Three reasons you should care about your SME's HR needs.

Many SME business owners are under the false impression that Human Resources (HR) and Industrial Resources (IR) processes are only a concern for large organisations. Or that HR in particular is a ‘soft touch’ focus point, a ‘nice to have’ rather than a business essential. The truth is quite the opposite!

 

Any business, big or small, can only benefit from putting in place formal HR and IR structures, in line with current legislation and in response to their employees’ needs. For clarity’s sake, HR is about managing the people in your business while IR is about managing the relationships between various individuals in your industry.

 

Your employees are not an addition to your business – they are its life blood and therefore they need to be managed properly to ensure maximum success and minimum risk. With this in mind, here are three big reasons your business needs to take into account and plan for an HR/IR strategy:

1. Compliance

South Africa has strict labour laws. Your employees have rights that need to be acknowledged, from a proper employment contract to leave requirements to a workplace code of conduct. Also, when things go wrong, you cannot simply hire and fire individuals at will – you need to follow regulations around discipline and dismissal, and be prepared to appear before the CCMA if necessary. All these elements need to be aligned to the Basic Conditions of Employment Act and Labour Relations Act. 

2. Recruitment and development

From finding the right person for the job to growing a promising employee into the next level of their career through effective performance management, if you put in place a proper HR strategy, you will be better placed to select and manage your employees in a strategic way. A way that is aligned with your business plan and speaks to your company’s culture as much as the job requirements.

3. Retention

A high turnover of employees will cost your business time and money. And it’s bad for employee morale and client confidence. So, once you have your star performers in place, you need to keep them. This can be achieved with an HR plan that follows through from recruitment to development to retrenchment, giving equal weight to each aspect of the employment experience simultaneously.

Want to hire the right people and get the best out of them? Want to avoid strikes and CCMA hearings by staying on the right side of the law? Attend our combined Human Resources and Industrial Relations workshop for an up-to-date look at the Labour Relations Act and how it impacts your business.

 

Workshop Overview

To attend our upcoming HR and IR workshop, click here.

  1. People Acquisition Get a detailed look into all aspects of recruitment, including

Job Analysis, Job Descriptions and Profiling, and Interviewing.

2. Induction and Probation: Understand the impact of these two key HR components.

3. Performance Management and Leadership: Identify the various facets attributed to effective leadership and consider how to use these in your team.

4. Supervision / Motivation and Productivity: Focus on the relationship between employee motivation and the effect it has on productivity, and learn some effective motivational techniques.

5. Conflict Management: Define conflict and engage in a diagnostic insight into factors influencing conflict and the impact these will have within your organisation. Also learn how to implement strategies for resolution.

6. Discipline: Discover the appropriate procedures, in conjunction with organisational and legislative policies, when instituting discipline in a fair and consistent manner.

7. Poor Performance: Here we place emphasis on the importance of managing performance and ensuring fair and compliant practices are adopted during the management of poor performance.

8. Skills Development: Address employee development and coaching, as well as appropriate training methodologies.

9. Review of LRA: Take a detailed look into the applicability of the Labour Relations Act, as well as the Code of Good Practice.

10. BCEA: Consider the details of contracting such as content, with emphasis on the different terms and conditions stipulated by the Basic Conditions of Employment Act.

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