This course is accredited by the Services Seta and 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 and 114274 at NQF level 5 worth 8 credits.

5 Day Course

COURSE OUTLINE:

Module 1:

Labour Legislation in SA

An overview of labour legislation in South Africa. Focusing on the following acts:

 Labour Relations Act

 The Basic Conditions of Employment Act

 The Skills Development Act

 The Employment Equity Act.

Module 2:

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

Module 3:

Performance Management:

Learning Outcomes:

• 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

MODULE 4:

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

• 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

MODULE 5:

Labour Relations

Initiate (Prosecute) a Disciplinary Hearing:

• Misconduct in the workplace

• Disciplinary code

• Examples of misconduct

• 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 6 :

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