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1 Get the latest knowledge from leading global experts. COURSE INFORMATION HUMAN RESOURCES DEVELOPMENT & LABOUR RELATIONS 1

2 Contents Company Overview 3 Introduction 4 Employee and Employer Empowerment Programmes 6 Employee Assistance Programmes 6 Human Resources Development 6 Competency-Based Interviewing: Hiring for Success 6 Human Resources Management 7 Programme in Human Resources Management 7 Expatriate and International Mobility Management 8 Employment Equity 9 Retail Supervisory Development 10 Labour Relations 10 Labour Relations Management (LRM) Practice 10 Managing Performance, Discipline and Dismissal (MPD) 11 Union Rights and Negotiation (URN) 11 Labour Dispute Resolution (LDR) for Labour Relation Practitioners 12 Workplace Employment Relations 12 Skills Development 13 Employee Wellness 13 Advanced Employee Assistance Programmes 13 Company Overview Having played a profound part in the history of South Africa for more than 100 years, the University of Pretoria (UP) boasts a rich history and lasting legacy a legacy that endures through the commitment that we at Continuing Education at University of Pretoria Trust (CE at UP) invest in equipping delegates with the requisite skills that add significant and lasting value to their respective organisations and fields of expertise. As such, 2015 marks 15 years since CE at UP s inception, and we have already equipped over delegates with these indispensable skills. We have truly made a difference in the lives of individuals and to institutions during this time, and today we can take our commitment to life-long learning even further not only locally, but also internationally. We are serious about learning At CE at UP, continuing education is not simply a popular phrase we aim to offer the best possible training and development solutions to companies and their staff through career-focused courses that are presented by leading academics of the University. We strive to be the leading continued learning and career development partner of the commercial and government sectors in Africa. Our courses present pro-active and relevant responses to the skills development needs that are articulated in the skills plans of the various sectors and places of work in our communities, country and within the region. Hereby, opportunities are also created to make a contribution to the development of society. We further aim to assist in the training needs of every organisation and individual by presenting courses that range from introductory through to advanced levels, increasing the expertise and level of efficiency with each course. Companies can therefore request in-house training with tailormade content, individuals can keep abreast of new developments in their industries through our CPD courses, or training can be completed online, at your leisure, in the comfort of your own home. Scheduled courses Scheduled courses are specifically designed to meet the educational needs of our broader communities and we are open to all potential delegates. These courses are presented continuously throughout the year. In fact, at any given time we schedule in excess of 100 courses during a three month period. This affords any new delegate the ability to peruse the variety of courses on offer and plan in advance which courses they would like to attend. Corporate solutions Corporate solutions are custom designed for in-house training within organisations. These are client-specific courses which are geared towards companies who need to up-skill their staff. They are strategically developed to address the specific training needs expressed by a particular company or industry. We can design a basic course to introduce your newly appointed staff members to a specific topic, or can provide thought-leading training to your executive committee members. Such courses can be presented on one of the various university campuses, on-site at your premises or at any other chosen venue. e-learning courses 8 e-learning courses are interactive online learning programmes. We recognise that many professionals would like to continue honing their knowledge and skills, but often struggle to find the time to attend formal lectures. Our e-learning courses offer interactive media elements, message boards, forums and online assessments. Accreditation, certification and CPD points CPD courses a CE at UP is wholly owned by the University of Pretoria. The University of Pretoria is a multi-purpose public training provider in the higher education and training band. All delegates who successfully complete a short learning programme and comply with the related assessment criteria, receive certificates of successful completion from the University. We also offer specific courses through which professionals gain continued professional development (CDP) points. CE at UP is a level-2 contributor to broad-based black economic empowerment (B-BBEE). Training options We offer more than 500 short courses across 20 industry fields of study, and we have four training options available: Scheduled courses Corporate solutions e-learning courses Continued professional development (CPD) courses We offer CPD courses and seminars that are presented by thoughtleading academics from the University for professionals who need to continuously update their knowledge and acquire CPD points in adherence with the regulations of their respective professional bodies. Our local and international footprints We take our courses right to delegates doorsteps with training that occurs either on one of the University s seven local campuses, or alternatively anywhere across South Africa. Today, however, our footprint also reaches well beyond the African continent. Choosing South Africa as their preferred destination of study and the University as their preferred education provider, delegates from more than 61 countries have been attending our short courses some coming from as far as Australia and Denmark. By attracting such a vast number of international organisations and delegates, we are able to pull a wide pool of international talent, expertise and resources to South Africa. 2 3

