SI-7.1-02-Selection and Placement-Health & Safety

SI-7.
1-02 – Selection & Placement
.1. OBJECTIVE
To ensure that all employees match job specific profile requirements to ensure
effective performance.
2. SCOPE
This procedure will be applicable to all sites and operations of the Mphegolle
Trading Enterprise
3. REFERENCES
Responsible Person Responsibility

Management Management will ensure that the requirements of
this procedure are conformed to.
Human Resources To support management in enforcing the
requirements of this procedure.
4. DEFINITIONS
None
5. METHODS
5.1 Person/job specifications will be available via the Human Resources

Department for each job category.
5.2 An effort shall be made to match the worker and the job. This could include, but
is not limited to the following tests;
▪ Aptitude
▪ Potential battery
▪ Reaction time
▪ Depth perception
▪ Colour blindness
▪ Social inclination
▪ Leadership potential
▪ Disabled persons
Approved by: Designation: Approval Date: Revision: 00
S.M Mangoato Director 10 August 2023 Page 1 of 4
This document is active and any copy made from the electronic version shall be considered an uncontrolled copy. Individuals with
uncontrolled copies are responsible for ensuring the use of the current version. Revision levels are electronically controlled.
SI-7.1-02 – Selection & Placement
▪ Literacy Level
▪ Does the person fit the job - physically, mentally, ergonomically, lung function,
etc.
5.3 All chronic illnesses and conditions are to be identified and records kept.
5.4 The task specifications are to be used as a guideline to determine if the
prospective employee will fit the job.
5.5 Selection:
5.5.1 The selection process should include the following elements:
▪ Recruitment and sifting.
▪ Holistic process followed to match employee to job
▪ Psychological testing
▪ Interviewing
▪ Medical examination and identification of chronic diseases and existing
conditions
▪ Selection and placement
▪ Orientation or induction
▪ Follow-up
5.5.2 Apart from certain cognitive abilities and special skills, selection for a balanced
personal profile should include the following:
▪ General impression
▪ Work motivation
▪ Problem approach
▪ Temperament
▪ Social inclination
▪ Leadership potential (where needed)
5.5.3 Medical examination

▪ Determine the medical suitability of the applicant for the proposed type of
employment.
▪ Assist in achieving a healthy workforce and thereby to improve productivity.
▪ Reduce the burden of absenteeism, in-service mortality and premature
retirements due to ill-health and occupational diseases and associated direct
and indirect cost to the Mphegolle Trading Enterprise .
5.5.4 The pre-placement and pre-employment examination

▪ Notwithstanding the requirements for Medical Examinations, the following is
also pertinent to selection and placement. The basic purpose of the pre-
placement examination is to determine the capability of the job applicant to
perform a specific job for which he is to be hired.
▪ Such evaluation is directed toward capabilities, not disabilities. While not all
employees necessarily require testing of colour perception, such evaluations
become highly pertinent for workers for jobs requiring this adequacy; e.g. in
colour printing, colour-coded electrical wiring, identification of pipelines, etc.
While this theory applies in part, in reality many corporations recognise the
point that they accept the whole worker with all his immediate health problems
and possibly his long-term medical problems. This becomes especially
pertinent as more and more of health and medical benefit costs are assumed
through employer purchased health insurance. Accordingly, pre-placement
examinations increasingly have become pre-employment examinations, so that
total health evaluation becomes increasingly the rule. Nevertheless, there is still
required an evaluation of physical and psychological capabilities to perform a
specific range of jobs. It therefore becomes necessary for the medical
department to determine that a prospective employee does not have a pre-
existing health problem that can be aggravated by his expected range of work
duties. It still remains the responsibility of the occupational health team to be
fully cognisant of the job requirements and work environment so as to design
an appropriate examination regimen. This once more underlines the necessity
for the occupational health group to be comprehensively knowledgeable
concerning any and all jobs, their peculiarities or needs within the plant.
▪ Values and limitations. While fitting the right man in the right job is the aim of
these examinations, the limitations inherent in this procedure must be
recognised. These largely stem from the limitations inherent in medical
prognostication of special susceptibility or inherent biological risk. The inability
to clearly determine which individual possesses an inherent weakness of the
lower back immediately comes to mind. Certainly, the present inability to
clearly evaluate the state of psychological fitness of an individual to fit into a
specific social and physical environment presents even more serious problems.
Recognising these inherent weaknesses makes even more apparent the need
for periodic re-evaluation of workers.
5.5.5 Reporting and recording of information
▪ All information medical, psychological of otherwise should remain privileged

information, inaccessible to all but medical personnel.
▪ Records should be kept intact for 40 years.
▪ A Policy will be in place that caters for special groups e.g. disabled persons
(employees and visitors).
▪ A system will be in place to provide for the rehabilitation of injured and ill
employees and employees will be made aware of the rehabilitation programme
through induction training.

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SI-7.

1-02 – Selection & Placement

Responsible Person Responsibility

5.1 Person/job specifications will be available via the Human Resources

Approved by: Designation: Approval Date: Revision: 00

S.M Mangoato Director 10 August 2023 Page 1 of 4

5.5.3 Medical examination

Approved by: Designation: Approval Date: Revision: 00

S.M Mangoato Director 10 August 2023 Page 2 of 4

5.5.4 The pre-placement and pre-employment examination

5.5.5 Reporting and recording of information

Approved by: Designation: Approval Date: Revision: 00

S.M Mangoato Director 10 August 2023 Page 3 of 4

▪ All information medical, psychological of otherwise should remain privileged

Approved by: Designation: Approval Date: Revision: 00

S.M Mangoato Director 10 August 2023 Page 4 of 4

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