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REWARD MANAGEMENT, COMPETENCY DESIGN, INDUSTRIAL RELATIONS FOR LINE MANAGEMENT - PUBLIC WORKSHOPS

By karenhardman, 19 May, 2010

Swicon360 People have been assisting clients with cutting edge Human Capital Management solutions for more than 30 years, and will be conducting a series of high impact Public Workshops in June, July and August. These workshops are designed to increase awareness of current Human Capital challenges and equip delegates with the tools to manage these challenges. For full details of the workshops and how to book please contact Karen Hardman on 082 883 0332 or e-mail [email protected].


WORKSHOP

REWARD MANAGEMENT

JOB DESCRIPTION WRITING

PERFORMANCE MANAGEMENT

PERFORMANCE COACHING

CONTENT OVERVIEW

- Developing an integrated approach to Strategic Reward Management

- Job Evaluation and its role in reward

- Development of Grade and Pay structures

- Base Salary Management

- Effective use of Market Remuneration surveys

- Performance based pay systems

- Competency and Skills based pay systems

- Overview of Variable Pay schemes

- Using reward to support effective Talent Management strategies

- Principals of Job Analysis

- Determining the right Job Description format and template in relation to HR requirements

- Application of Levels of Work in relation to Job Description writing

- Defining Job and Person requirements

- Writing Job Purpose and Principal Accountability statements

- The Job Analysis interview

- Performance Management as a continuous process of Planning, Coaching, Reviewing and Rewarding performance

- Planning Performance – Development of performance contracts linked to Organisation and Functional Business requirements

- Defining performance measures and standards

- How to plan for and conduct a performance review discussion

- Providing performance feedback

- Development of performance improvement plans

- How to Motivate and Reward performance

- Principals of Performance Coaching

- Types of Coaching Interventions

- Developing a Coaching Relationship

- Understanding and Diagnosing Performance problems and gaps

- Providing effective performance feedback

- Developing and supporting performance improvement plans

DURATION

2 Days

1 Day

3 Days

2 Days

DATES

9-10 June

24 June

6-8 July

13-14 July

WORKSHOP

CONDUCTING DISCIPLINARY HEARINGS

UNDERSTANDING THE BASIC CONDITIONS OF EMPLOYMENT ACT

MANAGING POOR WORK PERFORMANCE

ELIMINATING SICK LEAVE ABUSE

CONTENT OVERVIEW

- Procedural and substantive fairness

- Steps in a formal hearing

- Role of the Chairperson

- Role of the initiator

- Correct use of evidence

- Cross Examination Skills

- Compensation principles and practices

- Negotiation vs Non negotiable provisions

- Layout and use of the statute

- Working hours and overtime

- Leave provisions

- The Basic Employment Contract

- Termination of the Employment Relationship

- Does Schedule 8 view misconduct and poor performance as being different

- Why the LRA wants these two issues to be managed

- Understanding and applying progressive discipline

- Using E.I.T.G.C to remedy poor performance

- Practical guidelines for dismissal

- Understanding and applying BCEA legislation

- Getting to grips with sick notes

- Lies, Damned Lies and Statistics

- Identifying abuse (fraud) patterns

- Conducting sick leave interviews

- The seven steps for guaranteed results

DURATION

2 Days

1 Day

1 Day

1 Day

DATES

20-21 July

22 July

27 July

29 July

WORKSHOP

COMPETENCY BASED INTERVIEWING

DESIGN AND DEVELOPMENT OF COMPETENCIES

EMOTIONAL INTELLIGENCE

BUSINESS NETWORKING

CONTENT OVERVIEW

- The importance of professional staff selection

- Interviewing techniques

- The interview structure

- Types of information required

- Competency based information gathering

- Interviewing gremlins

- Working with specific case studies

- Understanding levels of work complexity

- A competency based Human Capital Management approach

- Competency model

- Design of competencies

- Case Studies

- Competency design application

- Understanding EQ

- The role of EQ in organisations

- Self Awareness-the critical building block

- Understanding self

- Managing own emotions

- Understanding others

- Managing the emotions of others

- Leadership and EQ

- Practical application exercises

- Understand the importance of networking

- Understand how to build network relationships

- Know how to build a high performing network

- Be able to develop high performing sales and service networks

- Implement networking Best Practices

- Immediately develop new network contacts

- Develop a personal networking action plan

DURATION

2 Days

3 Days

2 Days

1 Day

DATES

3-4 August

10-12 August

25-26 August

5 August

Category

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