Swift Labour Consultancy/Boland,Western Cape-Kevin Watson

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Swift Labour Consultants offers tailor made HR solutions for your Company,Business or Institution.Professional help with Industrial Relations,Recruitment and Selection,Organisational Development and Training and Development.

02/10/2014

Delays in sector codes endanger BEE ratings of companies
July 17 2014 at 08:00am
By Ayanda Mdluli
Ayanda Mdluli
Companies representing half the economy are at risk of becoming non-compliant when evaluated against the amended broad-based black economic empowerment (BEE) codes to take effect in May next year.
Information and communications technology, agriculture, financial services, tourism and transport businesses are at risk largely due to Department of Trade and Industry delays in releasing sector-specific codes.
Experts have said that because of the delays, companies will have to follow the amended generic codes that were released in October last year to avoid non-compliance.
The Broad-based BEE Amendment Act was signed into law in January and will bring about major changes to the previous act of 2003.
On January 27, the government published the Broad-based BEE Amendment Act of 2013, which made changes to the principal act – the Broad-based BEE Act of 2003.
In November 2011, the government signed an accord where it pledged that 75 percent of goods would be procured from local suppliers.
The amendment acts have given the minister of trade and industry powers to issue sector-specific codes and allow the state to set criteria that exceed those laid out in the codes.
Keith Levenstein, the chief executive of EconoBEE, said the more controversial areas in the new codes were that the points per level had been changed and, since a company’s BEE level was measured on this points system, the new amendments would dilute these ratings.
“Since this has changed dramatically, many companies will be non-compliant… and if they cannot be compliant then they will not bother about transformation.
“The unintended consequence of this is that companies will throw their toys out the cot and if they continue with non-compliance they can lose business,” he said.
One of the key changes, highlighted by the department, is the establishment of a commission that will receive and investigate complaints and maintain a registry of major transactions. It will also be able to impose penalties for fronting practices and refer cases for criminal investigation.
In addition, the government, public entities, sector education and training authorities and listed companies will have to report compliance as their core obligation.
Also, the key changes suggest the establishment of a body to accredit and regulate verification agencies.
The department has since gone on record stating that the new sector codes would be released before the end of the year.

01/10/2014

Qualified Boilermaker-Contract position for 2 months-West Coast
Please forward your CV to [email protected]

01/10/2014

Position Available-Receptionist/PA to National Sales Manager-Cape Town
Requirements
1.Telephone Etiquette/Switchboard experience
2.Well presented
3.Computer Literate
4.Organising skills
5.Available from November 2014
6.Some Previous experience in Cargo/Freighting
7.Bilingual

Send your CV to [email protected]

01/09/2014

Swift Labour Consultancy which forms part of FREO(Full Range Employers Organisation) that affords you the oppurtunity of CCMA representation and several other matters.

We Specialize in Labour Relations…

Are you seeking a professional
And affordable Organisation which can assist you with amongst other matters,
The following:

Labour Law
Grievance and Disciplinary procedures
Company disciplinary Code
Dispute resolutions and processes
Negotiations
Conditions of Employment
Retrenchment
Mediation and Arbitration
Dealing with Trade Unions
Dealing with strikes
Training staff in Labour Law & Relations

WE CAN ASSIST YOU:
OUR FOCUS IS TO PROVIDE TO OUR MEMBERS ASSISTANCE
AND EXPERT ADVICE IN DEALING WITH LABOUR RELATIONS ISSUES

CONTACT KEVIN WATSON AT 076 257 9157
OR MARLIZE AT 083 232 4292 OR 021 8734943
FOR FURTHER DETAILS CONCERNING MEMBERSHIP

23/07/2014

Call 0762579157

23/07/2014

Join FREO(Full Range Employers Organisation) Part of Rule 25 of the CCMA states you can only be represented at the CCMA if you belong to an Employer's Organisation.We also offer several other HR related functions.

27/06/2014

We are seeking a Administration/Sales rep for the Paarl area in the Distribution business.Computer literacy,valid drivers license and the ability to Sell and obtain and service new and old clients.Well groomed individual with a sense of style and eloquent in both English and Afrikaans.

17/06/2014

Local business

22/05/2014

Psychological Contract

Research demonstrates quite clearly that levels of employee engagement, although generally high during the first six months of employment, tail off very quickly from this point onwards. During this ‘honeymoon period’, workers are fired up with enthusiasm, hope and expectation, in part ignited by their own perceptions and in part by those created by everything from the job advertisement to the sales pitch of the employer at their interview. Should those perceptions fail to match the reality of the situation once they are actually doing the job, hope is dashed, trust is lost and levels of engagement quickly plummet.
In many cases, the things which impact most significantly on employee engagement are those which are slightly less tangible. They are not to do with salaries, benefits or the number of working hours, all of which are laid down in the formal work contract, but with the more subtle aspects of the work experience, many of which lie within what is often referred to as the psychological contract which exists between the employee and the employer.
Unlike a formal contract of employment, the contents of which could potentially be tested at an employment tribunal, a psychological contract is not something which would generally stand up in a court of law because it speaks of the perceptions and expectations which are faced in the reality of the employment situation. It addresses concepts such as mutual trust and confidence, fairness and the reality of delivering on promises. It is the often unwritten and unspoken deal between an employee and an employer. Despite not being set out formally between the two parties, however, it has far greater potential to influence staff engagement and retention than the legal contract does. In the case of the latter, the worker knows precisely what he or she is signing up to and so there is little room for disappointment or disillusionment. In the case of the former, however, if the employee perceives that the other party is not delivering on their end of the agreement, there is every chance that the relationship will suffer and, along with it, levels of satisfaction, engagement and performance.
The psychological contract is, to a large extent, what determines employees’ day-to-day behaviour and performance, and if they feel that the employer is fulfilling his end of the bargain, they will respond with loyalty, commitment and better performance.
The people management practices which an organization has in place, and the extent to which these are demonstrated and upheld by HR and managers, play a huge role in influencing the health of the psychological contract. In cases where employers renege on their commitments or break their promises, thus shattering the employees’ initially positive perceptions, the effects can be catastrophic. The onus for ensuring that a sense of trust and fairness is maintained lies very much with employers, therefore, and how successful they are at creating and maintaining a positive psychological contract relies on everything from HR policies to the day-to-day actions and attitudes of managers.t

05/05/2014

We have positions available for the following vacancies:
1.Warehouse/Logistics Supervisor
2.Drivers
3.Administrative Staff with Pastel and Computer Literacy
4.Technical Staff with Prodcution Experience
5.Petrol Attendants
6.Forkliftdrivers

Positions available Nationally.

Please forward your CV to [email protected],or [email protected].

16/04/2014

Looking for an employee with a specific skill set or do you need employment or a job? E-mail your CV or vacancy and specifications to us at [email protected] and we could assist you.

Address

Wellington
7655

Telephone

0762579157

Website

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