|
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Department of
Labour Employment Equity Audits |
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Internal Motivation for Promotion Form |
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|
National Skills
Development Strategy (NSDS III) |
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|
Annual Labour Policy Conference 2011 |
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|
SA population
to grow at slower rate |
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|
The
Corporate Gender Gap 2010 |
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|
Global
Talent Risk Seven Responses |
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Alternative Perspectives on Amendments to Labour Laws |
|
|
Annual Labour Policy Conference 2011 - Department of Labour
sets out 5 strategic goals |
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|
SA
population to grow at slower rate |
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|
Employment
Services Bill 2010 - December 2010 |
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Labour Relations Amendment
Bill 2010, 17 December 2010 |
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|
Employment Equity
Amendment Bill 2010, published 17 December 2010 |
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|
Basic Conditions of Employment
Amendment Bill 2010, published 17 December 2010 |
 |
Registered trade
unions as at 31 August 2010 |
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|
Accredited bargaining
councils (for purposes of conciliations and/or arbitrations) |
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|
Deregistered
trade unions as at 31 August 2010 |
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|
Registered
employer organisations as at 31 August 2010 |
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|
Deregistered
employer organisations as at
31 August 2010 |
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|
Registered
bargaining councils as at 31 August 2010 |
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|
Govt withdraws special policy for
Zimbabweans - questions every South African employer should ask
themselves? |
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|
Moving from pure
regulatory compliance to a culture of voluntary moral compliance by
Gary Watkins |
|
|
What Economically Active Profiles (EAP)
are appropriate for your organisation? |
|
|
New articles to be published shortly |
|
|
- Who is the final arbiter of whether an organisation is
compliant?
- What Economically Active Profiles (EAP) are appropriate for
your organisation?
- The appropriate methodology for developing employment equity
plans should be workforce planning methodologies which go beyond
the limited variables required in EE Reports.
- The confusion and poor wording in the current Employment Equity
General Administrative Regulations, 2009 must be amended.
- The inordinate focus on HIV/AIDS should actually be a
broader focus on Employee Wellness.
- Employment Equity Plans (or as we argue "Workforce Plans") should
incorporate the criteria used by the Labour Court when assessing
compliance.
- Affirmative action measures are not consistently pursued and
not strategically aligned to business requirements in the long
term.
- Employers cannot fully comprehend their legal obligations
regarding employment equity without being fully appraised of how the
legislation is interpreted and applied by the Labour and Labour
Appeal Courts.
- Employment equity committee members are frustrated participants
in the consultation process, have a poor comprehension of their
roles and their contribution is limited.
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Employment Equity compliance |
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|
Mentoring and Coaching Spot
the Difference |
|
|
The agency work industry
around the world At a time when it is has become the latest
"call to arms" amongst labour and certain (limited) sectors of
government and the slipping and sliding from vocal politicians
calling for the initial "banning of labour brokers" to the now
moderate call for their "proper regulation", this report from CIETT
provides an alternative perspective on the employment opportunities
created by legitimate temporary employment agencies. |
|
|
Gender Equality - research
findings |
|
|
Women in labour markets Measuring progress and identifying
challenges [Publications]
pdf 7697 KB |
|
|
The contributions of the grey
wave to organisations and societies |
|
|
The distinction between
performance and conduct |
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|
Recruitment and Selection Manual Download
Recruitment&Selection_Manual_2010.pdf (84 pages, 2.1MB)
INDEX:
DEFINITIONS
THE COMPANY VISION
HUMAN RESOURCE STRATEGY
VALUING DIVERSITY IN THE WORKPLACE
-
Benefits of Workplace Diversity
-
Challenges of Diversity in the Workplace
-
Recommended diversity in the workplace solutions
THE RECRUITMENT PROCESS
PLANNING
JOB ANALYSIS
-
Job Description - Key Elements
ADVERTISING
-
Insights into future work trends
HOW TO SELECT TALENT
-
The short listing process
-
Screening Resumes
THE INTERVIEW
-
Is it a legal questionnaire?
-
Bias
-
How to ask the right questions
-
Some basic rules to interviews
-
How to listen effectively
COMPETENCIES
-
What are competencies?
-
What is a competency model?
-
How are competencies identified?
-
What is a competency interview?
