Les 1 - Hoërskool Hans Moore
Les 1 - Hoërskool Hans Moore
Les 1 - Hoërskool Hans Moore
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SAKESTUDIES/BUSINESS<br />
STUDIES. Gr 12<br />
SAKEBEDRYWIGHEDE/BUSINESS<br />
OPERATIONS<br />
LES 1/LECTURE 1<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
1. Die menslikehupbronnedepartement.<br />
• Die menslikehulpbronefunksie<br />
in ‘n maatskappy behels die<br />
daarstelling van riglyne<br />
(beleide) vir die indiensneming,<br />
verplasing, opleiding,<br />
bevordering en afdanking van<br />
personeel.<br />
• Al hierdie beleide moet in<br />
ooreenstemming wees met<br />
regeringswetgewing tov:<br />
– Arbeidsverhouding.<br />
– Voorwaardes van indiensneming.<br />
– Billike indiensneming.<br />
– Vaardigheidsontwikkeling.<br />
1. The human resources<br />
department.<br />
• The human resource function in<br />
a company involves establishing<br />
guidelines (policies) for<br />
employing, transferring,<br />
training, promoting and<br />
dismissing staff.<br />
• All of these policies needs to be<br />
in line with government laws<br />
regarding:<br />
– Labour relations.<br />
– Conditions of employment.<br />
– Employment equity.<br />
– Skills development.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
a. Wet of Arbeidsverhouding<br />
(Labour relations Act – LRA)<br />
• Arbeidsverhouding verwys<br />
na die verhouding tussen<br />
werkgewers, werknemers en<br />
die staat.<br />
• ‘n Aantal wette beheer die<br />
verhouding tussen<br />
werkgewers en werknemers.<br />
• Dit verseker dat werknemers<br />
en werkgewers mekaar billik<br />
behandel.<br />
a. Labour Relations Act (LRA)<br />
• Labour relations refers to the<br />
relationship between<br />
employers, employees and<br />
the state.<br />
• A number of acts control the<br />
relationship between<br />
employers and employees.<br />
• This ensure that employers<br />
and employees treat each<br />
other fairly.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• Die Wet op<br />
Arbeidverhoudings lui<br />
dat elke werknemer en<br />
werkgewer die reg het<br />
om aan ‘n<br />
verteenwoordeigende<br />
unie te behoort.<br />
• Die wet fasiliteer<br />
kollektiewe bedinging<br />
en die beslegting van<br />
geskille.<br />
• The Labour Relations<br />
Act states that every<br />
employee and employer<br />
has the right to belong<br />
to a representative<br />
union.<br />
• This Act facilitates<br />
collective bargaining<br />
and dispute resolution.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
b. Werkloosheidsversekering<br />
swet<br />
• Die<br />
Werkloosheidsversekering<br />
swet maak voorsiening vir<br />
die skepping van die<br />
werkloosheidsversekerings<br />
fonds. (WVF)<br />
• Hierdie fons help mense<br />
wat bygedra het tot die<br />
fonds en wat weens<br />
omstandighede buite hulle<br />
beheer hulle werk verloor<br />
het.<br />
b. Unemployment Insurance<br />
Act.<br />
• The Unemployment<br />
Insurance Act provided for<br />
the establishment of the<br />
Unemployment Insurance<br />
Fund (UIF).<br />
• This fund helps people<br />
who contributed to the<br />
fund and have lost their<br />
work due to circumstances<br />
beyond their control.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• Tans is die bydrae ‘n<br />
aftrekking van 1% van<br />
die werknemer se<br />
vergoeding en dieselfde<br />
bedrag deur die<br />
werkgewer.<br />
• Werkgewer moet die<br />
werknemers by die<br />
Departement van<br />
Arbeid registreer.<br />
• Currently the<br />
contribution is 1%<br />
deducted from the<br />
employee and 1% from<br />
the employer.<br />
• Employers must register<br />
all employees with the<br />
Department of Labour.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• Voordele word op die<br />
volgende maniere betaal:<br />
i. Werkloosheidsvoordeel.<br />
• Werknemers moes vir ten<br />
minste 13 weke bygedra het<br />
in die jaar voordat hulle vir<br />
hierdie voordeel kwalifiseer.<br />
• Die werknemer sal 33.3%<br />
van sy of haar laaste loon<br />
ontvang.<br />
• Hierdie voordeel word<br />
uitbetaal vir ‘n maksimum<br />
van 26 weke.<br />
• Benefits are paid in the<br />
following way:<br />
i. Unemployment benefits.<br />
• Employees must have<br />
contributed for at least 13<br />
weeks in the year before<br />
they are able to qualify for<br />
this benefit.<br />
• The employees will<br />
receive 33.3% of his or her<br />
last wage.<br />
• This benefits is paid for a<br />
maximum of 26 weeks.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
ii. Siektevoordele.<br />
• Siektevoordele is vir<br />
werknemers wat siek is<br />
