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
