Disciplinary Procedure in the Public Sector
3 days|Delivered on request
Disciplinary Procedure in the Public Sector takes the discipline and works it through the constraints of this operating context, including remuneration and benefits, psychometric assessment and the compliance obligations that come with it. The sector framing is necessary because organisations are being asked to prove the return on their people spend, and generic training rarely survives contact with the local rules. Delegates leave able to work confidently with employment equity reporting, HR analytics and talent acquisition in their own organisation.
What delegates leave able to do
- Bring employment equity reporting into line with current good practice, measured against the Employment Equity Act
- Explain HR analytics to someone who does not do the work
- Put talent acquisition on a footing they can defend to a reviewer
- Take ownership of workforce planning rather than escalating it
What the course covers
- Remuneration and benefits
- Psychometric assessment
- Employment equity reporting
- HR analytics
- Talent acquisition
- Workforce planning
- Change management
Who should attend
- employee relations practitioners
- HR business partners
- talent acquisition specialists
- HR administrators moving into advisory roles
