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Imsimbi Training proudly presents

Human Resources Management and Labour Relations – 5 Days

 

Imsimbi Training is a fully accredited training provider with the Services Seta, number 2147,  as well as a Level 2 Contributor BBBEE company.

 

This course is accredited by the Services Seta and material covers unit standards 252034 at NQF level 5 worth 8 credits, 12140 at NQF level 5 worth 9 credits, 10985 at NQF level 6 worth 5 credits, 114274 at NQF level 5 worth 8 credits

COURSE OBJECTIVES

This five-day workshop will address:

  • The latest trends in the human resources field and the changing role of the human resources professional
  • An overview of Labour legislation in South Africa including the Employment Equity Act, the Labour Relations Act, The BCEA, The Skills Development Act, BBBEE scorecard
  • Recruitment and selection processes:
  • How to write job specifications and identify core competencies
  • Methods of finding, selecting, and keeping the best people using behavioural description interviewing techniques
  • Performance management:
  • How to make performance appraisals an effective and cooperative process
  • The detailed processes involved in performance management
  • Skills development and training
  • The BBBEE scorecard requirements
  • Discipline in the workplace
  • How to chair a disciplinary hearing
  • How to initiate or prosecute a disciplinary hearing

COURSE OUTLINE

MODULE 1

Recruitment and Selection

  • This module will help teach participants how to: 

    • Analyze the costs incurred by an organization when a wrong hiring decision is made
    • Develop a fair and consistent interviewing process for selecting employees
    • Prepare better job advertisements and use a variety of markets
    • Develop a job analysis and position profile
    • Use traditional, behavioral, achievement oriented, holistic, and situational (critical incident technique) interview questions
    • Develop competency based interview techniques
    • Effectively interview difficult applicants
    • Check references more effectively
    • Understand the legislative implications of the Employment Equity Act that can affect the recruitment process
  • The Recruitment and Selection Process

    During this session, we will take a quick look at the six stages of the recruitment process.

  • Factors in the Hiring Process

    We will examine the three levels of factors in the hiring process in this session.

  • Cost Analysis

    During this session, participants will analyze the cost of hiring an employee.

  • Job Analysis and Position Profiles

    Determining just what you’re hiring for is the second stage of the hiring process. We will look at performing a job analysis and writing a position profile in this session.

  • Determining the Skills You Need

    Once you have analyzed what the job will entail, you will need to determine what technical and performance skills the candidate will need. We will examine various ways of doing this during this session.

  • Finding Candidates

    During this session, we will examine the advantages and disadvantages of various advertising methods.

  • Advertising Guidelines

    If you’re going to spend time and money looking for a candidate, you should make sure your ad passes the ten tests of advertising.

  • Screening Resumes

    Now that you have the stack of resumes on your desk, what are you going to do with them?
    Our recommendation is to use a resume screening guide. During this session, we’ll discuss just what that is, how to develop one, and how to use it.

  • Performance Assessments

    In addition to interviewing, you may also choose to have candidates complete a technical or performance exercise. We will look at both types of exercises through a lecture.

  • Problems Recruiters Face

    During this session we will discuss some common mistakes recruiters make and how to avoid them.

  • Interviewing Barriers

    There are also some human mistakes that recruiters make; this will be our focus during this lecture.

  • Non-Verbal Communication

    During an interview, it is crucial to be aware of the non-verbal signals that you are giving and receiving. We will explore some of these signals through a lecture and an exercise.

  • Types of Questions

    Obviously, the ability to ask questions is crucial to an interview. During this session, we will discuss how to use open questions, closed questions, and probes.

  • Traditional vs. Behaviour Interviews

    During this session we will look at what behavioural interviewing is and how it differs from traditional interviewing. Participants will also have the opportunity to develop some sample behavioural questions.

  • Other Types of Questions

    There are two more key types of questions that you can use during an interview: achievement oriented and holistic. We will take a brief look at both types during this session.

  • The Critical Incident Technique

    Another type of interview question asks the candidate how they might behave in a certain situation. We will explore why these questions are so valuable, how to develop them, and how to use them.

  • Listening for Answers

    Listening for what the candidate does and does not say is just as important as asking the right questions. During this session, we will look at some key listening skills.

  • Difficult Applicants

    During this session, participants will role play one of four difficult applicants in a mock interview.
    We will also discuss how to get the information you’re looking for out of these types of people.

  • Interview Preparation and Format

    During this session, we will discuss some things you should do before, during, and after the interview.

  • Other Interview Techniques

    During the interview, there are some techniques you can use to keep things moving. We will talk about five of the most common methods.

  • Scoring Responses

    During this session, we will discuss how to use performance-based rating scales.

  • Checking References

    We will look at how to check references, using a reference guide, and who to ask for references.

  • Human Rights and Labour Law

    Through a brief lecture, participants will learn about some of the key labour law (employment equity act) and human rights issues that recruiters face.

MODULE 2:

Performance Management

  • Objectives:

    Recognise and comprehend performance management definitions and techniques.
    Integrate performance management within the overall management of an organisation. Be enabled to guide the implementation of a performance management system and be enabled to conduct performance appraisals.

