HUMAN RESOURCES CONSULTING

HR strategy and HR policy consulting. In order for you to achieve consistency in your decision-making, a strategy is needed for:

  • developing
  • communicating
  • and enforcing

a set of policies and practices that:

  • reflects your standards of acceptable behavior
  • serves to attract and retain the talent you need

 

Remuneration Structure

Remuneration is a driver of organizational strategy, operational performance, employee commitment, job satisfaction and retention.

We can assist you by:

  • By reviewing/auditing your remuneration strategy and policy to ensure alignment with the business’ objectives and best practice, and compliance with relevant legislation
  • With the design and implementation of a remuneration strategy and policy
  • By providing training on all aspects of remuneration strategy and policy to ensure the skills are retained in your organisation

 

 HR Audits & Employment Equity

We can assist with employment equity consulting, specifically equal pay audits, and employment equity compliance and HR audits.  HR and Remuneration audit reports provide an independent and focused understanding of the current practice and policies, in an organisation.

The resultant information identifies practices that need to beinvestigated to enable the organisation to comply with theemployment equity legislation, Equal Pay for Work of Equal Value.

We review your current HR, including:

  • HR organisation/administration
  • Policies and procedures
  • Employment equity (internal and external)
  • Contracts of employment
  • Job Documentation and Evaluations
  • Skills Development Facilitation
  • Skills Audits
  • Learning and development
  • Recruitment and Selection
  • Social and Labour Plans (SLP)

Job Documentation/Profiling

The increasing amount of legislation and employee mitigation has made job documentation a must.

We can assist by:

  • conducting interviews and writing job profiles for every job in your organization
  • reviewing and updating existing job profiles through an interview process (Job Ananlysis)
  • training you in the process of job profiling, so that you keep the skill within your organization

Job Evaluation/Grading

The intrinsic worth (or size) of each job is measured in relation to other jobs in the organisation. Jobs are evaluated systematically andobjectively (without regard for personality, performance or any other personal factor). The resulting hierarchy of jobs is equitable, providing a sound basis for organisational structuring.

We can assist you …

  • With the evaluation of jobs in your organization
  • With the formation of your job evaluation committee
  • With the evaluation all the jobs in your organization using existing job profiles
  • With the correlation of your existing job grades to any job evaluation methodology
  • By training you in the process of job evaluation, so that you keep the skill within your organisation

Skills Development Facilitation

A skills development facilitator (SDF) is responsible for theplanning, implementation and reporting of training in an organisation, with SETA related duties. We facilitate the development of an employer’s skills development strategy. We advise the employers and employee on the   National Skills Development Strategy (NSDS) on the implementation of the WSP.

 

We can assist:

  • the employer and employees to develop a Workplace Skills Plan which helps with the requirements of the SETA.
  • Submit the WSP to the relevant SETA.
  • Advise the employer on the implementation of the WSP.
  • Assist the employer to draft an Annual Training Report (ATR) on the implementation of the WSP
  • Advice the employer on the quality assurance requirement set by the SETA.
  • Act as a contact person between the employer and the Seta.
  • Serves as a resource with regards to all aspects of SkillsDevelopment.
  • Communicate Seta initiatives, grants and benefits to the employer.