PROJECT NOAH

By:

BARRY KENT CONSULTING

Risk Management & Change Agents

No. 14 Upper East Offices

Constantia West
Tel & Fax (021) 670 4545
[email protected]
MOTIVATION FOR THE COURSE
SAB, with the collaboration of FAWU and other key stakeholders implemented a venture ‘Project
Noah” which is a detailed driven plan that consists of workshops and other counselling efforts to
make the news of retrenchment a bit easier to bear. It is to help enable them to build self-
confidence, become motivated, determine the options available, make informal decisions about
their future, and put these into action. Specific role players were approached and positioned to
make this project not only viable, but also effective. Although the effort does not ensure
employment, it does assist with up skilling, and providing a knowledge sharing process.

PROJECT GOAL
 Help individuals overcome the negative effects of retrenchment

 Enable them to build self assurance, be motivated, determine options at their disposal, make
knowledgeable decisions about their future, and put these into action

 Assist individuals to identify problems, by providing ongoing support during the Project Noah
process

 Encourage every individual to take personal responsibility and ownership for new career
paths

The following includes a detailed training programme for individuals currently in the retrenchment
process at SAB, to upskill and assist in establishing other means and ways of new career growth
and development.
PROJECT MANAGEMENT
BARRY KENT CONSULTING
Risk Management & Change Agents

No. 14 Upper East Offices

Constantia West
Tel & Fax (021) 670 4545
[email protected]

OVERVIEW OF THE AGENCY

Barry Kent has been in existence for over 5 years. The company is lead by a team of dynamic
and creative consultants ready to tackle challenging consulting opportunities in a rapidly
changing South African Human Resource Management environment. This team also forms part
of the founders of the company which are also board members with shares. They bring a wealth
of practical and theoretical experience to the organisation, and also significantly reflect the
demographic reality of our country.
Barry Kent is a professional consultancy focusing on strategic management, development
programmes, leadership and organisational transformational strategies and programmes. It is
concentrating on the public and private sector in South Africa.

AIMS AND OBJECTIVES OF BARRY KENT

We play a key role in the transformation and development of individuals, groups and institutions.
We are therefore in an excellent position to prepare the public and corporate sector for all the
challenges ahead.
We aggressively want to make inroads and successfully win significant contracts from our major
competitors. In a nutshell, we want to consistently increase our market share in our field of
operation.

Vision

To nourish the seeds of knowledge already planted within the minds of your workforce, to grow
into a thriving tree of skills to better our communities.
Mission

Our mission is therefore to ensure that with the right resources we equip the society with
necessary skills and knowledge in accomplishing the victory of success.

BARRY KENT FACILITATORS

Brent-David Kadalie
Mr. Kadalie is currently a student at CPUT doing B-Tech in Human Resource Development. He
works for recruitment agency called Candidate Connect as a Recruitment Consultant. The
company primary focus is sourcing top quality candidates for top financial, retail and commercial
companies. I have a passion for people and enjoy the outdoors, sports and music. Prior to that,
I worked at Total Sports, a retail store as a Store Manager as well as Personal Fitness Training
at various top gyms in Cape Town.

Thapelo Motsieloa
Mr. Motsieloa has worked both in private and public sector in Human Resources Department
performing duties of a practitioner and administrator. Currently he is working in a company called
fusion in recruitment. He is a graduate Human Resources Management National Diploma and is
currently studying B-Tech in Human Resources Development.

Nuraan Dollie
Mrs. Dollie started her career as a teacher; she then went on to advance her skills in studying
human resources management. She completed her National Diploma in Human Resources
Management in 2009 at Cape Peninsula University of Technology (CPUT). She is currently doing
her B-Tech degree in Human Resources Development and doing her final year.

Blessing Moshoeshoe
Mr. Moshoeshoe is one of the young and energetic trainers that the company has on board,
having said that blessing is a competent qualified trainer and is currently doing his M-Tech
degree in Human Resources Management with Cape Peninsula University of Technology doing
his 1st year of two years.

Adrian Waullenbach
Mr. Waullenbach is an extremely driven individual who started his high qualification with Wits
University in Office Management; in 2009 he completed his 2 nd qualification of national diploma in
Human Resources Management and he is currently studying his B-Tech in Human Resources
Development with Cape Peninsula University of Technology.
BARRY KENT KNOWLEDGE TEAM

Geoffery Bredenkamp Zahir Hendricks Stefnie Bekker

CEO Research General Management

Xolile Faas Siphokazi Makalima

Technical Support Knowledge Management

SUPPLIERS
 TechPrint Copiers (pamphlets, training manuals & signage)
 The Guild Caterers
 HEFF Bus & Transport Services
 Southern Sun (tables, chairs etc comes with venue)
 Barry Kent Resource Division (whiteboards, projector, laptop, props)
RISKS AND CONSTRAINTS
There are 3 primary constraints on a project/s:
1. Scheduling
2. Scope
3. Resources

CONSTRAINT MANAGEMENT

When controlling project constraint it must be understood that only two of the three constraints
can be defined, the third will be determined by the other two. It should be determined which of
the three (resource, scope or schedule) is the controlling constraint and which is the most
acceptable to change. Determining this and insuring the stakeholders understand the
consequence of this is of utmost importance.

If scope is the least important, determine methods to achieve the most for the customer while
using fewer resources, trim low priority scope, suggest alternative solutions to the problem being
addressed, and look for reusable components from other projects.

For resource constraints look at cross-training staff or training new people. Outsourcing is an
option but introduces significant risk.

If schedule constraints are an issue, it is possible to use schedule float. Also carefully analyze the
schedule for tasks that can overlap, If they exist, look at defining the tasks with more granularity.
Lastly, if the funds are available, add more resources to try to compress the schedule. All of
these introduce their own risk.

Risks to consider when conducting a project management course/ Workshop:

A. Scope Risk
1. Scope creep
2. Hardware defect
3. Software defect
4. Scope gap (ill defined scope)
5. Dependency change (unexpected legal, regulatory, etc.)
6. Integration defect (change due to unexpected behavior)
 B. Schedule Risk

1. Project Dependencies
2. Parts Delays
3. Estimation errors
4. Decision Delay
5. Hardware Delay

C. Resource Risk

1. Outsourcing delays
2. Lack of funds
3. Attrition of resources
4. People joining the team late
5. Scarcity of skills

LEARNERS / TRAINEES

ATTENDANCE REGISTER

LEARNERS ATTENDANCE REGISTER

           

INITIAL SURNAME EMPLOYER NUMBER RACE GENDER RELIGION

V Majola 210765325 A F C
A Fiko 210603531 C M C
S Brinhuis 210203371 C M M
T Daniels 210500233 C F C
I Johaardien 210603282 C M M
Z.O Langeni 210101516 A F C
K.V Radebe 210355612 A F C
A Gleeson 210115392 W F C
R.K Fray 210093265 C F C
O.C Kappo-Abidemi 210223567 A M C
N Mahloane 210321569 A M C
S Mahlanywana 210598632 A M C
N.T Kwanka 210122356 A F C
S Allie 210556632 C M C
C Mose 210636954 A F C
J James 210232654 C M C
H Madolo 210365954 A M C
K.V Cornelius 210452654 C F C
G Schoeman 210621586 W F C
A Plaartjie 210404632 B F M
           
The following includes a sample group of delegates for Project Noah Training
DEMOGRAPHICS

OVERALL ANALYSIS OF PEOPLE ATTENDING THE COURSE

Occupation Race Gender Religion

B A C I W F M C M O
Management
(HR, Finance, Marketing, IT Communications) √ √ √ √ √ √ √ √ √ √
Supervisory level √ √ √ √ √ √ √ √ √ √
Lower level eg. Clerks, Junior Officers √ √ √ √ √ √ √ √ √ √

This training course is not aged or gender specific and all interested parties are more than
welcome to participate
VENUE
MAP

Southern Sun Cape Sun Hotel

Strand Street
Po Box 4532
Cape Town 8000
South Africa
Central
35kms to the nearest airport (Cape Town international)
1 km to the nearest station (Cape Town station)
2 minute walk to the nearest bus stop
1 km to the nearest fair site (Greenmarket square)
The hotel is situated in the centre of Cape Town in a shopping district close to the historical
centre of the city.
CONFERENCE ROOMS’ FLOOR SET UP

Conference rooms

PHYSICAL RESOURCES
Posters Flipchart
Registration form
Participant Workbook Stationery
Name Tags
Trainers Guides Transparency
Certificates
Business cards Lectern
Q-cards
Chairs & Tables
Refreshments
BUDGET
FINANCIAL BUDGET FOR PROJECT NOAH TRAINING WORKSHOP
           
Supplier Item Contents Content Cost per Grand
Quantity Quantity Total
CPUT         R 8 915
Venue Southern Sun 5 days/week R315pp/day R 1 575
Conference Room
Hiring Laptop 5 days/week R250/day R 1 250
Hiring OHP and 5 days/week R250/day R 1 250
Screen
Flipchart 5 days/week R150/day R 750
Stationery 5 days/week R200/day R 1 000
Transparency 5 days/week R100/day R 500
Lectern 5 days/week R 300
Chairs & Tables 5 days/week R400/day R 2 000

Parking Free

Catering Teaspoons 20 R40/pack R 40

Forks 20 R40/pack R 40
Cups and saucers 20 R70/set of 20 R 70
Glasses 20 R60/set of 20 R 60
Small plates 20 R80/set of 20 R 80

Materials         R 11 300
Poster 5 days/week R 250
Registration form 20 R 200
Participant 20 R 2 000
Workbook
Name Tags 20 R 50
Trainers Guides 20 R 600
Certificates 20 R 500
Business cards 20 R 450
Q-cards 20 R 250

Refreshments R 5 000

Unforseen Costs R 2 000

Grand         R 20 215
Total

There's 20 participants for 5 days per week

GANTT CHART
THE SYLLABUS
COURSE OUTCOMES FOR EACH MODULE:

MODULE 1: GRIEVING PROCESS

 Understanding of retrenchment
 Coping with a grievance procedure
 Explore the various stages
 Learn how to cope with retrenchment

MODULE 2: PERSONAL GROWTH AND DEVELOPMENT PLAN

 Identify and write down personal development areas

 Draw their personal skills map in their careers, finances, family, socially, spiritually,

 Be able to motivate themselves on daily basis to focus on their desired goals

MODULE 3: ADMINISTRATION SKILLS

 Identify what are the key characteristics employers want in applicants;

 Apply a SWOT analysis to identify key characteristics;
 Demonstrate how to assess an advertisement
 Develop a curriculum vitae
 Demonstrate how to behave appropriately in an interview

MODULE 4: PERSONAL FINANCE

 Explain the importance of early personal financial planning

 Name the steps in the personal financial planning process

 Compile a personal budget

 Describe what debt is

 Distinguish between good and bad /wrong reason for incurring debt

 Explain the advantages and disadvantages of debt

 Describe what too much debt is

 Illustrate the place of debt in their personal budget

 Explain the conditions of the National Credit Act.