3 HUMAN RESOURCES DEVELOPMENT & LABOUR RELATIONS CE at UP hosts a wide range of Human Resources Development and Labour Relations short courses, and whether you are new to the field, or a seasoned expert, there is a course that could be perfect for you. South Africa s labour legislation is often credited as one of the most comprehensive and progressive in the world. However, labour forces do face a unique set of challenges. Sufficient investment into human resource development can overcome many of the obstacles in the way and thus contribute to the overall performance and success of organisations. Providing organisations, and human resource practitioners in particular, with all-inclusive guidelines for how to settle disputes and/or promote fairness in the workplace, our courses cover topics from employment equity and supervisory development to performance management and employee wellness. HUMAN RESOURCES DEVELOPMENT & LABOUR RELATIONS 4 5

4 HUMAN HEALTH HUMAN RESOURCES DEVELOPMENT & LABOUR RELATIONS Employee and Employer Empowerment Programmes Employee Assistance Programmes Course number: P Providing delegates with the essential knowledge and skill set required for employee assistance programmes (EAPs), this course equips delegates to become valued EAP coordinators in private companies, government departments and service-providing organisations. Definition of EAP The historical and conceptual context of the EAP Discussion of EAP standards Clarification of relation between Organisational Development and the EAP Legal aspects impacting on the EAP EAP supervisory training Prospective delegates should at least have a relevant three-year bachelor s degree. Human Resources Management Course number: P Human Resources Practitioners as well as interested individuals will obtain basic knowledge of the various fields within Human Resources. This short course focuses on a systems-approach to Human Resources Management (HRM), career development, job analysis, design and evaluation, human resources planning, recruitment and selection, performance management, training and development and new trends in the HRM field. Introduction to human resources management Career development Job analysis, design and evaluation Human resource planning Recruitment and selection Performance management Training and development Applicable labour legislation New trends in human resources management Prospective delegates should at least have a National Senior Certificate (Grade 12). Human Resources Development Competency-Based Interviewing: Hiring for Success Course number: P Finding the best candidate for the job, fuels company success. This short course on Competency-Based Interviewing has been designed to provide individuals who conduct job interviews with the practical skills required for conducting more effective interviews. This will assist them in ensuring that quality information is obtained for decision-making purposes. Types of interviews and benefits of structured interviews The phases of an interview Question types and developing effective questions Considerations when preparing for a selection interview Techniques for conducting an effective selection interview The closure of an interview and the evaluation of information Ethical and legal considerations when interviewing for selection purposes Prospective delegates should at least have a National Senior Certificate (Grade 12). Programme in Human Resources Management Course number: P This programme is based on a systems-approach to Human Resources Management (HRM) and covers all the application fields of HRM. It aims to ensure that HRM practitioners will be able to operate more effectively in their organisations. This programme is a first step for HR practitioners to formalise their training in the field of Human Resource Management. It is in the process of formal registration with the South African Board of Personnel Practice (SABPP) (HR-ETQA). Foundations of HRM and the systems approach to HRM HR planning, recruitment and selection Job design and analysis Internal staffing and career management Performance management Training and development Competency-based HR management Managing compensation and benefits Employee health and safety Labour relations Prospective delegates should have relevant working experience and/or prior learning. 6 7

