Recruitment and Retention
Recruitment, Selection and Placement Process
- Position Management
- Job Analysis
- Prepare Job Specification and Job Description
- Profile position Job Grading, KPI, KPA etc. setup per position
- Salary Benchmarking of each position
- Placement of advertisements
- Shortlisting of candidates
- Assessments Assess candidate on predefined position criteria
- Assist with interviews
- Selection of successful candidate
- Rejection Letters
- Offer of Employment (drafting of contract if necessary)
- Define execution of retention strategy
- Communicate strategies to all employees
- Involve employees in Employee retention improvement strategy
- Determine reasons for termination by analysing exit interviews
- Achieve Business outcome
Psychometric Assessments for Employment, Training and Development purposes
- Assess the training need or the position to determine suitable tests
- Manage the administration, interpretation and feedback to employees
- Provide the employer with a summary report with candidate information as well as recommendations.
- For training, developmental and recruitment purposes.
Performance Management
- Planning of Performance Management Strategy
- Align Business Strategy to Performance strategy and set goals
- Formalise Information: Job profiling with specific competencies per position
- Train Management on Process to be followed
- Train employees on Process & Manage Expectations
- Communication: Performance criteria discussion with employee
- Alight individual objectives with business strategy
- Facilitate Mentors: Assign a mentor where needed
- Facilitate Teamwork: Ongoing performance discussions and progress reporting to track the effectiveness of performance management process
- Final/Formal Review session: Discuss and agree on measurements scores
- Calibration: Review Panel/Manager to verify scores and validate process followed
- Alignment: Reward Performance and identify development & training plans
- Information System: Capture/Organize the information for effective management reporting.
Appointment & Induction process
- Letter of Appointment given to Employee
- Design of Induction program
- New employee HR Induction file prepared
- Probation process and measures discussed with employee
- Salary structure and remuneration discussed with Employee
- Induct employee on general working conditions and policies
- Health & Safety department to Induct employee
- New engagement documentation to be completed by employee
- Verify all employee information for payroll purposes
- Employee beneficiary forms forwarded to providers
- New employee record created in payroll system
Reward
- Understand and Analyse your Business strategy to determine action plan
- Design and identify remuneration components
- Design and implement the remuneration processes and procedures
- Communication to line managers and including in policy
Training and Development
- Identify Need & Requirements by means of a needs analysis on organizational and employee level
- Planning and establishing training priorities & approach to be followed
- SETA Regulation: Align position to SETA requirements including OFO Codes
- Design Individual Development Plans and alight to company strategy
- Execution and arrangement of effective and efficient training delivery on employee level
- Evaluate training interventions/programs
- Legislative Compliance: compile workplace skills plan for training completed (WSP) and Annual training report for planned training (ATR) to enable SETA reporting
- Submit annual SETA reporting
Payroll Outsourcing
We handle the entire payroll processing function from cradle to grave.
The following form part of the payroll outsourcing process:
- Calculation of the wages due to each employee, according to their contracted payment basis.
- Calculation of bonuses or deductions and auctioning of annual increases.
- Calculation and deduction of taxes and other pay-related obligations (garnishees etc.).
- Deduction of pension and provident contributions
- Deduction of voluntary amounts (e.g. union fees, saving schemes, etc.)
- Management of leave pay and other entitlements
- Management of sick-pay and other support payments
- Maintaining the employee’s full financial records
- Generation of payment instructions – e.g. Transfer/bank file
- Provision of information to the accounting and audit systems
- Tax year end submissions to SARS
Customer Specific projects
- Team Building Initiatives to facilitate relationship building and identify barriers to performance.
- Culture and Diversity Intervention to ensure optimal effectiveness and cohesiveness
- Leadership skills development through active succession planning and management and transfer of existing skills.
Employee benefits
Employee benefits are optional, non-wage compensation provided to employees in addition to their normal wages or salaries. Premier Consult can manage the administration of employee’s Pension and Provident funds and medical aid administration and thus contribute to the Financial Wellness of all employees.