Bottomline BS Business Portfolio 2016

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Transcript of Bottomline BS Business Portfolio 2016

  • BUSINESS PORTFOLIO OF

    BOTTOMLINE BS (Pty) Ltd

    t/a Bottomline Business Solutions

  • Bottomline BS (Pty) Ltd 2016 PAGE 2

    INTRODUCTION Our Focus is your Bottom Line. Business areas such as Human Resources are strategically managed and focused on to improve your Bottom Line. We specialize in 4 main categories of Human Resources/ Business. These are Compliance Management, Proficiency Management, Performance Management and Industrial Relations. Each function is specifically designed to make your business productive, staff proactive and contributing to a better functional business. While we focus on your investment (staff) to deliver results, you can focus on how to grow your market share, thus improving your bottom line.

    HUMAN RESOURCES PROCESS - CONSULTANTCY

  • Bottomline BS (Pty) Ltd 2016 PAGE 3

    SERVICES

    [1] COMPLIANCE MANAGEMENT 1. OCCUPATIONAL HEALT AND SAFETY MANAGEMENT Compliance in terms of the Occupational Health and Safety Act No. 88 of 1993

    o BOTTOMLINE will investigate the status and compliance with OHS Act, report thereon, including obtaining quotes for required procurements from third parties, implement measures as required in law and train staff how to manage these requirements.

    o We Will assist with administrative functions related to Occupational Health and Safety, COIDA and the regulations related to the industry. This will include assistance with IODs, investigations of IODs and advise on compliance matters.

    o BOTTOMLINE will conduct health and Safety Meetings on a regular basis as determined by legislative regulations, compile agendas and minutes of the meetings.

    o We will conduct photo reports/ inspections every second month, report hereon and make recommendations in areas that need attention.

    o BOTTOMLINE will also identify Hazards and risk factors for each occupation as per the requirements of the Occupational Health and Safety Act. This information forms part of the Final Job Description of the employee, and Training in the form of Induction will be developed by BOTTOMLINE to inform all employees of these potential Hazards and risks.

    2. EMPLOYMENT EQUITY

    Compliance in terms of the Employment Equity Act No. 55 of 1998

    o BOTTOMLINE will conduct an investigation of the organisations current status of Employment Equity and combine this information with the organisations strategic goals.

    o We will compile an Employment Equity plan with current profiles and with target profiles, including the different methods that will be followed to reach targets.

    o BOTTOMLINE will also be responsible to submit the Employment Equity plan to the commission, and also conduct the relevant reports that must be submitted.

    o We will compile an Employment Equity policy that supports the Employment Equity plan in conjunction with the organisations strategic objectives.

    o BOTTOMLINE will manage and regulate the Employment Equity progress and implement the necessary plans and systems to support the Employment Equity plan.

    o We will also write and implement the necessary policies that support the Employment Equity Plan. This may include a recruitment Policy and Training and Development Policy. We also train management in the relevant areas of Employment Equity on how to use the above policies and procedures.

    3. SKILLS DEVELOPMENT

    Compliance in terms of the Skills Development Act No. 97 of 1998

    o We will on a six monthly basis (or on an ad hoc basis, if necessary) determine your organisation and personnels training needs, and where applicable, align it with Skills Development legislation.

    o BOTTOMLINE will recommend and manage training needs in terms of the Skills Development legislation, i.e. act as External Skills Development Facilitators, and as such will oversee a skills

  • Bottomline BS (Pty) Ltd 2016 PAGE 4

    audit, prepare the Workplace Skills Plan and Annual Training report and submit these to the relevant SETA.

    o We will where applicable apply for Discretionary Grants from the relevant SETAs, and manage the process to claim for training done internally or externally.

    o The possibilities for Learnerships will also be investigated, and should there be opportunities/ possibilities, BOTTOMLINE will do the registration, management and coordination of the process. BOTTOMLINE has registered Moderators and Assessors to assist in the management of these processes.

    [2] PROFICIENCY MANAGEMENT Competent staff is normally this way due to experience and training. This process will require careful management in order for your business to reap the full reward of competency and proficiency.

