Chapter 12

HUMAN RESOURCE MANAGEMENT AND THE SA LABOUR

LEGISLATION FRAMEWORK
Learning outcomes

Describe Describe the basic steps involved in human resource planning

Explain Explain how companies use recruiting to find qualified job applicants

Describe the selection techniques and procedures that companies use when deciding which
Describe applicants should receive job offers

Describe Describe how to determine training needs and select the appropriate training methods

Discuss Discuss how to use performance appraisal to give meaningful performance feedback

Describe Describe basic compensation strategies and how they affect human resource practice

Describe Describe the role of the human resource function in organisations

Explain the contribution human resource management can make to the effectiveness of an
Explain organization
 List and List and explain the different content theories of motivation.
explain
Explain the contribution human resource management can make to
Explain the effectiveness of an organisation

Provide an outline of who is responsible for human resource

Provide management

List and
Learning explain
List and explain the different content theories of motivation

outcomes Discuss Discuss the process theories of motivation

(continued) Evaluate Evaluate the different motivation strategies

Understand the importance of the Constitution of the Republic of

Understand South Africa, 1996

Describe the impact of the Acts on the management of human

Describe resources in organisations.

Provide an outline of who is responsible for human resource

Provide management
Chapter outline

Introduction

The relationship between line management and the human resource (HR) department

Human resource planning

Finding qualified talent

Developing talent

Retaining talent

Motivating employees

Labour legislation that impacts the workplace

Summary
 The HR function

The
HR functions as a strategic partner
relationship
between line Improve skills base of employees and contribute to the profitability of
the organisation
management
and the HR Every manager in the organisation should realise the importance of
recruiting, selecting, training, developing, rewarding, assisting and

department
motivating employees

Integration and teamwork are essential for organisational success.

The relationship
between line
management and
the HR department

HR management and organisational

effectiveness
 Effective organisations must have a
vision, a mission strategy,
organisational structure and human
resources
 Successful companies have the
following HR management attributes:
 Primary benefits (monetary
benefits)
 Secondary benefits and working
conditions (non-monetary
benefits)
 Training and development
 Career development
 Company culture and diversity
 HR management and organisational effectiveness
(continued)
 Contribution of HR to organisational effectiveness
should include:
The  Assisting everybody to reach goals

relationship 


Efficient use of skills and abilities
Training and motivating employees
between line  Job satisfaction and self-actualisation

management 


Desirable quality of working life
Maintaining ethical policies and socially
and the HR 
responsible behaviour
Managing change to the mutual advantage of
department individuals and public
 Executing HR functions in a professional manner
 Involvement in strategic decision making and
strategy formulation.
HR Planning

Can be divided into three phases:

 Phase 1: identify the work being done in the
organisation.
 Phase 2: human resource forecasting
 Phase 3: the human resource plan
HR planning

 Phase 1: Identify the work being done in the organisation.

Job analysis Job description Job specification

Process used to Written format Details
investigate the listing contents knowledge,
tasks, duties of the job skills and
and abilities relevant
responsibilities to the job
of a job in an
organisation
HR planning (continued)

Phase 2:
Human Economic
resource growth
forecasting

Factors to New
consider during developments
forecasting: in the business

The labour
market.
HR planning (continued)

Phase 3: The human resource plan

Purpose of this plan is to provide concrete guidelines and

steps that indicate how the business’s short-, medium-
and long-term human resource requirements can be
provided for.

It answers the question “What must we do today to be

prepared for tomorrow?”
Finding qualified talent

Recruiting from Recruiting from The recruitment Recruiting

inside outside procedure methods:
Recruitment through
advertisements
Recruitment through
private
employment/recruitment
agencies
Recruitment through
existing employees
Recruitment though
personal approach
Recruitment through radio,
TV and the internet
Sundry recruiting strategies
Finding Selection is the process of
determining which individuals
Application and short listing

Psychological testing

qualified
are best suited to fill positions
in the organisation.
Talent selection Intensive assessment

Selection process Diagnostic interview

talent
Final selection

(continued)
Onboarding.
Developing talent

 Human resources development (HRD)

 Development methods:
 On-the-job training and development
 Away-from-the-job training and development
 The danger of the ‘shotgun’ approach to development
 Performance appraisal
 Compensation of employees

Types of compensation
• Direct compensation
Retaining • Indirect compensation
• Reward
talent
The amount of compensation
• External comparison (salary survey)
• Internal comparison (job evaluation)
• Factor-comparison
 Employee motivation
• Motivation in the workplace
• Four content approaches to
Motivating motivation:
employees • Maslow’s hierarchy of needs
• Alderfer’s ERG theory
• Herzberg two-factor theory
• McClelland’s theory of needs.
Motivating employees (continued)
Motivating employees (continued)

