Human Resources skills
"All of us do not have equal talent. Yet, all of us have an equal opportunity to develop our talents"
Ratan Tata
HUMAN RESOURCES SKILLS ON OFFER
- Workforce Planning
- Workforce Planning
- Planning Phase
- Workforce supply analysis
- Workforce demand analysis
- Workforce plan report
- Workforce Implementation Strategies
- Recruitment & Selection – Guided by the Employment Equity Act, Labour Relations Act and the Basic Conditions of the Employment Act
- Develop recruitment and selection process
- Develop job description
- Grade position
- Conduct salary benchmarking for position
- Source candidates via social media/personnel agencies/referrals
- Compile interview guides
- Conduct competency based interviews and shortlist
- Conduct psychometric assessments, provide feedback to line management and further shortlist
- Conduct background (security) checks
- Make an offer to the successful candidate.
- Send regret letters to the unsuccessful candidate.
- For unsuccessful candidates who took the psychometric assessment, give them the option to receive feedback
- On-boarding / Induction
- Develop and present training.
- On-board:
- New recruits with regards to ‘buddy’, documents to complete, introduction to teammates. Vital for new employees to receive proper induction training.
- Transferred/promoted employees should also receive orientation training if the transfer or promotion involves a significant change of environment.
- All current employees: reorientation programme should be in place especially if significant changes in organisational policies and structures have taken place. For example, if one organisation is purchased by another.
- Performance Management
- Develop a balanced scorecard in conjunction with company and business strategy.
- Cascade all scorecards from Director level.
- Suggest an action plan for poor performers.
- Remuneration – annual salary increase
- Co-ordinate the annual salary increase and bonus process.
- Ensure staff info on master data is correct
- Conduct research with regards to trends in the market/industry with regards to percentage increases
- Conduct salary benchmarking
- Motivate and obtain approval from the board
- Once increases allocated, obtain sign off from the board
- Draft staff letters
- Succession Planning & Career Management
- Identify key roles
- Ratings on performance appraisal and psychometric assessments informs key talent to be developed using the 9-matrix system.
- Identify intervention to develop key talent (training, job shadowing, mentoring/coaching).
- Create a Development Plan. Review / Amend Development Plan after every progress meeting (suggest quarterly).
- Organisational Development (how to increase an organisation’s effectiveness)
- Conduct focus group discussions quarterly to identify problems, set action targets, develop new ways of working, solve pressing organisational problems
- Conduct staff satisfaction surveys annually. Set action plans with clear timelines. Monitor progress and communicate this at the quarterly focus group discussions
- Source a clear change model that suits the organisation culture
- Employment Relations Management – Guided by the Company Disciplinary Code and the Labour Relations Act
- Conflict Management: address grievances between employees and managers or between different employees
- Transformation / EE
- Set up and chair EE Committee Meetings. Mandatory for the committee to meet four times per annum
- Assist with EE Plans
- HR Administration
- Update HR policies and employee handbooks to be compliant to relevant legislation
- Review HR processes and practices
- Monitor attendance – specifically sick leave. Address reasons for too many sick days (opportunistic vs chronic) with staff and implement interventions to assist, e.g., chronic disease, incapacity, etc., manage in accordance with good HR best practice
- Leave Management (liability) – suggest action plans to reduce large leave balances
- Preparation of employment letters, termination letters or suspension letters
- Conduct exit interviews. Analyse and report on trends and suggest OD interventions.
- Develop / Update job profiles
- Equal pay for Equal work:
- Conduct salary benchmarking exercise
- Conduct exercise to ensure jobs are correctly graded (evaluate and classify jobs)
- Suggest recommendations with a plan to implement equal pay for equal work
Get in touch
Contact Us
Phone : +27 (0) 11 786 3688
Cell : +27 (0) 79 504 1077
Email : Renuka@talent-toledo.com
Location
75 Homestead Road
Glen Atholl
Sandton
2090