Details
This 2-day HR fundamentals workshop equips managers with:
Legal Know-How: A clear grasp of key South African labour laws, reducing legal risks.
Practical HR Skills: Tools for fair recruitment, onboarding, performance management, and disciplinary actions.
People-Centric Leadership: Strategies to boost engagement, retention, and team morale through consistent, inclusive practices.
Confidence & Competence: The ability to make well-informed, fair decisions and effectively collaborate with HR.
This 2-day workshop provides South African managers with the HR foundations to lead teams effectively, navigate local legal requirements, and foster a productive, compliant, and inclusive work environment.
Don't be afraid of HR anymore! Get to grips with the people side of management and what HR requires of you.
By the end of the workshop, managers will be better equipped to minimize risks, boost productivity, and create a positive, inclusive team climate—all of which contribute to organizational success and managerial effectiveness in a South African workplace.
Develop key HR management skills in a collaborative and participatory workshop with relevant case studies and activities to work on.
Delivery Methods
| Delivery Method | Duration | ||
|---|---|---|---|
| 2 days | Get a Quote | ||
| 2 days | Get a Quote |
Discounts Available
Brochure:
Audience
- Line Managers & Supervisors: Leading teams but lacking formal HR training
- Team Leaders/Project Managers: Overseeing cross-functional groups needing basic HR know-how
- Small Business Owners: Managing staff directly, without a dedicated HR specialist
Pre-Requisites
Be a manager or supervisor or aspire to be one.
Course Outline / Curriculum
DAY 1
1. Welcome and Introduction to HR in South Africa
- Purpose of the Workshop
- Understanding the manager’s role in basic HR functions
- How HR supports broader business goals
- Overview of the South African HR Context
- Unique historical, social, and legislative factors
- Importance of people management skills for team success
2. SA Labour Legislation Essentials
- Labour Relations Act (LRA)
- Fair procedures, unfair dismissal, dispute resolution
- Role of the CCMA (Commission for Conciliation, Mediation & Arbitration)
- Basic Conditions of Employment Act (BCEA)
- Working hours, leave, overtime, rest periods
- Employment Equity Act (EEA)
- Prohibition of unfair discrimination
- Affirmative action and reporting obligations
- Skills Development Act
- Skills levies and training obligations
Goal: Managers learn to spot potential legal risks and ensure fair treatment of employees.
3. Recruitment & Selection
- Job Descriptions & Role Clarity
- Writing inclusive and accurate job descriptions
- Recruitment Process
- Legal do’s and don’ts in interviews (avoiding discriminatory questions)
- Shortlisting and selecting based on job-related criteria
- Interviewing Techniques
- Behavioural/competency-based interviewing
- Consistency and fairness across candidates
- Employment Equity & B-BBEE Implications
- How transformation targets might affect selection decisions
Goal: Managers gain practical skills to attract and select the best talent while complying with SA legal and equity requirements.
4. Onboarding & Induction
- Importance of Effective Onboarding
- How strong onboarding drives engagement and retention
- Structuring an Onboarding Program
- Orientation to company policies, culture, and team dynamics
- Role of the manager in first 90 days
- Tools & Checklists
- Essential documents, training sessions, and follow-up points
Goal: Managers develop an effective onboarding plan that integrates new hires into the team and culture quickly.
5. Performance Management & Goal Setting
- Setting Clear Expectations
- SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives
- Regular Check-ins and Feedback
- Constructive vs. destructive feedback
- Documentation best practices
- Performance Appraisals
- Structuring formal reviews
- Avoiding bias and ensuring fairness
- Dealing with Underperformance
- Early intervention, coaching, and performance improvement plans
- Aligning corrective actions with legal requirements
Goal: Managers learn to create a culture of continuous feedback and fair performance assessment.
DAY 2
6. Employee Relations & Conflict Management
- Basics of Employee Relations
- Building trust, openness, and respect
- Handling Conflict on the Team
- Root causes of conflict; mediation and problem-solving approaches
- Grievance Procedures
- Understanding formal grievance channels
- Proper documentation and confidentiality
- Union & Non-Union Environments (if relevant)
- Manager’s responsibility in a unionized setup
- Legal considerations and dispute resolution
Goal: Managers can confidently address conflicts and maintain positive team dynamics.
7. Discipline, Dismissals & CCMA
- Progressive Discipline
- Verbal warnings, written warnings, final warnings
- Common pitfalls (e.g., inconsistent enforcement)
- Dismissal Procedures
- Substantive fairness and procedural fairness
- Role of hearings and investigations
- CCMA Overview
- When and how a case goes to CCMA
- Manager’s role in preparing evidence
- Avoiding Unfair Dismissals
- Correct processes, documentation, and consultation
Goal: Managers understand how to follow fair and consistent disciplinary practices, reducing legal risks.
8. Compensation & Benefits Basics
- South African Pay Structures
- Salaries, allowances, variable pay (bonuses/commission)
- Statutory Contributions
- UIF, Skills Development Levy, COIDA (Compensation for Occupational Injuries and Diseases Act)
- Common Benefits
- Medical aid, provident/pension funds, leave policies
- Pay Equity and Transparency
- Addressing fairness and retention through equitable compensation
Goal: Managers appreciate how compensation fits into overall retention and engagement while complying with SA regulations.
9. Employee Engagement & Retention
- Why Engagement Matters
- Linking engagement to productivity and morale
- Engagement Drivers in South Africa
- Recognition, development opportunities, and transformation goals
- Manager’s Role in Retention
- Identifying and addressing turnover risks
- Creating a supportive culture (flexibility, communication)
- Measuring Engagement
- Surveys, focus groups, stay interviews
Goal: Managers gain tactics to boost engagement, reduce turnover, and foster a positive work environment.
10. Skills Development & Transformation
- Skills Development Act and Levies
- Importance of continuous training and claiming levies back
- Workplace Skills Plans
- Identifying team skill gaps and setting training priorities
- Employment Equity & Transformation
- Setting meaningful targets
- Reporting and compliance
- B-BBEE Basics (if applicable to organization)
- Understanding the scorecard pillars
- Linking training and development to transformation strategies
Goal: Managers learn how to identify development needs, leverage government incentives, and support transformation objectives.
11. HR Metrics and Reporting
- Key HR Metrics for Line Managers
- Turnover rate, absenteeism, engagement scores, performance metrics
- Using Data to Inform Decisions
- Identifying patterns and trends
- Setting realistic targets and measuring improvement
- Working with HR
- Collaborating on data analysis and action plans
Goal: Managers become comfortable with basic HR analytics to drive continuous improvement.
12. Wrap-up and Action Planning
- Recap of Key Learnings
- Core principles of SA labour law, recruitment, performance, etc.
- Individual Action Plans
- Managers outline steps to implement workshop insights
- Q&A and Feedback
Goal: Participants leave with a clear understanding of how to apply HR principles in their day-to-day managerial roles.
Schedule Dates and Booking
There are currently no scheduled dates.