Career Development And Management Policy

Published Date: 02 Nov 2017

While work can take an many forms, we refer to the work people engage in as a socio-economic activity and also mainly so in an organisational contest. An employee is a person who engages in an employment relationship with that organisation. H.R.M: Human resource management is that part of the management of organisations that is concerned with all aspects that relate to, and interplay with, the work and the people who do the work of and in organisations. The general type of activity in any function of management, is to use the resource effectively for an organizational objective, The function which is related to the understanding ,maintenance, development, effective employment and integration of the potential in the resource 'people' I shall call simply "the human recourse function."

A Designated employer:

Your organisation is a designated employer if you employee 50 or more employees OR if your annual turnover is equal to or greater than the amounts specified below:

B:

Sector or sub-sections in accordance with the Standard Industrial Classification

Total annual turnover

Agriculture

R2 million

Mining and Quarrying

R7.5 million

Manufacturing

R10 million

Electricity, Gas and Water

R10 million

Construction

R5 million

Retail and Motor Trade and Repair Services

R15 million

Wholesale Trade, Commercial Agents and Allied Services

R25 million

Catering, Accommodation and other Trade

R5 million

Transport, Storage and Communications

R10 million

Finance and Business Services

R10 million

Community, Social and Personal Services

R5 million

_________________________________________________________________________

C:

The business listed in the abstract is not a designated employer because they have a income less than 10 million but they do how ever have an employee list that exceeds 50 people. Thus meaning that the family company that specializes in manufacturing is just under the limit of being a designated emplyer.

Question 2:

2.1

A:

Two aims of the EEA to achieve equity in South Africa. Promoting equal and fair treatment in employment through the elimination of unfair discrimination, and implementing affirmative action measure groups, in order to ensure their equitable representation in all occupational categories and levels in the workforce.

B:

Affirmative action is thus on temporary intervention designed to achieve equal employment opportunity without lowering standards and without unduly trammelling the career aspirations or expectations of current organisational members who are competent in their jobs, Human (1993:3).

C:

BBBEE is described in the Act as meaning the economic empowerment of all South Africa's black people through diverse but integrated socio economic strategies that include but are limited to:

Increase the number of black people that manage, control and own enterprises and productive assets;

Facilitating ownership and management of enterprises and productive assets by workers, cooperative communities and other collective enterprises;

Human resource and skills development

Achieving equitable representation in all occupational categories and levels of our workforces;

Preferential procurement;

Investment in enterprise that are owned or managed by black people.

_________________________________________________________________________

2.2

In this short essay I will be discussing the importance of understanding the differences between AA, EE and B-BBEE and implementing the relevant principles as part of strategic HRM n South Africa organisations

AA is the Affirmative Action Act and  known as positive discrimination refers to policies that take factors including "race, colour, religion, sex, or national origin into consideration in order to benefit an underrepresented group "in areas of employment, education, and business, Where EE is The employment Equity Act and this requires employers to engage in proactive employment practices to increase the representation of four designated groups: women, people with disabilities, Aboriginal peoples, and visible minorities. The Act states that "employment equity means more than treating persons the same way but also requires special measures and the accommodation of differences. As the BBBEE is for the Broad Based Black Economic Empowerment and While Narrow Based Black Economic Empowerment led to the enrichment of a few black (Black African, Coloured or Indian) individuals, the goal of Broad-Based Empowerment is to distribute wealth across as broad a spectrum of South African society as possible. In contrast, Narrow Based empowerment measures only equity ownership and management representation.

Implementation of EE, AA and B-BBEE in an organisation as a HRM. The first is the implementation of AA in the organisation. Implementing of affirmative action by and in organisations. While some progress has been made with this in South African organisations, much still has to be achieved During 2006, some legislative amendments were made, driven by the lack of progress up to that time. The amendments placed greater emphasis on the requirements for organisations to report their progress with regards to transformation. Responsibility has to now also be assigned to one or more senior managers in relation to the implementation requirements of the EEA. Consultation on all matter regarding employment equity has also been amplified.

