LEARNING UNIT 2

LINE MANAGEMENT + HUMAN RESOURCES DEPARTMENT

RELATIONSHIP HR PLANNING
•Phase 1: identify the work being done in the organisation.
LINE MANAGEMENT DEFINITION
•Phase 2: human resource forecasting
an employee who directly manages other employees and day-to-day
•Phase 3: the human resource plan
operations while reporting to a higher-ranking manager.
PHASE 1
HR FUNCTION
Job analysis:
- element of organisational success
- process used to investigate the tasks, duties and
- considers HR management in organisations
responsibilities of a job in an organisation
- handle HR functions, HR management & organisational framework
Job description:
- written format listing contents of the job
ROLES
Job specification:
• Assisting everybody to reach goals
- details knowledge, skills and abilities relevant to the job
• Efficient use of skills and abilities
• Training and motivating employees
PHASE 2
• Job satisfaction and self-actualisation
Factors:
• Desirable quality of working life
- economic growth
• Maintaining ethical policies and socially responsible behaviour
- new developments in the business
- labour market.
HR MANAGEMENT ATTRIBUTES
• Primary benefits (monetary benefits)
PHASE 3
• Secondary benefits and working conditions (non-monetary benefits)
- provide concrete guidelines an
• Training and development
- steps indicate:
• Career development
business’s short-, medium- and long-term human resource
• Company culture and diversity
requirements

DEVELOPMENT OF QUALIFIED EMPLOYEES

RECRUITMENT OF QUALIFIED EMPLOYEES
Development methods:
How to find qualified talent:
•Recruiting from inside - On-the-job training and development
•Recruiting from outside • Job rotation
•The recruitment procedure • Job shadowing
• Enlarged & enriched job responsibilities
Methods: • Job instruction training (JIT)
•advertisements • Coaching
•private employment/recruitment agencies • Mentoring
•existing employees • Apprenticeships and internships
•personal approach
- Away-from-the-job training and development
Talent selection: • Lectures
•Selection is the process of determining which • Conferences
individuals are best suited to fill positions in the • Seminars
• Simulations RETAINING EMPLOYEES
organisation.
• E-Learning
• Case studies Done through compensation of employees
Selection process: [AIP DF0]
(Preliminary screening, Intensive assessment, final • Role playing
Types of compensation:
selection):
- Performance appraisal • Direct compensation (e.g salary)
1 Application and short listing
• Indirect compensation (e.g fringe benefits)
2 Intensive assessment
• Reward (e.g salary increase or bonus)
3 Psychological testing
4 Diagnostic interview
The amount of compensation:
5 Final selection
• External comparison (salary survey)
6 Onboarding
• Internal comparison (job evaluation)
• Factor-comparison
MOTIVATING EMPLOYEES

Four content approaches to motivation: [MAHM]

• Maslow’s hierarchy of needs
• Alderfer’s ERG theory
• Herzberg two-factor theory
• McClelland’s theory of needs.

Process approaches to motivation: [EEG] [OF]

• Expectancy theory
• Equity theory and organisational justice
• Goal-setting theory and feedback

Employee motivational strategies:

•Job design
•Employee involvement programmes
•Management-by-objectives (MBO) strategies
•Intrapreneurial incentives
•Training and education
•Employee-recognition programmes
•Empowerment programmes
•Reward systems
•Career management

SOUTH AFRICAN LEGISLATION

• The South African Constitution

• S18 - freedom of association

• The right to organise labour (Unions) and Employer Organisations

• S23 - the right to fair labour practices

• Labour relations

• The Labour Relations Act 66 of 1995

• Who qualifies as an employee

• Unfair dismissals

• Unfair labour practices

• Protected Strikes, Pickets and lock-outs

• Grievances and disciplinary issues

• Code of Good Practice

• Internal protocol – CCMA – Labour Court – Labour Appeal Court/Supreme Court of

Appeal – Constitutional Court
• Basic conditions of employment

• Basic Conditions of Employment Act 75 of 1997

• Minimum conditions prescribed for employers to ensure that core rights such as
working hours, leave, family responsibility, overtime and meal intervals are adhered
to.

• Employment Equity

• Employment Equity Act 55 of 1998

• Provides that designated employers are required to fulfil employment equity

standards.

• To achieve equity in the workplace by –

• promoting equal opportunity and fair treatment in employment through the

elimination of unfair discrimination; and

• implementing affirmative action measures to redress the disadvantages in

employment experienced by designated groups, to ensure their equitable
representation in all occupational categories and levels in the workforce

• There is a list of discrimination factors that is regarded as direct discrimination, e.g

You are denied employment because you are a woman. If the discrimination is not
listed but still singles-out the employee for an immaterial matter, then it is indirect
discrimination, e.g. you are not granted employment because you are blonde.

• Skills development and associated levies (SDL)

• If your staff bill is over R500 000, it is compulsory to register and make payment.

• 1% of your monthly staff bill is paid to SARS

• https://www.youtube.com/watch?v=mmxHCPy1VYE

• Occupational Health and Safety

• At common law, employees have a right to a safe working environment.

• Health and safety legislation is aimed at supplementing this basic right.

This had significance in South Africa due to mining operations.

• It covers both private and public sectors, the agricultural sector,

domestic workers in private and persons exposed to hazards.

OHSA Duties
Duties of employers Duties of employees

To provide and maintain a working Take reasonable care of his own health and
environment which is safe and without risk safety and also the health and safety of other
to employees (where reasonably possible) employees

To provide and maintain a system of work, Co-operate with the employer or other
plant and machinery which are safe and designated person with regard to health and
without risk to the health of employees safety matters

To make reasonable steps to eliminate or Obey the health and safety rules and
mitigate any hazard or potential hazard to procedures laid down by the employer or a
the safety and health of employees before person authorized by the employer
resorting to safety equipment

To make reasonable arrangements for safety Report any unsafe or unhealthy situation or any
and health in connection with production, incident which may affect health of safety to
processing, use, handling, storage or the employer or a health safety representative.
transport of articles or substances

• Compensation for occupational injuries

• At Common Law there is no duty on an employer to compensate an employee who

is injured at work. A civil action would have to be instituted by the employee against
the employer and the onus of proof would be onerous and fall on the employee.

• The first Act to broaden the common law position was the Workmen’s
Compensation Act 30 of 1941. This act provided for payment of compensation for
employees regardless of whether the employer was responsible for the injury or if
the employee could prove negligence.

• In 1994 the Compensation for Occupational Injuries and Diseases Act (COIDA) came
into operation. COIDA has a much wider application and the term employee has
been extended to include a number of employees who were previously excluded
such as seaman, casuals and airmen.

• Unemployment insurance

• The purpose of the Act was to establish an unemployment insurance fund where
contributions from employers and employees are used to assist unemployed
employees to alleviate harmful economic and social effects of employment.
• There have been significant changes to the UIA of 1966. Previously, the following
people were excluded:
• Employees employed for less than 24 hours

• Some learners employed in terms of Skills development,

•Officers and employees in the national and provincial government spheres of
government
•People who worked for a limited period in the country
•The amendment changed the application. The Act now applies to all employees and
employers and only the following are excluded:
•Employees employed for fewer than 24 hours per month with a particular employer
• Members of parliament, cabinet ministers, deputy ministers, members of provincial
executive councils, members of provincial legislatures and municipal councillors