en daarom nie met die<br />
normale pligte kan<br />
voortgaan nie.<br />
• Voordele word betaal<br />
teen 45% van die<br />
werknemer se loon.<br />
• Dit sluit alkoholisme en<br />
dwelmafhanklikheid uit.<br />
ii. Sick benefits.<br />
• Sick benefits are for<br />
employees who are sick,<br />
and as a result are<br />
unable to continue with<br />
their normal duties.<br />
• Benefits are paid at 45%<br />
of the employee’s wage.<br />
• The benefit excludes<br />
alcoholism and drug<br />
dependence.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
iii. Kraamvoordele.<br />
• Hierdie voordele word<br />
betaal aan vroue voor<br />
en nadat hulle ‘n baba<br />
gehad het.<br />
• Kraamvoordele word<br />
betaal teen 45% van<br />
die werknemer se loon<br />
en vir ‘n maksimum<br />
periode van 26 weke.<br />
iii. Maternity benefits.<br />
• These benefits are<br />
paid to women before<br />
and after having a<br />
baby.<br />
• Maternity benefits are<br />
paid at 45% of the<br />
employee’s wage, and<br />
the benefits are paid<br />
for a maximum period<br />
of 26 weeks.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
iv. Aannemingsvoordele.<br />
• Aannemingsvoodele<br />
word betaal aan<br />
vroulike werknemers<br />
wat ‘n kind jonger as 2<br />
jaar aanneem.<br />
• Die reëls is dieselfde<br />
as die vir kraam.<br />
iv. Adoption benefits.<br />
• Adoption benefits are<br />
paid to female<br />
employees who<br />
adopts a child under<br />
the age of two.<br />
• The rules are the<br />
same as those for<br />
maternity.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
v. Sterftevoordele.<br />
• Wanneer ‘n lid sterf,<br />
word voordele teen<br />
45% van die oorlede<br />
werknemer se loon of<br />
salaris betaal.<br />
• Betaling hang af van<br />
die periode van diens.<br />
v. Death benefits.<br />
• When a member dies,<br />
benefits for<br />
dependents of the<br />
deceased employee's<br />
wage or salary.<br />
• Payment depends on<br />
the period of service.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
c. Wet op Vergoeding vir<br />
Beroepsbeserings en –<br />
siektes.<br />
• Daar word slegs van<br />
werkgewers verwag om<br />
by te dra tot die fonds.<br />
• Enige maatskappy wat<br />
mense in diens het,<br />
moet bydra tot hierdie<br />
fonds wat deur die<br />
Vergoedingskommissaris<br />
beheer word.<br />
c. Occupational Injuries<br />
and Diseases Act.<br />
• Only employers are<br />
required to contribute to<br />
the Workmen’s<br />
Compensation Fund.<br />
• Any company who<br />
employs people has to<br />
contribute to the fund<br />
controlled by the<br />
workmen’s<br />
Compensation<br />
Commissioner.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• Die fonds betaal<br />
vergoeding aan<br />
werknemers wat<br />
permanent of tydelik<br />
ongeskik raak weens<br />
beserings by die werk.<br />
• Ongelukke in die<br />
vervaardigingsomgewing<br />
lei soms tot tydeliks<br />
ongeskiktheid: snye,<br />
kneusings, beenbreuke,<br />
ens.<br />
• The fund pays<br />
compensation to<br />
employees who suffers<br />
permanent or temporary<br />
disability due to<br />
workplace injuries.<br />
• Accidents in the<br />
manufacturing<br />
environment sometimes<br />
results in temporary<br />
disability: cuts, bruises,<br />
fractures, etc.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• Permanente<br />
ongeskiktheid vind<br />
plaas wanneer ‘n<br />
werknemer weens die<br />
aard van sy of haar<br />
besering nie weer kan<br />
terugkeer werk toe nie.<br />
• Die eis moet binne 12<br />
maande ingedien word.<br />
• Permanent disability<br />
occurs when a disability<br />
is so severe that an<br />
employee cannot return<br />
to work at all.<br />
• The claim must be<br />
submitted within 12<br />
months.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
d. Wet op<br />
Beroepsgesondheid en –<br />
veiligheid.<br />
• Die doel van die wet is om<br />
die gesondheid en<br />
veiligheid van mense wat<br />
met potensieel gevaarlike<br />
masjienerie en toerusting<br />
werk, te verseker.<br />
• Dit beskerm ook<br />
verbruikers wat deur die<br />
aktiwiteite van ‘n<br />
besigheid beïnvloed kan<br />
word.<br />
d. The Occupational Health<br />
and Safety Act.<br />
• The purpose of this Act is<br />
to ensure the health and<br />
safety of people working<br />
with potentially hazardous<br />
machinery and<br />
equipment.<br />
• It also protects consumers<br />
who may be affected by<br />
the activities of a business.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• Alle besighede moet<br />
seker maak dat:<br />
– ‘n Veilige werkomgewing<br />
