The A-Z of legal recruitment
Did you know there are 11 legal requirements for recruitment?
Do you know how the Employment Equity Act affects your job advertisement?
Do you know what checks you can legally conduct on an applicant?
Are you sure your employment contract includes the 16 clauses the law says you must have?
If you don't have all of these aspects correct, you'll be on the wrong side of the law when it comes to your recruitment process.
The one element you must contain in your job descriptions, to effectively manage workplace performance, is…
KEY PERFORMANCE AREAS
A Key Performance Area (KPA)
is a group of tasks that form the basis for an employee's job. In other words, they show the main things you hire the employee for.
These show the most important tasks, not generic tasks. For example, filing
may be a duty for a health and safety representative, but it's not a KPA. A KPA here would be to ensure a working environment that is free of hazards.
What KPAs do is they lay the platform from which you can measure an employee's performance. And so without them you would have no way to determine if your employee is successfully carrying out their job.
They are usually quantifiable in nature. For example:
· Sales staff will have sales targets to meet on a monthly, quarterly and yearly basis; or
· HR may be required to consult with the union and with at least 10% of staff before implementing a new policy.
By including Key Performance Areas in your job descriptions, you can lay the foundation for an employee's performance in the workplace, as you'll then be able to effectively measure it.
*To learn more on what to include in your job descriptions, go to Chapter J 02: Job Descriptions
in your Practical Guide to Human Resources Management
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