Each day will be dedicated to one topic that will be extensively explored. Evolutionary trend analysis, skill building exercises, role plays, and videos are some of the training methodologies used. Moreover, every day will have an allocated slot to explore additional topics of interest or unresolved challenges in the workplace.

The Course Objectives Are:

• The latest trends in the human resources field and the changing role of the human resources professional
• An overview of Labor legislation, including the Labor Relations Act,
• Recruitment and selection processes:
• How to write job specifications and identify core competencies
• Methods of finding, selecting, and keeping the best people using behavioral description interviewing techniques
• Performance management:
• How to make performance appraisals an effective and cooperative process
• The detailed processes involved in performance management.
• Skills Effectiveness and training
• Discipline in the workplace
• How to chair a disciplinary hearing
• How to initiate or prosecute a disciplinary hearing

Course Outline

Module 1

• Recruitment and Selection
• This module will help teach participants how to:
• Analyze the costs incurred by an organization when a wrong hiring decision is made.
• Develop a fair and consistent interviewing process for selecting employees.
• Prepare better job advertisements and use a variety of markets.
• Develop a job analysis and position profile.
• Use traditional, behavioral, achievement oriented, holistic, and situational (critical incident technique) interview questions.
• Develop competency-based interview techniques.
• Effectively interview difficult applicants
• Check references more effectively.

The Recruitment and Selection Process

• During this session, we will take a quick look at the six stages of the recruitment process.
• Factors in the Hiring Process
• We will examine the three levels of factors in the hiring process in this session.

Cost Analysis

• During this session, participants will analyze the cost of hiring an employee.
• Job Analysis and Position Profiles
• Determining just what you’re hiring for is the second stage of the hiring process. We will look at performing a job analysis and writing a position profile in this session.
• Determining the Skills, You Need
• Once you have analyzed what the job will entail, you will need to determine what technical and performance skills the candidate will need. We will examine various ways of doing this during this session.

Finding Candidates

During this session, we will examine the advantages and disadvantages of various advertising methods.

Advertising Guidelines

If you’re going to spend time and money looking for a candidate, you should make sure your ad passes the five tests of advertising.

Screening Resumes

• Now that you have the stack of resumes on your desk, what are you going to do with them?
• Our recommendation is to use a resume screening guide. During this session, we’ll discuss just what that is, how to develop one, and how to use it.

Performance Assessments

• In addition to interviewing, you may also choose to have candidates complete a technical or performance exercise. We will look at both types of exercises through a lecture.
• Problems Recruiters Face
• During this session we will discuss some common mistakes recruiters make and how to avoid them.

Interviewing Barriers

There are also some human mistakes that recruiters make; this will be our focus during this lecture.

Non-Verbal Communication

• During an interview, it is crucial to be aware of the non-verbal signals that you are giving and receiving. We will explore some of these signals through a lecture and an exercise.
• Types of Questions
• Obviously, the ability to ask questions is crucial to an interview. During this session, we will discuss how to use open questions, closed questions, and probes.
• Traditional vs. Behavior Interviews
• During this session we will look at what behavioral interviewing is and how it differs from traditional interviewing. Participants will also develop some sample behavioral questions.

Other Types of Questions

There are two more key types of questions that you can use during an interview: achievement oriented and holistic. We will take a brief look at both types during this session.

The Critical Incident Technique

Another type of interview question asks the candidate how they might behave in a certain situation. We will explore why these questions are so valuable, how to develop them, and how to use them.

Listening for Answers

Listening to what the candidate does and does not say is just as important as asking the right questions. During this session, we will look at some key listening skills.

Difficult Applicants

• During this session, participants will role play one of four difficult applicants in a mock interview.
• We will also discuss how to get the information you’re looking for out of these types of people.

Interview Preparation and Format

During this session, we will discuss some things you should do before, during, and after the interview.

Other Interview Techniques

During the interview, there are some techniques you can use to keep things moving. We will talk about five of the most common methods.

Scoring Responses

During this session, we will discuss how to use performance-based rating scales.

Checking References

We will look at how to check references, using a reference guide, and who to ask for references.

Human Rights and Labor Law

Through a brief lecture, participants will learn about some of the key labor law and human rights issues that recruiters face.

Module 2

Performance Management

Objectives:

• Recognize and comprehend performance management definitions and techniques.
• Integrate performance management within the overall management of an organization. Be enabled to guide the implementation of a performance management system and be enabled to conduct performance appraisals.