 Explain how investments can provide for financial needs

 Describe how different kinds of investment work

 Identify protection provided for South African investors

 Identify methods to protect their property and investment

 Explain the importance of timely investments for regiment

MODULE 5: ENTREPRENEURSHIP
 
 
 Reflecting on and exploring a variety of strategies to learn more effectively;

 Participating as responsible citizens in the life of local, national and global communities;

 Being culturally and aesthetically sensitive across a range of social contexts;

 Exploring education and career opportunities;

 Developing entrepreneurial opportunities.

LESSON PLANS
DAY ONE: PSYCHOLOGICAL SUPPORT
COURSE OUTLINE: Module 1: Grieving Process/ Psychological Support
TIME: 08h00 – 17h00
1 Day Course
TRAINER: Brent-David Kadalie

Period Topic Instructors Activity Learner Learner Strategy Assessment

Activity
08h30- Welcome Welcome delegates Observe Proxima Not required
08h45

08h45- Introduction Address fears and Observe Proxima Not required

09h15 provide life skills Class Flipchart
participation
09h15- Retrenchment It is not personal Observe Proxima Not required
10h00 – Underlining
 LRA
Topic
10h10- Tea Time
10h25
10h30 Retrenchment Retrenchment process Observe Proxima Not required
-11h30 Process regulated by Labour
Relations Act
11h30- How does it Explain how it affects Class Group interaction Not required
13h00 affect you? you participation
Real life examples
13h00 – Lunch time
14h00
14h00 – 5 stages of Elisabeth Kubler-Ross’s Observe Proxima Not required
15h00 – Grieving “five stages of grief” are
15h45 Process present:

1. Denial
2. Anger
3. Bargaining
4. Depression
Acceptance

15h45- Retrenchment Explain retrenchment Observe Proxima Not required

16h00 Package package on behalf of Respond to
employer question

16h00- Success Examples of Success Observe Proxima Not required

16h30 stories stories

16h30- Conclusion
16h45

DAY TWO: PERSONAL GROWTH &

DEVELOPMENT
COURSE OUTLINE: Module 2: Personal Growth and Development
TIME: 08h00 – 17h00
1 Day Course
TRAINER: Siphokazi Makalima

TIME CONTENT
8:30 – 8:40 Welcoming and opening
Introduction to the course with outline and outcomes
8:40 – 10:00 Why personal responsibility and accountability?
What is a personal skills map?
Activity – Do your own personal skills map and present it to the class
10:00 – 10:30 TEA BREAK
10:35 – 12:30 Personal development plan (career)
Activity – Develop your personal development plan using the guideline
provided to you and present it to the class
12:30 - 13:30 LUNCH BREAK
13:35 – 16:00 The Success Profiler
Why the success profiler?
Why Emotional Intelligence?
Motivation
Activity - Take a photo of yourself and paste it in your workbook. Write down
all your personal things that motivate you.
16:00 – 16:15 TEA
16:20 – 16:45 General information session:
 Training providers to consult
 Workshops that are upcoming
 Websites to visit for further information
 Informative or educational shows to watch on TV e.g Dr Phil
 5 Testimonies of employees who have been helped personally,
financially, family, socially and spiritually
16:45 – 17:00 Closing - thank you’s and reflection summary

DAY THREE: ADMINISTRATION

COURSE OUTLINE: Module 3: Administration Skills
TIME: 08h00 – 17h00
1 Day Course
TRAINER: Stefnie Bekker

No. Topic Trainer / Learner Activity Date /

Instructor Time
1 Introduction - 09:00 –
09:10
2 This module aims to look at the - 09:10 –
following aspects to empower 09:15
you to market yourself
successfully:
 What do employers want
 Know what you have to
offer
 Assessing an
advertisement
 Creating a curriculum
vitae (CV)
 Interview

3 What do employers want? - 09:15 –

Discuss the difference between 09:25
employed and unemployed
graduate

4 Know what you have to offer? Individual activity 09:25 –

Discuss what strengths, for learner to 09:55
weakness, opportunities and complete the table
threats do I have? by identifying your
current SWOT
analysis
5 Activity Learners pair up 09:55 –
to help each other 10:15
- Exercise to
identify what skills
do I have and
what skills do I
need to develop
TEA BREAK Provide 10:15 –
learners with 10:20
refreshments
6 Assessing an advertisement – Give each Group activity to 10:20 –
Need to identify which group assess an 10:30
advertisement can I apply for or newspaper advertisement
do I have the necessary skills for and learners
a particular position complete
answer in
manuals
7 Creating a curriculum vitae – Individual activity 10:30 –
First discuss each section of the – learner has to 12:00
CV and after each section the write their own CV
learners need write their own CV. by completing
 The different sections are: each section
Personal information, Secondary
Education, Tertiary Education,
Skills and achievements and
lastly References
LUNCH BREAK Provide 12:00 –
learners with 13:00
meal and
refreshments
8 The covering letter includes the Individual task: 13:00 –
introductory paragraph, content After every 14:00
and conclusion. section the learner
has to write down
the section of the
covering letter, as
if they are
applying for a
specific position
9 Also discuss the correct style, 14:00 –
layout and presentation of the 14:15
final application
TEA BREAK Provide 14:15 –
learners with 14:20
refreshments
10 Interview section will include the Make sure Role play in 14:20 –
purpose of the interview, every learner groups, where 15:20
questions that you can ask the participates learners take
interviewer, examples of and take turns to be the
question you can ask, how to turns to be employer and
behave in a panel interview and the employer applicant, as well
lastly what to do after the and as panel
interview. applicant interviews – taking
into consideration
learners need
time to prepare
11 Brief summary and conclusion of 15:20 –
the whole administration lesson 15:30

DAY FOUR: PERSONAL FINANCE

COURSE OUTLINE: Module 4: Personal Finance

TIME: 08h00 – 17h00
1 Day Course
TRAINER: Xolile Faas

Time Topic Instructor Learner Strategies Evaluation/Asses

Activity Activity sment
11:40 Introduction Welcome Icebreaker To make trainees feel Game
at ease
12:00 Personal Presentation Listen and Theory based
financial ask question
planning
12:00 Steps in the Presentation Listen and Theory based Activity
personal ask question
financial
planning
12:20 Personal Presentation Listen and Theory based Activity
budget ask question
12:20 What debt is Presentation Listen and Theory based
ask question
12:40 Good and Presentation Listen and Theory based
bad reason ask question
for incurring
debt
12:40 What too Presentation Listen and Theory based
much debt is ask question
13:00 Credit Card Presentation Listen and Theory based Activity
ask question
13: 00 Debit Card Presentation Listen and Theory based
ask question
13:30 Lunch Break
14:00 National Presentation Listen and Theory based
Credit Act ask question
14:20 Budget and Presentation Listen and Theory based Case study
debt ask question
14:40 Inflation and Presentation Listen and Theory based
debt ask question
15:00 Tea Break
15:20 Investment Presentation Listen and Theory based Activity
that provide ask question
for financial
needs
15:20 Different kind Presentation Listen and Theory based
of investment ask question
15:40 Protection Presentation Listen and Theory based
provide for ask question
South
African
Investment
15:40 Conclusion Presentation Listen and Theory based
ask question
16:00 Closure Questions

DAY FIVE: ENTREPRENEURSHIP

COURSE OUTLINE: Module 5: Entrepreneurship Skills
TIME: 08h00 – 17h00
1 Day Course
TRAINER: Nuraan Dollie

TIME CONTENT
8:00 – 8:20 Opening plenary – all meet in foyer and proceed to conference hall
Introduction to the course with outline and outcomes
8:20 – 9:00 What is an entrepreneur?
Why choose entrepreneurship as a career?
Who is entrepreneurship aimed at?
Activity – the personal SWOT and share with a partner & feedback
9:00 – 9:30 TEA BREAK
9:35 – 12:00 Acquiring a business – the various ways to be part of business ownership
The Business Plan – a brief overview and advice
Activity – business plan simulation - groupwork
Acquiring finance – how and where
12:30 - LUNCH BREAK
13:30
13:35 – The Start-Up Procedure
16:00 The management process
The Business Departments
Legal issues – tax; labour law
BEE compliance – very concise overview
16:00 – TEA
16:15
16:20 – General information session
16:45  Organisations to go to
 People to talk to
 Websites to visit
 How to obtain government help
 Advice from new entrepreneurs – 2 entrepreneurs will share their story
16:45 – Closing - thank you’s and reflection summary
17:00
CONTENT
GRIEVING PROCESS/ PSYCHOLOGICAL SUPPORT

Retrenchment Dignity Programme

INTRODUCTION
Content provided by Sanlam. See Sanlam Cobalt for tailormade financial solutions for Business
Owners and Professionals.