5 HUMAN RESOURCES DEVELOPMENT & LABOUR RELATIONS Expatriate and International Mobility Management Course number: P The Expatriate and International Mobility Management course presents delegates with personalised and practical knowledge into the complexities of managing their company s global human resources. The course will also provide delegates with insight into practical case studies, tools and solutions that will facilitate sustained expatriate adjustment and performance. Day 1 Introduction Costs, risks and rewards involved with conducting business on a global basis Globalisation and its impact on the way business gets done Phases of multinational organisational growth and impact on work and employment Approaches to expatriate staffing Day 2 Introduction into the international assignment life cycle and impact on the individual and organisation Pre-departure During assignment Repatriation Culture shock and impact on expatriate performance Factors impacting on expatriate performance Individual factors Spouse and family factors Job-specific factors Organisational factors Cross-cultural factors Day 3 Models on how to facilitate sustained expatriate adjustment and performance Application of these approaches in practice Practical problems faced by expatriate mobility executives (e.g. work permits, remuneration, performance management, repatriation and succession planning) Case studies A systems-approach to international mobility management establish framework for post-course assignment to be completed. Prospective delegates should at least have a National Senior Certificate (Grade 12). Course dates and fee Employment Equity Course number: P Not only is employment equity a legislative requirement but equity is the cornerstone for sustainable growth in South African organisations. This course provides delegates with an integrated approach toward employment equity in the workplace. Specific focus will be placed on various tools and processes that form part of a broad approach toward employment equity. Most Human Resource Practitioners will benefit from this course. History of South Africa, the Employment Equity Act (EEA) and diversity management Focuses on Human Resource attraction and retention strategy in terms of the history of South Africa and how employment equity relates to this strategy Deals with the need to have a diverse workforce for corporate sustainability and advancement Employment equity (EE) and social responsibility Analyses an organisation s corporate social responsibility (CSR) program with respect to designated groups Addresses Black Economic Empowerment (BEE) in general and a specific industry charter EE dealing with terminal/chronic illnesses especially HIV and AIDS in the workplace Focuses on the impact of chronic illnesses such as HIV and AIDS on a company s ability to develop skills Addresses the impact of chronic illnesses on key stakeholders Deals with future planning to accommodate employees with chronic illnesses EE and organisational transformation Focuses on EE positive development for an organisation and the importance of the EEA Deals with EE favourably influencing business strategy Addresses the concepts and principles relating to organisational transformation and change management Interpret and apply EE legislation to industry charters Outlines the prohibition of unfair discrimination Defines the concept affirmative action Deals with identifying the functions and workings of the Commission on Employment Equity (CEE) Addresses the description of the application of EE industry charters Describes diversity management and the impact of industry charters in the workplace Implementing an EE program in a company Formulating an understanding of the EE Act, a company s EE plan, Department of Labour requirements and the business strategy Prospective delegates should at least have a National Senior Certificate (Grade 12) and relevant work experience. 8 9

6 HUMAN RESOURCES DEVELOPMENT & LABOUR RELATIONS Retail Supervisory Development Course number: P Supervisors form the critical level in the retail environment to ensure strategy is implemented on the shop floor. Supervisors also act as the link between store management and employees. They have to deal with the pressure from the top, while they also have to ensure a productive and happy workforce. This programme enables supervisors in the retail environment to align their areas of responsibility to the store strategy and to improve performance. Alignment to store strategy and direction Planning to ensure resource capacity Facilitate team briefing- and problem solving sessions Leadership to optimise performance Improving performance through effective monitoring, control and coaching Dealing with conflict Optimising diversity in teams Prospective delegates should at least have a National Senior Certificate (Grade 12) and three years supervisory experience. Labour Relations Labour Relations Management (LRM) Practice Course number: P Conflict management, knowledge of equity and fairness practices and communication and representation skills are a few of the key skills required for those working in labour relations management. This course will benefit labour relations practitioners and will equip delegates with the essential labour relations management skills that are required to effectively participate in typical labour relations management systems, practices and procedures at workplace level. The LR Management environment Legal guidelines (BCEA, EE Act, SD Act, OHSA, COIDA, UIF Act) HRM and LR systems, strategies, policies and procedures Conflict management in labour relationships Communication, representation, participation Fairness, equity and discrimination in HRM practice Managing diversity and affirmative action Grievance procedures Relevant case law Prospective delegates should have relevant working experience and/or prior learning. Managing Performance, Discipline and Dismissal (MPD) Course number: P Employees are entitled to impartial processes for handling problems or concerns about their performance or conduct, and in some cases formal disciplinary and dismissal processes are necessary. This course will provide delegates with the knowledge and practical skills that are required to effectively deal with discipline, dismissal and poor performance in the workplace within the framework of the Labour Relations Act and applicable case law. LRA guidelines for discipline and dismissal Managing performance Managing ill-health and absenteeism Managing discipline Disciplinary procedures and hearings Substantive fairness of misconduct dismissals Substantive fairness of incapacity dismissals Substantive fairness of operational requirements dismissal Relevant case law Prospective delegates should have relevant working experience and/or prior learning. Union Rights and Negotiation (URN) Course number: P This course will equip delegates with knowledge and skills that are required to initialise and maintain collective bargaining structures within the provisions of the LRA, negotiating and implementing collective agreements in labour relations. Focus will be on the collective bargaining process and environment; organisational rights under the LRA, collective agreements, general negotiation principles and strategies and labour relations negotiations. The Collective Bargaining process and environment Participants in Collective Bargaining Organisational rights under the LRA Collective bargaining structures in South Africa Collective agreements General negotiation principles and strategies Labour Relations negotiations Relevant case law Admission requirements Delegates should have relevant working experience and/or prior learning