-
Different types of Competencies
-
Suggested questions for Competency Based Interviews
BEHAVIOURAL AND STRUCTURED INTERVIEWS
-
Introduction
-
Pros and cons of structured interviews
-
Behavioural categories
-
Interview guide
-
Evaluation report on candidate
-
Questions Template
-
A complete list of behavioural interview questions
RECOMMENDATION
THE OFFER
-
The interview decision
-
Dont lose the best candidate
-
Article: Eight Hiring Mistakes Employers Make: From Application
to Interview
EVALUATION AND MEASUREMENT OF THE RECRUITMENT PROCESS
-
Article the true cost of hiring
WHAT ARE YOU GOING TO DO DIFFERENTLY TOMORROW?
ANNEXURE 1 SOUTH AFRICAN LEGISLATION
ANNEXURE 2 COMPETENCY DICTIONARY
Download
Recruitment&Selection_Manual_2010.pdf (84 pages, 2.1MB) |
|
|
Internship
Policy
Internship Agreement
. Form
4.3.1
Performance agreement
.
Form 4.3.2
Mentor report on intern/learner upon completion of their programme
.
Form 4.3.3
Letter of completion
.
Form 4.3.4
Application for internship
.
Form 4.3.5 |
|
|
Coaching and Mentoring Manual
|
INTRODUCTION: |
7 |
|
Why is Coaching &
Mentoring So Important? |
7 |
|
WHAT IS COACHING AND
WHAT IS MENTORING? |
7 |
|
The meaning of
Coaching: |
7 |
|
What does Mentoring
mean? |
9 |
|
Informal Mentoring |
10 |
|
Formal v informal
mentoring relationships |
11 |
|
DO WE NEED
COACHING/MENTORING? |
11 |
|
The Benefits of
Coaching for Organisations |
11 |
|
THE DIFFERENCE
BETWEEN COACHING AND MENTORING |
13 |
|
BUSINESS COACHING &
MENTORING |
13 |
|
Executive Coaching &
Mentoring |
14 |
|
Performance Coaching
and mentoring |
15 |
|
Skills coaching &
mentoring |
15 |
|
Personal coaching &
mentoring |
16 |
|
HOW DOES COACHING AND
MENTORING COMPARE WITH OTHER SERVICES? |
17 |
|
IS COACHING JUST
THERAPY BY ANOTHER NAME? |
19 |
|
The traditional
therapies, psychology and counselling and their relationship to
coaching |
20 |
|
MENTORING VERSUS
OTHER FORMS OF DEVELOPMENT |
20 |
|
Two schools of
mentoring |
21 |
|
EXPECTATIONS AND
CHARACTERISTICS OF A BUSINESS COACH |
22 |
|
EXPECTATIONS AND
CHARACTERISTICS OF A MENTOR |
24 |
|
STYLES OF COACHING
AND MENTORING |
26 |
|
Mentoring Styles: |
26 |
|
Letting Go Style |
26 |
|
Active Listening
Style |
26 |
|
Advisory Style |
26 |
|
Cooperative Style |
27 |
|
Recognizable Coaching
Styles |
27 |
|
CONTEXT FOR EFFECTIVE
BUSINESS COACH OR FORMAL MENTOR |
30 |
|
Communication: |
30 |
|
INTER PERSONAL
COMMUNICATION |
30 |
|
Transactional
Analysis: |
30 |
|
Ego States |
31 |
|
Transaction between
ego states |
31 |
|
Complimentary
transaction: |
31 |
|
Crossed Transaction: |
31 |
|
Ulterior Transaction: |
32 |
|
Strokes and Games |
32 |
|
ISSUES INFLUENCING
INTERPERSONAL COMMUNICATION |
33 |
|
Communication
Barriers: |
33 |
|
Personality conflict: |
33 |
|
Gender Differences |
34 |
|
Communication
Barriers between men & women: |
34 |
|
Cultural Differences |
34 |
|
Cross Cultural
Communication |
34 |
|
Politically Correct
Communication: |
34 |
|
Emotional
Intelligence: |
35 |
|
TYPES OF
COMMUNICATION |
36 |
|
Face to Face
Communication |
36 |
|
Facial Expressions: |
36 |
|
Gestures: |
37 |
|
Posture: |
37 |
|
Personal space: |
38 |
|
BUSINESS
COMMUNICATION |
38 |
|
ESTABLISHING THE
REALITY |
39 |
|
FEEDBACK: |
40 |
|
COACHING FOR RESULTS |
44 |
|
PERFORMANCE-BASED
FEEDBACK |
47 |
|
PROVIDING POSITIVE
FEEDBACK |
48 |
|
FEEDBACK ON PROBLEM
