Human Resources Management and Labour Relations Course - Imsimbi Training : Imsimbi Training

Overview
Outcome
Content

Course Duration: 5 Days

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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 Duration: 5 Days

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MODULE 1

Recruitment and SelectionThis 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 ProcedureThis module enables delegates to conduct proper disciplinary hearings and to administerdisciplinary principles in a fair and consistent manner. It will lead delegates through therequired 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

Course Duration: 5 Days
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