The latest data of Statistics SA show that the unemployment rate could be even higher than
23.5%, according to a leading newspaper. It is further reported that nearly 180 000 jobs were lost
to the economy between January and March this year. 

WHAT IS THE GRIEVING PROCESS?

With the current global economic downturn, many organizations are facing the need to cut
employment costs in order to survive. As a result many of you are now facing the unpleasant
prospect of losing your jobs and livelihood. This is the unfortunate consequences of the current
difficult economic times.

Unfortunately, some employers become so focused on the legal requirements of the Labour
Relations Act on retrenchments that they lose sight of the underlying principles of such a
process. However, SAB plans to be different.

Two Key Factors:

The two most important factors to consider are:

1. Retrenchment is regarded as a no fault dismissal , in other words the employees are not at
fault for the climate we are in.
2. The process of consultation is required primarily to seek ways to prevent such dismissal
from taking place, or to mitigate the effect of such dismissals.

Retrenchments are not only about complying with the law, but also about people whose lives are
being severely affected by their employer’s need to survive. This training programme does not
deal with all technical requirements of the LRA, but rather tries to direct the focus to the socio-
economic issues and consequences that go with retrenchments. 

Important Information

Section 189 of the LRA provides for the procedural requirements for dismissals for operational
reasons.

RETRENCHMENT PROCESS/LRA
As you should all know, the first step was to try and in avoiding compulsory retrenchments is for
the employer to consider inviting employees to apply for a voluntary severance package (VSP).
This may reduce the burden of compulsory retrenchments and could reduce the risk of potential
disputes. It is, however, very important not to offer voluntary severance packages, but to rather
invite applications to be considered. 

In terms of the Labour Relations Act, in particular Section 189(7), the employer must select the
employee to be dismissed according to selection criteria that have been agreed to by the
consulting parties or criteria that are fair and objective. If parties are unable to reach agreement
on the criteria, the employer may determine the criteria. The most widely accepted criterion is the
LIFO (last in first out).

IT’S NOT PERSONAL

‘Our Labour Courts have held that retrenchments can be carried out to make a business more
profitable, not just to survive an economic downturn,’ explains labour attorney Alexander Rocher
of Farrell & Associates, a Durban-based firm specialising in labour law. He adds that employers
enjoy a managerial prerogative to run their business as they see fit, and the Labour Courts are
reluctant to second-guess the ‘business decision’ of the employer.

HOW DOES IT AFFECT YOU?

Case Study ‘Business had not been good, but when I received my letter informing me that I was
being retrenched, it came as a terrible shock,’ says Kayla*, 28, a former customer services
representative at a car dealership in Durban, who was retrenched in December last year. Kayla
admits she’s having a hard time coming to terms with it. ‘I always thought it was something that
happened to other people. I feel shattered and traumatised.’

So, if we use this definition, being retrenched can be traumatic for some people.’ Along with
Kayla’s retrenchment package came feelings of worthlessness, low self-esteem, diminished
confidence and an overwhelming sense of loss. ‘There is a huge hole in my life where my job
used to be,’

Case Study
Why do I feel like I’m in mourning?

Prabashnie*, 35, an IT consultant at an IT solutions company based in Umhlanga, identifies with

what Kayla is going through. ‘I was retrenched when the financial services company I worked for
merged with a larger organisation based in Johannesburg. Job losses ensued as the company
‘streamlined’ operations. After the initial shock came bucketfuls of tears. Then anger: how could
they do this to me?!’

NEW BEGINNINGS

Although at the time it is very hard, many people look back and see how retrenchment shifted
them into a new gear, propelling them in a new direction and invoking a greater sense of
purpose.

Going through this process is frightening but humbling. I teaches you to be grateful, and that
everything happens for a reason, and to take your chances when they come.
 Ways to cope with layoffs
(Source:
STAGES OF GRIEF www.psychcentral.com)
Unemployment is not easy. But you
Being retrenched (or fired) is an enormous upheaval and a
significant source of stress. Change in itself, whether for can get through it without having your
better or worse, is stressful, according to psychological entire life fall apart.
literature.
Layoffs aren't personal, although they
The following feelings and reactions are likely during the
often feel that they are.
periods of retrenchment:
For the retrenched employee, all psychiatrist Elisabeth
Kubler-Ross’s “five stages of grief” are present: Being upset with a layoff is normal, but
don't let your upset turn into obsession
1. Denial – “This can’t be happening to me”
or depression.
2. Anger – “Why is this happening?”, “Who is to blame?”,
“After all I have done for this company!!!”
3. Bargaining – “Make this not happen, and in return I Pessimism after a layoff is a dangerous
will...“, “Perhaps I could work part time?” vice: avoid stinkin' thinkin.'
4. Depression – “I’m too sad to do anything”, “There’s no
point.”; and
Don't burn bridges; keep in touch with
5. Acceptance – “I’m at peace with what happened and I
am moving on”. ex-coworkers you had good
relationships with.

It is important to understand that the majority of the feelings Work it out if you need references and
and emotions experienced after a retrenchment are
completely normal. set them up sooner rather than putting
it off.
However, if individuals find themselves struggling to cope or Focus on and plan for the career you
if emotions are viewed as being out of proportion to the
want to have in the future, not the job
situation and are interfering in usual day-to-day functioning, it
is imperative that support and help are sought. This will most you just lost.
probably be in the form of counselling. It is important to Don't put off being realistic with your
remember that there is absolutely no shame in asking for
finances and your own personal
help.
budget.
Retrenchment is not an easy process. Knowledge about
what the process entails is a useful tool for dealing with a Explore all your options when it comes
situation that has become increasingly common. to unemployment and health insurance.
Don't dismiss any resources available
to you out of pride or ignorance.

Be prepared to be in it for the long haul

during tough economic times. This is a
reflection of the poor economy, not your
skills or abilities.

Stay positive as much as possible and

keep an optimistic spirit. Set realistic
job goals (sending out resumes,
replying to classifieds, etc.) and stick to
them.

Believe in yourself, because if you

PERSONAL GROWTH AND DEVELOPMENT
Introduction

Do you want to make more money, have better relationships either with family, friends and
colleagues live a life full of greatness, and start anew career. What do you need to do to
accomplish your goals and objectives? You have probably heard this saying: ‘if you don’t know
where you are going, any road can lead you there: Likewise, if you don’t know where you are,
how do you know which road to choose?

Most of the success – oriented products being marketed today focus on the goal and tell you how
to get there. These programs assume that if you “do as they do” you will be successful, too. The
problem with this approach is that they don’t know you. They don’t know where you are ready
today, so how can you give directions to where you want to go?
Why Personal Responsibility and Accountability?

Nothing is more important to personal success than the ability to set, manage, and achieve
personal goals. This new assessment and skill enhancement system focuses on core skills
related to personal responsibility.

Personal Responsibility puts the emphasis where it belongs, on the individual. Being responsible
personally puts the focus on the ability to set clear, attainable goals and then to manage oneself
to the successful completion of these goals. This helps users sort through how well they accept
responsibility for their own actions-whether they are successful or not. When failure occurs, do
people procrastinate, blame others, and then engage in victim thinking? If they do, then the state
of being personally responsible and accountable will help you overcome these self-defeating
behaviors and teach you the skills of personal responsibility and accountability.

The personal skills map

The personal skills map will help you identify where you are today and will show you what you
need to know in order to accomplish your goals.

For example, all of us, at one time another, have taken a trip and gotten lost. What do you do?
Do you stop and ask for directions, look at a map, or call the person at your destination?
Regardless of the method you choose, you must first ascertain, “Where you are now?” Only then
you can discern how to get where you are going. The Personal Skills Map offers a way to
discover where you are now and shows how to get where you want to go.

Activity:

Do your own personal skills map stating form where you are.

Personal Development Plan

1. What is my current state?

Strengths
What are my strengths? 1. Communicate well with others
2. Positive thinking
Weaknesses
What are my weaknesses? 1. Lack of confidence, Always stuck in
comfort zone
2. Lose temper easily
Feedbacks
What are the common feedbacks (positive & 1. Not assertive enough
negative) that I received form others? 2. Lack initiative, Too much Planning
but no action
Performance indicators
What other performance indicators can I 1. Sometimes get overwhelmed with stress
notice? when there is heavy workload

Focus areas priorities

Conclusion 1. Develop more self confidence and
courage
2. Learn to be assertive
3. Control my temper & not get worked
up so easily

2. What is my desired state?

What do I hope to improve/achieve? 1. Able to talk and act confidently
regardless of what the situation or
who am I talking to. Not afraid to
 voice out my ideas and opinions &
willing to try new things and take
some risks. Always look for new
opportunities rather than walk the
common path. Able to influence
others and decision made because I
show great confidence.
2. Able to be assertive and take control
of situations. Able to press hard for
my recommendations, ideas and
decisions to be accepted by others
when I feel it is really good. To
proactively take the lead in as many
situations as possible. When there is
a group decision to be made, to be
the first to give recommendations.
Not to agree with everything others
say. Able to say no firmly. Not to be
influenced or controlled by others.
3. To calmly assess any situation
before reacting to it. To look for
positives in any circumstance and
make the best of any un-favourable
situation. To focus my energy on
finding a solution rather than losing
my temper.