PERFORMANCE |
49 |
|
GIVING CONSTRUCTIVE
FEEDBACK |
53 |
|
GROW MODEL FOR
COACHING |
53 |
|
Goals |
54 |
|
Reality |
54 |
|
Options |
54 |
|
Wrap Up |
54 |
|
POSSIBLE BARRIERS IN
COACHING AND MENTORING: |
54 |
|
SIGNS OF SUCCESS |
55 |
|
|
|
Talent
Management Manual |
|
|
Pre hearing
suspension procedures |
|
|
Children in the Workplace |
|
|
Breast
Feeding Policy |
|
|
Employment
Equity Act, 1998 - General Administrative Regulations, 2009
1. Definitions
2. Collecting information
and conducting an analysis
3. Duty to prepare and
implement an Employment equity plan
4. Duty to report
5. Duty to inform
6. Income differentials
7. Securing an
undertaking
8. Compliance order
9. Objections to
compliance order
10. Repeal
11. Short Title
FORMS AND ANNEXURES
-
EEA1 Employee
declaration in terms of Section 19 (1) of the Act
-
EEA2 Report to
Director-General in terms of Section 21 of the Act
-
EEA3 Summary of the
Act in terms of Section 25(1) of the Act
-
EEA4 Statement of
income differentials in terms of Section 27 of the Act
-
EEA5 Securing an
Undertaking in terms of Section 36 of the Act
-
EEA6 Compliance order
in terms of Section 37 (1) of the Act
-
EEA7 Objection
against Compliance Order in terms of Section 39 (1) of the Act
-
EEA8 Annexure1
Demographic Data
-
EEA9 Annexure 2
Occupational Levels
-
EEA10 Annexure 3
Summary of the employment equity progress report
-
EEA11 Annexure 4
Request for employer's employment equity report
|
|
|
Developing a Human Resources Strategic Plan
A
Human Resource Strategic Plan provides a framework to guide the
application of all aspects of a companys human resource practices.
It identifies a long-term vision, supporting success factors, and
the most immediate priorities needed to achieve the business
strategy.
Like all of the other major business functions, human resources must
accomplish a wide range of activities from basic transaction
processing to strategic planning in order to be successful. The
importance ascribed to each of those functional activities in large
part represents the companys human resource strategy.
Dont let your HR department get left behind by the business. Start
planning your HR Business Strategy now!
This 130 page online manual by Workinfo.com covers the following
important areas and will guide you through the process:
·
Introduction to strategic planning
·
Internal and external assessments
·
The
corporate strategic planning process
·
Self
analysis of the HR function
·
Formulation of the HR strategy
·
Human
Resource Strategy templates
·
Translation of the HR Strategic plan into an operational plan
·
HR
Operational Plan templates
·
Communication and stakeholder management |
|
|
Guidelines for Trade Unions - 10 October 2003 |
|
|
Sexual Harassment Policy |
|
|
Incapacity Investigation Policy and Forms |
|
|
Consolidated Mine Health and
Safety Act plus Regulations (as at 16 June 2009) |
|
|
World Development
Indicators 2009 (World Economic Forum) |
|
|
South
African National HIV Prevalence, Incidence, Behaviour and
Communication Survey, 2008 |
|
|
The Africa
Competitiveness Report 2009 (World Economic Forum) |
|
|
Report of the
Ministerial Committee on Transformation and Social Cohesion and the
Elimination of Discrimination in Public Higher Education
Institutions |
|
|
Pro Forma Industrial
Relations Policy |
|
|
Training Manual
1.