The B-BBEE codes of Good practice, the flexible approach that had been envisaged by the strategy seems to some extent to have been replaced by the codes which emphasis "alignment and consistency between charters and codes"(Cheadle Thompson & Hayson Inc 2005:1.11). According to the same publication, a recurring theme in the codes in that one industry should not be disadvantaged over another by allowing some charters to be more stringent than others. The codes thus seek to level the playing field for all entities operating within South Africa economy by providing clear and comprehensive criteria for the measurement of B-BBEE.

The employment Equity act to be implemented in a organisation . The basic aim of EEA is to promote equal and fail treatment in the workspace through fair and unfair discrimination. That as a result of apartheid and other discriminatory laws and practices, there are disparities in employment, occupation and income within the national labour market; and that those disparities create such pronounced disadvantages for certain categories of people that they cannot be redressed simply by repealing discriminatory laws.

_________________________________________________________________________

Question 3:

STRATEGIC OBJECTIVE

POLICY INPLACE (OR)

DEFICIENCY

ACTION PLAN

HRM Strategy and goals



Company visions, missions and value statement



HRM strategy



Generic Strategy and key principles



HRM policy and key principles



Employment equity policy



Affirmative action policy



Workforce planning policy



Job analysis and role description policy



Annual workforce planning policy



Workforce change policy



Five-year workforce planning policy



Organisation and work design policy



Organisational structure policy



Organisational restructure policy



Job design and redesign policy



Job enrichment policy



Human resource procurement policy



Recruitment policy



Requests for recruitment policy



Job advertising policy



Job application policy



Selection policy



Assessment centre policy



Interviewing policy



Psychological testing policy



Reference checking policy



Staff appointment policy



Outsourcing, temporary employment agencies and independent contractors’ policy



Remuneration policy



Job evaluation and reclassification policy



Pay administration policy



Performance reward policy



Performance bonuses policy



Employee share ownership policy



Performance management policy



Performance planning policy



Performance observation and feedback policy



Performance development policy



Substandard work performance policy



Performance assessment policy



Human resource development policy



In-house training and development policy



Technical training and learnerships policy



Frontline supervisor training policy



Management development policy



Leadership development policy



Corporate entrepreneurship training



External training and development policy



Further study assistance policy



Bursaries for school-leavers policy



Career development and management policy



Promotion policy



Transfers policy



Secondment policy



Geographic relocation policy



Household removal assistance policy



Job rotation policy



Multiskilling policy



Succession management policy



Entrepreneurial development policy



Communication policy



Internal communication policy



Transparency and communication policy



Briefing group policy



Electronic communication and intranet policy



Communication externally policy



Whistle-blowing policy



Privacy and right to access of information policy



Leadership and employee involvement policy



Leadership roles policy



Preferred leaderships styles policy



Direct participation and preferred leadership styles policy



Freedom of speech policy



Suggestion policy



Indirect participation policy



Staff consultation policy



Staff wellness policy



Health policy



HIV/Aids policy



Tuberculosis policy



General illness policy



Fitness and recreation policy



Nutrition policy



Smoking policy



Medical assistance policy



Safety policy



Safety management policy



Emergencies policy



Work life balance policy



Bullying and harassment policy



Absenteeism policy



Employment assistance policy



Social responsibility and sustainability policy



Staff volunteering and elder-care policy



Child-care policy



Corporate social investment policy



School education policy



Community upliftment policy



Entrepreneurship assistance policy



Environmental care policy



Leave policy



Annual vacation leave policy



Sick leave policy



Compassionate leave policy



Maternity and paternity leave policy



Study leave policy



Sabbatical policy



Long service leave policy



Unpaid leave policy



Labour and employment relations policy



Freedom of association policy



Unionisation and trade union recognition policy



Closed shops policy



Shops stewards’ and trade union officials leave policy



Collective bargaining policy



Workplace forums policy



Discipline policy



Staff complaints policy



Grievances policy



Employment termination policy



Resignation policy



Retirement policy



Dismissal for misconduct policy



Dismissal for poor performance policy



Dismissal for poor performance policy



Redundancy and retrenchment policy



Restraint of trade policy



Organisation exit policy



Re-employment policy



_________________________________________________________________________

3.2

STRATEGIC OBJECTIVE

POLICY INPLACE (OR)