Employee motivation Implications of content- Process approaches to Implications of

(continued) based approaches motivation process-based
Expectancy theory approaches
Equity theory and organisational
justice
Goal-setting theory and feedback
 Employee motivational strategies

Job design

Employee involvement programmes

Motivating Management-by-objectives (MBO) strategies

Intrapreneurial incentives
employees Training and education

(continued) Employee-recognition programmes

Empowerment programmes

Reward systems

Career management.
Labour legislation that
has an impact on the
workplace
The Constitution of the Republic of South
Africa Act (No. 108 of 1996)
 Most important piece of legislation in South
Africa
 Sets out structure of state
 Bill of Rights (Chapter II)
 Section 23 relates specifically to labour rights
Labour legislation that has an impact on
the workplace (continued)

Laws to regulate
Laws affecting
the form and Companies Act
business
functioning of (No. 71 of 2008)
activities
businesses

Labour Basic Conditions

Employment
Relations Act of Employment
Equity Act (No.
(No. 66 of 1995) Act (No. 75 of
55 of 1998)
(LRA) 1997) (BCEA)
Labour legislation that has an impact
on the workplace (continued)

The Labour Relations Act (No. 66 of 1995)

 The purpose of this Act is to give effect to and regulate the
fundamental rights contained in the Bill of Rights, and provide
the framework in which employees, their trade unions, employers
and employer’s organisations can engage in collective
bargaining and formulate industrial policy.
Labour legislation that has an
impact on the workplace
(continued)
Participants in labour relations
Labour legislation that has an
impact on the workplace (continued)

Communication: Grievances and disciplinary

aspects

An employee’s response to the real, perceived or

The grievance procedure alleged breach of the terms of the employment
contract

The principles underlying disciplinary procedure

The disciplinary are:

• Employer’s right to take disciplinary action
against an employee who breaches conduct in
procedure the workplace
• Employee’s right to a fair procedure.
Labour legislation that has an
impact on the workplace (continued)

The Basic Conditions of Employment Act

(No. 75 of 1997)
• The overall purpose of this Act is to advance
economic development and social justice in South
Africa.
• It also gives effect to and regulates the right to fair
labour practices conferred by section 23 of the
Constitution of 1996.
• Furthermore, it establishes and enforces the basic
conditions of employment and regulates the
variation of basic conditions of employment.
Labour legislation that has an impact
on the workplace (continued)

The Employment Equity Act (No. 55 of 1998)

 The main aim of this Act is to do away with all forms of
discrimination in employment in South Africa by promoting equity
and non-discrimination in the employment sector.
 The overall purpose is to achieve equity in the workplace.
Labour
legislation The Skills Development Act (No. 97
of 1998)
that has an
impact on The aim of this Act is to develop

the
the skills of South African human
resource planning, and to increase
the levels of investment in

workplace education and training in the labour

market.

(continued)
Labour Skills Development
legislation Levies Act (No. 9 of
1999)
that has an
impact on
The purpose of this Act
the is to provide for the
workplace imposition of a skills
(continued) development levy.
Labour
legislation The National Qualifications Framework
Act (No. 67 of 2008)

that has an
impact on The objectives of this Act is to create an

the integrated national framework of

learning achievements, to contribute to
the full development of learners, and to

workplace
enhance the quality of education and
training.

(continued)
Labour legislation
that has an impact
on the workplace
(continued)
 Structure of the NQF
 The Occupational
Labour Health and Safety
legislation
that has an
Act (No. 85 of 1993)
impact on the The main purpose of this
workplace Act is to protect
(continued) employees by ensuring a
healthy and safe work
environment.
Labour The Compensation for Occupational Injuries and
legislation Diseases Act (No. 130 of 1993)

that has an
impact on the The aim of this Act is based on the principle

workplace that compensation will be paid to an employee

if an injury has been caused by an accident
arising out of and in the course of the
(continued) employee’s employment.
Labour The Unemployment Insurance Act (No. 63
legislation of 2001)

that has an
impact on the The Act provides for the payment of
workplace benefits for a limited period to people who
are ready and willing to work but are
(continued) unable to get work for whatever reason.
Labour
legislation
that has an
impact on the
workplace
(continued) THE EMPLOYMENT
SERVICES ACT (NO. 4 OF
2014)
Labour legislation that has an impact on
the workplace (continued)

The Protection of Personal

Information Act (No. 4 of 2013)
(POPI)
Summary

Recruitment and
Activities associated Importance of
selection of talent, HR
with the HR function of motivation and ways to
planning and job
the organisation motivate
analysis

Legal environment that Overview of labour

influences HR laws that managers
managers and and HR practitioners
organisation need to implement.