Training and Development Guide
2. Course Details
2.1
Annual Training Calendar
2.2
Course Details
2.3
Accredited Training Providers
2.4
Training Nomination Form
2.5
Employee Training Request Form
2.6
Training Schedule of Selected Delegates
2.7
Training Course Evaluation
3. Administration
3.1
Training Booking Form
3.2
Training Check List
3.3
Pre-course Discussion between Delegate and Manager
3.4
Post-course Discussion between Delegate and Manager
3.5
Attendance Register
3.6
Clearance Certificate
3.7
Case Report Worksheet
3.8 Training
Agreement
4. Workplace Skills
Development
4.1
Training Committee Constitution
4.2
Training Nomination for New Members
4.3
Training Committee Nomination (Replacement)
4.4
Training Committee Minutes
4.5 Workplace Skills
Plans and Reports (download from relevant SETA |
|
Portable Laptop
policy |
|
Confidentiality and Non Disclosure Agreement |
|
Human Resources Strategy and Operational Plan Templates |
|
Recruitment and selection guidelines and best practices |
|
Behavioural and structured interviews |
|
Performance Management |
|
Non disclosure agreement |
|
Polygraph Testing |
|
|
|
Communications Manual
1. Introduction to the communications manual *
2. The purpose of a communication STRATEGY *
3. The role of the communication specialist in the workplace *
4. Planning the communication strategy *
5. Internal communication *
6. Analysing the organisations communication requirements *
7. Building the communication message *
8. Identify your stakeholders *
9. Identify the correct communicators *
10. Communicating via the correct channel / medium *
11. Drawing up the communication plan *
12. Benchmarking your communications *
13. Measure and evaluate your communications *
14. Recommended communication skills training *
15. How to improve workplace communication *
16. Conflict resolution and negotiation *
17. Legislation governing electronic communication in RSA *
18. Mandatory communication regarding legislation *
18.1. Employment Equity Communication Guide *
19. Communication Policies and procedures *
20. List of annexures *
- Communications Needs Analysis.
- Communication Champion Key Performance Indicators
- Communication Plan Template in order to draw up your communication
- Communication Monitoring and Control
- Electronic Communications and Email Policy
- Electronic Communications Act of 2002
- Regulation of Interception of Communication and Provision of
Communication Related Information - No 70 of 2002
- Parts a | b | c | d | e
- Protected Disclosure Act
- Promotion of Access to Information Act, No.2
- Preparing for a communication audit
- Employment Equity Communication Guide
- Stakeholder Analysis Template
- Stakeholder Communication Toolkit
- Communication Audit Template
- Individual Consent Form (Emails)
- Words and Phrases
- The SAHRC Guide to Drawing up the Section 51 Manual in terms of the
Promotion of Access to Information Act
- Employee Climate Studies a guide to doing climate studies in the
workplace
- Departmental Climate Study an example of a climate study
- Employee Survey Design Guide guideline on how to do employee
surveys
|
|
|
|
A Christian perspective on New Age Movements |
|
Christian Guidelines For Evaluating Reiki As An Alternative Therapy |
|
Confront the Talent Crunch
and Find the Employees Your Company Needs |
|
Manpower Annual Talent
Shortage Survey Reveals Skilled Manual Trade |
|
Duties of
Employment Equity Manager including
Appointment of
Employment Equity Manager |
|
Workforce Planning Resources |
|
Working Towards Wellness -
Organisations have a unique and vital role in improving the
wellness, health and physical fitness of employees not only in the
developed world but also around the globe, particularly in those
countries where increasing rates of chronic disease will take an
increasing toll |
|
Promotions and
Transfers |
|
Decline in hiring trend in
South Africa expected for the second quarter of 2008 |
|
Alcohol and substance abuse in the workplace |
|
Reward Philosophy & Policy |
|
Remuneration Committee |
|
Banner
advertising available on Workinfo.com |
|
Revised
user terms and conditions |
|
Applicant Notice of Withdrawal of Referral to CCMA |
|
Objection
to Con-Arb (updated) |
|
Employee Settlement
Agreement (updated) |
|
Agreement
ito s197(2) & (6) with trade union that members will not be transferred. |
|
Agreement
ito s197(2) & (6) with individual (non-unionised) employee on not being transferred. |
|
Agreement Contemplated By Section 197(7) of the Labour Relations Act |
|
Notice to Trade Union of section 197 transfer of members |
|
Letter to individual employees informing them of transfer of undertaking |
|
Orienation - New
Employee Core Training |
|
Template for a Motor
Vehicle Policy |
|
The Alcohol Use Disorders
Identification Test (World Health Publication) |
|
Children's Educational Assistance Policy
(updated) |
|
A useful
spreadsheet for determining Key Result Areas |
|
Important
cases addressing retrenchments |
|
Labour Market
Review 2004 - This edition of the Labour Market Review has as its theme, employment and
unemployment issues in South Africa . In line with the overall purpose of the
Review, the aim is to provide valuable factual and analytical information that
can empower stakeholders and the public at large, to engage in debates and the
analysis of policies and labour market outcomes.
