SETA Accreditation No. 6570

HR Management Best Practice

Refresher programme for Experienced or New HR Managers /
HR Practitioners / SMMEs

Online Workshop dates:

Online course fee less 30% (R2,250.00) p/p off normal fee = R5,250.00 (R6,037.50 incl. VAT) per person for all new registrations received and paid for by 17 June 2020.

Normal public course fees: R7,500.00 (R8,625.00 incl. 15% VAT) per person.

Dates: 1-3 July 2020

Technical requirements: Training will be presented live via MS Teams. You need to have access to either a laptop / desktop including activated webcam, earphones, etc. Internet connection (3G or 4G / LTE) – minimum speed of 3.0 Mbps (up / down).

Online Training Hours:
08:30-16:30 which include 2 x 15 min tea breaks and 1 x 30 min lunch break.

ENQUIRIES
For in-house group bookings and other enquiries, please e-mail Ronell at events@norcaz.biz or contact Charlotte on 011: 902-0720 or Ronell at 073 291 0450.

Public workshop fees: R7.950.00 (R9,142.50 incl. 15% VAT) per person.

________________________________________________________________________________

INTRODUCTION

People and their skills are vital for the success of an organisation. Human Resource Management (HRM) plays a critical role in ensuring businesses achieve strategic effectiveness by developing this resource.

This 3-day programme will enable experienced and inexperienced HR consultants, HR Practitioners, HR Managers or HR Assistants, as well as owners and staff of SMMEs, to become knowledgeable on a practical level in HR Management best practices in our new place of work.

This unique programme incorporates a few modules on important Labour Law matters and it aims to introduce delegates to the role of HRM within the context of business management and is of considerable benefit to anyone who is new to the HR role, or who needs more practical knowledge of HR Management in the organisation or who needs a refreshment on some best practices in the HR environment.

New Topic Added: 4th Industrial Revolution

  • Our new place of work
  • The 4th Industrial Revolution (4IR) & The HR Practitioner
  • What does the 4IR mean for HR?
  • Evaluating the impact of Artificial Intelligence
  • The implications of 4IR for HR

Previous industrial revolutions have shaped human behaviour and the societies we live in – true then as it is today. These great periods of change have all come with a warning of a catastrophic impact upon employment.

Although this has so far not reflected our reality, we are facing a change on a scale we have never seen before. Research from the McKinsey Global Institute suggests that AI is contributing to a transformation of society happening ten times faster and at 300 times the scale, or roughly 3,000 times the impact of the Industrial Revolution.

The position HR practitioners find themselves in at the dawn of 4IR is unique in that it means they are on the frontline in advising organisations of the best way to address the forthcoming change and they are faced with executing a seismic shift in thinking, enterprise-wide, ripping up the rule book to enable organisations to thrive in this rapidly changing world.
(From the pen of Paul Sharpe Chief Operating Officer at InterQuest Group.)

KEY LEARNING POINTS INCLUDE

  • The importance of the HR roles and functions within the organisation, including job analysis and design; recruitment and selection; training and development; performance management; compliance with legislation and management of employee relations.
  • Effectiveness of HRM policies, processes and practices.
  • HRM tools such as performance appraisals and understanding their role in recruitment, retention and career progression.
  • Coaching for peak performance.
  • Approaches to manpower planning.
  • Identify and recognise accomplishments.
  • Fair practice and diverse workforce management practices.
  • Overview of Labour Law and effective handling of disciplinary hearings and grievance procedures, fair and unfair dismissals.

Overview on Basic Conditions of Employment Act (BCEA) and Labour Relations Act (LRA)..

LEARNING OUTCOMES

* An understanding of key HR responsibilities in an ever-changing workplace with emphasis on the upcoming 4IR
* Learn how to keep track of changing demands in the new digital workplace
* Dealing with AI – Artificial Intelligence
* Knowledge of relevant theories related to HRM
* Understanding the importance of correct recruitment for staff retention and talent management
* Implementing Performance Management strategies
* Labour Relations: Compliance with the LRA insofar as discipline and dismissals are concerned
* Implementing effective people acquisition strategies

PROGRAMME OUTLINE

DAY ONE AND TWO

HR MANAGEMENT (HRM), RECRUITMENT AND SELECTION INTERVIEWING, TALENT RETENTION, COACHING FOR PEAK PERFORMANCE, PERFORMANCE MANAGEMENT AND APPRAISALS

These first two days will give an overview of effective HRM practices and processes, recruitment and interviewing skills and requirements, talent retention, coaching for peak performance and performance management and appraisals. Walk away with a toolkit for immediate implementation in the workplace.

