Chapter 12 --- HR management Slides.pptx

-HR management

1. Chapter 12 Human resource management and the SA labour legislation framework

2. Learning outcomes

3. Learning outcomes (continued)

4. Chapter outline

5. The relationship between line management and the HR department

6. The relationship between line management and the HR department HR management and organisational effectiveness Effective organisations must have a vision, a mission strategy, organisational structure and human resources Successful companies have the following HR management attributes: Primary benefits (monetary benefits) Secondary benefits and working conditions (non-monetary benefits) Training and development Career development Company culture and diversity

7. The relationship between line management and the HR department HR management and organisational effectiveness (continued) Contribution of HR to organisational effectiveness should include: Assisting everybody to reach goals Efficient use of skills and abilities Training and motivating employees Job satisfaction and self-actualisation Desirable quality of working life Maintaining ethical policies and socially responsible behaviour Managing change to the mutual advantage of individuals and public Executing HR functions in a professional manner Involvement in strategic decision making and strategy formulation.

8. HR Planning Can be divided into three phases: Phase 1: identify the work being done in the organisation. Phase 2: human resource forecasting Phase 3: the human resource plan

9. HR planning Phase 1: Identify the work being done in the organisation. Job analysis Job description Job specification Process used to investigate the tasks, duties and responsibilities of a job in an organisation Written format listing contents of the job Details knowledge, skills and abilities relevant to the job

10. HR planning (continued)

11. HR planning (continued)

12. Finding qualified talent

13. Finding qualified talent (continued)

14. Developing talent Human resources development (HRD) Development methods: On-the-job training and development Away-from-the-job training and development The danger of the ‘shotgun’ approach to development Performance appraisal

15. Retaining talent

16. Motivating employees

17. Motivating employees (continued)

18. Motivating employees (continued)

19. Motivating employees (continued)

20. Labour legislation that has an impact on the workplace The Constitution of the Republic of South Africa Act (No. 108 of 1996) Most important piece of legislation in South Africa Sets out structure of state Bill of Rights (Chapter II) Section 23 relates specifically to labour rights

21. Labour legislation that has an impact on the workplace (continued)

22. Labour legislation that has an impact on the workplace (continued) The Labour Relations Act (No. 66 of 1995) The purpose of this Act is to give effect to and regulate the fundamental rights contained in the Bill of Rights, and provide the framework in which employees, their trade unions, employers and employer’s organisations can engage in collective bargaining and formulate industrial policy.

23. Labour legislation that has an impact on the workplace (continued) Participants in labour relations

24. Labour legislation that has an impact on the workplace (continued)

25. Labour legislation that has an impact on the workplace (continued)

26. Labour legislation that has an impact on the workplace (continued) The Employment Equity Act (No. 55 of 1998) The main aim of this Act is to do away with all forms of discrimination in employment in South Africa by promoting equity and non-discrimination in the employment sector. The overall purpose is to achieve equity in the workplace.

27. Labour legislation that has an impact on the workplace (continued)

28. Labour legislation that has an impact on the workplace (continued)

29. Labour legislation that has an impact on the workplace (continued)

30. Labour legislation that has an impact on the workplace (continued) Structure of the NQF

31. Labour legislation that has an impact on the workplace (continued)

32. Labour legislation that has an impact on the workplace (continued)

33. Labour legislation that has an impact on the workplace (continued)

34. Labour legislation that has an impact on the workplace (continued)

35. Labour legislation that has an impact on the workplace (continued)

36. Summary