Download
Report |
|
Industrial
Action 2004 - The report on industrial action in 2004 reveals a clear rise in workdays
lost. Some 1 286 003 workdays were lost through labour disputes in 2004, more
than the total in 2003 (919 780), and slightly less than the average for the
five years 1999-2003 (1 356 923). This represents an increase of about 40% on
2003 and is the highest annual total since 2001. However, there was a decline in
the number of strikes in 2004 compared to the previous three years. There were
49 stoppages of work in 2004 because of labour disputes, fewer than the total of
62 in 2003. Download
Report |
|
European Union - The TUPA regulations, comparative labour studies (EIRO Foundation) and much
more. Click here for excellent resources on EEC and EU developments. |
|
Gender Equality
Promoting Gender Equality - A Resource Kit for Trade Unions
(Free - ILO Publication - Easy Downloadable ) |
|
View our
latest online gender equality forum (for subscribers) |
|
Draft Gender Policy and Code of Practice |
|
ILO, UN and EU Conventions and Recommendations on Gender
Equality |
|
New amendments
|
|
Unpaid Sabbatical
Leave Option |
|
Professional conduct of conduct |
|
Service Agreement
(for consultants / employees) |
|
Service Specification Form Annexure 1 |
|
30 - 60- 90 Day Employee Review Form |
|
Disciplinary Warning Forms |
|
Labour Broker Agreement (Between client and broker) |
|
Employee Referral Programme |
|
Firearm & Dangerous Weapons Storage Policy |
|
Office Safety Policy |
|
Human
Resources Customer Satisfaction Survey |
|
Emergency
Response Reference Guide |
|
Basic
Safety & Security Checkpoints For Public & Commercial
Buildings |
|
Evacuation
Systems for High-Rise Buildings |
|
Ten-Point
Checklist for Emergency Preparedness |
|
Contingency
Plan Template |
|
Company
dress code (examples and considerations) |
|
Job
Rotation Policy (sample) |
|
Developing
an Human Resources Operational Plan |
|
Firearm & Dangerous Weapons Storage Policy |
|
Motor Vehicle Policy |
|
Employee Suggestion Award Programme |
|
Employee recognition
programmes |
|
Employee breach of resignation period - letter of demand |
|
Employee Relations Manager |
|
Overview of Human Resources Function, Roles and Responsibilities |
|
Consensual Relationships in the Workplace |
|
Indemnity Agreement - Special events |
|
Human Capital Standard for Success |
|
HUMAN CAPITAL - A Self-Assessment Checklist for Business Managers |
|
NON-DISCLOSURE-NON-COMPETE
AGREEMENT (New idea - concept being communicated to a third party) |
|
Teamwork - Diagnostic Exercise |
|
Guide to Good Practices for Teamwork Training and Diagnostic Skills |
|
Recruitment Agency Terms and Conditions |
|
People Performance and Guide - comprehensive strategy with documentation |
|
Draft Human Resources Code of Good Practice |
|
Legal publications |
|
Draft Code of Good Practice- Who is an Employee - May 2004 |
|
Draft Code of Good Practice for the Employment of Children in the Performance of Advertising, Artistic or Cultural Activities - August 2004 |
|
Sectoral determination 10- Children in the performance of advertising, artistic and cultural activities, South Africa |
|
Facilities Regulations - provision of sanitary facilities |
|
Draft Code of Good Practice on the Handling of Sexual Harassment Cases in the Workplace - September 2004 |
|
Workforce Planning- Assessment of workforce planning readiness |
|
Assessing Readiness To Implement A Performance Management System |
|
Workinfo.com Free Monthly Downloads |
|
A guide to strategic human resource planning |
|
Probationary Review Form |
|
Critical Success Factors To Support The Management Of Performance |
|
GIVING CEOS THE RIGHT LEVERS TO PULL TO ENTRENCH CHANGE AND HIGH PERFORMANCE |
|
Game Lodge Job Profiles |
|
POLICY AND PRACTICE IN EUROPEAN HUMAN RESOURCE MANAGEMENT-EDITED BY CHRIS BREWSTER AND ARIANE HEGEWISCH |
|
DEFINITION AND CONTEXT OF INDUSTRIAL RELATIONS |
|
MANAGING HUMAN RESOURCES AND INDUSTRIAL RELATIONS |
|
