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Are you a designated employer? If so, then this is for you

by , 21 September 2015
A designated employer is an employer with 50 or more employees. Or a company whose annual turnover is greater than what's specified in Schedule 4 of the Employment Equity Ac (EEA).

If you're a designated employer, then you MUST conduct analyses into your company around employment equity.

So read on.

What is the purpose of analyses?

This is so you can identify any under-representation within your company and align it so it reflects the demographics within South Africa.

This includes the provinces within the Republic.

They also ensure all your processes, policies and procedures are in line with the latest legislation and that your HR processes align themselves properly with all Employment Equity (EE) processes.

The one thing EVERY HR professional in South Africa NEEDS to stay up to date with how the latest changes to the BCEA, EEA and LRA affect your company
Dealing with your employees can be confusing, frustrating and daunting at the best of times. From recruiting to disciplinary hearings, performance management, maternity leave and more, the work of an HR professional never ends.
But if there's one thing I'm sure about, it's this: All those issues are going to seem like a walk in the park compared to what you will face this year.
Because not only will you have to put up with every day HR headaches, you now have to make sure every action your management team takes is 100% up to speed with the 70 plus labour Act changes that came into law this past year.
Here's how to make sure you know exactly what you need to do stay complaint.

Once you've done an analysis, you'll need to determine if there are any shortcomings.

If there are, you must set adequate targets so as to provide representation in your company that mirrors the country's population.
In order to meet these targets, you'll need to look into the following five factors:

·         What's the likely pool of available candidates for the post you're looking for?
·         Is there anyone in your business that you can mark for further development?
·         Does your company have a programme in place for career-pathing?
·         How can you retain someone if you're going develop him?
·         Can you mark people for development without widening the net to include others in your business?

Keep in mind that your targets should be achievable. So be REALISTIC when setting them.

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