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Human resources
The HR lifecycle - onboarding, policy, employment equity, training, discipline and the South African statutory framework around it.
Absenteeism Absenteeism is the pattern and rate of unplanned absence from work, tracked separately from approved leave.Annual training report The annual training report (ATR) reports the training an employer actually delivered, submitted alongside the next workplace skills plan to claim a SETA grant.B-BBEE B-BBEE, Broad-Based Black Economic Empowerment, is South Africa's scorecard framework measuring transformation across ownership, management, skills development and other pillars.CCMA The CCMA, Commission for Conciliation, Mediation and Arbitration, is the South African statutory body that resolves workplace disputes between employers and employees.Code of conduct A code of conduct is the set of rules of behaviour an employer expects employees to follow, forming the basis for what counts as misconduct.Compensation and benefits Compensation and benefits (C&B) is the HR discipline designing salary structures, incentive plans and benefit programmes.Cost centre A cost centre is an organisational unit costs, including payroll cost, are grouped against for budgeting and reporting purposes.Cost-of-living adjustment A cost-of-living adjustment (COLA) is an across-the-board pay rise tracking inflation, applied to everyone regardless of individual performance.Disciplinary code A disciplinary code is the schedule mapping types of misconduct to likely sanctions, used to keep disciplinary outcomes consistent.Disciplinary procedure A disciplinary procedure is the fair process an employer must follow to address misconduct or poor performance, before any dismissal can be considered fair.Dismissal Dismissal is the ending of employment for misconduct, incapacity or operational reasons, fair only if both the reason and the process meet the LRA's standard.Employee handbook An employee handbook is the collected set of policies and procedures governing the employment relationship, given to staff for reference.Employee lifecycle The employee lifecycle is the sequence of stages a person passes through with an employer - attract, hire, onboard, develop, retain and exit.Employee self-service Employee self-service (ESS) is a portal where employees can view their own payslips and leave balances and update certain personal details directly.Employment equity Employment equity (EE) is the South African framework requiring designated employers to redress historical workplace inequality and report on their progress.Employment equity report The employment equity report (EEA2/EEA4) is the annual return a designated employer submits to the Department of Employment and Labour on its workforce profile and progress.Exit interview An exit interview is a structured conversation with a departing employee to capture their reasons for leaving and feedback on the organisation.Full-time equivalent Full-time equivalent (FTE) is a unit that normalises part-time and full-time staff into the equivalent number of full-time roles, based on hours worked.Grievance A grievance is a formal complaint an employee raises about a workplace issue, handled through a defined internal process before escalating elsewhere.Group life cover Group life cover is employer-arranged life, disability and dread-disease insurance for staff, typically funded through a payroll deduction or employer contribution.Headcount Headcount is the number of people employed, counted as individual bodies regardless of whether they work full-time or part-time.HRIS An HRIS, human resource information system, is the software of record for employee data - personal details, position, leave and employment history - used alongside payroll.Human resources Human resources (HR) is the function that manages people through every stage of their time with an employer, from hiring to exit - the umbrella over the rest of this category.Job description A job description (JD) sets out a role's duties, responsibilities and reporting line, used in recruiting, performance management and grading.Job grading Job grading is the practice of ranking roles by size and complexity to set their relative pay, commonly using the Paterson or Peromnes systems in South Africa.Job specification A job specification sets out the skills, qualifications and experience a role requires - the person profile that complements a job description.Learnership A learnership is a South African structured work-and-study programme leading to a registered qualification, linked to SETA funding and the Employment Tax Incentive.Line manager A line manager is the manager an employee reports to directly, responsible for day-to-day supervision, approvals and performance management.LRA The LRA, Labour Relations Act, is the South African act governing collective bargaining, unfair dismissal and the dispute resolution process through the CCMA.Merit increase A merit increase is a pay rise awarded for individual performance, rather than applied across the board to everyone.Offboarding Offboarding is the process of separating an employee from the organisation - handover, access removal and a final, accurate pay calculation.Onboarding Onboarding is the structured process of integrating a new hire into their role, team and the organisation, including getting their pay set up correctly.Organogram An organogram is a diagram showing how positions relate to each other through the reporting lines across an organisation.Pay grade A pay grade is a defined salary range that a group of comparable roles falls within, set through job grading.Position A position is a defined seat in the organisational structure that an employee occupies, distinct from the person who currently fills it.Probation Probation is an initial period of employment during which an employer assesses a new hire's suitability for the role under relaxed dismissal rules.Retention Retention is the practice of keeping valued employees engaged and employed, reducing the rate at which they leave.Retrenchment Retrenchment is dismissal for operational reasons - the business no longer needs the role - governed by a formal consultation process under section 189 of the LRA.Salary benchmarking Salary benchmarking compares internal pay against external market data to check whether an organisation's pay levels remain competitive.SETA A SETA, Sector Education and Training Authority, administers skills development levies and grants for a specific industry sector in South Africa.Skills development Skills development is employer-funded training partly financed by the SDL and incentivised through SETA grants and B-BBEE scorecard points.Span of control Span of control is the number of direct reports a manager oversees, used to judge whether a structure is too flat or too deep.Staff turnover Staff turnover is the rate at which employees leave an organisation and are replaced, tracked as a percentage of the workforce over a period.Succession planning Succession planning identifies and develops internal candidates ready to step into key roles when they become vacant.Talent management Talent management is the integrated practice of attracting, developing and retaining the people an organisation needs to execute its strategy.Time and attendance Time and attendance (T&A) is the tracking of hours worked and absence, feeding payroll calculations and helping manage attendance patterns.Total rewards Total rewards is the full value of pay, benefits, recognition and development an employee receives - everything an employer offers in exchange for work, not just salary.Unfair dismissal An unfair dismissal is one lacking a fair reason, a fair process, or both, and can be challenged by the employee at the CCMA.Workforce planning Workforce planning is forecasting the headcount and skills a business will need, ahead of recruiting or restructuring decisions.Workplace skills plan A workplace skills plan (WSP) is the annual plan of intended employee training an employer submits to its SETA to qualify for a portion of its SDL back as a grant.