vir werknemers geskep<br />
word.<br />
– Die gesonfheid en<br />
veiligheid van verbruikers<br />
gewaarborg word.<br />
– Verbruikers van die produk<br />
ingelig word oor die<br />
moontlike gevare van die<br />
produk.<br />
• All businesses must make<br />
sure that:<br />
– A safe working<br />
environment is created for<br />
all employees.<br />
– The health and safety of<br />
consumers is guaranteed.<br />
– Users of the product are<br />
informed of possible<br />
dangers resulting from the<br />
use of the product.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• Die wet stipuleer dat ‘n<br />
werknemer nie ‘n<br />
werknemer mag<br />
viktimiseer of geld van<br />
‘n werknemer mag<br />
aftrek om veilige<br />
werkomstandighede te<br />
verskaf nie.<br />
• The act stipulates that<br />
an employer may not<br />
victimise an employee<br />
and may not deduct<br />
money from the<br />
employee to provide<br />
safe working conditions.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
e. Wet op Basiese<br />
Diensvoorwaardes.<br />
• Hierdie wet beskerm<br />
werknemers teen onbillike<br />
arbeidspraktyke.<br />
• Dit bepaal die minimum<br />
voorwaardes vir<br />
indiensneming, wat nie deur<br />
werkgewers of werknemers<br />
geïgnoreer mag word nie,<br />
self al is albei bereid om dit<br />
te doen.<br />
• Werkgewers mag beter<br />
voorwaardes aanbied indien<br />
hulle wil.<br />
e. Basic Conditions of<br />
Employment Act.<br />
• The act protects employees<br />
against unfair labour<br />
practice, and lays down the<br />
minimum conditions of<br />
employment that neither<br />
employers nor employees<br />
may ignore, even if both are<br />
willing.<br />
• Employers are free, to offer<br />
better conditions should they<br />
wish to do so.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• Die volgende is ‘n opsomming van<br />
sommige van die hoofpunte van<br />
die wet:<br />
i. Oortyd.<br />
• ‘n Werkgewer mag nie van ‘n<br />
werknemer verwag om oortyd<br />
van meer as drie ure per dag of<br />
tien ure per week te werk nie,<br />
tensy so ooreengekom.<br />
• Werknemer mag betaalde tyd<br />
afkry in ruil vir oortyd wat<br />
gewerk is, of moet 1.5 keer hul<br />
normale loon daarvoor<br />
ontvang.<br />
ii. Etepouses.<br />
• The following is a summary of<br />
some of the main points of this<br />
act:<br />
i. Overtime.<br />
• An employer may not require<br />
or allow an employee to work<br />
overtime more than 3 hours a<br />
day or 10 hours a week, except<br />
by agreement.<br />
• Overtime must be paid at 1.5<br />
times the rate of the<br />
employee’s normal wage or an<br />
employee may agree to receive<br />
paid time off in return for<br />
overtime worked.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• ‘n Werknemer moet ‘n<br />
etepouse van 60<br />
minute na elke vyt uur<br />
van werk hê.<br />
ii. Meal intervals.<br />
• An employee must<br />
have a meal interval of<br />
60 minutes after five<br />
hours work.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
iii. Openbare vakansiedae.<br />
• Werknemers moet<br />
betaal word vir enige<br />
openbare vakansiedag<br />
wat op ‘n werkdag val.<br />
• Werknemers mag<br />
instem om op openbare<br />
vakansiedae te werk,<br />
maar moet dubbel die<br />
normale loon betaal<br />
word.<br />
iv. Verlof.<br />
iii. Public holidays.<br />
• Employees must be paid<br />
for any public holiday<br />
that falls on a working<br />
day.<br />
• Employees may agree to<br />
work on a public<br />
holiday, but must be<br />
paid at double the<br />
normal rate.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• Werknemers is<br />
geregtig op 21 dae<br />
aaneenlopende verlof<br />
per jaar, of deur<br />
ooreenkoms een dag<br />
vir elke 17 dae van<br />
werk wat voltooi is.<br />
iv. Leave.<br />
• Employees are<br />
entitled to 21 days<br />
consecutive leave per<br />
year, or by agreement<br />
one day for every 17<br />
days of work<br />
completed.<br />
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v. Siektevelof.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• ‘n Werknemer is<br />
geregtig op ses weke<br />
betaalde siekteverlof<br />
in ‘n periode van 36<br />
maande.<br />
vi. Kraamverlof.<br />
v. Sick leave.<br />
• An employee is<br />
entitled to 6 weeks<br />
paid sick leave in a<br />
period of 36 months.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
• ‘n Swanger werknemer<br />
is geregtig op vier<br />
maande aaneenlopende<br />
kraamverlof.<br />
• ‘n Swanger werknemer<br />
mag nnie werk doen<br />
wat gevaarlik is vir haar<br />
of haar ongebore kind<br />
nie.<br />
vi. Maternity leave.<br />