Why do I want to achieve that? What does it Why do I want it?

give me in return?
With confidence, I can blaze new
opportunities for myself. I am able to
command more respect and others will be
able to see my worth. I will dare to try new
things & go against the herd, which gives me
more opportunities for success and makes
my life more interesting as well. With
confidence, my true self will finally shine
through.

With assertiveness, I no longer follow other

people’s decisions and will, I get to choose
for myself and live on my own terms. Being
assertive, I command respect from others, I
also contribute fully when I am assertive. It
further builds my confidence and installs self
esteem in me.

By being able to control my temper, I will try

not say things I will regret later on. I will not
hurt my loved ones and friends as before. In
addition, I will cease to waste energy venting
out my anger. Rather the energy can be used
in a positive way. To avoid pointless
confrontations and have compassion instead.
Short term goals
1. Finish reading a book on self
confidence and apply it’s principles.
2. Make 4 new recommendations to the
What are my short term goals? boss every month and get him
seriously to consider them.
3. Attend and complete anger
management class.
 Long term goals
1. Able to command confidence
whenever I want, regardless of the
situation. Not to be affected by
setbacks.
What are my long term goals? 2. Have the habit of taking the lead in
most situations and being assertive,
while at the same time keeping some
balance and not being extreme.
3. Keep calm no matter what happens.
Not to lose my temper at all, but
have a quite calmness within.

3. Who do I get there? What is needed?

What is needed?
What must I improve/ learn / experience to 1. Use NLP techniques to develop
achieve that desired state? confidence
2. Practise being assertive by
suggesting ideas and making
decisions during weekly company
meetings, and by requesting to lead
new projects.
3. Meditation to develop a calm mind &
control temper.

Resources
What are the possible resources to learn/ 1. But & read “How to develop
experience/ improve? confidence “ by Joe Smith
2. Read books on communicating
assertively & respectfully.
3. Local anger management class.

4. Timeline
Timelines/Dates

When do I want or need to Focus Area #1: Focus Area #1:

achieve the desired state? Hours per week: Start date: 1/12/10
Day – time 1: Mon, Wed Short term goal: 28/02/11
Fri, 9-10pm, read ‘How to Long term goal: 31/05/11
develop confidence’

Day- time 2: Thurs, Sun 7am

– 8am, practice NLP
techniques on developing
confidence.

Focus Area #2: Focus Area#2:

Hours per week: Start date: 1/12/10
Day-time 1: Tue, Thurs, Sat, Short term goal: 28/02/11
9 – 10, read communication Long term goal: 31/05/11
books

Day- time 2: Fri, 2pm – 4pm,

practice being assertive in
the company weekly meeting

Focus Area #3:

Hours per week: 4 Focus Area#3:
 Day-time 1: Sat, 2-3 pm, Start date: 1/12/10
Anger Management class Short term goal: 28/02/11
Long term goal: 31/05/11
Day-time 2: Tues, Thurs,
Sun 6-7 pm, meditation

5. Notes/other
Document any important notes or other items
in this section.

Activity:

 Develop your Personal Development Plan using the above structured as a guideline.

The success Profiler

The success profiler is a systematic, research-based assessment and skill-building system

designed for the following purposes:

 Adapt to change
 Develop leadership skills
 Enhance ability to learn
 Promote sensitivity/diversity
 Build teamwork skills
 Prevent violent behaviour

Rather than attempting to address knowledge and skills, this approach focuses on the need to
intelligence needed for success in key emotional skill areas. The assessment will help you
identify those skills you need to develop, those that need strengthening, and those that can use
some enhancement.

You begin the process of identifying where you are now by completing a four-part profiler
assessment. Once completed, you will transfer your results onto your personal map.

The personal map is divided into 14 critical areas – key emotional skills.

1. Self Esteem
According to research self esteem is the most fundamental skill and it relates to major aspects of
mental health and a healthy personality.

2. Interpersonal Assertion
The interpersonal Assertion is mostly concerned with how effectively an individual uses direct,
honest, and appropriate expression of thoughts, feelings, and behaviours in dealing with others.
This skill is very much important as it plays a big role in enforcing the ability to be honest in
communicating with others without violating the rights of the other person.

3. Interpersonal Awareness
It is concerned with the evaluation of his or her ability for appropriate social, emotional, and
physical distance in verbal and non-verbal interactions with others.

4. Empathy
It is very much vital that an individual possess the ability to sense, understand and accept
another person’s thoughts, feelings, and behaviours. Empathy is a primary characteristic of a
skilled communicator. Persons with strong empathy tend to be sociable and outgoing.
 5. Drive Strength/Motivation
The importance of Drive Strength/Motivation indicates that and individual does have goal- setting
abilities. Derive strength shows an ability to marshal energy and motivation toward the
accomplishment of personal goals.

6. Decision Making
The Decision Making skill is vital in formatting and initiating affective problem-solving procedures.
The ability to make decisions is a key ingredient of self-acceptance and positive self-regard.

7. Time Management
The art of time management would then indicate capacity of an individual to organize and use
time to further individual and career goals. Ability to manage time is an ingredient in self-regard,
sensitivity to needs, and perseverance in completing tasks.

8. Leadership
Leadership talent clearly shows how a person can positively impact and influence the actions of
other people. The ability to influence others in a positive way is an important aspect of
leadership.

9. Commitment Ethic
As an individual you need to have the ethics of committing to your tasks in order to complete
projects and job assignments dependably and success-fully. Persons with strong commitment
ethic are usually perceived as dependable and committed by others, are inner-directed, and
persevere in completing projects regardless of difficulties encountered.

10. Stress Management

People with skills in managing stress positively are competent managers of time and are flexible,
self-assured, stable, and self-reliant.

11. Physical Wellness

Physical Wellness reflects the extent to which healthy attitudes and living patterns that are
important to physical health and well-being have been established. It is highly correlated to
positive stress management and high self-esteem. Persons with high scores have developed
high levels of self-control over potentially harmful behaviour patterns.

12. Interpersonal Aggression (Anger Management)

If an individual is aggressive this behaviour will lead to being violent, overpower, dominate, or
discredit another person’s rights, thoughts, feelings or behaviours. High interpersonal aggression
is related to the personality characteristics of rebelliousness, resentment and oversensitive
response to real or imagined affronts therefore is vital for it to be changed and used
appropriately.

13. Interpersonal Defence (Fear Management)

A defensive behaviour will be indirect, self-inhibiting, self – denying, and ineffectual for the
accurate expression of thoughts, feelings, and behaviours. High interpersonal deference is
related to the personality characteristics of apprehensiveness, shyness, and over-sensitivity to
threat or conflict. Avoid deference.

14. Change Orientation

The level in which an individual is motivated and ready to make personal changes for the better
at any given time indicates the maturity in a person.
Avoid resistance to change.
Why the Success Profiler?

Unlike IQ, EQ can be developed, strengthened and enhanced throughout one's lifetime. When
EQ is improved, it can provide immediate benefits to one's health, one's education, one's
relationships, and one's work.

THE SUCCESS PROFILER can improve performance, reduce employee turnover and build
healthy employees, workplaces and communities through improving emotional intelligence skills.

Why Emotional Intelligence?

Emotional Intelligence (EQ) is a learned ability to identify, experience, understand and express
human emotions in healthy and productive ways. Emotional intelligence skills are primary factors
of motivation and the gateway to lifelong learning and high levels of achievement.

Research world wide indicates that emotional intelligence skills are essential to all learning.
Unlike IQ, EQ can be developed, strengthened and enhanced throughout one's lifetime. When
EQ is improved, it can have immediate benefits to one's health, one's education, one's
relationships and one's work.

 EQ is the most important variable in physical health, personal achievement, and career success.
EQ is a learned ability and requires an intentional learning process that is personally meaningful.
EQ consists of specific skills that can be easily assessed, taught and learned.

Motivation

Motivation is the drive to achieve certain goals. Encouragement could be shaped: the
enthusiasm, hope and encouragement. Everything we do every day is always overshadowed by
the existence of motivation. For example, an employee who works, of course, have the
 motivation to work, as well as an athlete have the motivation to compete, a student with the
motivation to learn, and so forth.  

Staying motivated is a struggle — our drive is constantly assaulted by negative thoughts and
anxiety about the future. Everyone faces doubt and depression. What separates the highly
successful is the ability to keep moving forward.

There is no simple solution for a lack of motivation. The key is understanding your thoughts and
how they drive your emotions. By learning how to nurture motivating thoughts, neutralize
negative ones, and focus on the task at hand, you can pull yourself out of a slump before it gains
momentum.

Reasons We Lose Motivation

There are 3 primary reasons we lose motivation.

1. Lack of confidence – If you don’t believe you can succeed, what’s the point in trying?
2. Lack of focus – If you don’t know what you want, do you really want anything?
3. Lack of direction – If you don’t know what to do, how can you be motivated to do it?

Abraham Maslow Motivation Theory:

1. Human Itself

About human nature Maslow argued that humans have a unity of body and soul good value, and
has potential. What is meant either that the resulting development toward self actualization.

2. Basic Human Needs

Humans have basic needs will always be motivated behavior, namely physiological needs,
safety needs, needs for belonging and a sense of love, the need for self esteem, and self
actualization needs. To be able to self actualization level of all basic needs of humans at the
previous levels must be fulfilled. In addition to these basic needs of the so called basic human
needs as well have metaneeds growth needs such as justice, beauty, order and unity.

3. Necessity as a Motivation Element

Motivation Maslow’s theory formed the basis of a hierarchical theory of basic needs. In other
words the fulfillment of basic needs is what motivates people to do something. This theory is not
only homeostasis but also the psychological homeostasis. Even at the peak level of Maslow’s
needs organized leads to mysticism.