Overview:

Upon completing this module, the participants should:

• Be familiar with performance management definitions and concepts.
• Understand the purpose of performance management and how this fit into the overall management of an organization.
• Have the skills to avoid key pitfalls associated with the implementation of a performance management system.
• Understand the comparative advantages of different performance evaluation techniques.

Be confident to:

• set performance goals.
• set key performance indicators.
• train staff to give Effective feedback.
• conduct performance appraisals and reviews.
• Understand the critical success factors in introducing a performance management system.
• Module outline:

Familiarization With Performance Management Definitions and Concepts.

• Understand the purpose of performance management and how this fit into the overall management of an organization.
• Looking at different types of performance management systems
• Purposes and Challenges to performance management
• Integrating performance management with general management competencies including:
• Performance agreements

Drawing up Job Profile

• Avoid the key pitfalls associated with the implementation of a performance management system.
• Main phases and steps of problem-solving processes
• Understand the comparative advantages of different performance evaluation techniques.
• Success and failure factors
• Setting Performance goals.
• Setting Performance indicators.
• Training staff to give Effective feedback.
• Conducting performance appraisals and reviews.
• Understand the critical success factors in introducing a performance management system.
• Evaluation and review for staff and management
• The module highlights how a performance management system can be implemented in five phases.
• Initiate: Commitment of the stakeholder, putting the necessary project mechanisms in place and building a common understanding of the approach.
• Design: This includes policies, processes, forms, and integration with other organizational systems that need to be linked.
• Roll-out: By now, the system is ready to be introduced to the organization at large. This includes training and communication.
• Application: The system is now being used. Regular performance reviews and appraisals take place.
• Improve: Any problems that have been experienced so far can now be resolved and changes to the system be made to enhance the system.

Module 3

Provide an overview of the Basic Conditions of Employment Act

Module Outline

• Provide a detailed overview and application of the Basic Conditions of Employment Act including:
• Regulation of working time
• Overtime, Sundays, and Public Holidays
• Lunch breaks
• Rest periods
• Annual Leave
• Family Responsibility Leave
• Maternity Leave
• Night duty requirements
• Notice periods

Module 4

Labor Relations

• Initiate (Prosecute) a Disciplinary Hearing:
• Misconduct in the workplace
• Disciplinary code
• Examples of misconduct
• Verbal warning and written warnings
• Identifying and classifying transgressions
• Drawing up the charges appropriately and correctly
• Notifying employees of a disciplinary hearing correctly
• Prosecuting your case
• Understanding the principles of the law of evidence
• Applying the principles of the law of evidence
• Evidence that is admissible and inadmissible
• Cross examination techniques
• Rules of case presentation
• Leading evidence
• Cross examination techniques
• How to present closing arguments
• Investigations and gathering information.
• Collating the information in date order
• Evaluating the evidence
• Types of evidence
• Prima facie evidence
• Circumstantial evidence
• Corroborating evidence
• Video evidence, SMS’s, photographs
• Documentary evidence
• Loco inspections
• Preparing the witnesses
• Preparing questions for the witnesses
• Overview of relevant case law
• Relevant sections of labor legislation
• Codes of good practice

Module 5

• Chair a Disciplinary Hearing – Fair Procedure
• This module enables delegates to conduct proper disciplinary hearings and to administer.
• disciplinary principles in a fair and consistent manner. It will lead delegates through the required procedural and substantive aspects pertaining to disciplinary action.

Module outline:

Chairing a hearing:

• How to draft the allegations/charges / notice to attend a hearing
• Understand all fairness and equity principles.
• Create a better understanding of required procedures during hearings.
• Preparation for the hearing
• Procedure and conduct during the disciplinary hearing.
• Procedure and conduct during the appeal hearing.
• Be able to prepare for such hearings.
• Understanding and complying with the duty to keep records.
• Chairing the hearing
• Conducting and managing the hearing
• Implement procedure to handle non-dismissible offences.
• Hear pleadings.
• Mitigating and aggravating circumstances
• Take a decision as to sanction.
• Inform employee of and record decisions.
• Ensure that proceedings and decisions are recorded.
• Fun Role Play of a Disciplinary Hearing

Who Should Attend?

HR professionals or those who are about to start a career in HR. The course is also beneficial for experienced officers and managers in HR who wish to update their knowledge and skills about the latest techniques in the various human resources functions.