• A pregnant employee is<br />
entitled to 4 months<br />
consecutive maternity<br />
leave.<br />
• A pregnant employee<br />
may not perform work<br />
that is hazardous to her<br />
unborn child.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
vii. Beëndiging van diens.<br />
• ‘n Dienskontrak kan slegs<br />
beëindig word per<br />
kennisgewing van nie<br />
korter nie as een week.<br />
• Indien die persoon vir vier<br />
weke of minder in diens<br />
was; nie minder nie as<br />
twee weke indien vir<br />
langer as vier weke in<br />
diens was; en in minder<br />
nie as vier weke indien vir<br />
‘n jaar of langer in diens<br />
was.<br />
vii. Termination of<br />
employment.<br />
• A contract of employment<br />
may be terminated only<br />
on notice of not less than<br />
one week if the person<br />
has been employed for 4<br />
weeks or less; 2 weeks if<br />
employed for more than 4<br />
weeks; and not less than 4<br />
weeks if employed for one<br />
year or more.<br />
MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
f. Wet op Diensbillikheid.<br />
• Sien bl 143 in<br />
handboek.<br />
f. Employment<br />
Equipment.<br />
• See pg 143 in text<br />
book.<br />
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MENSLIKE HULPBRONNE/<br />
HUMAN RESOURCES.<br />
g. Wet op Vaardigheidsontwikkeling.<br />
• Sien bl 144 – 146 in<br />
handboek.<br />
• Hierdie belangrik vir ‘n<br />
langvraag,<br />
gekombineer met die<br />
werk in module 1.<br />
g. Skills Development<br />
Act.<br />
• See pg 144 – 146 in<br />
text book.<br />
• This is very important<br />
as ‘n long question,<br />
combined with the<br />
work in module 1.<br />
Menslike hulpbronne/Human<br />
resources.<br />
2. Die indiensnemings<br />
proses.<br />
Werwing Seleksie<br />
proses Plasing en<br />
induksie<br />
2. The employment<br />
process.<br />
Recruitment<br />
Selection process<br />
Placement and<br />
induction<br />
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Menslike hulpbronne/Human<br />
resources.<br />
a) Werwing van personeel.<br />
Werwing: die proses om nuwe<br />
werknemers te vind en aan te stel.<br />
Werwing is ‘n voordurende proses,<br />
omdat:<br />
Wernemers hul poste vir ‘n ander werk<br />
verlaat.<br />
Werknemers bevorder word wat poste<br />
vakant laat.<br />
Werknemers aftree.<br />
Werknemers moontlik afgedank word.<br />
Besigheid uitbrei en meer werknemers<br />
nodig het.<br />
Globale en tegnologiese veranderings<br />
daartoe lei dat die besigheid meer<br />
werknemers met nuwe vaardighede<br />
benodig.<br />
a. Recruiting staff.<br />
Recruitment: the process of finding<br />
and appointing new employees.<br />
Recruitment is an ongoing process<br />
because:<br />
Employees leave their jobs for other<br />
jobs.<br />
Employees are being promoted, which<br />
leaves positions vacant.<br />
Employees retire.<br />
Employees may be dismissed.<br />
The business expands and needs more<br />
employees.<br />
Global and technological changes lead<br />
to businesses needing new employees<br />
with new skills.<br />
Menslike hulpbronne/Human<br />
resources.<br />
Volgende stappe word<br />
gevolg in werwingsproses:<br />
Die werk analiseer en ‘n<br />
posbeskrywing en<br />
werksverdeling word geskryf.<br />
Werwingsbronne word<br />
geidentifiseer en besluit<br />
watter gebruik gaan word.<br />
‘n Advertensie word opgestel.<br />
Die advertensie word geplaas<br />
in die toeplaslike koerante,<br />
personneltydskrifte of op die<br />
internet.<br />
Following steps are used in<br />
recruitment process.<br />
Analyse the job and write the<br />
job description and job<br />
specification,<br />
Identify and decide on<br />
recruitment sources.<br />
Compose an advertisement.<br />
Place the advertisement in<br />
appropriate newspaper, staff<br />
magazine or on the Internet.<br />
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Menslike hulpbronne/Human<br />
resources.<br />
b) Werwingsbronne.<br />
i) Interne bronne.<br />
Voordele.<br />
Huidige werknemers ken reeds die<br />
reëls van die maatskappy.<br />
Werknemer het reeds ‘n idee van<br />
hoe die onderneming bedryf<br />
word.<br />
Die werknemer is bekend aan die<br />
maatsakppy.<br />
Die aanbied van werk aan<br />
huidige werknemers vehoog die<br />
moraal van die personeel.<br />
Deur ‘n persoon toete laat om<br />
interne te skuif sal die persoon<br />
nie sommer ander werk soek nie.<br />
‘n Positiewe beeld van die<br />
maatskappy word in die<br />
industrie en die gemeenskap<br />
geskep.<br />
b) Recruitment sources.<br />
i) Internal sources.<br />
Advantages.<br />
Current employees already know the<br />
