Human Resource Management Farming N6 — Document
November 2018 — N6 — Human Resource Management Farming
N6
2018
Nated Business
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Q1— Section header —
1.1On entering an agreement with the farmer's worker, there are certain aspects that need attention. Explain FOUR such aspects. (4 2\ (8\
1.2Explain the term grievance (7\
1.3Define a grievance procedure (5\
1.4The term timely discipline is used as part of procedural fairness. Explain this term to a group of Safety in Society L2 students. (3\
1.5When you compile a good disciplinary procedure for you place of employment you need to ensure that records are kept. Motivate the need for keeping records in disciplinary investigations. (4 2\ (8\
1.6Consider the following scenario: You are attending a gathering of farmer and there is a heated discussion why workers join trade union
1.7Explain the difference between procedural fairness and substantive fairness in relation to the disciplinary process. (4\
1.8Give the definition of a strike as defined by the Labour Relations Act. (5\ [50]50
Q2— Section header —
2.1Define the term motivation. (4\
2.2Explain how you would apply Maslow's theory of motivation to your farm. (15\
2.3The following questions have to do with labour management theories.
2.3.1Discuss the human relations theory
2.3.2If a farmer favour this theory, how would he approach his workers in the workplace? (2 8\ (16\
2.4The following questions relate to the remuneration of farm workers.
2.4.1Explain what you understand under the term primary remuneration. (1\
2.4.2Discuss FOUR factors that you would consider when setting up a basis for remuneration on your farm. (4 2\ (8\
2.4.3List and discuss THREE benefits of indirect primary remuneration. (3 2\ (6\ [50]50
Q3— Section header —
3.1Discuss FIVE expectations and rights armers have with regards to labour. (5 2\ (10\
3.2Read the following statements and give the name of the relevant ct. Write your answer alongside the question number (3.2.1
3.2.10\ in the ANSWER BOOK.
3.2.1The ct that regulates collective bargaining in the workplace.
3.2.2This ct has to do with ensuring that the workplace is safe.
3.2.3Th is ct makes provision for an income when a worker is retrenched from the workplace.
3.2.4Strikes and ockouts are covered by this ct
3.2.5his ct egulates the number of working hours.
3.2.6The ct concerning the framework regulating the relationship between employer and employee.
3.2.7This ct defines unfair labour practice.
3.2.8The right of workers to join a labour union is regulated by this ct
3.2.9When a worker is injured in the workplace, he/she is entitled to benefits set out in this ct
3.2.10This ct is involved with the regulating of disciplinary fairness in the workplace. (10 1\ (10\
3.3The Occupational Health and Safety ct define certain general duties of the worker in the workplace. Name and discuss FIVE of these general duties. (5 2\
3.4Discuss the period of maternity leave. (2 2\ (4\ 4090516
3.5The following questions relate to Contractual Law.
3.5.1Discuss THREE requirements or an employment contract to be valid (3 2\
3.5.2Name and discuss FOUR ways an employment contract may be terminate (4 2\ (8\
3.6ich law applies n the absence of labour laws that regulate the relationship between employee and employer? (2\ [50]50
Q4— Section header —
4.1Discuss THREE reasons why labour in agriculture is seen as a declining input. (3 2\ (6\
4.2Discuss FIVE of the unique characteristics of human resource management on the farm that make different from normal human resources management
4.3Clarify the differences between the terms task analysis and job specification when used during recruitment. (4 2\
4.4Explain why it is not a good option for training to hav new workers watch others doing the task
4.5Explain what induction as part of recruitment involves. (4\
4.6List the recruitment steps in the correct order. (8\
4.7Give FOUR reasons why it is often difficult to recruit farm workers. (4\ [50] TOTAL: 20050
Topics Identified
3
Business FunctionsLeadershipBusiness Plan
Mark Allocation
Total200 marks
Sections50 + 50 + 50 + 50 = 200 marks
Paper information
TitleDocument
SubjectHuman Resource Management Farming
LevelN6
Document typeQuestion paper
Year2018
MonthNovember
Pages5
Downloads4
Examination context
Decade2010s
Years ago8y
SeasonSpring (SH)
Start dayThursday
Exam periodNovember 2018
Days since exam2,903
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.
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