Labour Law & Human Resource
- •Organize employee records and files cost effectively.
- Identify areas of weaknesses in their organization s processes: Recruitment and Selection, Employee Records keeping, Performance Appraisal, and Payroll.
- Create a plan of action to improve the HR processes in their organization.
- Relate the importance of an efficient Employee Record Keeping process to their organizational financial well being.
- Develop a detailed and accuracy focused approach to Human Resources.
Successful managers and team leaders need the skills to find and recruit the best candidates for their team. This training programme involves participants working on processes and procedures that result in successful recruitment and selection decisions through the use of group and individual activities, exercises, formal inputs etc.
This training programme is aimed at those officials involved in the conceptualization, compilation, implementation and management of departmental Human Resource Plans and recruitment and selection processes and decisions.
Employees’ remuneration is always a strategic and yet sensitive issue for both the company and employee. Although salary or money is commonly perceived as not the only factor that influence employee’s motivation, but it’s hard to neglect that money is the most dominant factor in determining employee’s motivation, working spirit and performance. Implementation of remuneration system in any organization or company will usually face several complex problems. Firstly, (fairness). The measure of internal equity itself is hard to jointly agree, due to the different interests between the company and employees, or among employees. Secondly, problems related to external competitiveness. The measure of competitiveness also is not an easy thing to determine, and could be trapped into subjectivity, depend on what market information is available and to which market is compared. Lastly, problems related to company’s financial capability. The measure of financial capability is usually not treated as open information, and only limited to certain people in top management. This will be a common debate between company and employees, where on the one hand employees feel that the company has a good financial condition, but on the other hand, the company needs to manage its competitive and sustainable cost levels. This course will give skills in designing a remuneration system that fits the purpose and condition of each company, while still maintaining the competitiveness, attractiveness and fairness of the remuneration level.
WHO SHOULD ATTEND?
- Human Resources Managers and General Managers
- Human Resources Officers
- Compensation & Benefits Specialists
- Compensation Managers
- Benefits Managers
- Anyone who is interested in Remuneration Management topic
Establishing and managing a framework for job analysis and understanding all the roles in an organization and describing those roles through either job profiles or job descriptions is one of the critical cornerstones of any HR department, and it is crucial to design and define the right job roles that support the organization’s goals and business objectives.
By the end of the program, participants will be able to:
- Demonstrate the importance of job descriptions in the wider context of Human Resources
- Carry out job analysis to obtain information for the preparation of job descriptions and other purposes
- Write job descriptions to cover the wider requirements of Human Resources
- Explain competencies in terms of what they are and how they are used
- Write competency based job descriptions
If you don’t see any politics in your office then maybe you are not looking hard enough. Once you have three people you are likely to have politics. People in the workplace jostle for a variety of perceived benefits and resources such as ego, promotion, status, image, and even desks and offices! Office politics is not necessarily a hindrance, indeed managed properly it can boost the effectiveness of the organisation by harnessing the energy and using it to drive performance and even morale.
You have likely experienced some form of Office Politics. Working with different personalities, opinions, backgrounds, and values is a challenge in any environment. It is an inevitable fact that when people are working together personalities can and will clash. No one is an island, so working together as a team is incredibly important for the organization and every employee.
Office Politics it is about creating and maintaining better relationships. It is about communicating and working with your peers and colleagues in a way that is mutually beneficial. Employees who understand the positive aspects of Office Politics are better team members and end up being more successful and productive.
This workshop addresses the issue of office politics head on! Participants will walk away with an understanding of how to spot the politics and be equipped with skills for managing themselves in political situations. The workshop will give participants an opportunity to make decisions about who and how they want to be. Finally, participants will learn powerful skills, techniques and multiple ways to manage the situations to a positive end. These are the critical skill sets of Protocol, diplomacy and negotiation!
Who will benefit?
- Any person who works in a team environment
- Any person who understands that office politics exists ~ and would like to learn to work with it and not against it
- Any person who feels baffled by or not able to spot office politics
- Any person who is ready to learn Protocol, diplomacy and negotiation skills to build their career
The Companies Act, No. 71 of 2008 (the Act) significantly changes the landscape of company law in South Africa. The Act was signed by the President on 8 April 2009, but implementation was deferred to accommodate necessary amendments. The Companies Amendment Act, No. 3 of 2011, signed by the President on 20 April 2011 underwent a rigorous process of debate and deliberation by various stakeholders and industry role players during the legislative process. Draft Regulations to the Act were also issued during the latter part of 2010 by the Department of Trade and Industry and the final Companies Regulations 2011 (the Regulations) were published on 20 April 2011. The effective date of the Act, incorporating the amendments and the Regulations, is 1 May 2011. During the deliberations, certain sections in the Companies Amendment Act generated considerable attention in the media and discussion in public forums. An overview of these requirements is provided in this workshop. Peganix will also be addressing a number of other issues faced the act and assist directors and the management of companies to get to grips with some of the challenges facing most companies during the transition period and thereafter.
This legislation impacts on South African companies, their directors and secretaries and their professional advisors. Accountants are the front line advisors who are going to educate their clients and implement the changes. This Three day workshop takes attendees through a comprehensive tour of the key elements Parts of legislation. In 3 days we will look at key sections of legislation and the changes that are going to have the most significant impact on advisors and companies. The focus will be on the first 6 Parts, which are critical for anyone who has an South African company or advises South African Companies.
