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Strategic Human Resources Management (HRM) and - Business Partnering

 

Transforming HRM to a Virtual Strategic Performance Advisor (VISPA) in a Post Covid-19 Employment Era

 

 

3 Days Interactive Online Course

 

 

27, 28 & 29 October 2021 (08:30 - 16:00): Interactive Online Course

 

 

Online Booking Form

 

 

Click here to download registration forms for 27, 28 & 29 October 2021 (08:30 - 16:00): Interactive Online Course

 

 

Download Brochure

 

Facilitator: Charles Cotter (PhD)

 

Outline:

 

Key Performance Area (KPA) 1: Strategic HRM & HRBP – Principles, Practices and Processes

  • Module 1: Defining the fundamental SHRM concepts

  • Module 2: Understanding the context and environment and the impact of Covid-19 on HRM in 2020 and projected to the future

  • Module 3: Exploring the unique challenges of a virtual/remote working culture

  • Module 4: Diagnosis (health check) and gap analysis of current, industry wide Strategic HRM practices

  • Module: 5: Building a strategic business case for SHRM today and tomorrow (future-proofing)

 

Key Performance Area (KPA) 2: HRBP, Future Fit Competencies and Transformation to VISPA

  • Module 6: Interrogating the relevance of Ulrich’s model of the 4 strategic HRM roles

  • Module 7: Defining and implementing the strategic value proposition and contribution of HRBP in 2020 and beyond

  • Module 8: Business executives’ expectations and priorities of HRBP’s

  • Module 9: Enablers and critical success factors to transitioning, transforming and re-positioning to a Virtual Strategic Performance Advisor (ViSPA) model

  • Module 10: Applying the 5-step ViSPA strategy

 

Key Performance Area (KPA) 3: HRM Governance – Proactive and Reactive Tools

  • Module 11: Applying HRM Risk Management – principles, tools and process

  • Module 12: Applying HRM Auditing – tools, process and principles to measure the value and impact of the ViSPA model

 

Key Performance Area (KPA) 4: Business, Performance and HRM Intelligence

  • Module 13: SHRM Performance/Business Intelligence (Metrics and Analytics) – generating real-time predictive analytics and business and performance intelligence

  • Module 14: Generating a SHRM Scorecard

 

Key Performance Area (KPA) 5: Workplace Advocacy

  • Module 15: Transitioning from a High Performing Organization (HIPO) to creating a Virtual Performing Organization (VIPO) culture

  • Module 16: Employee Engagement and Talent Retention strategies in a post Covid-19 employment era

 

Key Performance Area (KPA) 6: Integration and Application

  • Module 17: Reading article and Case study

 

Who should attend?

  • HR Directors

  • Managers and –Professionals

  • HR Business Partners

  • HR Specialists and Practitioners

  • HRM administrators and -generalists, supervisors and line/senior managers and any staff member tasked with the HRM, people and/or talent management responsibility.

 

Learning Outcomes

  • On completion of this online learning programme, learners will have:

  • An in-depth understanding of strategic HR management and virtual strategic performance advising; performance/business intelligence; employee engagement and future focused HRM value chain best practice processes and strategies.

  • Learners will also master the ability to harness these SHRM processes to optimize their strategic impact and value.

 

Level of Learning Programme

  • Advanced

 

Price:

  • R 5950-00 (incl. Vat) per delegate

  • Price includes course material, certificates, legislation

 

For further information contact:

 

 

 

Online Booking Form

 

Click here to download registration forms for 27, 28 & 29 October 2021 (08:30 - 16:00): Interactive Online Course

 

 

 

 

 

 

 

What does POPI compliance mean?

By Jan du Toit

 

Latest developments – Registration of Information Officers:

 

On 17 May 2021 the Information Regulator’s long awaited online portal went live for the registration of Information and Deputy Information Officers.

 

The Information Officer of a Responsible Party is the person at the head of your company (CEO or MD) or any person acting in such capacity, or specifically appointed by the MD or CEO to be the Information Officer. Registration must be completed before the end for June 2021.

