. Afterwards, review the memorandum and separate knowledge gaps from mistakes caused by interpretation, calculation, structure, or examination technique.
labour legislation knowledge
recruitment procedures
performance management
interpreting workplace scenarios
structured written responses
A practical revision approach
Focus on labour legislation, recruitment procedures, and performance management principles. The memorandum rewards correct legal terminology and structured application to workplace scenarios.
File details
File size211.3 KB
Pages6
Archived on8 September 2026
File age46d
ContributorFreeMode
FingerprintD1101ED0FF58
Questions and learner discussion
Log in to ask a question or leave a review.
No questions or discussions have been posted yet.