Who Should attend?
- Business Owners
Any accountant from partner to senior who is advising companies and directors on a day to day basis. Any director or advisor who wants to get a grip on the Companies Act No. 71 of 2008
WHY CHOOSE THIS TRAINING COURSE?
This intensive three-day contracts management training course is designed to assist contracts professionals cope with the increasing complexity of commercial and business relationships as trade becomes ever more international. All business professionals need to understand what a contract does (and does not) require them and the other party to the contract to do, and the consequences for both parties of any failure.
This Peganix training course will feature:
- The differences in approach between different legal and contracting systems
- Risk allocation in contract management and dispute resolution in contractual disputes
- Contracting in an international context
- Protecting your company’s interests
- An understanding of contracting in the English language
The HR function can become a high-value-added part of the organisation and play a key role in developing and implemen importance of human capital in organisational success. The HRfunction will be more effective as a strategic partner in the organisation rather than a purely administrative function to it. In order to achieve this highly desired prize, the HR function must develop its ability to measure how HR decisions affect organisation affect human capital. In short, the HR function needs to develop better metrics and analytics if it is to become at Once the metrics are established, the organisation will need to develop HR policies that react to the messages. The course developed in response to the usual range of messages from the metrics and analytics.
- To examine the use of internal and external measurement frameworks which establish the contribution of the HR function
- To examine the use of internal and external measurement frameworks which establish the contribution of the organisation
- To consider the messages that are revealed by such frameworks for the organisation as a whole
- To make decisions based on evidence rather than opinion
- To understand what is going on that affects the Human Capital of an organisation
- To drive strategic change rather than react to it
Employers play an important role in creating workplaces that are inclusive of individuals with disabilities. Formal and informal organizational policies and practices are a key component of what determines whether a workplace is or is not disability-friendly. People with disabilities are largely an untapped resource in the labour market despite the fact that they have immense potential to contribute meaningfully to society and to the business sector in particular. This potential needs to be converted into positive action where people with disabilities have an equal opportunity to contribute and be rewarded for their inherent worth. There is a sound local and international legislative framework for the employment of people with disabilities. Employee recruitment and retention of disabled people has emerged as one of the primary challenges facing employers today. More so than ever before, employers need to develop and implement effective human resource strategies to find and keep the employees they need to complete in the global market place.
Benefit of attending
- Communicate benefits and rights of persons with disabilities in the workplace.
- Facilitate equitable representation of persons with disabilities in the workplace.
- Conduct interventions to remove barriers to persons with disabilities in the workplace.
- Know, understand and apply relevant legislation
- Manage talent with regards to the recruitment and retention of people with disabilities
Salary structuring can be a tough balancing act as you need to design one that meets organizational objectives and goals whilst sustaining major motivators and key competencies in job roles. Implementing salary structures, remuneration and variable pay schemes can be a challenging one. To determine salary structures, remuneration and variable pay schemes you need credible information and thorough consideration to be able to make an informed decision.
With this in mind, this two-
As you learn and understand the relevant principles and methodologies, you will then be able to interpret salary structuring, remuremuneration professionals who are interested in getting a constructive approach to designing and implementing salary structures and variable pay schemes that work.
- Identifying and selecting a salary structure that meets and contributes……to organizational objectives and across the various functions
- Learning to set a remuneration strategy that underpins your organization strategy
- Knowing how to Benchmark and match roles in the new salary structure
- Examining how to Develop performance and variable pay linkages
- Knowing how to choose a suitable variable pay scheme
Every commercial transaction carries risk: your organisation can manage risk by contractually determining the nature, content and consequences of both yours and the other party’s actions and omissions. Contracts give rise to a range of liabilities by parties assuming rights, responsibilities, duties and obligations, but which can be managed through contractual mechanisms.
This highly interactive Managing Contractual Liabilities training course in Dubai considers how your organisation can identify and manage key contractual risks and liabilities – what are they, what do they mean, what are the consequences, who takes the risk, and who pays? It focuses on how best to deal with key contractual liability issues to minimise your potential exposure to both the financial consequences and damage to your reputation.
Conflict in the workplace is unavoidable. But, left unresolved, or improperly managed, workplace conflict can have a devastating impact on any organization. Not only is it a catalyst for future litigation, but it can have very costly and time consuming ramifications on organizational culture, collaboration, productivity and ultimately the bottom line. As an HR professional, consultant or in-house counsel, it is imperative that you have the ability to efficiently detect, manage and resolve workplace conflict, investigate workplace disputes and repair workplaces affected by conflict. Attending this workshop in Conflict Resolution and Workplace Restoration will equip you with practical and proven techniques to manage this complex process and avoid potentially disastrous organizational consequences.
Benefits Of Attending:
- Gain insight into the dynamics of conflict
- Learn how to effectively identify sources of workplace conflict
- Understand approaches to conflict and when to use a particular approach
- Increase confidence when negotiating workplace issues and disputes
- Appreciate the complex role of manager/HR as workplace mediators
- Develop and enhance skills to mediate work disputes to successful resolution
- Understand the mechanics of workplace restoration
- Refine conflict management skills through exercises, case studies, role-plays, and group discussion
- Review best practices for conducting workplace investigations and writing dependable investigation reports
- Develop skills to restore workplaces