7 HUMAN RESOURCES DEVELOPMENT & LABOUR RELATIONS Labour Dispute Resolution (LDR) for Labour Relation Practitioners Course number: P Upon the completion of this course, delegates will gain knowledge and practical skills which will enable them to act as applicants and/ or respondents in conciliation or arbitration procedures before the CCMA. In addition to this, the course will provide delegates with the working knowledge of legal requirements for industrial action, guidelines for dealing with industrial action, aspects of law and case law related to labour dispute resolution and industrial action. Legal guidelines for labour dispute resolution in South Africa Conciliation proceedings Law of evidence Arbitration proceedings Dealing with industrial action Relevant case law Prospective delegates should have relevant working experience and/or prior learning. Workplace Employment Relations Skills Development Employee Wellness Course number: P Empowering delegates with advanced knowledge on employee wellness programmes, this course focus on the application of interpersonal skills to improve employee productivity and enhance employee social functioning; how to conduct a wellness survey; how to build a business case for wellness; gain management support; integrate services and efforts; and monitor and celebrate success. (Note: Course content may be adapted without prior notice.) Day 1: Life skills in the workplace Day 2: Best practices in Worksite Wellness Programming Day 3: Written examination to qualify for the official certificate issued by the University of Pretoria and endorsed by Wellness Africa (Pty) Ltd (two-hour examination) Prospective delegates should at least have a relevant four-year bachelor s degree or equivalent qualification. Advanced Employee Assistance Programmes Course number: P This course will provide learners with knowledge and practical skills that are required to effectively participate in workplace level employment relations within the framework of applicable labour laws and employment relations policies and procedures, with due regard for the promotion of trust in employment relationships. Introduction to Employment Relations (ER) The nature and importance of ER The ER management system and role players ER principles (Lawful, Rights, Duties, Fairness, Equity, etc.) The South African employment relations environment and labour laws Brief review of the South African labour market Prospective delegates should have relevant prior learning. Course number: P Providing delegates with an advanced knowledge and skill set that is required to efficiently co-ordinate employee assistance programmes (EAPs). After completing this course delegates will be equipped with the advanced skills needed to become valued EAP co-ordinators in private companies, government departments and service-providing organisations. (Note: Course content may be adapted without prior notice.) Day 1: Overview and confirmation of the EAP standards, EAP evaluation and commercial aspects of the EAP Day 2: Strategies for Return on Investment (ROI) and pricing models for the EAP Day 3: Written examination to qualify for the official certificate issued by the University of Pretoria and endorsed by ICAS (twohour examination). Prospective delegates should at least have a relevant three-year bachelor s degree or equivalent qualification; Delegates should have attended the short course for EAP co-ordinators as presented by the University of Pretoria

8 HUMAN RESOURCES DEVELOPMENT & LABOUR RELATIONS Notes Notes 14 15

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