 

The address for the portal is  https://justice.gov.za/inforeg/portal.html   

 

The following information is required to successfully register: 

  • Company name.

  • Company registration number.

  • Company type.

  • Company physical and postal addresses.

  • Company telephone and fax numbers.

  • Information Officer gender, nationality, full name and surname, ID or passport number.

  • Deputy Information Officers same details as per above.

 

POPIA Compliance – what must be done?

With a little more than a month left before POPI becomes fully effective, many employers may find themselves out of time to become fully compliant to amongst other considerations, the 8 processing conditions prescribed in the Protection of Personal Information Act.

 

To be considered compliant the following must be considered and applied in the business of a Responsible Party before 1 July 2021. 

  1. POPI training / awareness sessions for the CEO / MD, managers and others tasked with the company’s POPI compliance project. Have a look on our website for the next POPIA training dates.

  2. Compliance audit to be conducted company-wide per department / division to determine the current processing practices within the organization and to establish what needs to be done to be compliant.

  3. Correction of contraventions as identified, and to introduce reasonable technical and organizational measures to prevent the loss or unauthorized access of Personal Information.

  4. Introduction of Data Subject rights and consent in the business through policies and consent clauses / paragraphs / contracts.

  5. The introduction of a PAIA manual (Promotion of Access to Information Act) that incorporates data subject rights and participation in terms of POPIA. This manual must be published on one of the company’s websites. It is also important to note that the current exemption granted by the Minister of Justice for some business to not have such a manual in place currently, expires at the end of June 2021.

  6. General staff POPI policy and legislation awareness training.

  7. Registration of the company’s Information Officer (the CEO, MD or any person acting in such position).

  8. Follow-up assessment on compliance measures and adherence thereto.

 

It is important to note that no institution, not even the Information Regulator, can “accredit” any Responsible Party in South Africa to be compliant in terms of legislation. Compliance (or otherwise) will only be determined should an investigation be launched by the Information Regulator following a complaint. Should such an investigation confirm a lack of compliance, consequences such an administrative fine not exceeding R10m may follow (which one may luckily pay off in instalments). Further to this those whose rights are infringed upon by a Responsible Party not adhering to the requirements of POPIA, may also institute civil proceedings. Such  proceedings may result in compensation being awarded for loss, as well as aggravated damages determined at the discretion of the court.

 

In terms of section 19 of the Act, the Responsible Party (business owner / employer) is required to introduce reasonable organizational and technical measures to secure the integrity and confidentiality of Personal Information. The organizational measures referred  to above includes inter alia both internal and external policies to introduce the principle of protection of personal information in the workplace, as well as the rights of data subjects.

 

To allow you more time to focus on your business, the author of this article compiled a bundle of detailed policies for your business, ready to use. This includes all relevant forms to be used and a template document with draft consent clauses / paragraphs / rules  to be incorporated into service and employment contracts, job applications, credit and other applications forms, WhatsApp and Facebook groups / pages, and Independent Contractor agreements.

 

Also included is an Operator Agreement as required in terms of section 21 of the Act and a consent letter for existing clients / service providers, to agree to the continued processing of their Personal Information beyond June 2021.

 

The policies bundle includes: 

  • Privacy notice template to be published on your website.

  • Personal information protection policy.

  • Personal information retention policy.

  • Data breach policy.

  • Data breach register - form.

  • Data breach report - form.

  • Data security policy.

  • Data subject access request policy and procedures.

  • Data subject access request forms.

  • Processing agreement with third parties as Operators - contract.

  • Data subject participation - draft consent paragraphs / clauses to be incorporated into service and employment contracts, job applications, credit and other applications forms, WhatsApp and Facebook groups / pages and Independent Contractor agreements

  • Guidelines on the appointment of deputy information officers, inclusive of appointment letter.

 

For only R3750 you can now order you set of POPI policies, ready to use. Contact Jan du Toit for further assistance at [email protected]

 

 

 

 

 

 

 

 

Courses and Workshops

 

                   

We will commence on the 10th of January 2022. Please refer back to the website in early January to view upcoming courses and workshops.

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