Human Resources 101 (Pty) Ltd - Products

Often in medium-sized enterprises, employing a full-time Human Resource Officer cannot be warranted due to financial constraints or other barriers. In these cases the Human Resources and Industrial Relations-related duties become the job of the already overburdened Business or Financial Manager. Given the many legal requirements in our country and the ever-changing laws, every company should have a human and industrial relations policies and procedures in place to ensure that management and employees are both protected. The result of an effective employee relations strategy is one where a more harmonious and cooperative workforce is prominent. The result of effective HR and IR Policies and Procedures: Improved productivity Less conflicting issues Enhanced job security Improved staff morale Cost effectiveness You get expert HR advice and assistance You don't need to keep track of any labour law changes or developments as your HR101 consultant will keep you informe How does HR101 add value to your organization: Legal compliance Chairing disciplinary hearings CCMA representation Bargaining Council representation Wage negotiations Union negotiations Assisting with grievances and disciplinary issues Consultation on all HR & IR Related Issues Labour disputes between employer and employee Policies and Procedures Job Profiles Competency Profiles Letters of Appointment HR Strategies Skills Audits KPI & KPA’s Performance Management Systems

The need for effective workplace policies and procedures has never been more important in today’s changing workplace. This is driven by changes to legislation, regulation and codes of practice. In 2014/5 alone there were more than 70 labour legislative changes which had to be implemented by organisations. All organisations should have policies based on optimum employment practices and should also ensure that they comply with the new industrial relations system to meet minimum obligations. What is a Workplace Policy: Workplace policies are statements of principles and practices dealing with the ongoing management and administration of an organisation. Policies act as a guiding frame of reference for how the organisation deal with everything from its day-to-day operational problems or how to respond to requirements to comply with legislation, regulation and codes of good practice. It is important that policies are reasonable and also that employees are aware and clearly understand what the policy is trying to achieve. Policies are a statement of purpose, which highlight broad guidelines on action to be taken to achieve that purpose. The statement of purpose should not be more than one page in length, but this will vary depending on the policy. Procedures explain how to perform tasks and duties. A procedure may specify who in the organisation is responsible for particular tasks and activities, or how they should carry out their duties¿. Benefits of Workplace Policies: Well-written workplace policies: • are consistent with the values of the organisation and employment legislation • demonstrate that the organisation is being operated in an efficient and businesslike manner • ensure uniformity and consistency in decisionmaking and operational procedures • save time when a new problem can be handled quickly and effectively through an existing policy • foster stability and continuity • maintain the direction of the organisation even during periods of change • provide the framework for business planning • assist in assessing performance and establishing accountability • clarify functions and responsibilities

Payroll Outsourcing Services: Background: We can probably manage your payroll at a lower cost per employee than your own in-house payroll department. When you use our payroll services, we act as your payroll department and scale to fit with your particular business needs. Our payroll services and payroll management suits small businesses who do not have an in-house facility available to large companies, and who prefer to outsource the complete payroll function rather than employ specialist staff

HR101 employs specialists, who are trained and qualified assist you in ensuring your organisation complies with Employment Equity Legislation. This means that they come from a strong knowledgeable and ethical position of compliance with Employment Equity Legislation. Their training imbues them with the knowledge required to focus on your organisation’s needs and requirements as part of your long-term planning

HR101 employs specialists, who are trained, qualified, registered Skills Development Facilitators (SDFs) with the SETAs. This means that they come from a strong knowledgeable and ethical position of planning the training needs of the company. Their training imbues them with the knowledge required to focus on individual needs and development plans, whilst also paying heed to the needs of the organisation, as part of their long-term planning