company.<br />
The employee already has an idée<br />
how the business is operated.<br />
The employee is known to the<br />
company.<br />
Offering opportunities to current<br />
employees boost the moral.<br />
To allow a person to move internally<br />
will make sure that that person does<br />
not go and look for other work.<br />
A positive image of the company is<br />
created in the industry and in the<br />
community.<br />
Menslike hulpbronne/Human<br />
resources.<br />
Nadele.<br />
Die maatskappy sal nie voordeel<br />
trek uit nuwe idees wat ‘n nuwe<br />
werknemer sal bring nie.<br />
Die werk mag vaardighede vereis<br />
wat nie tans binne die maatskappy<br />
is nie.<br />
Die bevordering van interne<br />
werknemer kjan ongelukkigheid by<br />
ander werknemers veroorsaak.<br />
Die aantal aansoekers is beperk tot<br />
die hoeveelheid mense wat die<br />
besinheid reeds in sy diens het.<br />
Dit kan gebeur dat iemand wat<br />
bevorder word, aansienlik swakker<br />
gekwalifiseerd is as iemand van<br />
buite.<br />
Disadvantages.<br />
The company will not benefit from<br />
new ideas that ‘n new employee<br />
could bring.<br />
The job may require skills not<br />
currently within the company.<br />
Promotion of an internal employee<br />
could cause resentment among<br />
other employees.<br />
The number of applicants form<br />
which the company can choose is<br />
limited to only the people in the<br />
company.<br />
It is possible to promote a person<br />
that is less qualify that someone<br />
from outside the company.<br />
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Menslike hulpbronne/Human<br />
resources.<br />
ii) Eksterne bronne.<br />
Roofwerwers: mense wat<br />
daarin spesialiseer om<br />
personeel te werf en te keur.<br />
Voordele:<br />
‘n Wyer keuse van kandidate.<br />
‘n Goeie besigheid trek meer<br />
kandidate aan.<br />
Kandidate het alreeds die<br />
keuring geslaag.<br />
Personeelagentskappe kan<br />
maatskappye tydspaar.<br />
Handelstydskrifte is baie<br />
geskik vir wanneer<br />
geadverteer word.<br />
ii) External sources.<br />
Headhunters: people who<br />
specialise in recruiting and<br />
screening personnel.<br />
Advantages.<br />
A wider choice of candidates.<br />
A good business will attract<br />
more candidates.<br />
Candidates might already<br />
have passed the screening.<br />
Recruitment agencies can<br />
save the company time.<br />
Trade journals are very<br />
suitable when recruiting for a<br />
specialist skill.<br />
Menslike hulpbronne/Human<br />
resources.<br />
Nadele.<br />
Soms verstaan<br />
werwingsmatskappye nie<br />
dide kultuur en spesifieke<br />
vereistes van individuele<br />
maatskappye nie.<br />
Die nuwe werknemer sal<br />
waarskynlik op gelei moet<br />
word.<br />
Dit kan duur wees.<br />
Advertering in die<br />
geklassifiseerde afdeling<br />
van koerante sal moontlik<br />
‘n groot aantal kandidate<br />
lok.<br />
Disadvantages.<br />
Sometimes recruitment<br />
agencies do not<br />
understand the culture and<br />
specific requirements of<br />
the company.<br />
The new employee might<br />
have to be trained.<br />
It could be costly.<br />
Advertising in the classified<br />
section of newspapers<br />
might attract a large<br />
number of applicants.<br />
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Menslike hulpbronne/Human<br />
resources.<br />
c) Seleksie van personeel.<br />
Wanneer ‘n besighdie ‘n werk in<br />
‘n koerant of op die internet<br />
adverteer, ontvang hulle<br />
gewoontlik baie aansoeke.<br />
Die bestuurder ontvang al die<br />
aansoekvorms en CV’s van<br />
mense wat in vakante pos<br />
belangstel.<br />
Die bestuurder sal die aansoek<br />
evelueer en ‘n kortlys opstel.<br />
Die kortlys bevat gewoontlik nie<br />
meer as vyf van die beste<br />
kandidate nie.<br />
c) Selection of staff.<br />
When a business advertises a<br />
job in a newspaper or on the<br />
internet, they usually receive<br />
many applications.<br />
The manager receives all the<br />
application forms and CV’s from<br />
people interested in the vacant<br />
position.<br />
The manager will evaluate the<br />
applications and prepare a<br />
shortlist.<br />
The shortlist usually contains no<br />
more than five of the best<br />
applicants.<br />
Menslike hulpbronne/Human<br />
resources.<br />
Die getuigskrifte en<br />
kwalifikasies van die<br />
aansoekers op die kortlys<br />
sal nagegaan word.<br />
Die bestuurder sal die<br />
mense wat onsuksesvol was<br />
skriftelik in kennis stel.<br />
Die bestuurder mag nie op<br />
enige kandidaat mag<br />
diskrimineer op grond van<br />
geslag, godsdiens,<br />
