Home / Non-Accredited / Human Resources, Labour & Employment Equity / Effectively Manage Human Resources & Labour Relations (3 days)
Quick Look Course Summary:Effectively Manage Human Resources & Labour Relations (3 days)
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Length: 3 day(s)
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Price (at your venue): 1 Person R 14,997 EX VAT 3 Person R 11,205 EX VAT 10 Person R 8,120 EX VAT
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Certification Type:Non-Accredited
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Locations & Venues: Off-site or in-house. We train in all major city centres throughout South Africa.
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Effectively Manage Human Resources & Labour Relations (3 days)
Managers who can build sound HR policies and practices for their area and apply South African labour law with confidence, from the job advert to the disciplinary hearing.
Managers who lead people carry real HR responsibility: they write job descriptions, sit on selection panels, agree conditions of employment, evaluate performance and decide on discipline. Each of those decisions is governed by policy and legislation, and getting them wrong is costly. This three-day HR training for managers covers the full people-management cycle and the labour law that sits behind it, so managers can take responsibility for HR in their area instead of passing every question to HR.
Day one builds the framework: developing and maintaining HR policies, and the requirements of the Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act, Occupational Health and Safety Act and COIDA. Day two covers bringing people in: writing job descriptions, recruiting, running selection panels and drafting employment contracts. Day three covers managing people in the job: the performance evaluation process and moderation, the disciplinary policy and code, hearings, grievances and disputes.
Each day includes a hands-on workshop – reviewing a policy, drafting a job description and contract checklist, and working through a disciplinary case – so delegates leave with practical tools, not only theory. Content is general guidance on South African labour law, not legal advice.
Why this course
For your organisation
- Managers who apply HR policy and labour law consistently across the business
- HR policies that are reviewed against current legislation
- Fairer, defensible recruitment, performance evaluation and discipline
- Fewer disputes referred to the CCMA or bargaining council
- Less day-to-day reliance on the HR department for routine decisions
For your delegates
- A working knowledge of seven key labour and employment laws
- Templates for a job description, selection panel scoresheet and contract checklist
- A step-by-step view of the performance evaluation and disciplinary processes
- Practice applying the law to realistic workplace cases
What delegates will be able to do
- Develop or review an HR policy so that it is clear, fair and in line with the law
- Explain what the LRA, BCEA, Employment Equity Act, Skills Development Act, Skills Development Levies Act, OHS Act and COIDA require of the employer
- Apply terms and conditions of employment, from probation and remuneration to leave, working hours and notice
- Draft a job description and person specification for a vacancy
- Set up a selection panel and run a fair, structured selection process
- Check an employment contract for the essential terms
- Set up and manage a performance evaluation process, including moderation and feedback
- Apply the disciplinary policy and code, and institute disciplinary action correctly
- Explain the grievance procedure and the dispute route to the CCMA
Who should attend
Supervisors, team leaders and managers who manage a team and want to strengthen their HR management, newly appointed HR officers and generalists, and owners and managers of smaller organisations without a full HR department.
Course outline
Day 1 – HR policy and the legal framework
HR policies and practices
- What HR policies are for and who owns them
- Core policies: employment equity, skills development, grievances, performance evaluation, remuneration and discipline
- Developing, consulting on and communicating a policy
- Reviewing policies as the law and the business change
The labour law framework
- Labour Relations Act: fair labour practices, dismissal, unions and dispute resolution
- Basic Conditions of Employment Act: minimum conditions
- Employment Equity Act: unfair discrimination and affirmative action
- Skills Development Act and Skills Development Levies Act
- Occupational Health and Safety Act and COIDA
- How the laws interact in day-to-day decisions
Terms and conditions of employment
- Start date, probation and duration of employment
- Remuneration, benefits and deductions
- Working hours and overtime
- Annual, sick, family responsibility, maternity and parental leave
- Notice periods and termination
- Sectoral determinations and bargaining council agreements
Workshop: policy review
- Reviewing a sample HR policy against the legislation
- Identifying gaps and recommending changes
Day 2 – Recruitment, selection and employment contracts
Job descriptions
- Job analysis: purpose, outputs and inherent requirements
- Writing a job description and person specification
- Linking jobs to the employment equity plan
Recruitment
- Planning the vacancy and choosing recruitment channels
- Advertisements that attract the right people without unfair discrimination
- Screening and shortlisting
- Handling applicant information in line with POPIA
Selection panels
- Composition and role of a selection panel
- Competency-based interview questions
- Scoring, deliberation and recording the decision
- Reference, qualification and background checks
Employment contracts
- Permanent, fixed-term and part-time employment
- Essential contract terms and written particulars
- Confidentiality and restraint clauses: an overview
- Making and confirming the offer
Workshop: from vacancy to contract
- Drafting a job description for a real vacancy
- Building a panel scoresheet
- Checking a contract against the essential terms
Day 3 – Performance, discipline and disputes
The performance evaluation process
- Performance evaluation policy and procedure
- Setting standards and agreeing objectives
- Evaluation committees and moderation
- Giving feedback and linking results to development and reward
Disciplinary policy and code
- Developing and monitoring the disciplinary policy and procedure
- The code of conduct and sanctions guide
- The Code of Good Practice: Dismissal
- Consistency and record-keeping
Instituting disciplinary action
- Investigation and charges
- Notice and the employee's rights
- Running the hearing: roles, evidence and findings
- Sanction, outcome and appeal
Grievances, disputes and the CCMA
- The grievance procedure
- Conciliation and arbitration
- Trade unions, shop stewards and collective agreements: an overview
Workshop and action plan
- Disciplinary case study in groups
- Your HR action plan for your area
How it is delivered
Three days, 08:30-16:00. In person at your offices anywhere in South Africa, at a BOTI venue, or live online. One delegate or a group of up to about 20; examples and workshops can use your own policies. Workbook, templates and case studies included. We deliver it at your offices in Johannesburg, Pretoria, Durban, Cape Town and anywhere else in South Africa, at a BOTI venue in Johannesburg, or live online for teams in different places.
What our clients say
“We were highly impressed by the high caliber of the training provided. The facilitator demonstrated a deep level of expertise that added significant value to the sessions.”
“The course was efficiently scheduled and planned around our timetable. We were impressed by the quality of training given.”
“[The organisation] was highly satisfied with the work conducted … demonstrated a high level of professionalism when conducting the training and deadline driven. Quality material and well-designed course content was utilised.”
Frequently asked questions
Can you train our managers at our offices?
Yes. We deliver on site anywhere in South Africa, at a BOTI venue, or live online.
What is the group size?
From one delegate up to about 20. The price per delegate falls as the group grows – see the price table or ask for a quote.
Is the course accredited?
No. It is a non-accredited short course and delegates receive a BOTI certificate of attendance.
Can the workshops use our own policies and contracts?
Yes. Send them to us beforehand and the facilitator uses them in the policy review and contract workshops.
Is there a shorter version?
Yes. Effectively Manage Human Resources & Labour Relations (2 days) covers the essentials for supervisors: the main laws, conditions of employment, recruitment, performance reviews and discipline, without the policy and contract workshops.
Can you run this course in Johannesburg, Cape Town or Durban?
Yes. We train on site at your offices in Johannesburg, Pretoria, Durban, Cape Town and across South Africa, at a BOTI venue in Johannesburg, or live online so a team spread over several offices can attend together.
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Monday to Friday, 08:00–17:00. After hours, we reply on the next working day – or call 011 882 8853.