Invitation Letter To The Interview
Calling prospective employees to an interview is usually the last task in the recruitment exercise. The Human Resource Practitioner (HRP) has a responsibility of ensuring that letters inviting applicants to an interview are carefully written and include information that is not ambiguous to both the applicant and the human resource department. Applicant or prospective employee […]
The Advisory Nature Of Human Resource Practitioner To An Organisation’s Leadership
This is the first of 2 instalments which will demonstrate the nature of human resource department duties that would otherwise overwhelm an organisation’s leaders were it not for the presence of a Human Resource Practitioner (HRP) among them to advise, attend to and address matters that affect the human resource. The purpose of leadership in […]
Impartiality Of The Human Resource Practitioner At The Workplace
In this article the writer illustrates the impartiality of a Human Resource Practitioner (HRP) in an organisation’s human resource (HR) affairs. Impartiality can be defined as the act of not siding with one party over another for an improper or biased cause or reason. An example is where 2 brothers work in the same factory, […]
Framing Disciplinary Offences Correctly Part 1
Undisciplined employees at the workplace need to be corrected through a fair disciplinary system. Undisciplined employees do not follow instructions or obey established organisation’s rules, systems and orders. They usually have no respect for their superior officers. The writer defines disciplined as “Acting in a manner and behaviour that directs an employee’s energy towards satisfying […]
Framing Disciplinary Offences Correctly Part 2
This write up is the last of 2 instalments on this subject. The intention is to demonstrate the correct way of framing workplace offences. Incorrect framing of offences can result in the employee being charged on a case that he/she did not commit and either the Hearing Committee (HC) dismissing the case or applying an […]
Demystifying Practical Strategies For Human Resource Practitioners
Organisations have a myriad of human resource problems that affect productivity and require the Human Resource Practitioner (HRP) to solve. Problems can be of an endemic or occasional nature but require immediate to, long term solutions. Endemic for our purpose means a situation where the problems have and continue to exist. Occasional refer to problems […]