    1. SKILLS AUDIT

    o BOTTOMLINE will investigate the actual skills of the current workforce to determine the different gaps of skills and training of the workforce, and the real skills requirements of the organisation.

    o The ultimate aims of such a skills audit are to determine: What skills actually exist within the organisation How they compare with the organisational skills requirements as determined through the

    workforce planning and job analysis process, i.e. determine skills gaps. How the skills development priorities may best be addressed through a systematic plan and

    when, What the key success indicators/ measures of the workplace skills plan will be - How to

    implement, track and monitor progress. o BOTTOMLINE will address all of the above factors, and implement and manage the process

    thereof.

    2. TRAINING AND DEVELOPMENT

    o BOTTOMLINE has various short courses specifically designed to address elements in the

    workplace. o Courses are in practical workshop format that assist in the practical application of learnt aspects. o Training in connection with proficiency development is also done to ensure outcomes are met in

    the workplace. o BOTTOMLINE regard training as a development tool, and very often adapt courses to be

    specially structured to meet the requirements of your organisation. o A simple "one size fits all" approach simply does not always work. In most cases the principles

    remain the same, however the outcomes required by your organisation may vary.

  • Bottomline BS (Pty) Ltd 2016 PAGE 5

    [3] PERFORMANCE MANAGEMENT In order to have staff management in such a way that their inputs become on par with the required outputs of the business, it is necessary to implement, manage and coordinate the following aspects successfully. 1. JOB PROFILING & KEY PERFORMANCE INDICATORS

    o BOTTOMLINE will identify and determine in detail the particular job duties and requirements, and the relative importance of these duties to meet the required targets and objectives.

    o Job Descriptions will be developed to identify Key Performance Areas. Every KPA will indicate required Activities with measurement criteria for each KPA.

    o Job Analysis will be used to identify or determine: 1. Skills levels 2. Working environment (e.g. hazards, physical effort, attention) 3. Responsibilities 4. Compensable job factors 5. Required level of education

    o BOTTOMLINE will recommend and manage training needs. o BOTTOMLINE will also identify Hazards and Risk factors for each occupation as per the

    requirements of the Occupational Health and Safety Act. This information forms part of the Final Job Description of the employee, and Training in the form of Induction will be developed by BOTTOMLINE to inform all employees of these potential Hazards and risks.

    o BOTTOMLINE will assist the organisation in an objective way of assessing jobs against a number of factors which calculates a value for each job, depending on the knowledge, skills and experience required.

    o BOTTOMLINE will assist with salary and wage adjustments as determined by the job grading process.

    2. POLICIES & STANDARD OPERATING PROCEDURES (SOPs)

    o BOTTOMLINE will write and implement Staff/Human Resources Policies as required in legislation and by the employer after a needs analysis.

    o Staff will be trained in the relevant policies. Policies may include, but not limited to, Labour Relations, Recruitment, Induction, Mentorship, Conditions of Service, remuneration, Performance Appraisal, Leave, Benefits, Motor Vehicles, Substance Abuse, etc. Standard Operating Procedures for all functions, as well as for Occupational Health and Safety will be compiled and implemented where applicable.

    o Staff will be trained in the relevant SOPS.

    3. PERFORMANCE EVALUATIONS

  • Bottomline BS (Pty) Ltd 2016 PAGE 6

    3. PERFORMANCE EVALUATIONS

    o BOTTOMLINE will ensure that an effective, up to date targets and outcome based evaluation procedure is in place for your organisation.

    o BOTTOMLINE will evaluate your personnel on an annual basis. o BOTTOMLINE will then submit a report with recommendations in connection with performance,

    placement, promotion possibilities and adaptability of your personnel. This evaluation goes hand in hand with training and improvement of personnel, but is mainly for performance evaluation. BOTTOMLINE will assist you with reconstruction of your organisation if needed, both with effective placement of personnel, as well as compliance with legal requirements.

    o All Performance measures and results can be used to determine incentive systems and or promotion possibilities.

    [4] INDUSTRIAL RELATIONS MANAGEMENT Compliance in terms of the Labour Relations Act No. 66 of 1995 and the Basic Conditions of Employment Act No. 75 of 1997. 1. LABOUR RELATIONS:

    o BOTTOMLINE will be available for consultations, negotiations, adv