Workinfo.com is
planning to run
a series of
Human Resource
related surveys.
Companies who
participate in
the surveys will
receive
executive
summaries of the
results.
Companies who
require more
detailed survey
results will be
able to purchase
these at a
predetermined
rate per survey.
For more
information
regarding
public and
in house
surveys
contact:
We
offer the following special offers on our public workshops:
Register three delegates for any public workshop and the fourth
delegate may attend free of charge.
Should you wish to attend a public workshop that is not
presented in your area, we will give you a 20% discount on the
workshop, to assist with the flight and accommodation costs.
Book and pay 1 month in advance for a public workshop, and
receive an Early Bird registration discount of 5%.
Workinfo.com and Caselaw.co.za subscribers receive a 10%
discount on all workshops.
Workshop Customisation
Workinfo.com can customise any of our courses to suit your
training requirements or develop courses on request.
All
Workinfo.com consultants are recognised professionals in their
field of expertise and are able to offer our customers a broad
and expert range of consulting services.
We offer a hands on experience of the issues that
face our clients, linked to experience gained and developed at
the highest levels in the sectors and disciplines in which we
work.
:: Areas
of Specialisation:
Industrial Relations Consulting Services
Employment Equity
Forensic
Investigations
Skills
Development
Management Training
Coaching and Mentoring
Communications and Public Relations
Human
Resources Strategic Planning
Health
and Safety
Workforce and Succession Planning
Development of Human Resource Policies and Procedures
Surveys and Climate
Studies
Talent Management
:: Industrial Relations
Support & Advisory Services
Assisting with or chairing disciplinary & grievance
hearings
Drafting
and negotiating disciplinary & workplace codes
Negotiating recognition & procedural agreements
Negotiating wage & substantive agreements
Assistance in preparing for / or representation in Mediation
and Arbitration proceedings (CCMA and Bargaining
Councils), subject to the Rules of the CCMA.
Rationalisation & Restructuring, Mergers & Acquisitions
(HR Due Diligence)
Grievances
To find out more about our consulting services
contact:
Increasingly organisations today are trying to map out the skill sets
of their workforce to understand who they have and what they need --
and what external factors may impact on achieving strategic
initiatives. What that would tell you is where you need to go. Contact
us today to project plan a workforce and succession planning
initiative for your organisation and gain a competitive advantage in
the market place. Read
more
The
convention of organisational Human Resources Policies and Procedures Manuals
received new life with promulgation of the Employment Equity Act, which
ushered in the discipline of employment systems reviews. Traditionally Human
Resource Manuals merely sought to set out in typical fashion Company
employment practices with particular emphasis on regulatory requirements and
statutory compliance.
Read
more
Conduct an in-house Human Resource Customer Service
Survey (fee based - specific to each company.) Request your internal customers (employees) to
evaluate HR Service delivery and use the results to
improve your service offerings.
Working Towards Wellness -
Organisations have a unique and vital role in improving the
wellness, health and physical fitness of employees not only in
the developed world but also around the globe, particularly in
those countries where increasing rates of chronic disease will
take an increasing toll
The court confirmed that the duty of a commissioner, when
deciding whether or not a sanction of dismissal is
appropriate, must not decide whether the employer acted
reasonably, nor must s/he defer in any way to the employer.
The commissioner must decide the issue on the basis of
his/her own sense of fairness. The award itself should
furthermore be lawful, reasonable and procedurally fair,
otherwise it would not meet the constitutional requirement
that administrative action must be reasonable. The court
continued:
There are not a [closed category] of factors that a
commissioner must take into account in considering
sanction. The commissioner must take into account all
the circumstances; consider the importance of the rule
breached; consider the reason the employer imposed the
sanction of dismissal, as he or she must take into
account the basis of the employee’s challenge to the
dismissal; consider the harm caused by the employee’s
conduct; consider whether additional training and
instruction may result in the employee not repeating the
misconduct; consider the effect of dismissal on the
employee and consider the employee’s service record.
The Workinfo.com Job Description Compiler™ helps you compile comprehensive job
descriptions in a matter of minutes
How does it work?
Simply choose from our library of thousands of jobs, then select tasks,
qualifications, physical demands, supervisory responsibilities,
competencies, and work environment.
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