Activity:

Take a photo of your self and paste it in your workbook. Write down all your personal things that
motivate you.

Conclusion

Whether you satisfied with your current skill level or desire a change, knowing where you are
today can help you map a plan that leads you toward your goals.

It’s nice to know that our personal skills are changeable and that we are capable of learning and
growing throughout our life. If you are ready to strengthen or enhance your current skills, have
persistence in your efforts, and use the results of the assessment to help guide you toward your
personal goals, you will become a better, well-rounded individual.

ADMINISTRATIVE SKILLS
You need to ensure that you emerge as well equipped as possible to compete in the highly
competitive job market. The job market is changing constantly, as some jobs become obsolete
and new opportunities are created in response to technological advances and world events. You
must be prepared to adapt to the market and not expect it to adapt to suit you. Employability is
having the competencies required by the employer.
After completing this module, you will be able to do the following outcomes:
 Identify what are the key characteristics employers want in applicants;
 Apply a SWOT analysis to identify key characteristics;
 Demonstrate how to assess an advertisement
 Develop a curriculum vitae
 Demonstrate how to behave appropriately in an interview

a) What do employers want?

Employed Graduate Unemployed Graduate

 Multi-skilled, flexible and  Mere book knowledge

adaptable  Lack of practical work experience
 Problem-solving and decision-  Tunnel vision inflexibility
making skills  Lack of communication and writing
 Practical work experience skills
 Good communication and  Require self-development
writing skills  Little initiative with regard to
 Innovation, passion and drive career planning
 People with vision looking  Lack of knowledge with regard to
beyond their degrees job trends and global awareness
 Ability to work independently  Lack of life skills
 Innovative and creative
 Understanding of team work
 Entrepreneurial thinking
 Good interpersonal skills

b) Know what you have to offer?

You need to know yourself, to be able to know what your abilities are, as well as what
areas you need to develop further. Knowing yourself in terms of employability starts as
soon as you make a career choice, and then you need to determine if you have the skills
and personality required for that particular environment. You need to gather as much
information on your chosen career as possible.
Read about it, speak to people in the field and visit the places of work

A good starting point would be to consider doing a SWOT analysis and take note of the
strengths and weaknesses related to your employability. An example of a SWOT analysis
could be:
STRENGHTS WEAKNESSES
Internal positive aspects that are Internal negative aspects that are
under your control that may make you under your control that will influence
more employable. For example: your employability. For example:
 Work experience – formal and  Lack of work experience
voluntary work  No voluntary work
 Educational qualifications  Not involved in community
 Specific skills, such as activities
communication, leadership  Negative personal
 Personal characteristics such characteristics, such a lack of
as strong work ethic, creativity, discipline
high energy level.

OPPORTUNITIES THREATS
Positive external conditions that you Negative external conditions that you
cannot control, but of which you plan cannot control, but which affect you may
to take advantage. be able to lessen. For example:
 Demand for your skills  Negative trends in your field, such
 Opportunities for advancement as downsizing, no jobs
in your specific choice of career  Competition for positions from
your colleagues
 Competitors with better job-
hunting skills than you

This together with the following exercise will enable you to know yourself better and
enable you to set goals to achieve success in improving your employability. Use the
following table to assess yourself in terms of your abilities, interests, personality, values
and education. Tick those that you feel describe you, then tick those you would like to
improve.
I am Your abilities, interest, personality and education Want to
like improve
this this
Your abilities
Verbal Skills Good with language,
reading and writing
Good with figures Do well in mathematics,
logical
Physical Skills Strong, good health,
 athletic
Artistic skills Creative, original,
artistically talented
Practical skills Good with your hands
Social skills Work well with others,
patient, helpful
Methodical Work accurately, very tidy,
punctual
Your interest
Outdoor Working with animals
Facts & Figures Accounting, working out
sums
Physical Active Sport
Practical work Fixing things, motor
mechanics
Verbal Reading, writing,
debating, languages
Business Making money, buying
and selling
Your personality
Positive and optimistic
Helpful
Quiet, introvert and shy
Friendly
Reserved
Negative and pessimistic
Confident
Outgoing
Serious
Your education
Secondary
Tertiary

c) Assessing an advertisement

Take any job advertisement from a newspaper and consider the following:
 Do you meet the job requirements, which includes the specified qualification,
experience and characteristics needed;
 Does the job meet your requirements, such as independence, variety and scope for
advancement?
 Before applying, read carefully and make sure you know what the requirements of the job
are, when the closing date and time is and exactly how to apply such as by email, fax and
who the correct person to address too. If you consider yourself to be employable by the
firm, adapt your CV, if necessary and send it off with a covering letter.

Comments:
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
______________________________________________________

d) Creating a curriculum vitae (CV)

A CV is a summary of your personal information, education, job history, life achievements

and skills relevant to the job you apply for. Is the first impression the employer will get of
you, so make sure it is a good one?
4.1 Content of a CV
a) Personal information
 Name and please give full names as on Identity Document;
 Address, phone number and email at the top of the CV
 Telephone number and area code
 Career objective is a brief, concise statement that will enable the employer to know
what you are working towards

Example
 To obtain a position in marketing where I can build on my knowledge and gain
experience.
 To obtain a part-time job in order to finance my studies and enable me to
complete my BSc

Comments:
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_______

b) Educational qualifications

Consider the following:

 Secondary Qualifications, please indicate the name of the school, the year that
you finished last and the grade
 Tertiary Qualification, you can either start with your highest qualification or type
it out in the order which you received them

State clearly the information using tab spacing and only write down the subjects it is
relevant to the position or no other higher qualification. Indicate what skills and
experience you acquired during your education. You may write a short profile of the
skills you have gained at school.
Example
EDUCATIONAL QUALIFICATION

Secondary Education
Institution Linkside High School
Qualification Matric Certificate
Year 2002

Tertiary Education
Institution Nelson Mandela Metropolitan University
Qualification National Diploma in Human Resources Management
Year 2009

Both at high school and at university, I have been involved in student newspapers as
a reporter and in debating teams. At university I became exposed to people from
different backgrounds with different beliefs and values. I have developed
interpersonal skills, particularly communication, and gained a healthy self-
confidence, sense of responsibility and respect for diversity.

Comments:
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_______

c) Work experience

This is an important section of the CV. You need to have some experience. If you cannot get
a paid job, then do voluntary work.
 If no experience, omit this section.
 Start with present position and work backwards.
 Always include the following headings:
o Name of the organisation / Employer
o Title of the position
o Duration of the employment / period
o Main functions such as your duties and responsibilities
o You may want to include skills you have learnt in this position.

Example
WORK EXPERIENCE

Employer Edgars
Position Salesman
Period 2008 – present
Duties:
o Floor sales
o Taking stock
o Operating the till

Employer Hire Resolve

Position Recruitment Consultant
Period 2007 – 2008
Duties:
o Screen through CVs to find suitable candidates
 o Cold call new clients
o Format CV’s in the correct format
o Schedule interviews for clients with candidates
o Place advertisements in the relevant newspaper and
job portals
o Negotiate salaries with candidates and clients
o Answer telephone calls

I have learned about service and that it takes tact, endurance, enthusiasm and a
sense of humour to deal with customers and clients. I realized that I am organized,
resourceful and competent in dealing and in communicating ideas, both verbally and
in written form.

Comments:
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_______

e) Skills

Ensure that the employer is aware of the skills you developed at school, varsity and
working experience. If you have skills that are relevant to the position that you applying
for, mention them.
 Computer skills – State the software you can use and list any certificates
 Language skills – Make special reference to your language proficiency
f) References
 A referee is a person who is willing to testify to your character, e.g. mental, moral,
your strengths and traits.
 It can be a previous employer, colleague, minister of the church or medical doctor
(only if they really know you).
 Give careful consideration to your choice of referee.
 A positive perception and perspective should be portrayed.
  Request the referee’s permission before listing him / her as a referee.
 Provide a copy of your CV to familiarize him / her with your application.
 Provide the referee’s phone number and dialling code.

Example
REFERENCES
References from the following people are available:
 Professor JW Smith, department of Industrial and Organisational Psychology,
Nelson Mandela Metropolitan University, who can testify to my motivation and
performance academically.
Telephone: 041 586 7432
 Mrs S Jones, Human Resources Manager, Edgars, who has known me and
employed me for the last two years.
Telephone: 041 585 5433

Comments:
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_______

4.2 The covering letter

a) The purpose of the covering letter is to:
 Ensure the reader knows exactly what you are applying for
 Creates an immediate favourable impression
 Illustrates your suitability for the position
 Excites the employer’s interest

The covering letter must be short, concise and dynamic (no longer than one single, typed
page)
Address the covering letter personally, name of the person at the top of the cover letter.
 b) Introductory Paragraph

The introduction paragraph should:

 State the exact position for which you are applying
 Refer to where you saw the advert. Name the newspaper advertisement and date
published, or mention the person who told you about the position.
 Refer to the CV enclosed

Example of introductory paragraph

I hereby wish to apply for a Trainee position, as advertised in the Sunday Times
on the 21st October 2010. I enclose my CV.
OR
I am writing in response to your advertisement in the Job Mail of 1 st October 2010
for the above position. I enclose my curriculum vitae for your consideration.

