Our experience and current projects in the skills development are:

  • The development of a training manual for Housing Administrators as part of the ABSA funded Low Cost Housing Training.  This training course aims to facilitate development of trainers within the Housing departments of Municipalities that are able to facilitate a Housing induction programme for all housing staff.  The purpose of this induction programme is to increase the awareness amongst Housing Administrators of the broader housing context and the role of Municipalities in meeting the housing needs.
  • Development and implementation of a leadership and performance management training programme for senior and middle managers of the WRHI, a member of the Wits Health Consortium.  The purpose of this programme is to develop the management and leadership skills within the RHRU to ensure appropriate implementation of performance management processes within the environment.  A similar programme has been developed and implemented for Anova.
  • Development and implementation of an induction programme for the Expanded Public Works Programme.  This required developing and implementing a programme to orientate and facilitate role clarification for approximately 60 new staff members of the EPWP.  This programme needed to communicate the values, context and expectations that the EPWP unit.  It also aimed to develop a context for the new staff members so that they were able to be productive in their new roles as quickly as possible.
  • A training evaluation was conducted for the Department of Public Service and Administration on their management-training programme.

Our experience and current projects in the human resource policy area are:

  • Conducted a GTZ funded review of HR plans from national and provincial departments for the Department of Public Service and Administration.  This project required a review of the overall HR plans for each department.  An analysis of the key trends and findings across clusters, provinces and functions was also undertaken and recommendations were developed to facilitate more effective HR planning.
  • Development of a remuneration policy and implementation of a job evaluation system for TEDCOR, a labour intensive waste management company.  This project required a review and development of all the job profiles in the company, grading of all the positions, developing a remuneration policy aligned to the job grading system and a review of the current levels of remuneration in line with the market related salary bands.
  • Human resource policies and procedures have been developed for the Board of Health Funders, Scandiavian Brand House, Octagon, the Zenex Foundation, Shisaka Development Management Services, TUHF, HIVOS South Africa, the Office of Health Standards Compliance and various municipalities including Bitou Local Municipality, Metsweding District Municipality and Kungwini Local Municipality.
  • A service excellence award framework was developed for Tshwane Metropolitan Municipality that created a transparent framework for making awards for excellence in service delivery.
  • A remuneration policy and job evaluation framework was developed for Planact.