INTRODUCTION

  • People and problems
    • How to associate problems and people
    • The value of people – human resources
    • Managerial leadership
    • Organisational socialisation

HRM CONCEPTS, PROCESSES AND PRACTICES

  • New paradigms in HRM
    • Learning and problem solving
    • Employees and employee values
    • Gain insight in the HR Scorecard and its importance in the HR strategic role
    • Identify what you will measure in your organisation going forward
    • Approaches to manpower planning
    • Flexibility and diversity management

RECRUITMENT AND SELECTION

  • Key legal requirements relating to recruitment and selection
  • Know how to recruit for digital changes in the new world of work
  • Keeping track of Artificial Intelligence
  • Hiring for character not only competence
  • Value of psychometric testing
  • Understanding of the recruitment and selection processes and being able to use these processes that are efficient, effective and fair
  • Know how to adequately prepare for the interview
  • Planning and structuring your selection process for identifying the best and suitable candidates
  • Identifying past behaviors that predict an applicant’s success or failure to meet your talent needs
  • The use of interviewing skills and techniques and the effectiveness of panel interviews rather than a single interviewer
  • The use of a process to make a correct and unbiased appointment decision

COACHING FOR PEAK PERFORMANCE

  • Adopt new people-management behaviours
  • Use a coaching paradigm to constantly unlock individual potential
  • Learn how coaching can benefit everyone within the organisation through a supportive coaching environment
  • Fully capitalise on the management skills already learned
  • Develop a performance-focused coaching style to enhance self-responsibility and independence
  • Structure feedback to create a motivating learning experience rather than a judgmental experience
  • Identify behaviours that reinforce people’s efforts to achieve organisational goals and objectives
  • Effectively recognise people at all levels of the organisation
  • Plan for effectively recognising the efforts of others to sustain and encourage productive performance
  • Improved business results by changing others’ behaviour;

PERFORMANCE MANAGEMENT AND APPRAISAL

  • Performance management, assessment and appraisal
  • Model of performance management
  • Approaches to assessment and appraisal
  • Employee development
  • Coaching for Peak Performance

DAY THREE

OVERVIEW AND INTRODUCTION TO LABOUR LAW in South Africa

Including Labour Relations Act, BCEA and Dispute Resolutions and

Absenteeism & Sick Leave abuse

This third day session will give an overview of BCEA, LRA, effective handling of disciplinary hearings and grievance procedures and legal aspects regarding misconduct, incapacity and poor performance.

Introduction to Labour Law in South Africa.

RELEVANT LEGISLATION: Constitution, Labour Relations Act (LRA) and Basic Conditions of Employment Act (BCEA).

GENERAL
* Common Law duties of employer and employee

LABOUR RELATIONS ACT
* The objectives of the LRA and rights of employers and employees.

TRADE UNIONS & COLLECTIVE BARGAINING
* An overview of collective bargaining
* Recognition of trade unions
* Difference between majority and minority unions and how to deal with each (Representivity test)
* Employee rights and Employer rights
* The role of the shop steward
* Trade union rights

DISPUTE RESOLUTION MECHANISMS
* CCMA / Bargaining Councils / Private arbitration
* Jurisdiction issues vs matters of mutual interest etc.

UNFAIR LABOUR PRACTICE
* What constitutes an unfair labour practice
* Referral and remedy of an unfair labour practice
* Role of the CCMA / BC and the Labour Court
* Unfair dismissals
* Procedures to follow: Dismissals for poor performance, misconduct & retrenchment
* Code of good practice.

DISCIPLINARY ACTION
* Schedule 8 of the LRA
* The company’s codes
* Progressive disciplinary action
* Types of misconduct
* The differences between poor performance, incapacity, misconduct and operational requirements
* Grievance procedures, disciplinary procedures, appeal procedures
* Disciplinary hearings / inquiries
* Appropriate sanctions.

POOR PERFORMANCE
* The difference between performance management and disciplinary action
* Standards, job descriptions and j-o-b profiles
* Performance management system
* The appraisal and evaluation
* Corrective measures and counselling
* When the performance management system and corrective measures fail
* The disciplinary hearing and onus of proof.

CODES & PROCEDURES
* Sexual Harassment in the workplace; HIV& AIDS policies; Smoking policies and Privacy policy.

ABSENTEEISM & SICK LEAVE ABUSE

Who should attend this workshop?

– Newly appointed HR Managers
– HR Practitioners
– HR Officials
– HR Supervisors
– HR Administrators / Assistants
– Members and staff of SMMEs

 

       
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