Comments:
_____________________________________________________________________________
_____________________________________________________________________________
_______________________________________________

c) Content

In the middle paragraphs, you could mention:

a) What qualifications do you have
b) State a short-term goals and where you want to go in your career.
c) Your strengths that equip you to do the job well. Why you think you are suitable for
the position, or how you could benefit to the company in terms of the experience /
subjects you have taken.
d) Avoid sentences like “an opportunity to put my qualifications and experience to full
use” rather complement the organisation by stating your reason for wishing to work
for them.
e) Your practical work experience, if it varied, you can market yourself by pointing out
your ability to diversify in the work situation should the need arise.
f) Ending
 Give a short concluding paragraph
 Sign your letter using your full names
 Always end on a positive note

Example of ending
 I hereby attached my Curriculum Vitae in support of my application. I trust
that my application will be considered favourably. I thank you for taking
the time to consider my application and I look forward to hearing from you
further in this regard.

Your sincerely
(Signature)
Molly Nkosi

Comments:
_____________________________________________________________________________
_________________________________________________________

g) Style
 Vary the way in which you begin each paragraph, do not use I too much
 Be direct and economical in your use of words
 Vary your vocabulary to avoid repetitions
 Use every-day vocabulary and not tongue twisters
 Keep your style simple and your tone businesslike and friendly
h) Layout
 Use a standard business letter layout
 Appropriate margins help to frame your letter attractively
 Use single line spacing
 Indicate documents enclosed
i) Presentation of final application
 Do not fold application, use A4 envelope, type address
 Always keep a copy of your application
 Send it: online (email) fax or post a hard copy. If possible deliver application in
person.
 Staple the curriculum vitae together. Place items in logical order, such as covering
letter, curriculum vitae and addendums

Comments:
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
 ________________________________________________________________________
____________

1. INTERVIEW
a) The purpose of the interview
 It is your chance to meet someone from the organisation and assess if he / she is offering
you what you want.
 It gives the interviewers the chance to see if you match their requirements. These
requirements vary from job to job, but would typically include your intellectual qualities,
how you get on with people, how well you express yourself and how you will fit in with the
company and its values.
b) Questions that you can ask the interviewer

An interviewer is a two-way process. The company interviewing you will want to find out
whether you are suitable for the position, and you will want to find out if the company and
position are right for you. You should therefore ensure that you have enough information
to make an informed decision.
c) Examples of question you can ask are:
 What will be my responsibilities?
 Who will I be reporting to should I get the position?
 Will travelling be required in this position?
 What training do you provide?
 When will you decide on the appointment?
 Never as about salary offered in an interview. Wait for them to talk about the salary.
d) Panel interview

Most people dislike this type of interview, but due to the changing nature of employment,
this is often the method used and you need to be prepared for this. Remember the
following if you are exposed to this:
 Identify the important figures on the panel and which role each fulfilling
 When you are talking to the panel, remember that you are talking to all of them and
not just to the person who posed a particular question.

Interview over, now what?

The waiting is usually worse that the interview itself. Guidelines with regard to this are as
follows:
 You may have to wait for weeks before hearing from the interviewer
  Being called for a second interview is usually more in-dept. If there were question
you struggled with in the first interview, brush up on the answers.
 If you do not hear anything within the allocated time indicated, write / phone to find
out the status.
 If you are not successful, do not become despondent. You are entitled to feedback
as to why you were not successful. Get this and make sure that you improve on
these issues before you go for another interview.

Comments:
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
____________________________________________________________________

CONCLUSION
Due to the changing world of work, it has become even more important for people to be better
prepared for being employable. You thus need to start thinking about the skills you need to
develop within your current situation or tertiary education, which will assist in making you more
employable in future. Knowing how to write an application letter, curriculum vitae and how to
prepare yourself for an interview, will better prepare you for the world of work.
PERSONAL FINANCE

Personal Financial Planning

What is personal financial planning?

When do you start planning

Planning for objective

What early savings and planning will do for you

The budget and planning process

Case Study

Conclusion

Debt
What is debt

Advantages of and good reasons for incurring debt

Credit and debt cards

National Credit Act

Inflation and debt

Budget and debt

Savings and Investment
What are savings and Investment?

Choosing an investment instrument

How much should you save

Save with the help of your budget

Unemployment insurance fund

1What is the Unemployment insurance fund?

2How is the money obtained to operate the fund and pay benefits?

What is personnal financial planning?

We live in every uncertain time. However, lots of the uncertainty can be eliminated through
planning. Planning means thinking ahead about something
Personal financial planning means thinking ahead about your personal financial affairs

You are actual trying to determine whether and how to reach the financial goals you have set
for your self.

The following diagram illustrates the concept of personal financial planning

A (where you are now)- plan –B (where you want to be)

A (you have R1000)- plan B- (what you want to buy)

You must plan to move from A to B. you will discover that you can’t buy everything for
example your R1000, because you wanted to buy too much with little. Then you plan to buy
some things now, others later and to leave certain things

When do you start planning?

The success of your money matters, now and in the future, depends on how soon you start
planning the sooner the better. And then you should implement your plans.

Plan for objective

You must plan to achieve the objectives you set for yourself. These objectives can be:
Things you want to buy

Debt that needs to be repaid

Something you are saving for

The long-term objective is to be financially independent when you retire. This means that you
saved enough during your working years to make a comfortable living after retirement
Only 6-10% of all retirees are financially independent when they retire. The other 90-94% are
dependent on friends, family or the state and must work as long as their physical health
permits

What early savings and planning will do for you

Let’s consider a practical examples you save R100 per months for period of 20, 25, 30 and 40
years and receive a return of 8% per year on these investments. You are 20 years old.
Savings period Amount Rate of return Future value
20 years R100 8% =R58902.04
25 years R100 8% =R95102.64
30 years R100 8% =R149035.94
40 years R100 8% =R349100.78

In other words a person who starts investing (saving)at the age of 20 will receive more than
R349000. If you wait till the age of 40 before you start investing, you will have to be satisfied
with about R59 000 when you retire at 60-clear not enough to live on for the rest of your life.

The budget and planning process

The personal financial planning process consists of certain steps, which everybody (young,
old, rich, poor, and married, single) must follow to do personal planning
Step 1: Determine your existing financial situation or position (your point A, i.e. where you are
now) so that you can find out how to get to point B.
Here you learn all about your income, expenses, savings and debt
Step 2: Set immediate, short-term, medium-term and long-term objectives for yourself (your
point B, where you want to be)
Step3 Now draw up a budget (your financial plan to move from point A to point B). you must
start with your income. Then make a list of your expenses according to your objectives
Remember, savings form part of your expenses. Should your expenses exceed your income,
you will have to adjust your objectives and expenses till your income exceeds or is equal to
your expenses.

Case Study
David khumalo is 20 years old and is staying with his parents. He uses a bus to travel to work
and earns R6000 per months. His parents decided to ask him for a monthly rent of R1000,
R500 for food and R250 for his washing. David Plans to buy himself an expensive hi-fi and a
second –hand car. Let’s look at David’s monthly budget as presented in the January column
of his budget

Income January Action Savings New budget

David 6000 6000
1 Total 6000 6000
income
Expenses
Rent 1000 1000
food 500 500
clothing 1000 A 500 500
Transport(Car
)
Furniture (hi-
fi)
 Washing 250 250
Holiday 3000 A 1000 2000
Entertainment 1000 A 500 500
Studies 1000 1000
Cellphone 700 A 450 250
2 Total 8450 2450 6000
Expenses
Income (1) 6000 6000
Minus 8450 6000
expenses(2)
Surplus(+)or =
Deficit (-) (-2450) 0
Cumulative (-2450) 2450 0
Surplus or
(deficit)

A= reduced certain expenses

As you can see, David’s expenses exceed his income by R2450. He needs to reduce his
expenses. The action and savings columns show what he did to achieve a new balanced
budget.
If David wants to buy a car (R1000 per month) and a hi-fi (R500 per month) he needs an
additional R1500 a month. He can now, for example, choose not to go on holiday until he
earns more and save R1500 per month with R500 for petrol as well (holiday(=R2000)
What steps can I take if my budget doesn’t balance?
First check whether you used the right amounts for income and expenses. Try to increase
your income by taking on extra work, or reduce your expenses by spending less

Does a budget have limitations, or can it solve all my financial problems?

If you live, spend and invest according to your budget, it will help you to realize your
objectives, but the budget is of no use if you don’t want to live by it
Can you be financially and independent when you retire if you never had a budget?

You could live and retire much wealthier if you budget from an early age and keep it up until
you retire.
Conclusion
Section 1.4 and 1.6 show that personal financial planning from an early stage can change
your life for the better. Start planning today and follow the steps in the planning process. In
particular make sure that your budget balances and stick to the plans in your budget.
Keep on planning be a financial winner

Debt

What is Debt?
Debt will have a substantial impact on your life. The impact can be positive or very negative,
depending on how you plan and mage it.
Debt is the amount of money you have to pay back to the person or institution (such as
banks, retail stores or micro lenders) from which you borrowed.

This amount consists of two parts: the actual borrowed amount, also known as the capital
amount and interest.
Advantages of and good reason for incurring debt
If handled properly, debt can assist you in achieving your objectives. However due to debt,
hundreds of thousands of people every year lose all their possessions
This is because they incurred too much debt (they cannot afford it)

Their creditors(the persons or institution that they borrowed from) then sell their belongings in
an attempt to recover some of the outstanding debt
The reason the outstanding debt must be recovered is that the borrowed amount is the
savings of other people which are lent out to the borrowers.

