Friday, May 22, 2020

A Detailed Job Description For Staff Retrenchment And...

1. Measuring compliance As noted in sections 2 and 3 above, Zagga must have enough human resources to enable us to carry our ACL and AFSL general obligations. Our measures for ensuring that we have enough human resources will normally include: †¢ recruitment processes and succession planning; †¢ systems for inducting and training new staff; †¢ performance management systems; †¢ processes for staff retrenchment and redundancy (RG104.87); and †¢ automation of certain functions to either obviate, or deduce, as the case may be, the need for human intervention. We will use the questions in Annexure B to help us design and test our measures for complying with the general obligations. 2. Key human resources processes 5.1 In recruiting appropriately skilled employees, Zagga will generally adhere to the following procedure: a. complete a detailed Job Description (JD) including all relevant information about the role, the deliverables, remuneration and areas of competence required, to be approved by the HR Manager and the CEO prior to distribution or publication; b. publish all vacancies internally to determine the availability of internal candidates and/or any referrals from Zagga personnel of suitable candidates; c. where necessary, publish the JD on suitable portals, such as SEEK or LinkedIn Jobs, or where considered appropriate, engage an external recruiter to assist with the recruitment and selection process; d. all candidates will be initially screened for suitability by the HR

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