Course Objectives

  • Modern HR thinking encourages HR professionals to take wider business roles and for business managers to enter the HR function.
  • This course is aimed at managers who need a better understanding of practical HR compliance and HRs distinct position as trusted adviser.
  • There are many models through which HR support the line and the senior management team. But there are also core principles and HR protocols that help you through most everyday challenges.
  • Led by a seasoned HR professional and an employment lawyer – this course covers the importance of a fair process, pragmatic HR advice and how following good practice reduces legal risk

Course Outcomes

  • Understand what actions they need to take with their employees
  • Practice sharing power, resulting in power becoming a multiplier within the company
  • Examine and align their expectations, the company’s and the employee’s
  • Gain employee trust through the use of respect and recognition
  • The latest trends in the human resources field and the changing role of the human resources professional
  • Key aspects of the HR function from a legal risk perspective
  • HR’s role in achieving procedural fairness and how this saves time, protects careers and the organisation model behaviours of an HR professional: what all good HR professionals do well
  • HR advice: what is different about HR and how to be heard anecdotes, war stories and hindsight experience
  • An overview of Labour legislation in South Africa including the Employment Equity Act, the Labour Relations Act, The BCEA, The Skills Development Act, BBBEE scorecard

Course Modules

Employer responsibility and HR styles
HR and the law

  • the employers duty of care and employee rights
  • contracts, terms and conditions
  • health and wellbeing
  • policies and procedures
  • powers of the employment tribunal
  • powers of regulators
  • vicarious liability and reputation risk

The HR role – compliant enabler

  • business relevant HR
  • organization values, culture and ‘the moral conscience’
  • support for senior management
  • support for line managers: different models
  • influence and giving internal advice

HR professionalism and conduct

  • model behavior and styles
  • impartiality and objectivity
  • consistency and discretion
  • emotion and pastoral care
  • confidentiality

Inclusive workplaces

  • inclusion and recruitment
  • gender, race, disability, age, religion and sexual orientation
  • flexibility: health, family and care
  • promoting and retaining diverse talent
  • awareness of bias
  • bullying and harassment

Collecting, using and retaining data

  • what is employee data?
  • storage and access
  • how you can, and cannot, use personal data
  • employee rights to privacy, access to data and consent 

Key functions and legal risk

  • Performance, development, commitment and reward
  • how HR can drive performance
  • the pitfalls of a performance management process that is not adhered to
  • recognising good performance
  • development needs: conversations and actions
  • under performance or misconduct?

Complaints, grievances and investigation

  • HR impartiality
  • evidence and reasonableness
  • when informality becomes formal
  • encouragement, correction or termination
  • appeals

Business change, HR and pragmatism

  • staff communication
  • identifying the HR issues in an organization or acquisition
  • consultation; purpose and requirements
  • distinguishing between individual and collective consultation and approach to both

Difficult issues

  • firm management or bullying?
  • misconduct or capability?
  • overlapping processes
  • multiple grievances
  • reasonable adjustments: duty and options
  • difficult conversations: approach and preparation
  • long-term absence and mental ill-health
  • subject access requests

Making a difference (group discussion) 

  • what the best HR people do: from a compliance perspective

Training and skills development 

  • The Skills Development Act 
  • Workplace skills plans 
  • Claiming from the Setas 


This course is accredited by the Services SETA, and material covers unit standards 15224 at NQF Level 5 worth 4 credits and 120300 at NQF Level 5 worth 8 credits

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