Credit and debt cards

Credit card
A credit card is a very convenient way of buying something on credit as you do not have to
obtain a loan or credit from a store every time you want to buy on credit
It is provided by banks and different types of retail service providers
A credit limit will be available to you
You pay interest and must make installments every months( to repay your credit purchases)

Debt Cards
Debit cards differ from credit card in that you can only make cash purchases
It is convenient as you do not have to withdraw money from your bank account to pay for your
purchases
It also costs less (banks changes) than cash withdrawals

National Credit Act

The act came into power on 1 June 2007 and has several goals including

Protecting consumers against illegal and reckless lending behavior

Several rules see to it that consumers don’t take on too much debt and also ensure that they
don’t pay too much 9interest and fees) for the credit
This is achieved by compelling all credit providers such as banks, retailers and micro lenders
to register with the National Credit Regulator
Credit providers must register information on all credit transactions at the National Credit
Register as such they will have the information needed to make a call whether a consumer
already has too much debt or not

Inflation and debt

Inflation is perhaps the most important negative economic phenomenon for a
person/household/country. This is because it makes people poorer. This section will explain
what it is and how it affects you
Inflation can be explained as a continual increase in the prices of goods and services
consumer buy
It makes people poorer because price increases means that people can buy less with the
same amount of money.
Price increases are measured monthly by the government.

Budget and debt

You have to plan and manage your debt in order to

Avoid falling into a debt trap. A debt trap arises when you have too much debt then you
borrow from A to repay B
Know how much debt you can afford
Achieve your objectives
Take account of the impact of interest rate changes. When the interest rate increases, your
monthly installments will increase thereby influencing your budget.

Savings and Investment

What are savings and Investment?

Savings are amounts of money that are invested in particular instruments for later
Use
You can save (rather than borrow) to achieve objectives such as buying a hi-fi or personal
computer
Or you can save to have enough money to retire
It is important to note from the outset that you receive a return on these savings, meaning that
the saved amount will grow into a large amount.

Choosing an investment instrument

Always remember that investment instruments are designed for different purposes

Some are risky and provide with a huge return on your invested money, but you can also
lose your money

Other provide smaller return, but you will not lose the money invested.

How much should you save

Suppose you work as an employee and contribute to a pension or provident fund for 25 years.
It is enough to provide you with a monthly income of 50% of your final salary.
You thus need another 50% income to be able to maintain the same income after retirement.

Save with the help of your budget

The monthly amount, or amounts you save, must be show in your budget.

The budget will show you much money you have available for investment

It forms part of your expenses. You cannot invest if you can’t afford it(if your income is too low
or your expenses too high)

Make sure you save enough for retirement.

1What is the Unemployment insurance fund?

The Unemployment insurance fund has been established to provide short-term relief to
workers, subject to certain conditions, when they become unemployed, or are unable to work
because of illness, maternity or adoption leave and also to pro –vide relief to the dependants
of deceased contribution.
How is the money obtained to operate the fund and pay benefits?

The fund is being financed through the monthly contribution of employers and workers.
Government is the underwriter of the fund and is expected to provide financial assistance to
meet shortfalls experienced during times of high uemployment.
 ENTREPRENEURSHIP
DEFINITION OF AN ENTREPRENEUR
An individual who embarks on a new venture or project

The entrepreneur will see an opportunity, take the risk, innovate and use their resources to turn a
business idea into reality.

WHY CHOOSE ENTREPRENEURSHIP?

Opportunity to Gain Control

Owning a business provides the entrepreneurs the independence and the opportunity to achieve what is
important to them. Entrepreneurs want to make their own decisions in their lives and use their business to
do so. There are intrinsic rewards of knowing they are the driving forces behind their business. They make
the decisions behind the direction the company travels and their work schedules.

Opportunity to Make a Difference

The amount of social entrepreneurs is on the rise. These people start their businesses because they see
an opportunity to make a difference in a cause that is important to them. They seek to find innovative
solutions to some of society's most pressing and most challenging problems. Entrepreneurs continue to
find new ways to combine their concerns for social issues and their desire to earn a living.

Opportunity to Reach Full Potential

Many people find their work boring, unchallenging and unexciting. However, to many entrepreneurs, work
is much more enjoyable. An entrepreneur's business can be the instrument for self-expression and self-
actualization. Owning a business challenges the entrepreneur's skills, abilities, creativity and
determination. There is no organizationally created 'glass ceiling' to determine how high a business owner
can rise.
Opportunity to Reap Impressive Profits

Although not the primary motivating factor, the profits their companies can make are important in their
decisions to launch businesses. Owning a business is usually the best way to achieve the accumulation of
wealth. Nearly 75% of those on the Forbes list of 400 richest Americans are first-generation
entrepreneurs. And self-employed individuals are four times more likely to become millionaires than those
who work for someone else.

Opportunity to Contribute to Society and Be Recognized for Efforts

Most often, small business owners are among the most respected and trusted members of their
communities. Owners enjoy the trust and recognition they receive from the customers they have served
faithfully over the years. Playing a vital role in their local businesses and knowing that the work they do as
a significant impact on how smoothly the nation's economy functions are another reward for
entrepreneurs.

Opportunity To Do What Is Enjoyable

Commonly, entrepreneurs don't consider their work.

Forty-six percent of entrepreneurs say that they will THE ENTREPRENEUR’S ROLE…..
never fully retire from their businesses, according to a
survey conducted by the National Federation of  When they start businesses, they provide more jobs for
Independent Business. Most successful people, thereby contributing to economic development
entrepreneurs choose in enter a business field that
 They contribute to the GDP by producing goods and
interests them and that they find enjoyable.
services in South Africa
 They could lead innovation in technology
BENEFITS FOR THE  They contribute to SOCIAL INVESTMENT programmes,
leading to economic-development

ECONOMY  They provide people with goods and services which we

would like to buy

Entrepreneurship creates employment.

The existence of business activities influences

employment. Business establishments need people
to work for them.

Entrepreneurship improves the quality of life.

People need to work in order to survive, attend to their needs, and satisfy their wants.

Entrepreneurship contributes to a more equitable distribution of income.

With more entrepreneurial activities provided to the people in the country sides, natives have more work
opportunities thus, discouraging them from resettling in other places.

Entrepreneurship utilizes resources.

We may use our own natural resources, and process and convert them to more useful things.

Entrepreneurship brings social benefits through the government.

The resources collected by the government are given back to the people in the form of services,
infrastructure projects, school buildings, and maintenance of peace and order.
WHAT SKILLS ARE NEEDED?
In order to become a successful entrepreneur, it is important to firstly examine your intrinsic
abilities.
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TASK
Draw up a personal SWOT analysis in the following grid. Think about your
personal strengths, weaknesses, opportunities and threats and write them down.
You may discuss your final SWOT with a partner.
ENTREPRENEURIAL CHARACTERISTICS
 Commitment – they are committed to whatever they do
 Perseverance – they will persevere through the bad times in order to be successful
 Initiative – they’re not scared to use their initiative to solve problems or complete tasks
 Problem solving – have good problem solving skills
 Willing to take risks – calculated risks as well as impulsive risks – at the right time
 Ambitious – they reach for and focus on their dreams and visions
 Opportunist – they grab good opportunities
 Reliable – to others
 Passionate – about their business / product etc.
 Need to achieve – they have a desire to achieve more and more
 Confident – in speech, dealing with others, managing others
 Innovative – can put creative ideas into action
 Creative – can generate many ideas
 Hard working – to be an example to others, to achieve goals
 Positive – has a positive outlook on life, can stay positive in bad situations

Did you know… 2 out of 3

people start small businesses
because they are unemployed?
(Stats S.A 2006)
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ACQUIRING A BUSINESS
There are various ways to acquire a business:

FRANCHISING
A franchise is an agreement or license entered into by two parties, namely the franchisor and
the franchisee.

A franchise gives a person or group of people – the franchisee – the rights to market a product
or service using the trademark of another business (the franchisor).

The franchisee:

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franchising
agreements
terms
suitable
with
Has the right to market the product or service using the operating methods of
the franchisor.
Has the obligation to pay the franchisor certain fees as explained under the
heading ‘Financial implications of franchising’ in exchange for these rights.

The franchisor has the obligation to provide these rights and generally support the franchisee,
both initially and on an ongoing basis.

STEPS TO BECOMING A FRANCHISEE

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FRANCHISE OPPORTUNITIES

Forty new customers per month - and climbing

Former small business consultant Malick Mather has found the ideal
vehicle to grow his own business, by becoming a Fastway Courier
Franchisee.

With forty new customers a month signing up for Malick’s service he

is certainly well on the way to achieving his long term business
goals.

“The demand for the service is so extraordinary that I’ve already

purchased another two franchises, and my entire family has become
involved,” he said.

“This is an opportunity too good to miss,” he continues, and “I have a

very specific vision for the sales growth I plan to achieve with my
franchise.”

Malick sees his role as helping businesses to change the way they manage their deliveries; saving them money on
what they currently pay for their own drivers being the key proposition, but also assisting them to further expand and
develop through the provision of his efficient, easy to use, and competitively priced, service.

“It isn’t often that an opportunity comes along to be involved at the grass roots level of a new business concept,” he
said, “and to see the rapid take up in the South African marketplace is very exciting indeed.”

National Master Franchisee for the Fastway Couriers brand in South Africa, Mark van Niekerk agrees.

“Coming from a background in the transport industry I can attest to Malick’s comments that the Fastway concept is
indeed a unique offering in the South African marketplace.”

Mr van Niekerk says that there are now over 40 Courier Franchisees based at the Pretoria and Johannesburg
depots, but that number needs to double in the short term in order to cope with the existing customer base as well as
the expected growth.

Fastway Couriers South Africa is currently operating in Pretoria and Johannesburg but has plans to expand
nationally long term.
KAUAI TAKES DURBANITE FROM CASHIER TO CO-OWNER
The new Kauai Hillcrest, launched in June, is co-owned by joint venture partner
Kim Ryan. Loyal employees, like Ryan, who have been with the company for
three years or more and have excelled in running their stores, are given the
opportunity to take a 49% stake in a store.

