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Importance of HR jobs in South Africa 

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An Example of a Job description for HR Jobs in South Africa

Human resources (HR) officers develop, advise on and implement policies relating to the efficient use of personnel within an organisation. Their aim is to ensure that the organisation employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance and achieve the employer’s business aims.
HR officers are involved in a range of activities required by organisations that employ people, whatever the size or type of business. These cover areas such as working practices, recruitment, compensation, conditions of employment, negotiation with external work-related agencies, equality and diversity.

Typical work activities for HR Jobs in South Africa

A human resources (HR) officer must have a clear understanding of their employer’s business objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives.

The nature of the HR jobs in South Africa has undergone some recent changes. There has been some movement away from staff welfare and administration-centred activities towards strategy and planning. HR departments are now expected to add value to the organisation they support. The exact nature of the work varies according to the organisation, but is likely to include:

• working closely with departments within the organisation, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures that change management requires for the organisation to be successful in the future;
• Promoting equality and diversity as part of the culture of the organisation in order to gain a strategic advantage. A diverse workforce brings a broad range of ideas and solutions to a company;
• liaising with a wide range of people involved in policy areas such as staff performance, health and safety and labour unions;
• recruiting staff – this includes developing job descriptions and person specifications, preparing advertisements, checking application forms, shortlisting, interviewing and selecting candidates. In order for the company to be successful the organisation must choose the best person for the job in South Africa;
• developing and implementing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management;
• advising on pay and other remuneration issues, including promotion and benefits;
• undertaking regular salary reviews, in order to keep the employees motivated towards the company;
• negotiating with staff and their representatives (for example, trade union officials) on issues relating to pay and conditions;
• administering payroll and maintaining employee records for future references;
• interpreting and advising on employment legislation for legal purposes;
• dealing with grievances and implementing disciplinary procedures;
• developing HR planning strategies with line managers, which consider immediate and long-term staff requirements in terms of numbers and skill levels;
• planning, and sometimes delivering, training, including inductions for new staff;
• analysing training needs in conjunction with departmental managers.

References
ww2.prospects.ac.uk
www.michaelpage.com

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