Les 1 - Hoërskool Hans Moore

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