To assist employees Kauai accesses pre-approved Industrial Development

Corporation (IDC) funding. The IDC fund is a special loan with interest rates of
prime minus 5% for job-creating companies like Kauai who have a proven
record of successful business practice. Kauai loans the employee R200 000 in
order for them to access the IDC loan of up to R800 000.

This enables employees, who would otherwise not be able to raise the funds, to
take a 49% stake in the business. Kauai owns the remaining 51% and continues
to provide administration, field and fiscal support. Kauai is now on their third loan facility with the IDC, as the drive to
empower people through training, and ultimately ownership is key to the company.

“Kim is totally focused on making Kauai the number one franchise with her unyielding commitment to customer
service and satisfaction. She is the perfect example of a person who shows that passion, commitment and hard work
do pay off,” said Thompson.

Ryan began her career at Kauai as a cashier at the Kingspark store. She was promoted to assistant store manager
then store manager. After a spell working abroad, Ryan returned to manage the La Lucia store and was offered a
joint venture partnership in the Hillcrest store.

“Kauai motivates its staff to achieve bigger and better goals. I would never have been able to afford to buy shares in
a store but with Kauai’s support I am now a proud business owner,” said Ryan. “I am really excited about the
opportunity to promote Kauai’s menu to the Durban market, a market which is hungry for a fresh, healthy ‘food on the
move’ alternative.”
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BUYING AN EXISTING BUSINESS
Entrepreneurs have the option of purchasing an existing business. Local newspapers advertise
businesses which are for sale each week. It is important, however, to note the variables which
are of crucial importance to keep in mind when buying an existing business:





Why is the business being sold by the current owner
Is the business being sold with current debts?
Do a SWOT analysis of the business to test its viability
Is there an existing clientele?

The advantages and disadvantages of buying an existing business

The Small Enterprise Development Agency (seda) is

the Department of Trade and Industry's agency for
supporting small business in South Africa.
http://www.seda.org.za
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STARTING YOUR OWN BUSINESS
The most common way to become an entrepreneur is to start your own business. Entrepreneurs
are passionate about what they do. They take calculated risks that will benefit the business and
persevere through challenging times.

Do you have what it takes to become an entrepreneur?

Start with what you have:

Consider your:

1.
2.
3.
4.
OF COURSE YOU DO!

At the outset of looking to start a new business take stock of what you have at your disposal.

Skills – what can you do?

Experience – what have you done in the past?
Knowledge – what do you know?
Tangible resources – what do you own and what do you have access to?

STEPS TO BECOMING A BUSINESS OWNER

THE BUSINESS PLAN
A business plan is a document that gives a comprehensive overview of a proposed business. It
shows how the entrepreneur plans to turn the business opportunity into reality.
There are various organisations which can help you set up a business plan. However, make sure
that you know your business best, so as to convey a smooth impression to the finance house
where you are seeking funding.
A business plan can serve as a benchmark against which to measure your business’s progress.
It can also serve as a feasibility study to prevent and control any challenges.

SECTION CONTENT AND FEATURES

Executive summary  Describes type of ownership
 Appears as first section but written last
 Summary of information contained in plan
Business and Industry  Objectives and purpose of business
Overview  Name of business and explains type of business
 Description of industry in which it operates
SWOT analysis  Lists the strengths and weaknesses of the business
 Identifies possible opportunities and threats
Market analysis  Describes target market and customer profiles
 Analysis of competition
Describes difficulties the business will encounter as it enters the
market
Marketing plan  Outlines marketing strategy – selling and promoting
 Explains pricing policy – how prices of goods will be determined

Operations plan  Location of business

 Special facilities e.g. cold storage; loading bays, parking
 Describes suppliers
 Details of equipment needed
 Describes manufacturing process (if applicable)
Management plan  Describes KEY employees in the business (their information in an
appendix)
 States role of entrepreneur
 Organogram (organizational chart) setting out roles and
responsibilities
Financial plan  Outlines finding requirements
 Details of OWN capital being invested
 Includes three-year projected balance sheets, income statements
and cash-flow statements
Schedule  Outlines when the entrepreneur plans to achieve key activities of
the plan

Contingency plan  This is a “what if” plan.

 Sets out what will be done if, for example, suppliers are late, staff
go on strike, product design is faulty
 How threats will be dealt with and controlled

Appendices  Supporting documents such as CV’s, financial statements,

diagrams, product pictures, surveys, contracts etc.
RUNNING YOUR BUSINESS
THE MANAGEMENT PROCESS

Man
Planning:

eme
…………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………

Organising:

…………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………

Leading:

…………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………

Control:

…………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………
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BUSINESS DEPARTMENTS

TASK
For each of the business functions which you have learned about, write down two responsibilities which
you think are applicable to the department. You may work with a partner.

General Management
………………………………………………………………………………………………………………

Marketing
………………………………………………………………………………………………………………

Human Resources
………………………………………………………………………………………………………………

Public Relations
………………………………………………………………………………………………………………

Production
………………………………………………………………………………………………………………

Administration
………………………………………………………………………………………………………………

Finance
………………………………………………………………………………………………………………

Purchasing
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LEGAL CONSIDERATIONS
TAXATION
Depending on the type of ownership you intend on having, and whether you will start an informal
or formal business, you may be required to pay tax on your income/profits.

The following table will briefly outline the tax requirements for your business:

TYPE OF OWNERSHIP TAX Type of tax

Sole Trader If it’s a formal business, Personal income tax
registered, you will pay tax on
your income.
Partnership If you form part of a registered, Personal Income tax
formal partnership, each
partner will pay tax according
to their earnings ratio. For
example: if you earn R70 000
in profit at the end of the
financial year, you will pay tax
on that amount.
Private company The company is a separate Company tax
Public company legal entity and therefore will
pay tax according to the
amount of profit that is made
by the business. Each
company shareholder does not
pay tax in their personal
capacity. The company will
pay a percentage of their
income in tax to SARS each
year.

It is your responsibility as a business owner to keep abreast with the requirements for your
enterprise in terms of legislation and tax. Failure to pay and register for tax could result in a hefty
fine and even a jail sentence. So ensure that you register your business for tax timorously.
LABOUR LEGISLATION
There are various labour laws that must be researched and implemented in your business. It is
your responsibility to gain knowledge and an understanding of the stipulations in each law so as
to avoid any disputes.
The following table outlines some of the laws which you have to read up about:

LEGISLATION PURPOSE
Basic Conditions of Stipulations regarding the basic rules of employment. The Act outlines
Employment Act legislation regarding work hours, minimum wage payable, working
conditions, overtime pay etc.

Labour Relations Act This Act governs the relationship between the employer and the
employees as well as trade unions.

Skills Development This Act makes provision for a skills levy to be paid to SARS in aid of
Act

Broad Based Black The BBBEE Act is the transformation tool of South Africa. It makes
Economic provision for businesses to be on the road to empowerment of black as
Empowerment Act well as previously marginalised individuals. In order to gain BEE status,
your business will have to obtain a Scorecard Rating.

Occupational Health This law lays down important rules regarding the safety requirements of
and Safety Act the workplace. Your business will have to obtain a Health and Safety
evaluation from a health and safety officer. You may also train some of
your employees in the OHASA Act to act as safety officials.

Employment Equity The purpose of this Act is to eradicate discrimination on all grounds
Act within the workplace. It makes provision for the fair employment of
workers, and fair promotion of staff amongst other things.

Broad Based BEE covers a wide variety of elements, such as Human Resource Development:
broken down into to categories. Skills Development and Employment Equity which is then broken
down into its own sub-categories etc. In total there are 7 different elements and over 40
indicators that are used to rate a business's BEE compliance.

This is the BEE scorecard. Each element is given a value in points. A company needs to try
achieve as many points as possible. There are a total of 100 points available - which is the target
to be achived in the next ten years.

For example: In order to gain another 15 points, a business can involve itself in developing the
skills of its employees (Skills Development).
The QSE (Qualifying Small Enterprise) Scorecard
BBBEE
Component Element Points
Availabl
    Broad Based BEE covers a wide
e variety of elements, such as Human
  Direct Empowerment Ownership 25   Resource Development: broken
down into to categories. Skills
  Managemen 25
    Development and Employment
t Equity which is then broken down
  Human Resources Employment 25   into its own sub-categories etc. In
total there are 7 different elements
  Equity and over 40 indicators that are used
  Skills 25  
to rate a business's BEE compliance.
 
Developmen   This is the BEE scorecard. Each
t element is given a value in points. A
  Indirect Empowerment Preferential 25   company needs to try achieve as
  Procurement many points as possible. There are a
total of 100 points available - which
Enterprise 25 is the target to be achieved in the
next ten years.
Developmen
t For example: In order to gain
Residual Corporate 25 another 15 points, a business can
involve itself in developing the
Social
skills of its employees (Skills
Investment Development).
Total   175/100
GENERAL INFORMATION
WEBSITES TO VISIT
www.suite101.com

www.hubpages.com

www.dti.gov.za

www.theforumsa.co.za

www.whichfranchise.co.za

www.entrepreneurmag.co.za

www.sabusinessplans.co.za

www.businesspartners.co.za

www.businessowner.co.za

www.seda.co.za

ORGANISATIONS TO CONTACT:
Business Partners
Cape Town
Tel: +27 21 464 3600
Fax: +27 21 461 8720

Department of Trade and Industry

0861 843 384

Red Door Small Business Advice Centre

Retreat
Cape Town 7945
021 712 1080

South African Revenue Service

0800 00 72 77
(0800 00 SARS)