HUMAN RESOURCES

Human Resources Strategy, Organisational Development, Talent Management, Project Management, OHS Management and many other relevant actions forms an integral part of your business that contributes to the success of a business through corrective administrative actions and building employee relations.

A business can only achieve such levels where all aspects within the Human Resources environment is addressed and managed accordingly.

AUDITS

In Human Resources Compliance, Industrial Relations Compliance and Payroll Compliance, with clear guidelines (referred to legislation) and to stipulation from institutions such as SARS.

We perform internal audits (due diligence) on the legislative compliance to all Acts and ensure that your business systems are aligned (e.g. attendance systems payroll/finance automation, payroll set up against tax tables etc.

Audits on the business scorecards against the company act, PFMA, EEA, SDA, OHSA etc is critical to comply with, especially safety aspects and good standings. Without these legislative compliance certificates, businesses are not allowed to conduct business within South Africa with businesses or the public.

ORGANISATIONAL DEVELOPMENT

MJSC (Pty) Ltd promotes the business ethics among all employees and guarantee a co-operative and productive workforce within 12 months of implementation.

  • Operational and managerial structure - Setting the lines of management and communication channels (modern and easily understood structure)
  • Financial sustainability structure - This includes workforce planning against budgets that are effectively managed through reviews and hierarchy setup;
  • Business scorecard - Review and monitoring of business effectiveness and sustainability;
  • Assist and develop business objectives and goals;
  • Development of effective HR strategy that supports business outlook;
  • Creation of a co-operative culture that addresses all misconduct, behaviour and condoned actions;
  • Support through identifying opportunities for the business through effective management and proposals;
  • Promoting of a communication culture for the business that contributes effectively to relations;
  • Promoting and establishing wellness within the business.

STRATEGIC MANAGEMENT

Review of the personnel structural aspects which includes personnel files - check for compliance with legislative requirements (checklist); Vetting - checking of vetting procedures or information requirements by legislation; and certification of all information as per legislation.

  • Company Scorecard review in line with registrations, legislative compliance such as validation and alignment to relevant acts (e.g. PFM, Company Act, Employment Equity Act, Workman's Compensation, Skills Development Act, POPI Act, etc) which could cause a company to be fined or placed under compliance administration by the Government.
  • Workforce planning and alignment to structures are an integral part of a business' success and needs to be managed in line with budgets, job evaluations and business needs. MJSC (Pty) Ltd mediates this process and implements the process after approval from executive Management.
  • Strategic Financial Compliance in line with projects and/or setting up profit or cost centres are done and aligned with the company objectives and goals.
  • Change Management through the effective implementation of all amendments to policies and regulations as per the below. Mentoring, coaching and guidance is provided through professionally qualified personnel to employees and management to ensure a smooth transition and ensuring productive employees.

JOB DESCRIPTIONS

It is a requirement that each employee is informed and mentored in a reasonable understanding of his/her job requirement to be executed and for which he/she is rightfully remunerated.

Businesses must indicate that an employee was reasonably aware of policies, job requirements, etc, prior to corrective actions being taken for any misconduct or behavioural issues (e.g. disciplinary actions, consultations etc). It is therefore crucial that each employee has a clear and comprehensive job description that has been discussed and undersigned by the employee and employer. The absence of this will be costly for businesses during dispute resolutions with a remuneration award in favour of the employee.


TALENT MANAGEMENT

Talent Management forms an integral part of the business scorecard as it contributes towards the success of a business through aspects such as:

Performance Management Systems - this is not necessarily a monetary reward system, but a system through which employees are praised or mentored with other rewards and recognition allocations. The systems are proposed and implemented with a monitoring and evaluation throughout the year as a "feedback and appraisal process"

Reward and Recognition - this system provides employees with motivational rewards such as long service certificates, wellness days, benefit allocations etc. This implementation will ensure that employees align their loyalties and interests with the business, which in return leads to a productive workforce that contributes to the success and profitability of the business.

Retention and succession plans - it is imperative that a business has a retention plan, as well as a succession plan to which continuous operations will be ensured. Employees with high skills in an area of profitability must be retained for the business to successfully operate.

Plans are compiled in line with the business strategy and structure as to ensure that there is a clear business operations output at all times. Employees are also informed of the plans through consultations to which they will also be well informed on structural lines, progression opportunities etc.


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HR PROJECT MANAGEMENT

Businesses are requiremed to ensure that an effective Information System is utilised for both keeping of personal information (in terms of the POPI Act and Protection Disclosure Act), payment systems with SARS related regulations (such as corrective Tax Tables and submission of SARS returns), and many other relvant systems (e.g. time and attendance)

We provide a stress free service whereby the audit of systems are done, corrective implementation and automations are promoted to ensure consistent compliance to legislation or outsourcing of such services (relating to payroll). All system projects includes audits, road map creations, consultations with relevant role players and the implementation phase. A project report is provided upon completion of the set implementation with a monitoring and evaluation phase every 6 months or as per requirement, from the business (with updates, reviews and amendments).

Retention and succession plans - it is imperative that a business has a retention plan, as well as a succession plan to which continuous operations will be ensured. Employees with high skills in an area of profitability must be retained for the business to successfully operate.

Plans are compiled in line with the business strategy and structure as to ensure that there is a clear business operations output at all times. Employees are also informed of the plans through consultations to which they will also be well informed on structural lines, progression opportunities etc.


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LEGISLATIVE REPORTING

In accordance to the Company Act of South Africa, every business must comply monthly and/or annually with the relevant legislative payments and reporting, which has an impact on the business continuous operations withint he business sector of South Africa

Non-compliance to these aspects are detrimental to the continuous existence of a business and as per the current market status of South Africa, the government has indicated that they are focusing on non-compliant businesses.

Your business cannot afford to overlook or not comply with even one aspect. MJSC (Pty) Ltd will ensure that your business is compliant every step of the way and the following (to name a few) is submitted and management on your behalf:

  • SDL Payment calculations monthly (in according to SARS Act);
  • WCL payment calculations annually (in accordance to Workman's Compensation Act - COIDA), whereby ROE's must be submitted annually against a factor that is issued ot the business by the compensation commission;
  • Employment Equity Plan (minimum of 2 - 5 years) is drawn up and undersigned by the executive(s) of the business, in line with the requirements of the Act (taking into consideration the annual StatSA indicators);