  • Overview:

    Upon completing this module, the participants should:

    • Be familiar with performance management definitions and concepts
    • Understand the purpose of performance management and how this fits into the overall management of an organisation
    • Have the skills to avoid key pitfalls associated with the implementation of a performance management system
    • Understand the comparative advantages of different performance evaluation techniques
    • Be confident to:
      • set performance goals
      • set key performance indicators
      • train staff to give developmental feedback
      • conduct performance appraisals and reviews
      • Understand the critical success factors in introducing a performance management system
  • Module outline:
    • Familiarisation with performance management definitions and concepts;
    • Understand the purpose of performance management and how this fits into the overall management of an organisation;
    • Looking at different types of performance management systems
    • Purposes and Challenges to performance management
    • Integrating performance management with general management competencies including:
    • Performance agreements
    • Drawing up Job Profile
    • Avoid the key pitfalls associated with the implementation of a performance management system;
    • Main phases and steps of problem solving processes
    • Understand the comparative advantages of different performance evaluation techniques
    • Success and failure factors
    • Setting Performance goals;
    • Setting Performance indicators;
    • Training staff to give developmental feedback;
    • Conducting performance appraisals and reviews.
    • Understand the critical success factors in introducing a performance management system
    • Evaluation and review for staff and management

The module highlights how a performance management system can be implemented in five phases

  • Initiate: Commitment of the stakeholder, putting the necessary project mechanisms in place and building a common understanding of the approach.
  • Design: This includes policies, processes, forms and integration with other organisational systems that need to be linked.
  • Roll-out: By now, the system is ready to be introduced to the organisation at large. This includes training and communication.
  • Apply: The system is now being used. Regular performance reviews and appraisals take place.
  • Improve: Any problems that were experienced so far can now be resolved and changes to the system be made to enhance the system.

MODULE 3:

Training and skills development

  • Module Outline

    • The Skills Development Act
    • Workplace skills plans
    • Claiming from the Setas
    • Setas and the national qualifications framework
    • Conducting a training needs analysis
    • Drawing up a training plan for your organization
    • Different forms of training
    • Evaluating effective training

MODULE 4:

Broad based black economic empowerment

  • Module Outline
    • The BBBEE scorecard
    • The revisions to the scorecard from 2014
    • The 5 criteria:
    • Ownership
    • Management Control
    • Skills Development
    • Enterprise and supplier development
    • Socio-economic development

MODULE 5

Provide an overview of the Basic Conditions of Employment Act

  • Module Outline
    • Provide a detailed overview and application of the Basic Conditions of Employment Act including:
    • Regulation of working time
    • Overtime, Sundays and Public Holidays
    • Lunch breaks
    • Rest periods
    • Annual Leave
    • Family Responsibility Leave
    • Maternity Leave
    • Night duty requirements
    • Notice periods

MODULE 6

Labour Relations

  • Initiate (Prosecute) a Disciplinary Hearing:
    • Misconduct in the workplace
    • Disciplinary code
    • Examples of misconduct
    • Verbal warning and written warnings
    • Identifying and classifying transgressions
    • Drawing up the charges appropriately and correctly
    • Notifying employees of a disciplinary hearing correctly
    • Prosecuting your case
    • Understanding the principles of the law of evidence
    • Applying the principles of the law of evidence
    • Evidence that is admissible and inadmissible
    • Cross examination techniques
    • Rules of case presentation
    • Leading evidence
    • Cross examination techniques
    • How to present closing arguments
    • Investigations & gathering information
    • Collating the information in date order
    • Evaluating the evidence
    • Types of evidence
    • Prima facie evidence
    • Circumstantial evidence
    • Corroborating evidence
    • Video evidence, sms’s, photographs
    • Documentary evidence
    • Loco inspections
    • Preparing the witnesses
    • Preparing questions for the witnesses
    • Overview of relevant case law
    • Relevant sections of labour legislation
    • Codes of good practice

MODULE 7

Chair a Disciplinary Hearing – Fair Procedure

This module enables delegates to conduct proper disciplinary hearings and to administer
disciplinary principles in a fair and consistent manner. It will lead delegates through the
required procedural and substantive aspects pertaining to disciplinary action.

  • Module outline:
  • Chairing a hearing:
    • How to draft the allegations/charges / notice to attend a hearing
    • Understand all fairness and equity principles
    • Create a better understanding of required procedures during hearings
    • Preparation for the hearing
    • Procedure and conduct during the disciplinary hearing
    • Procedure and conduct during the appeal hearing
    • Be able to prepare for such hearings
    • Understanding and complying with the duty to keep record
    • Chairing the hearing
    • Conducting and managing the hearing
    • Implement procedure to handle non-dismissible offences.
    • Hear pleadings
    • Mitigating & aggravating circumstances
    • Take a decision as to sanction.
    • Inform employee of and record decisions.
    • Ensure that proceedings and decisions are recorded
    • Fun Role Play of a Disciplinary Hearing

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