Pro Forma Retainer Agreement |
|
What's Legal - Interview questions |
|
WHY HAVE A COMMUNICATION STRATEGY? |
|
Violence in South Africa
(Complete training course) |
|
Service
Obligation and Repayment of Course Fees |
|
Legal and Illegal Uses of Polygraph Testing |
|
Detailed
Training Guide (MS Word, 29 pages) |
|
Pro Forma Testing and assessment policy |
|
Guidelines on Black Economic Empowerment |
|
Monthly probationary review form |
|
A Managers Guide To Performance Management Policies and Procedures |
|
Pro Forma Orientation Policy |
|
Standard terms and conditions applicable to all Recruitment Agencies |
|
Independent Contractor Agreement |
|
CONSULTANT-INDEPENDENT CONTRACTOR DETERMINATION CHECKLIST |
|
Agreement for the use of the Services of a Contractor |
|
Guidelines for Conducting Diversity Training |
|
Training & development - increasing workplace opportunities for women through training |
|
The use of focus groups |
|
Training Needs Analysis |
|
Another training needs analysis |
|
Developmental Needs Assessment |
|
Education and Training Guide |
|
Developing a Training Plan |
|
Standardised documents in a Training Manual |
|
Policy guidance on "new age" training programs which conflict with employees' religious beliefs |
|
A Managers Guide To People Management Policies and Procedures |
|
On-the-job training (OJT) policy |
|
Management Development and Training - A Primer |
|
Income Tax on scholarships, bursaries and awards for study, research and teaching |
|
Testing and Assessment in the Workplace |
|
Guidelines for Leaders to Consider When Making Decisions |
|
An Aid to Improve Understanding of Different Cultures |
|
Employee salary - status change form |
|
Employee Self Assessment Guidelines & Form |
|
Performance Management - Notice of Improvement needed for substandard performance |
|
Electronic
Communications Act and Policy |
|
Pro
Forma Employment Equity Plan (guidelines - MS Word 63 pages) |
|
Red
Cross Aids Manual - Essential reading (print & retain copy at
work premises) [Pdf - Right click & "Save As"] |
|
Declaration of
a company as sole employer |
|
Performance Appraisal
- Simple Version |
|
Performance Appraisal Checklist of Behaviours and Skills |
|
Performance appraisal progress review summary |
|
Rating Scale Guidelines for measuring performance |
|
Performance appraisal feedback to manager worksheet |
|
Application for
employment - Pro Forma |
|
A Self-Help Guide to Mentoring |
|
Guidelines for Developing Quality Training
- Assessment of Learning Needs
- Description of target population
- Specification of performance objectives
- Planning for Instructional Content, Sequencing, and Methods
- Determination of instructional setting and delivery requirements
- Development of feedback plan and tools
- Description of Instructional Support Services
- Development of Evaluation
- Other Tasks Related to Designing Instruction
|
|
New positions and advertising control list |
|
Dominant Impression Test |
|
Tax Status Questionnaire |
|
On
Focus Groups (with a practical example of a Focus Group on Gender
Equality) |
|
Employee Climate - Culture Survey |
|
Change Management |
|
Gender Policies and Code of Conduct (Draft) |
|
Human Resource Models |
|
Writing a basic job description |
|
Labour Market
Stats |
|
Basic Conditions of Employment
and Labour Relations Amendments |
|
Human
Resource Cartoons
|
|
Illusions
& Perceptions
|
|
SARS Directives
& Practice Notes on Independent Contractors and Personal Service
Companies
|
|
Free
Electronic Communications Policy
|
|
Daily
News Site Added
|
|
International
and National Conferences
|
|
Legal and Human
Resources Bookshop
|
|
Managing
Employee Grievances (MS Word 97) New
|
|
Managing
Workplace Conflict (MS Word 97) New |
|
Managing Employee
Incapacity - including guidelines, pro forma consent forms and special notes |
Training programmes may not be
resold or used for profit without prior permission of Workinfo.com.
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