Human Resources Management for Public Sector Training

Objectives:
• Understand the role and importance of HRM in the public sector
• Identify key legislation and regulatory frameworks governing public sector HR
• Differentiate between HRM in public and private sectors
• Recognize the structure and functions of the public sector HR department

Topics:
• Overview of HRM: definitions and scope
• Public sector context: Batho Pele principles, Constitution, and PFMA
• Key legislation: Labour Relations Act, Employment Equity Act, Basic Conditions of Employment Act
• Public Service Act and Public Service Regulations
• Structure of the public sector: national, provincial, local government
• Role of the Public Service Commission (PSC)
• Ethics and accountability in public service

Objectives:
• Apply strategic HR planning processes in the public sector
• Conduct workforce analysis and forecasting
• Understand organisational design principles for public entities
• Link HR planning to service delivery objectives

Topics:
• Strategic HR planning: aligning with government priorities
• Workforce planning: demand and supply analysis
• Job analysis and job descriptions
• Organisational structures: functional, divisional, matrix
• Rightsizing and restructuring in the public sector
• Succession planning and talent management
• HR metrics and reporting

Objectives:
• Design fair and transparent recruitment processes
• Apply employment equity principles in selection
• Conduct structured interviews and assessments
• Understand the role of the Public Service Commission in recruitment

Topics:
• Recruitment policies and procedures
• Advertising vacancies and attracting diverse candidates
• Shortlisting and screening methods
• Interview techniques: behavioural, competency-based
• Assessment centres and psychometric testing
• Employment equity and affirmative action
• Appointment processes and probation
• Record-keeping and reporting

Objectives:
• Implement performance management systems in the public sector
• Set SMART performance objectives aligned to strategic goals
• Conduct performance appraisals and provide feedback
• Manage poor performance and recognize high performance

Topics:
• Performance management cycle: planning, monitoring, reviewing
• Performance agreements and work plans
• Key performance indicators (KPIs) for public servants
• Appraisal methods: 360-degree, rating scales, MBO
• Feedback and coaching skills
• Managing underperformance: PIPs and counselling
• Rewards and recognition in the public sector
• Linking performance to development and promotion

Objectives:
• Understand collective bargaining and dispute resolution mechanisms
• Apply disciplinary and grievance procedures
• Ensure compliance with labour legislation
• Foster positive employee relations in the public sector

Topics:
• Labour Relations Act: unfair dismissal, unfair labour practices
• Collective bargaining: bargaining councils, public sector unions
• Disciplinary code and procedures: investigations, hearings, sanctions
• Grievance procedures: steps and timelines
• Dispute resolution: CCMA, PSCBC, Labour Court
• Strike management and essential services
• Employee wellness and EAP programmes
• Promoting diversity and inclusion

Objectives:
• Describe the public sector remuneration framework
• Administer salaries, allowances, and benefits
• Understand pension and medical aid schemes
• Ensure compliance with remuneration policies

Topics:
• Public Service Remuneration Framework: salary scales, grading
• Job evaluation methods (e.g., Patterson, Hay)
• Allowances: housing, transport, rural, etc.
• Benefits: pension (GEPF), medical aid (GEMS), housing subsidy
• Payroll administration and deductions
• Leave management: annual, sick, family responsibility
• Tax implications and statutory deductions
• Remuneration policy review and benchmarking

Objectives:
• Identify training needs through skills audits
• Design and implement training programmes
• Evaluate training effectiveness
• Understand the role of the Public Service Sector Education and Training Authority (PSETA)

Topics:
• Skills Development Act and Skills Development Levies Act
• Workplace Skills Plans (WSPs) and Annual Training Reports (ATRs)
• Training needs analysis (TNA)
• Learning methodologies: classroom, e-learning, on-the-job
• Learnerships, internships, and bursaries
• Evaluating training: Kirkpatrick model
• Career pathing and development plans
• Continuous professional development (CPD)

Objectives:
• Utilize HR information systems (HRIS) for data management
• Maintain accurate employee records
• Ensure data security and compliance with POPIA
• Generate HR reports for decision-making

Topics:
• Overview of HRIS in the public sector (e.g., PERSAL, LOGIS)
• Employee data management: capturing, updating, storing
• Record-keeping requirements: personnel files, contracts, forms
• Data protection and privacy (POPIA)
• Reporting: headcount, turnover, absenteeism, diversity
• HR analytics and dashboards
• Integration with other government systems
• System security and access control

Objectives:
• Apply ethical principles in HR decision-making
• Understand governance frameworks in the public sector
• Integrate all HR functions for effective service delivery
• Develop a personal action plan for applying HRM knowledge

Topics:
• Code of conduct for public servants
• Conflict of interest, corruption, and fraud prevention
• Governance: King IV, PFMA, Treasury regulations
• Risk management in HR
• Case studies: ethical dilemmas in HR
• Integration of HR functions: strategic alignment
• Change management in the public sector
• Final assessment and action planning