ouderdom, ras of seksuele<br />
oriëntasie nie.<br />
The references and<br />
qualifications of the<br />
applicants on the shortlist<br />
will be checked.<br />
The manager will notify<br />
people whose applications<br />
were unsuccessful in<br />
writing.<br />
The manager may not<br />
discriminate any candidate<br />
on the basis of gender,<br />
religion, age, race or sexual<br />
orientation.<br />
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Menslike hulpbronne/Human<br />
resources.<br />
i) Die onderhoud.<br />
Die doel van die onderhoud<br />
is om die aansoeker<br />
persoonlik te ontmoet, seker<br />
te maak dat hy/sy by die res<br />
van die maatskappy sal inpas<br />
en hom of haar ‘n<br />
geleentheid te gee om meer<br />
oor die werk uit te vind.<br />
Tydens die onderhoude kan<br />
aansoekers moontlik gevra<br />
word om aanlegtoetse te<br />
doen om hul geskiktheid vir<br />
die werk te bepaal.<br />
i) The interview.<br />
The purpose of the interview<br />
is to meet the applicant<br />
personally, to make sure that<br />
he/she will fit in with the rest<br />
of the company and to give<br />
him/her an opportunity to<br />
find out more about the job.<br />
During the interviews,<br />
applicants may be asked to<br />
complete aptitude tests to<br />
determine their suitability for<br />
the job.<br />
Menslike hulpbronne/Human<br />
resources.<br />
Wenke vir die aansoeker.<br />
Vind alles uit wat jy kan<br />
oor die werk waarvoor jy<br />
aansoek doen.<br />
Wees hoflik.<br />
Trek netjies aan.<br />
Wees betyds.<br />
Dink aan antwoorde op<br />
vrae wat jy verwag jou<br />
onderhoudvoerders<br />
moontlik sal vra.<br />
Dink aan vrae wat jy<br />
moontlik sal wil vra.<br />
Tips for the interviewee.<br />
Find out what you can<br />
about the job for which<br />
you have applied.<br />
Be courteous.<br />
Dress neatly.<br />
Be on time.<br />
Think of answers to<br />
questions that you<br />
anticipate your<br />
interviewers might ask.<br />
Think about questions that<br />
you would like to aks.<br />
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Menslike hulpbronne/Human<br />
resources.<br />
Wenke vir die<br />
onderhoudvoerder.<br />
Beplan die dag, datum en<br />
tyd vir die onderhoud.<br />
Maak ‘n lys van al die vrae<br />
wat jy wil vra.<br />
Laat die aansoeker<br />
gemaklik voel en verseker<br />
privaatheid.<br />
Om onbillike voordeel vir<br />
sekere kandidate te<br />
voorkom, moet alle<br />
aansoekers ‘n<br />
gesturkltureerde<br />
onderhoud gegee word.<br />
Tips for the interviewer.<br />
Plan the day, date and time<br />
for the interview.<br />
Make a list of all the<br />
questions that you want to<br />
ask, ensuring that they are<br />
all work related.<br />
Put the applicant at ease,<br />
and ensure privacy.<br />
To prevent an unfair<br />
advantage to certain<br />
candidates, all applicants<br />
should be given a<br />
structured interview.<br />
Menslike hulpbronne/Human<br />
resources.<br />
ii) Werkkontrakte.<br />
Die suksesvolle kandidaat gaan<br />
gevra word om ‘n werkkontrak<br />
te teken.<br />
Die kontrak is wettig en<br />
bindend.<br />
Die kontrak is tussen die<br />
werkgewer en werknemer.<br />
Arbeidswette vereis dat ‘n<br />
werknemer binne twee maande<br />
nadat hy/sy begin werk het, ‘n<br />
werkskontrak deur die<br />
werkgewer gegee word.<br />
Die kontrak moet besonderhede<br />
gee van die voorwaards van<br />
diens.<br />
ii) Employment contract.<br />
The successful candidate, will<br />
be asked to sign a contract of<br />
employment.<br />
This contract is legal and<br />
binding.<br />
The contract is between the<br />
employer and employee.<br />
Labour laws require an<br />
employee must be given an<br />
employment contract within<br />
two months of having started<br />
working for the employer.<br />
The contract should give details<br />
of the conditions of<br />
employment.<br />
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Menslike hulpbronne/Human<br />
resources.<br />
iii) Beëindiging van ‘n<br />
kontrak.<br />
Afdanking.<br />
Werknemers kan afgedank<br />
word vir diefstal, swak<br />
gedrag of omdat hulle nie<br />
hul<br />
werkverantwoordelikhede<br />
korrek en behoorlik<br />
nagekom het nie.<br />
Oortolligheid.<br />
Indien ‘n besigheid nie<br />
langer werk vir sommige<br />
werknemers nie, word hulle<br />
oortollig en kan afgedank<br />
word.<br />
iii) Ending a contract.<br />
Dismissal.<br />
Employees can be<br />
dismissed for theft, bad<br />
conduct or because they<br />
do not fulfil their job<br />
responsibilities or work<br />
correctly and properly.<br />
Redundancy.<br />
If the company no longer<br />
