HUMAN RESOURCES SPECIALIST

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HUMAN RESOURCES SPECIALIST

Santa Conradie

(Former Tiger Brands and ABSA / Barclays Bank)

32 Years of Human Resource experience in the Manufacturing, Pharmaceutical and Financial Services industry. Passionate about developing people and enjoy finding innovative ways to contribute to business results and performance.

A. HUMAN RESOURCES AND TRAINING PROGRAMS

1. Recruitment & Selection Skills and the Impact of Legislation: -

Two Days

This practical workshop will equip line leaders and Human Resource Professionals with the necessary recruitment skills and a basic understanding of the legislative pitfalls. It is easy to appoint an employee but very difficult to exit an “incompetent/ miss-fit” employee.

Participants should be equipped with the following:  Competency based interviewing skills

 Selection and placement skills

 Basic understanding of the Employment Equity and Basic Conditions Act The following modules could be added:

 Writing of role profiles ( roles and responsibilities ) – 4 hours

 Basic understanding of job grading process – 2 hours

 Development and competency models and standards – 3 hours

 Writing performance development contracts and measures (KPI’s) – 3 hours

 How can you retain and recruit talent

(employee value proposition and induction process) – 4 hours

2. Talent Management: -

One and a half days

This is a framework which enables leadership to identify, develop and grow a pipeline of diverse talent in the business. How to do succession planning and to ensure that potential talent has the capabilities and behaviour to contribute to the business performance and success. Human capital is our biggest asset, so must we build / buy talent or both?

Participants should be equipped with the following:  Talent framework

 How to identify talent

3 The following modules could be added:

 Development of Competencies models – 3 hours

 Career discussion/ talent conversations/ development plans – 4 hours

 Basic Framework for leaders how to mentor/coach – 3 hours

 Retention plan for key staff – 1 hour

 Understand Transformation agenda – 2 hours

3. Performance Management and Development:

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One day

This is a framework to embed the mind set of high performance culture, effective consequence management and to consistently “raise the performance bar” to contribute to the results of the business and becoming a high performing business.

Participants should be equipped with the following:  Framework for Performance Management  How to do a Performance contract

 How to calibrate and create standards The following modules could be added:

 Performance discussion, difficult conversation for non - performance and the coaching process – 4 hours

 Development plan for high performers – 1 hour

 Calibration and consistency process – 3 hours

 Restructuring and retrenchment process – 4 hours

B. ORGANIZATIONAL DEVELOPMENT WORKSHOPS:

(Time allocated depends on the needs of the business.)

1. Team Diagnostic Facilitation Program: -

Two days or less

 Deep dive in terms of team work, cooperation and engagement, communication, conflict, roles and responsibilities.

2. New Leader Introduction and Ways of Working: -

One day or less

 Better understanding and demands of new leader and team and ways of working, rules of engagement.

3. Building High Performing Teams:

One day or less

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4. Change Management

 Phases of change, reason for change, adapt to change and the how with action plans to move forward

5. `Ad hoc Workshops – client needs based

C. HUMAN RESOURCE SERVICES AND INTERVENTIONS

1. Business Management:

 Identify HR solutions that directly impact on business performance over medium to long term.

 Development and leadership of transformational HR projects including contract

negotiation and budget management. (Third party relationships and management, i.e. recruitment agencies, graduate programs etc.)

 Analyze and investigate internal people trends and identify improvement opportunities for the business.

 Culture dipstick and analysis in terms of people agenda, action plans and execution.

2. Business Partnering:

 Implement and alignment of the “people strategy” with business strategy and managing focus areas. Build and embed awareness and understanding of HR accountabilities.  Assist leadership to take accountability for adherence to HR compliance and

governance, implementation of controls and highlight risk areas.  Audit of HR processes and files – (check list available).

3. Employee Relations:

 Advise line managers on the requirements of the discipline, capability and grievance processes and monitor their adherence.

 Awareness and impact of Employment Equity Legislation on the work place.  Wage negotiations advise.

4. Transformation:

 Socialize COGP and EE targets – awareness of transformation agenda (AIC, females, leader led programs).

 Employment Equity model template – model to identify gaps and future risk in terms of appointments/ promotions/ retirees.

 Diversity / transformation forum implementation (structure/reps) and structured agenda.  Transformation plan template, priorities and action plan.

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 Employee opinion surveys and cultural diversity gaps – implementation and analysis. CSI projects- exposure to family walk, charity interventions, university under privileged student assessment and career guidance.

5. People Development and Organizational Design Interventions:

talent/transformation agenda.

 Training Curriculum aligned with business needs/ objectives and budget.  Monitor effectiveness of training interventions – dipstick.

6. Reward:

 Basic principles of increase process - guidelines and process.

 Educate line leaders in the use of reward tools and objective awareness.  Annual salary increase and calibration process.

7. Ad Hoc and General Experience:

 Managed HR teams.

 Developed standardized internal recruitment processes.  Developed international expatriate policy.

 Development of Policies and procedures.  Coaching for line managers.

 HR administration and procedures.

 Work force/ demand planning, headcount management and work force efficiency process (structure).

 Reward and promotion/ demotion process – principles and policy.  Employee contracts – drafted letters.

 Exit interviews – analysis and template.

 Assessments – SHL and OPQ process, interpretation, feedback, development plan.  Develop HR dash board and HR report – regrettable losses, risk factors, vacancy ratio’s,

absenteeism, overtime, labour turn over – trend analysis and risk factors identification.  Executive Recruitment, succession and placement.