HR Bootcamp

Day 1: Understanding the Foundations of HR in South Africa 

1. Role and Scope of HR 

• Overview of HR Functions: Strategic vs. operational roles, HR’s contribution to business objectives. 
• Core Competencies for HR Professionals: Communication, problem-solving, empathy, confidentiality, analytical skills. 

2. South African Labour Legislation and Compliance 

• Key Acts and Regulations: 
• Labour Relations Act (LRA) 
• Basic Conditions of Employment Act (BCEA) 
• Employment Equity Act (EEA) 
• Skills Development Act (SDA) 
• Compensation for Occupational Injuries and Diseases Act (COIDA) 
• Protection of Personal Information Act (POPIA) 
• Practical Implications: 
• Drafting compliant employment contracts 
• Working hours, leave, and overtime regulations 
• Handling personal information and data protection 

3. Introduction to the Employee Lifecycle 

• Stages of the Lifecycle: Attraction, Recruitment, Onboarding, Development, Retention, Exit. 
• Strategic Impact: How effective HR management at each stage impacts overall business performance. 

4. Recruitment and Selection 

• Workforce Planning: Identifying and forecasting staffing needs. 
• Recruitment Strategies: Internal vs. external, digital recruiting, EE considerations and transformation goals. 
• Selection Processes: Shortlisting, interviews, psychometric testing, background checks. 
• Legal and Ethical Considerations: Avoiding discrimination, adhering to EEA requirements. 

Practical Exercise: 

• Participants draft a basic job description and plan a compliant recruitment process. 

Day 2: Onboarding, Performance & Development 

1. Onboarding and Induction 

• Importance of a Structured Onboarding Process: First impressions, cultural alignment, reducing turnover. 
• Key Steps: Welcome packs, orientation, introduction to company policies, code of conduct. 
• Compliance Requirements: Documenting personal details under POPIA, collecting relevant paperwork. 

2. Performance Management 

• Setting Performance Standards: Key Performance Indicators (KPIs), goal alignment with business objectives. 
• Performance Appraisal Methods: 360-degree feedback, rating scales, management by objectives (MBO). 
• Feedback and Coaching: Conducting effective performance reviews, ongoing performance discussions. 
• Disciplinary Processes: Progressive discipline, counselling sessions, written warnings, and fair dismissals in line with the LRA. 

3. Training and Development 

• Skills Development Framework in South Africa: Skills Development Levies, SETAs, and workplace skills plans. 
• Identifying Training Needs: Gap analysis, career pathing, succession planning. 
• Implementing Training Programs: In-house vs. external, digital learning tools, measuring ROI on training. 

Practical Exercise: 

• Participants design a performance appraisal form and map out a mini training needs analysis based on a sample organizational structure. 

Day 3: Employee Relations, Retention & Exit Management 

1. Employee Relations and Workplace Conflict 

• Understanding Employee Relations: Importance of trust, communication, and fair treatment. 
• Managing Grievances and Disputes: Grievance procedures, CCMA processes, dispute resolution. 
• Industrial Relations: Union involvement, collective bargaining, strikes, lockouts. 
• Workplace Discipline: Handling misconduct, poor performance, and ensuring procedural and substantive fairness. 

2. Reward, Recognition, and Retention Strategies 

• Compensation Structures: Basic pay, allowances, benefits, compliance with BCEA. 
• Employee Benefits in South Africa: Medical aid, pension, provident funds, UIF. 
• Recognition Programs: Non-monetary rewards, employee engagement tactics, wellness initiatives. 
• Retention Approaches: Career development, succession planning, flexible work arrangements. 

3. Exit Management and Offboarding 

• Resignations, Retirements, and Dismissals: Legal procedures, final pay calculations, exit interviews. 
• Exit Interviews: Purpose, confidentiality, identifying trends and issues. 
• Succession Planning: Ensuring knowledge transfer, minimizing operational disruption. 

4. Putting It All Together: Practical Integration 

• HR Policies and Procedures Manual: Outline of key policies for compliance and best practice. 
• HR Metrics and Reporting: Tracking turnover, absenteeism, training ROI for strategic decision-making. 
• Transformation and Employment Equity Plans: Linking employee lifecycle management with business transformation goals (B-BBEE, EEA compliance). 

Final Practical Exercise / Case Study: 

• In groups, participants walk through an end-to-end HR scenario: from recruitment planning and onboarding to performance management, a disciplinary case, and eventual exit. They identify risks, compliance concerns, and best practices at each stage.