has work for some<br />
employees, then they<br />
become redundant and<br />
could be retrenched.<br />
Menslike hulpbronne/Human<br />
resources.<br />
Aftrede.<br />
Die aftree ouderdom van<br />
vroue is 60jaar en die van<br />
mans 65 jaar.<br />
Daarna word ‘n pensioen<br />
ontvang.<br />
Die menseregtewet mag dalk<br />
die aftree ouderdom<br />
beïnvloed.<br />
Bedanking.<br />
Werknemers kan om verskeie<br />
redes besluit om te bedank.<br />
Die werknemer moet ‘n<br />
geskrewe kennisgewing<br />
inhandig van sy/haar<br />
bedanking.<br />
Retirement.<br />
The retirement age is 60 for<br />
woman and 65 for man.<br />
Thereafter a pension is<br />
received.<br />
The Human Resource Act may<br />
affect the retirement age.<br />
Resignation.<br />
Employee may decide to<br />
resign for various reasons.<br />
The employee must hand in a<br />
written notice of his/her<br />
resignation and their<br />
intention to leave.<br />
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resources.<br />
d) Plasing en induksie<br />
(oriëntering)<br />
Plasing is die proses<br />
waartydens nuwe<br />
werknemers in poste in die<br />
besigheid aangestel word.<br />
Hierdie proses sluit ook die<br />
verskuiwing en<br />
bevordering van<br />
werknemers in.<br />
Die eerste paar dae in ‘n<br />
nuwe werk is belangrik vir<br />
die werknemer en die<br />
werkgewer.<br />
d) Placement and induction.<br />
Placement is the process<br />
whereby new employees<br />
are placed in the jobs in<br />
the business.<br />
This process also includes<br />
the promotion of<br />
employees and transfers.<br />
The first few days in a new<br />
job are important for the<br />
employee and employer.<br />
Menslike hulpbronne/Human<br />
resources.<br />
Die doel van ‘n induksieprogram<br />
is om:<br />
Die nuwe werknemer ‘n oorsig oor<br />
die besigheid te gee.<br />
Die nuwe werknemer ‘n<br />
geleentheid te gee om die<br />
verskillende departmente te leer<br />
ken en hoe dit inpas in die algehele<br />
bedryf van die besigheid.<br />
Medewerkers en bestuurders<br />
bekend ti stel.<br />
Veiligheidsregulasies en reëls te<br />
verduidelik.<br />
Inligting te verskaf oor die<br />
produkte of dienste wat die<br />
besigheid verskaf.<br />
Geleentheid te gee vir enige vae<br />
en ander inlgting te verskaf.<br />
The purpose of the induction<br />
programme is to:<br />
Give the new employee an<br />
overview of the business.<br />
Give the new employee an<br />
opportunity to get to know the<br />
different departments and how<br />
they all fit into the overall<br />
operations of the business.<br />
Introduce co-workers and<br />
managers.<br />
Explain safety regulations and<br />
rules.<br />
Provide information of the<br />
products or service that the<br />
business provide.<br />
Allow the opportunity for<br />
questions and any other<br />
information.<br />
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Menslike hulpbronne/Human<br />
resources.<br />
i) Goeie<br />
induksiepraktyke.<br />
Reël vroeë suksesse.<br />
Stel duidelike<br />
prestasiestandaarde.<br />
Laat toe vir ‘n<br />
“inskakelingsperiode”<br />
Verskaf<br />
ondersteuning.<br />
i) Good induction<br />
practices.<br />
Arrange for some early<br />
successes.<br />
Have clear<br />
performance<br />
standards.<br />
Allow for “settling-in”.<br />
Provide support.<br />
Menslike hulpbronne/Human<br />
resources.<br />
e) Salarisadministrasie.<br />
Die Loonraad stel minimum lone en<br />
ander vereistes vir indiensneming<br />
vir alle industrieë vas.<br />
Hierdie raad doen ook ondersoeke<br />
oor lone en diensvoorwaardes.<br />
Werknemers word om verskeie<br />
redes verskillende bedrae betaal.<br />
Topbestuur kry meer omdat hulle hoë<br />
kwalifikasies, jare se ondervinding en<br />
besluitnemingsverantwoordelikhede<br />
het.<br />
Sommige is hoë risiko werk.<br />
Sommige werke vereis ‘n hoë vlak van<br />
natuurlike vermoë.<br />
e) Salary administration.<br />
The Wage Board sets minimum<br />
wages and other conditions of<br />
employment for all trades.<br />
This Board also undertake<br />
investigations into wage and<br />
conditions of service.<br />
Employees are paid different<br />
amount of money for the following<br />
reasons:<br />
Top management get more because of<br />
their qualifications and years of<br />
experience and decision-making<br />
responsibilities.<br />
Some jobs involve high risk.<br />
Some jobs require a high level of<br />
natural ability.<br />
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Menslike hulpbronne/Human<br />
resources.<br />
i) Betaling van lone en<br />
salarisse.<br />
Die loon- en<br />
