JOB PROFILE. Junior HR Practitioner: Training, Development and. Rosslyn Permanent PURPOSE STATEMENT

Transcription

1 JOB PROFILE 1. POSITION DETAIL CURRENT JOB TITLE Junior HR Practitioner: Training, Development and Performance Management JOB GRADE C2 PROPOSED JOB TITLE JOB CODE DEPARTMENT HRT DATE REVIEWED LOCATION EMPLOYMENT STATUS Rosslyn Permanent PURPOSE STATEMENT The purpose of this role is to provide support in implementing training and development, performance management and talent management initiatives within the Company. Supports the analysis, co-ordination and implementing of the workplace skills plan, and reporting on skills development initiatives to the SETAs. Assists the Company to achieve greater efficiency by supporting HRD and performance management processes. POSITION IN THE ORGANISATION LINE MANAGER. POSITION HR Practitioner: Training, Development and Performance Management Junior HR Practitioner: Training, Development and Performance Management.. SUBORDINATE SUBORDINATE POSITIONS Please provide job titles of subordinates and total number of employees per job title (organogram can be inserted)

2 2. POSITION DESCRIPTION MAIN OUTPUTS AND RESPONSIBILITIES FOR THIS POSITION (Please provide a short description under each heading/output) TIME SPENT 1. Department Support Provides input to the development of the HRT plans Supports the HR Practitioner to translate the business and HR strategy into effective policies and practices; Implements policies or programmes in the areas of Talent Management, Learning and Development, Organisational Development, Performance Management, Transformation, Reward Management, and Skills Development Contributes to the management of HR risks Acts as a change agent and implements change initiatives Provides support to other HR functions and processes as necessary Provides input into the HR information system Recommends improvements to HR processes, policies, procedures and practices 25% 2. Department Administration Support Participates in HR department and organisationwide meetings Ensures relevant documents are up to date Maintains filing system Schedules, prepares agendas, prepare invitations, distribute invitation, determine who will attend Coordinates external meetings according to the standards of performance required to ensure customer satisfaction (including venue, procedures and the like) Keeps evidence for risk and business administration and governance purposes Maintains Manager s diary Contributes to preparation of all HRT reports 3. Development Interventions Provides relevant in-house training Participates in all requisite Interventions including employee induction processes Identifies training vendors with the necessary SAQA standards and SETA approval 25% 20%

3 MAIN OUTPUTS AND RESPONSIBILITIES FOR THIS POSITION (Please provide a short description under each heading/output) TIME SPENT 4. Training Database updating Updates the training and development database Captures Training Spend for all attended training Participates in the induction programme Reconciles payments for SDL Refund Maintains accurate training records Monitors actual against planned training 5% 5. Performance Management Provides support to the performance management processes Documents the outcomes of performance management processes 25% TOTAL 100 %

4 JOB EVALUATION CRITERIA A) KNOWLEDGE AND SKILLS FORMAL EDUCATION TECHNICAL/ LEGAL CERTIFICATION National Diploma in Human Resources, or related field Registered SDF will be an advantage EXPERIENCE 1 year related experience in HRD with strong skills development and performance management background.

5 COMPETENCIES COMPETENCIES KNOWLEDGE SKILLS ATTRIBUTES Human Resource Computer Literacy Tact Management Administration Systems Communication Innovation CRM Problem solving Time Management Labour Legislation Decision making Attention to detail Assertiveness Techniques Inter personal Honesty Policies and Procedures Negotiation Ability to work under pressure Performance Management Presentation Skills Integrity Talent Management Conflict Handling Sense of Humour Project Management Verbal and Written Resilient communication skills Training and Development Assertiveness Assertiveness Systems Facilitation Training Administrative Report writing Relationship versatility Performance Management Research Project Implementation 3. OTHER SPECIAL REQUIREMENTS Own transport

6 B) DECISION MAKING What are the most regular and complex challenges in the job? Please provide a couple of examples of regular problems that need to be resolved and not ad hoc scenarios or cases. Also indicate how these problems or challenges will be resolved. Staff conflict Deadlines Please name the resources utilised by the jobholder to solve problems or make decisions, e.g. the internet, manuals, policies, procedures, external resources, etc. the internet, manuals, policies, procedures, internal and external resources Please provide the typical planning cycle of the job macro as well as micro planning, e.g. macro 3 5 years and micro 1 year. Also provide examples to elaborate on the answer. Micro Weekly, Monthly How long will it normally take before the impact of the judgement calls made by the jobholder will be felt in the business? Immediate What type of practices, procedures, policies, systems or outputs does the jobholder influence or change in his/her role as a Professional/Technical consultant or specialist operational, tactical or strategic? Please apply the 60/40 rule and provide examples to elaborate on the answer. Recommend practices and efficiency possibilities

7 C) ACCOUNTABILITY What type of decisions can the jobholder take within his/her area of accountability and what type of decisions will typically be referred to the direct HR Practitioner for sign off? Please provide a couple of examples of regular decisions/problem solving or judgement calls and not ad hoc scenarios or cases. Jobholder accountability Training decisions within delegated authority Referral to Line Manager for approval All others D) COMMUNICATION Please provide examples on the context, range and complexity of subject matters being communicated by the jobholder as well as the context, format and process of communication used to reach the target audience. Please refer to both verbal and written communication. (Concentrate on issues that make the communication process complex, e.g. communicating information to an audience that is not familiar with the concepts and technology, communicating to an audience that has their own opinions and the subject matter is of such a nature that no single interpretation can definitely be shown to be correct and the jobholder has to persuade the audience under these circumstances of what he/she thinks the best practice is, etc.) Verbal networking, negotiations, presentations, facilitation of discussions, problem solving, training interventions, engagement with stakeholders, and the like Written concept documents, project plans, proposals, presentations internal and external reporting, , network correspondence

8 APPROVED BY LINE MANGER SIGNATURE: DATE: CONFIRMED BY HR EXECUTIVE SIGNATURE: DATE: ACKNOWLEDGED BY INCUMBENT SIGNATURE: DATE: