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The Employment Equity (EE) Act is a law that promotes equal opportunity and fair treatment in employment through the elimination of unfair discrimination. It also ensures that affirmative action is implemented and measured in order to redress the disadvantages in employment experienced by designated groups and to ensure that equitable representation is made in all occupational levels of the workforce.


Organisations that employ more than 50 employees and/or that have an annual turnover greater than the threshold specific to the industry/sector are required to submit annual Employment Equity (EE) Reports. These reports include the EEA2 and EEA4. Organisations are further required to develop and implement EE plans in which numerical goals and sector targets must be set out. Non-compliance results in heavy fines.

A designated employer must prepare and implement an EE plan to achieve employment equity, which must:

  • Contain objectives for each year of the plan.
  • Include affirmative action measures.
  • Stipulate numerical goals for achieving equitable representation.
  • Specify numerical targets for each year of the plan.
  • Include a timetable for each year.
  • Incorporate internal monitoring and evaluation procedures, including internal dispute resolution mechanisms.
  • Identify persons, including senior managers, to monitor and implement the plan.

The benefits of Employment Equity planning include:

  • Assisting the entity with succession planning.
  • Assisting the entity to plan a more representative staff complement.
  • Legislative compliance forecasts and meeting targets.

As a 2021 special offer, the Association will assist members with EE Consultation, EE Planning,
EE A2 and EE A4 preparation and submissions. Please contact Prishana Datadin on (031) 831 3201 or This email address is being protected from spambots. You need JavaScript enabled to view it. for a quotation.

Dr. Prishana Datadin | Human Resources Manager

Source: https://www.westerncape.gov.za/general-publication/employment-equity-act-summary

A mentor is a person that has knowledge, skills and experience that provides guidance to a new employee known as a mentee that requires the relevant amount of experience, development and skills. A mentor can be an employee from the same organisation or an external expert. Mentorship programmes within the workplace are generally utilised during a new employee’s onboarding and development phase. This arrangement increases the employee’s productivity, focus and overall motivation. Creating an effective mentorship programme requires the following:

Define the goals of the mentorship programme: It is crucial to identify what goals needs to be achieved during and at the end of the mentorship programme. This may include leadership development, communication skills, assertiveness, practical experience and confidence to name a few. Deciding on the overall goals to be attained at the end of the programme ensures that the outcomes achieved are measured against these goals as a benchmark.

Planning the mentorship programme: The key to a successful mentorship programme is to ensure that it is planned out in terms of how it will work, who will be the mentor/s, duration of the mentorship programme, will the programme be individually or group focussed, timeframes, will the programme operate utilising technological platforms or is a face to face presence required. A timetable specifying each aspect must be designed.

Pairing mentors to mentees: A key step to successfully pairing a mentor to a mentee is determining the strengths and weaknesses of the mentee and what is required to be developed. The organisation may identify key mentors to be paired with mentees or allow mentees to choose their own mentors within their scope of work. Mentors may have the relevant knowledge, skills and experience however ongoing training and development would be required to ensure that the best knowledge and skills are imparted to the mentee.

Measuring the success of the mentorship programme: Using a mentee/employee survey, information will be gathered to measure the success of the mentorship programme. Improvements in skills and overall work performance are also analysed.  Examining the success of the programme in terms of the goals achieved is crucial during and after the mentorship programme as there is a large amount of time and money spent on such an investment.

 

Source: https://www.employeeconnect.com/blog/top-steps-to-create-the-best-mentorship-programs-at-work

 

Dr. Prishana Datadin | Human Resources Manager

A good work environment should promote employee health and safety, cultivate a culture of continual growth and success as well as goal attainment. Work environments comprise of the physical, psychological, and social elements. Employees play an integral part of any business; therefore it is essential for work environments to be supportive.

The following can assist in creating a better work environment for employees:

New Technology

The introduction of new technology at the workplace ensures that all systems and processes are running smoothly, such interventions empower employees to be motivated, it increases productivity and efficiency. Employees would need to learn the new processes and systems in terms of the new technology which would generally start off slower than usual, however the ultimate goal would be reached with such systems designed specific to the business needs.