salarisdepartement is<br />
verantwoordelik vir die<br />
betaling van lone en<br />
salarisse.<br />
Wanneer werknemers<br />
volgens ‘n tydskaal betaal<br />
word sal hulle ‘n tydkaart hê.<br />
Die betaling kan gedoen<br />
word in kontant, per tjek of<br />
as ‘n kredietoordrag na die<br />
werknemer se bankrekening.<br />
i) Payment of wages and<br />
salaries.<br />
A wages and salary<br />
department is responsible<br />
for the payment of wages<br />
and salaries.<br />
When an employee is paid at<br />
a time rate they will have a<br />
time card.<br />
Actual payment can be made<br />
by cash, cheque or a credit<br />
transfer to the employee's<br />
bank account.<br />
Menslike hulpbronne/Human<br />
resources.<br />
Die betalingstroke moet<br />
die volgende bevat:<br />
Werknemer se naam en<br />
aanstellingsnommer.<br />
Belastingnommer.<br />
Bruto betaling.<br />
Bonus, kommissie en<br />
oortyd.<br />
Verpligte aftrekkings.<br />
Vrywillige aftrekkings<br />
Netto betalings.<br />
The pay advice should<br />
contain the following<br />
information:<br />
Employee’s name and work<br />
number.<br />
Tax number.<br />
Gross pay.<br />
Bonus, commission and<br />
overtime.<br />
Compulsory deductions.<br />
Voluntary deductions.<br />
Net pay.<br />
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Menslike hulpbronne/Human<br />
resources.<br />
Verpligte aftrekkings.<br />
Dit is die wat volgens wet van<br />
die werknemers afgetrek<br />
moet word.<br />
Die enigste verpligte<br />
aftrekking wat oins tans in<br />
Suid-Afrika het, is<br />
inkomstebelasting en<br />
werkloosheidsversekering.<br />
Inkomstebelasting word op<br />
die volgende maniere<br />
afgetrek: alle werknemers<br />
betaal SIBW-belasting en<br />
werknemers wat meer as<br />
R80000 per jaar verdien,<br />
betaal ook LBS-belasting.<br />
Compulsory deductions.<br />
These deductions that by law<br />
must be deducted from<br />
employees.<br />
The only compulsory<br />
deductions we currently have<br />
in South Africa are Income tax<br />
and Unemployment<br />
Insurance.<br />
Income tax is deducted in the<br />
following way: all employees<br />
pay SITE tax, and employees<br />
earning more that R80000<br />
per year also pay PAYE.<br />
Menslike hulpbronne/Human<br />
resources.<br />
Vrywillige aftrekkings.<br />
Vrywillige aftrekkings is<br />
spesifieke bedrae wat vir<br />
spesifieke redes afgetrek<br />
word.<br />
Dit kan vir die<br />
lidmaatskap van ‘n<br />
vereniging of<br />
bukomende bydraes tot<br />
‘n pensioenfonds wees.<br />
Voluntary deductions.<br />
Voluntary deductions is<br />
specific amount that is<br />
deducted for a specific<br />
reason.<br />
It could include<br />
membership to a staff<br />
association, or extra<br />
contributions to a<br />
pension fund.<br />
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resources.<br />
f) Werknemersvoordele.<br />
Sommige maatskappye<br />
bied voordele aan wat<br />
werknemer bykomend to<br />
hul betaling kry.<br />
Dit word byvoordele<br />
genoem.<br />
Byvoordele het<br />
knotantvoordeel, maar<br />
word nie in kontant<br />
uitbetaal nie.<br />
f) Employee benefits.<br />
Some firms offer benefits<br />
that the employees will<br />
receive in addition to<br />
their pay.<br />
These are called fringe<br />
benefits.<br />
Fringe benefits have a<br />
cash value, but are not<br />
paid in cash.<br />
Menslike hulpbronne/Human<br />
resources.<br />
Sommige voorbeelde van<br />
sulke byvoordele is:<br />
‘n Pensioen-of voorsorgfonds.<br />
Mediese fonds.<br />
Statutêre voordele.<br />
Maaltye.<br />
Maatskappymotor.<br />
Reistoelae.<br />
Bestaanstoelae.<br />
Afslag wanneer producte van<br />
die maatskappy gekoop<br />
word.<br />
Lenings en verbande teen lae<br />
rentekoerse.<br />
Some examples of fringe<br />
benefits are:<br />
Pension or provident funds.<br />
Medical aids.<br />
Statutory benefits.<br />
Meals.<br />
Company cars.<br />
Travelling allowance.<br />
Discounts when buying<br />
products from the company.<br />
Loans and mortgage bonds at<br />
low interest rates.<br />
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resources.<br />
i) Pensioen- of<br />
voorsorgfondse.<br />
ii) Mediese hulp of<br />
gesondheidsversekering.<br />
iii) Statutêre voordele.<br />
Werkloosheidsversekeringwet<br />
Wet op die Vergoeding<br />
vir Beroepsbeserings en<br />
–siektes.<br />
i) Pension or provident<br />
funds.<br />
ii) Medical aid or health<br />
insurance.<br />
iii) Statutory benefits:<br />
Unemployment<br />
Insurance Act.<br />
Occupational injuries<br />
and Diseases Act<br />
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