Purpose

To capacitate learners with knowledge and skills on how to effect the recruitment of employees in the Public Service. It will improve standardised recruitment practices and processes and help ensure that recruitment is equitable, fair and transparent in the Public Service.

Target Group

This course has been developed for human resource practitioners, and line managers that are responsible for the recruitment of persons in terms of the Public Service Act, 103 of 1994, as amended.

Minimum Requirements for Enrolment

Learners accessing this course must be able to:

  • Gather, organise, record and manage information;
  • Engage in active communication techniques; and
  • Apply organisational policies and practices.

 

Pre-course work
In preparation for the course, learners are required to complete the following actions, prior to attendance.

 

Action 1: Essential Reading

  • Case Study: Department of Mining Affairs;
  • Department of Public Service and Administration Circular 14/1/1/P of 23 November 2007;
  • Implementation of the National Vetting Strategy;
  • Department of Public Service and Administration Circular HRP 1 of 2010 – Verification of Employee Qualifications;
  • Department of Public Service and Administration, Protocol Document on the Principles and Procedures to be Followed for the Recruitment and Filling of Posts of Head of Department (HOD) and Deputy Director-General (DDG) at National Level, 2000;
  • Public Service Act, 1994, as amended, Section 11;
  • Public Service Commission: Assessment on Disability Equity in the Public Service, 2008;
  • Public Service Commission: Report on Gender Mainstreaming in the Public Service, 2006;
  • Public Service Commission: Toolkit on Recruitment, 2003;
  • Public Service Regulations, 2001, as amended, Chapter 1 Part VII C & D and Chapter 4 Part II;
  • SMS Handbook, Chapters 2 and 8;
  • White Paper on Human Resource Management in the Public Service, 1997 and;
  • White Paper on Transforming Public Service Delivery (WPTPS), 1997.

 

Action 2: Additional Reading

  • The Public Service Commission: Assessment of the State of Human Resource Management in the Public Service;
  • The Public Service Commission. State of the Public Service Report;
  • A Strategic Framework for Gender Equality in the Public Service, 2005;
  • Basic Conditions of Employment Act, 75 of 1997;
  • Employment Equity Act, 55 of 1998; and
  • Gender Equality Strategic Framework for the Public Service.

NOTE: Notify your supervisor/manager in order for him/her to support you on this journey. In so doing you will be able to successfully complete this course and take your learning back to your workplace. To this end the availability of time, resources and an enabling environment will benefit both you and your department.

Learning Outcomes

By the end of this course participants should be able to:

  • Plan and prepare for recruitment and Selection;
  • Recruit applicants; and
  • Select staff.

Accreditation

This is a credit-bearing course aligned to the SAQA Unit Standard indicated in the table below. After successful completion, participants will receive a Certificate of Competence.

Unit Standard ID Title
NQF Level Credits
12140 Recruit and select candidates to fill defined positions 5 9

Assessment Approach

This course follows an integrated assessment approach, comprising:

  • Pre-contact reading and activities;
  • Formative assessments;
  • Post-contact activity and summative assessment; and
  • Workplace practice.

Duration

This course is presented over four (4) working days.

 

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