Effective Communication

The route of most blunders that occur within business is not having an effective communication system. Effective communication includes exchanging information and ideas within the workplace which includes verbal, written and non-verbal communication from one person or group to another. Employees should be trained on effective methods, roles and the purpose of communication which will improve overall business functions.

Teamwork

Building a healthy team within the workplace leads to a supportive work environment in that all employees involved understand their roles and responsibilities and have a clear sense of direction at accomplishing what is expected. This not only boosts the morale of employees but creates an environment of pleasantness. Teamwork involves a collaborative effort in which a group comes together in achieving common goals efficiently.

Source: https://www.hrfuture.net/strategy/organisational-design/benefits-of-improving-the-workplace/

 

Prishana Datadin | Human Resources Manager

 

Section 29 of the Basic Conditions of Employment Act No.75 of 1997, provides for the details of written particulars of employment to be given by the employer in the form of a written contract of employment before the employee commences work. Even though there is no legal requirement for the employer to provide a written contract of employment to the employee, it does however protect both parties to have written particulars of employment in place.

The following must be included in a contract of employment:

  • The full name and address of the employer.
  • The name and occupation of the employee, or a brief description of the work for which the employee is employed.
  • The place of work and where the employee is required or permitted to work at various places.
  • The date on which the employment should commence.
  • The employee’s ordinary hours of work and days of work.
  • The employee’s wage or the rate and method of calculating wages.
  • The rate of pay for overtime work – if applicable.
  • Any other cash payments that the employee is entitled to.
  • Any payment in kind that the employee is entitled to and the value of the payment in kind.
  • How frequently remuneration will be paid.
  • Any deductions to be made from the employee’s remuneration.
  • The leave to which the employee is entitled.
  • The period of notice required to terminate employment or if employment is for a specified period, the date when the employment will terminate.
  • A description of any council or sectoral determination which covers the employer’s business.
  • A list of any other documents that form part of the contract of employment, indicating a place that is reasonably accessible to the employee where a copy of each may be obtained.
  • Pension and provident fund rules and contributions – if applicable.
  • Medical aid benefits rules and contributions – if applicable.

Reference must be made to company policies and procedures which must be easily accessible to all employees. If there are any changes made to the contract of employment, written particulars must be revised to reflect such changes. For employees that are unable to understand the written particulars of employment, the employer needs to ensure that the terms and conditions are conveyed to the employee in their preferred language.

 

Reference: https://www.gov.za/sites/default/files/gcis_document/201409/a75-97.pdf

 

Prishana Datadin | Human Resources Manager

In today’s ever-changing business environment, employers/recruiters often seek and recruit candidates that display a number of key characteristics and qualities. These characteristics go beyond the expertise and job ability of a candidate when it comes down to finding the best fit to match the organisation.

These key characteristics include:

Problem-solving skills: Involves being able to identify and define the problem, evaluate, select, and implement the best alternative solution. Potential candidates who present the manner in which challenges and problems were solved and the process of how it was solved often gain the edge over others during the interview. Organisations rely on individuals who can handle unexpected situations, attend to problems and have it resolved, whilst remaining calm. This particular skill is required at all occupational levels.

Interpersonal skills: The ability to communicate and interact effectively with other people. It includes communication skills, the ability to listen clearly and time management to name a few. Interpersonal skills are crucial for all types of industries as it forms the basis of interaction between employees and customers. Potential candidates who display excellent interpersonal skills provide a positive outlook to the recruiter/employer.

Strategic thinker: This is the ability to rationalize and analyse critical factors that influence the long-term success of the business. Potential candidates who present the ability to think strategically indicate that they can adapt, learn, modify, implement and maintain key aspects such as change within the workplace. This is crucial for growth and longevity of the organisation.

Team-player: Recruiters/ employers are interested in finding a team-player who will work collectively within a team as well as fit in with the organisational culture. An effective team player will work well with others ensuring that all outcomes and goals are attained.

If you are looking for the perfect candidate to join your organisation, the Master Builders KwaZulu-Natal Recruitment Agency can assist you. Contact us on This email address is being protected from spambots. You need JavaScript enabled to view it. or call 031 831 3201.

Source: https://www.employeeconnect.com/blog/characteristics-recruiters-look-hiring

 

Prishana Datadin | Human Resources Manager