2.         Workforce and Succession Planning Workshop – (2 days)

Workforce and Succession Planning ensures that "the right people with the right skills are in the right place at the right time." This definition covers a methodical process that provides managers with a framework for making human resource decisions based on the organization’s mission, strategic plan, budgetary resources and a set of desired workforce competencies.

Planning for human resource needs is one of the greatest challenges facing managers and leaders. In order to meet this challenge, a uniform process that provides a disciplined approach for matching human resources with the anticipated needs of the company is essential.

Workforce planning is a fundamental planning tool, critical to quality performance that will contribute to the achievement of programme objectives by providing a basis for justifying budget allocation and workload staffing levels and should be included as a key management activity. 

3.         Industrial Relations Workshop – (1 or 2 day)

This Industrial Relations course, comprised of the following training interventions

·        Chairing a disciplinary hearing (in-house)

·        Initiating disciplinary action (in-house)

It is designed to enable managers to conduct proper disciplinary hearings and to administer disciplinary principles in a fair and consistent manner. It will lead delegates through the required procedural and substantive aspects pertaining to disciplinary action principles as contained in the Labour Relations Act and related Codes of Good Practice and recent employment case law.

4.         Employment Equity Committee Training – (1 or 2 day)

This workshop is designed to help you set up and self-administer an employment equity plan. Covering the Employment Equity Act, and reviewing international equity plans and diversity programmes, this extensive one day workshop delivers solid, practical advice to help you through the process. It carefully outlines the roles and responsibilities of the EE Committee.

At the same time this workshop allows you to develop a unique employment equity strategy for your business while also ensuring that it is legally compliant. The implementation of an employment equity programme should and can be an exciting opportunity to examine your business structures, workflow, human resource systems and staffing requirements.

This course is aimed particularly at the committee members of the Skills Development Committees and the Employment Equity Committees. During this two day course committee members will learn how about the following areas:

·        Legislation governing their respective committees

·        The objectives of their respective committees

·        Their roles and responsibilities as committee members

·        What their deliverables are

·        How to communicate effectively as a committee

·        How to manage stakeholders and difficult situations

 This course can be customised to only cover information pertinent to Skills Development Committees or EE Committees depending on the need.

 6.         Managing for Diversity Workshop – (1 or 2 days)

The aim of this one-day workshop is to support supervisors to:

·        Begin the process of adapting and/or changing current supervisory practices to meet the demands of a diversifying workforce.

·        Develop insight and self-knowledge about intercultural competence to work with a diverse workforce.

Participants at this workshop will benefit by gaining the following insights:

·        Understand the relationship between diversity, equity, affirmative action and human rights.

·        Understand the range of cultural behaviours and expectations supervisors confront each day in the workplace.

·        Examine how values, norms, self-esteem, sense of belonging and trust are harnessed for building a diverse team.

·        Develop an action plan to identify and implement 3 diversity related change projects in their own team.

7.         Coaching and Mentoring (2 days)

At the end of this 2 day course delegates will understand why we need coaching and mentoring in the workplace and its benefits. They will be able to implement various forms of coaching in the workplace and know what makes a coaching programme effective.

They will understand all the elements of mentoring and how this differs from coaching. They will also understand various types of mentoring, what makes a good mentor, know how to run a Mentoring Programme and be able to implement various type of mentoring programmes.

8.         Talent Management (2 days)

This workshop covers the full spectrum of attracting, retaining and managing talent in the workplace. Delegates will learn how to analyse the internal and external environments, attract or find the right talent, keep them engaged with the organisation, ensure that their managers are able to instill commitment and loyalty from them by providing the right opportunities so that both they and the organisation benefit.

9.         Recruitment and Selection (2 days)

During this workshop delegates will learn about every aspect of recruitment and selection by covering the following modules:

·        How recruitment fits into the organization.

·        How to attract talent

·        How to make an informed selection decision

·        South African legislation pertaining to recruitment and selection

·        How to avoid biases in your selection process

·        How to follow the correct recruitment process

·        How to manage your external recruitment agency

·        Good interviewing skills

·        How to conduct psychometric testing

·        How to conduct reference checking

·        How to manage the costs associated with recruitment and selection

10.       Workplace Communications Workshop – (1 or 2 days)

This two-day workshop and the accompanying manual have been designed to suit the needs of the HR and Communications practitioners who are required to communicate important issues within their organisation. This course delivers sound, practical and easy to follow advice to help you through the process of:

·        analysing your organisations communication requirements

·        identify your stakeholders

·        identify the correct communicators

·        communicating the message via the correct medium

·        drawing up the communication plans

·        measuring and evaluate your communication

·        implementing the correct policies and procedure in order to ensure the continued use of effective communication

·        keeping you prepared in the case of an emergency

For in-house Communications workshop that can be run to target specific department’s e.g.