iui8kuj

• The Human Resources (HR) function encompasses activities, procedures, legalities, and processes.
• HR is crucial for both the business and its employees.
• HR deals with recruitment, selection, and placement of employees.
• HR deals with employee induction and salary determination.
• HR deals with the management of employee benefits.
• HR navigates employment legislation.

Human Resources Activities

• Recruitment involves identifying a vacancy and understanding job requirements.
• Recruitment leads to job analysis, which comprises job description and job specification.
• The recruitment process ensures the right candidates are attracted to apply.
• Businesses can recruit internally, promoting existing employees.
• Businesses can recruit externally, bringing in new talent.
• The selection process involves screening applications and conducting interviews.
• The selection process concludes with choosing the most suitable candidate.

Contracts and Induction

• Upon selection, a candidate is offered an employment contract.
• An employment contract is a legally binding agreement.
• Contracts detail job roles, responsibilities, and remuneration and other conditions.
• The induction process familiarizes new employees with the workplace.
• Induction introduces new employees to colleagues and organizational culture.
• Induction explains specific job roles, ensuring a smooth company transition.

Salary Determination and Employee Benefits

• Salaries can be determined through piecemeal (based on units produced).
• Salaries can be time related (based on hours worked).
• Compulsory employee benefits include UIF contributions.
• Non-compulsory employee benefits include medical aid or bonuses.
• Employee benefits form an integral part of the remuneration package.
• Employee benefits attract and retain talent.

Legal Implications

• The Labour Relations Act influences HR activities.
• The Basic Conditions of Employment Act influences HR activities.
• The Employment Equity Act influences HR activities.
• The Compensation for Occupational Injuries and Diseases Act influences HR activities.
• These laws dictate the fair treatment of employees.
• Fair treatment spans hiring, working conditions, termination, and workplace injury compensation.
• Compliance with these laws is a requirement for operating a business within legal boundaries.

Conclusion

• The HR function's role extends beyond merely hiring employees
• HR encompasses a strategic approach to managing people.
• This includes planning for future labor needs.
• It includes developing policies and procedures for recruitment and selection.
• It includes ensuring legal compliance in all HR activities.
• It includes managing employee salaries and benefits effectively.
• This includes fostering a positive work environment through proper induction and placement practices.
• HR's adherence to legislation ensures the business avoids legal pitfalls..
• HR promotes a fair, equitable, and productive workplace culture.
• A strategic HR function is important in workforce management and development.
• The HR function encapsulates the multifaceted nature of HR within a business