Services

Our Services

  • Human Resource (HR) Generalist
  • Employment Equity (EE) Analysis, Compliance and Plan
  • Submission of Employment Equity Reports to Dept of Employment & Labour
  • Broad-Based Black Economic Empowerment (B-BBEE) Compliance and Certificate
  • Submission of Annual Training Report (ATR) & Workplace Skills Plan (WSP) to SETA
  • Writing Policy and Procedure Documents
  • Content Writing
Human Resource Generalist Function

Assist with all internal and external HR related matters.
Engaging in employee relations and developing organisational guidelines and procedures.
Project management and remedy to increase productivity.
Onboarding new talent and retention of productive employees.
Performance Management, drafting job descriptions and employment contracts.
Scheduling and aligning human resources with operations, training and development.
Review and incentivise employee interaction with customers and peers in the workplace.
Implementing Health and Safety protocol.
Technological aptitude to process data which govern decision-making & practice

EMPLOYMENT EQUITY (EE) ANALYSIS, COMPLIANCE AND PLAN

An Employment Equity Plan is based on the information collected which analyses barriers in the work place towards Affirmative Action (AA). These barriers affect the successful implementation of Employment Equity in the workplace.
Policies, procedure and practice describe the activity of a company and the interaction between employees and management which result in the final output.
Every designated employer must design and implement an Employment Equity Plan.
Affirmative Action (AA) measures are used to achieve equitable representation of employees from designated groups in the workplace.
The purpose of the EE Plan is to enable the employer “to achieve reasonable progress towards Employment Equity” & eliminate unfair discrimination in the workplace.
We will assist your company by consultation with employees and by providing policies and processes to comply with EE regulation.

SUBMISSION OF EMPLOYMENT EQUITY (EE) REPORTS

The Department of Employment and Labour requires that designated employers annually submit the prescribed EEA2 and EEA4 to the department using the online portal.
The due date for designate employers to submit is on the first working day of October.
It is mandatory for a designated employer to submit EE reports to comply with labour legislation and to earn points under Management Control on the BEE scorecard,should the company require BEE verification.
The EEA2 reflects the workforce and the status of the company’s EE plan.
The EEA4 is the income differential statement and details remuneration from the highest to the lowest earners in the company.
Where disproportionate income differentials or discrimination is reflected on the EEA4, a designated employer is obliged to take measures to progressively reduce such differences.

BENEFITS OF BEE COMPLIANCE TO YOUR BUSINESS

Companies are encouraged to implement BEE compliance in their business, since preferential procurement impacts their supply chain which affects long term growth and sustainability.
Large companies are incentivised to procure from companies which have a BEE status as it improves their own BEE score and BEE level.
To engage with government bodies, your organisation needs to be 100% BEE compliant to do the following:

TENDER FOR BUSINESS / APPLY FOR A LICENCE / PURCHASE A STATE-OWNED ASSET /

ENTER A PUBLIC-PRIVATE PARTNERSHIP
Engaging in transformation shows that your company is committed to one of the most important initiatives in SA to diminish inequality and to strive towards increasing economic stability.

B-BBEE TRANSFORMATION SERVICE INCLUDES

Subject matter expert on B-BBEE transformation since 2007.
Qualified Performance Manager ensuring that outputs are aligned to the company’s goals and the various stakeholders.
Calculation of annual targets to achieve BEE compliance during the financial year.
Dealing with Transformation queries from Business Units and Divisions.
Advice on establishing Broad-Based Ownership Schemes and Employee Share Ownership Schemes.
Communicate, co-ordinate and monitor progress and activities regarding BEE Enterprise and Supplier Development.
Facilitate documentary compilation of BEE initiatives for the BEE Audit process.

BENEFITS OF SUBMITTING THE ANNUAL TRAINING REPORT (ATR) AND WORKPLACE SKILLS PLAN (WSP) TO SETA

Analysing knowledge and research and organising this into learning programmes for training forms part of skills development. Information evolves to knowledge as the learner gains context, perspective and understanding about the subject matter. The employee’s ability to perform in their job function increases as a result of applying the new information and training received.

ATR – A report compiled by the employer declaring all training conducted during the previous     year which is applicable to skills development.

WSP – A training plan developed by the employer indicating their strategic training interventions to be implemented within the following reporting year.

An opportunity for your company to be paid by SETA for training undertaken.
This submission presents further opportunity to apply for ‘Discretionary Grants’ which is training that leads to a qualification.
Both the mandatory and discretionary grants support training expenditure for employees and for unemployed learners.
Should your company need to score bee skills development points on their BEE certificate, then it is obligatory to submit the ATR / WSP

 

WRITING POLICY AND PROCEDURE DOCUMENTS

The mission, vision, and objectives of a company should be documented and available for stakeholders to view.
Developing company policies which convey approved guidelines and principles or for an organisation to be governed by.
A business operates based on strategies and objectives which are governed by company policy.
A policy template is used to avoid omissions and to provide consistency making the document and contents immediately recognisable to a large audience.
The Department of Employment and Labour requires designated employers to have at least twenty policies available for review which guide the practice of employment equity in the workplace.
Compiling an employee handbook is a great tool for both new and existing employees to learn the company’s mission, values, and objectives.
Employee handbooks should protect the employer from litigation and put employees at ease by divulging the company’s policies in positive terms.

CONTENT WRITING

This includes writing a monthly article for the company to increase their digital presence. An interesting article attracts visitors and potential clients to the company website or social media platform.
The article would be industry-related topics combining online original insights and research. Articles also promote the organisations products and services and can highlight innovation in the company.

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