HRM Strategy and goals



Company visions, missions and value statement



HRM strategy



Generic Strategy and key principles



HRM policy and key principles



Employment equity policy



Affirmative action policy



Workforce planning policy



Job analysis and role description policy



Annual workforce planning policy



Workforce change policy



Five-year workforce planning policy



Organisation and work design policy



Organisational structure policy



Organisational restructure policy



Job design and redesign policy



Job enrichment policy



Human resource procurement policy



Recruitment policy



Requests for recruitment policy



Job advertising policy



Job application policy



Selection policy



Assessment centre policy



Interviewing policy



Psychological testing policy



Reference checking policy



Staff appointment policy



Outsourcing, temporary employment agencies and independent contractors’ policy



Remuneration policy



Job evaluation and reclassification policy



Pay administration policy



Performance reward policy



Performance bonuses policy



Employee share ownership policy



Performance management policy



Performance planning policy



Performance observation and feedback policy



Performance development policy



Substandard work performance policy



Performance assessment policy



Human resource development policy



In-house training and development policy



Technical training and learnerships policy



Frontline supervisor training policy



Management development policy



Leadership development policy



Corporate entrepreneurship training



External training and development policy



Further study assistance policy



Bursaries for school-leavers policy



Career development and management policy



Promotion policy



Transfers policy



Secondment policy



Geographic relocation policy



Household removal assistance policy



Job rotation policy



Multiskilling policy



Succession management policy



Entrepreneurial development policy



Communication policy



Internal communication policy



Transparency and communication policy



Briefing group policy



Electronic communication and intranet policy



Communication externally policy



Whistle-blowing policy



Privacy and right to access of information policy



Leadership and employee involvement policy



Leadership roles policy



Preferred leaderships styles policy



Direct participation and preferred leadership styles policy



Freedom of speech policy



Suggestion policy



Indirect participation policy



Staff consultation policy



Staff wellness policy



Health policy



HIV/Aids policy



Tuberculosis policy



General illness policy



Fitness and recreation policy



Nutrition policy



Smoking policy



Medical assistance policy



Safety policy



Safety management policy



Emergencies policy



Work life balance policy



Bullying and harassment policy



Absenteeism policy



Employment assistance policy



Social responsibility and sustainability policy



Staff volunteering and elder-care policy



Child-care policy



Corporate social investment policy



School education policy



Community upliftment policy



Entrepreneurship assistance policy



Environmental care policy



Leave policy



Annual vacation leave policy



Sick leave policy



Compassionate leave policy



Maternity and paternity leave policy



Study leave policy



Sabbatical policy



Long service leave policy



Unpaid leave policy



Labour and employment relations policy



Freedom of association policy



Unionisation and trade union recognition policy



Closed shops policy



Shops stewards’ and trade union officials leave policy



Collective bargaining policy



Workplace forums policy



Discipline policy



Staff complaints policy



Grievances policy



Employment termination policy



Resignation policy



Retirement policy



Dismissal for misconduct policy



Dismissal for poor performance policy



Dismissal for poor performance policy



Redundancy and retrenchment policy



Restraint of trade policy



Organisation exit policy



Re-employment policy



_________________________________________________________________________

3.3

So that the employer and the employee can be protected by law.

So that the Firm or Organisation knows of the new law that is in place.

What they should expect from the organization

The consequences of unacceptable behaviour

_________________________________________________________________________