WHM Human Resource Services are dedicated to ensure that each client have their own unique experience resulting in a Human resource function that forms the foundation of the organisation.
We provide expert advice and personalised client services to ensure that each clients’ needs are met and exceeded.
WHM Human Resource Services also provide the necessary documentation that your company require from employment contracts, policies and procedures and so much more.
WHM Human Resource Support Services has undertaken to extend our client offering by outsourcing a young black African graduate to our clients and prospective clients. HR Officers are assigned to your organisation to support the current HR Manager, Operational Manager or General Manager. The HR Officer will perform all duties at grassroots level within your organisation.
HR FUNCTIONS
- Design and implementation of HR procedures and policies.
- Revision of existing HR procedures and policies.
- Revision of existing employment contracts.
- Drafting of job descriptions and specifications.
- UIF Registration
- Bargaining Council registration
- Compensation for Occupational Injuries and Disease Registration
- Assistance in recruitment, selection, interviewing and placement of new staff.
- Cross checking of references for new employees.
- Origination and roll out of induction programmes based on employer requirements and specifications.
- Establishment of a Work Skills and Employment Equity plan.
SKILLS DEVELOPMENT
- Organisations who pay the skills levy may claim up to 20% of their levies back in mandatory grants, if the Skills Development Facilitator (SDF) submits the Workplace Skills Plan (WSP) and Annual Training Report (ATR) in accordance with the prescribed requirements.
- WHM Labour Law Advisors will provide the company with a qualified Skills Development Facilitator (SDF) that can assist the employer with the development and implementation of a Workplace Skills Plan (WSP) and Annual Training Report (ATR) and submit these documents to the relevant SETA by the due date.
EMPLOYMENT EQUITY
The employment equity act aims to promote equal opportunities for all – regardless of race, gender or for people living with disabilities. The Department of Labour (DOL) views the plan as a designated employer’s employment equity implementation programme.
The EE report looks at your current workforce profile and allows you to set organisational goals and targets that will consistently work towards equalising the demographics within your organisation and bring them in line with the demographics of the country’s population.
The report also highlights potential barriers that may be entrenched within organisational policies, practices and procedures, and sets the stage for planning remedial steps that will ultimately result in equity in your organisation.
All employers who qualify as designated employers need to submit the EE reports.
A designated employer either employs more than 50 employees, or has an annual turnover that exceeds the thresholds tabled below:
- Sector or sub-sections Total annual turnover
- Agriculture R6 million
- Mining and Quarrying R22.5 million
- Manufacturing R30 million
- Electricity, Gas and Water R15 million
- Construction R15 million
- Retail and Motor Trade and Repair Services R45 million
- Wholesale Trade, Commercial Agents and Allied Services R75 million
- Catering, Accommodation and other Trade R15 million
- Transport, Storage and Communications R30 million
- Finance and Business Services R30 million
- Community, Social and Personal Services R15 million
If you qualify as a Designated Employer and either supply incorrect information, do not comply with the Employment Equity Act requirements, or do not submit the documents timeously:
- you will not qualify as an Empowering Supplier
- you will not be able to score Employment Equity points
- you may be fined heavily by the Department of Labour – up to 2% of turnover!
- the Department of Labour may visit you and do a full audit on your company
The EE report should be submitted electronically on the website of the Department of Labour before 15 January. The submissions website is only open until 15 January, after which it will close down and you will be unable to submit this report.
The amendments now require that all designated employers submit a report every year.
The EEA2 indicates:
- the number of employees in each race group ( African, Coloured, Indian, White and Foreign)
- The number of male and female employees in each race group
- the number of employees in: ◦top management
- senior management
- middle management
- junior management
- semi skilled
- unskilled
- The number of employees who have: ◦been promoted
- resigned
- been terminated
The EEA4 indicates:
- the salaries for each race according to their occupational levels
- the salaries for each gender according to their occupational levels
- the combined salaries for the each level (to compare salaries broadly within the company)
- Easy to understand
- Communicated to all employees
- Include representation from all levels
- Goals should be:
- ◦Specific
- ◦Measurable
- ◦Attainable
- ◦Relevant
- ◦Time-bound
- The EE Plan should include the following phases:
- Planning
- Development
- Implementation
- Continuous monitoring
It should include agreed and specified internal procedures for resolving disputes around the interpretation and implementation of the EE Plan
Between 1 year (minimum) and 5 years (maximum) – whatever period of time within these limits is necessary to allow the employer to make reasonable progress towards achieving employment equity.
We can help you with your Employment Equity Report requirements by:
- Analysing your figures and your numerical and non-numerical goals
- Testing your existing EE plan against EE Act requirements and EE codes and EE Best Practice
- Reviewing and aligning policies, procedures and practices to EE requirements
- Ensuring that you have undertaken the necessary audits
- Ensuring that appropriate remedies have been included in your EE plans
HR SUPPORT SERVICES
HR officers enrolled in the HR Candidate Development Programme through the South African Board for People Practices (SABPP) can be assigned within your organisation to support the current HR Manager, Operational Manager or General Manager. The purpose of this programme is to develop the skills of HR graduates by allowing them to convert their theoretical knowledge into practical experience through activities related to professional practice. This is done under the guidance of a registered SABPP supervisor/mentor.
These duties include but not limited to the following:
- General HR Support: Managing leave, attendance and grievance procedures.
- Recruitment and Selection: Preparing job descriptions, conduct interviews, prepare employment contracts and managing induction programme.
- Executive Management Support: Assist in obtaining objectives, implementing strategies and advising on the best practices in terms of policies and procedures.
- Performance Management: Conducting performance reviews and ensuring adherence to performance reviews.
- Any additional HR Services: Auditing staff files and drafting general notices when required.
CONTACT DETAILS
Business Address
259 15th Avenue,
Rietfontein,
Pretoria, 0084
Business Hours
Monday – Friday: 8am – 5pm
Saturday – Sunday: Closed
Phone Numbers
Corporate Office
012 566 3014 / 68 / 81
