Organizational Structure & Staff Optimization Plus Meeting Legal Requirements
- Positions and key responsibilities
- Have all business tasks been distributed appropriately among employees?
- Organizational chart
- Create (or refine) your company’s organizational chart
- Take a fresh look at your existing staff and their positions
- Employer and employee responsibilities and obligations
- Important considerations concerning payroll
- Why you need to issue an employee with a letter of employment
- Identifying staff training requirements (hard skills and soft skills)
- How to master the recruitment process
- How will you find the right people?
- What you need to find out about the person you are hiring
- Create your brief to a personnel agency
- Recruitment recommendations
- South African labour rules and regulations with information and direct links to documents on the internet
- The Acts you need to display at your workplace in South Africa
- Labour Relations Amendment Act Number 6 of 2014
- Basic Conditions of Employment Act
- SA Labour Guide and CCMA Codes Of Good Practice (links to some of the more common ones for quick, easy access)
- Commission for Employment Equity Report 2015 – 2016
- Department of Labour – Labour Relations Act and Amendments
- Employment Equity Act (EEA) No. 55 of 1988
- Employment Conditions Commission
- Protected Disclosures Act No. 26 of 2000
- Promotion of Access to Information Act 2 of 2000
- Promotion of Administrative Justice Act 3 of 2000
- Sector Education and Training Authorities (SETAs) and the Skills Levy
- Baseline Study of the Activities of the SETAs in the Western Cape Province
- Skills Development Act 97 of 1998 amended by the Skills Development Levies Act 9 of 1999 and Skills Development Amendment Act, No 31 of 2003
- Unemployment Insurance Contributions Act No. 4 of 2002
- Department of Labour
- Claiming Unemployment Insurance
- Occupational Health And Safety
- Occupational Health And Safety Amendment Act No 181 of 1993
- What one should include in the Safety, Health and Environment (SHE) file
- Compensation for Occupational Injuries and Diseases Act No. 130 of 1993 (COID)
- What you can do to prevent the risk of a fire breaking out
- How to prepare for medical emergencies
- How will you safeguard against crime in the workplace?
- How to access important South African Government notices and tender documents
- Government Gazettes
- Legal Gazettes
- South African Government Services
- Parliamentary Monitoring Group
- Understanding the platforms available to you to handle disputes in the workplace in South Africa
- Constructive Dismissal
- Commission for Conciliation, Mediation and Arbitration (CCMA)
- Pre-Dismissal Arbitration
- Private dispute Resolution Agency
- Workplace forums
- Trade unions
- Basic guide to strikes, lockouts and picketing
- List of registered bargaining councils in South Africa
- Module 6 completion form
Without people, there is no business. Your staff are your most important asset and they are also going to help to make or break your business so the more you can equip yourself on the subject, the better.
People grow and change, get to face different personal challenges, and also become tired or bored. When last did you take a good look at every single position and person occupying that position, to see if a person was still the best fit for a particular job?
When last did check that everything that needs to be done on an on-going basis, has been allocated and allocated to the person best qualified to handle it?
World-wide, regulations governing the treatment of staff and handling of staff issues and disputes, carry serious repercussions and penalties for those who do not comply. This module will help you identify what you need to comply with in South Africa so that you can operate within the “law”.
Free yourself from judging people and yourself by how much money one does or does not have.
You will also address hard and soft skill requirements and be able to put plans in action to identify what type of training needs to be given and for which staff.
One cannot hold an employee accountable for something which has not been defined and agreed to. It is highly recommended that you take this opportunity here to review every employment contract and make the appropriate changes to contracts, systems, procedures and measures of accountability that will best serve the objects of the business and the people involved.
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More than 400 A4 pages of powerful resources – helping you to MAKE and SAVE thousands in your business.