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Transversal Human Resource Policies and Guidelines

Vision

The transversal Human Resource Policies and Guidelines strives towards ensuring good governance and facilitating best and just Human Resource management functions and practices within the Mpumalanga Provincial Administration.

Mission statement of the unit

Co-ordinate, monitor and evaluate implementation of Transversal HR policies, frameworks and guidelines within the Mpumalanga Provincial Administration through:

•  Improving the organization and capacity including the roll out of project management practice and systems; and
•  Positioning the Office of the Premier as a centre of excellence in terms of systems, values, process and people.

Objectives

• Draft, develop and seek approval for consulted Constitutionally sound Transversal H R Policies, frameworks and Guidelines;
• Strengthen Provincial HR capacity on Transversal Human Resource Policies and Guidelines to ensure good governance;
• Co-ordinate, monitor and evaluate the impact of the implementation of Transversal HR Policies and Guidelines implementation; and
• Strengthen Provincial Health and Wellness management components and co-ordination.

Operational Activities

Draft, develop and seek approval of consulted Constitutionally sound Transversal HR Policies, frameworks and Guidelines by:

• Review legal prescripts and regulations on HR;
• Conduct needs analysis, audit and mini research projects in departments to identify and validate imperatives for HR policies;
• Discuss results and impacts of legal prescripts and directives within the team;
• Establish a task team and discuss the drafting of a discussion document and rationale for the drafting of the particular policy;
• Circulate the draft for inputs to customers;
• Draw up a second draft based on inputs;
• Circulate for further inputs to ensure effective consultation;
• Subject the final draft to the State Law Advisors to exclude legal loop holes and grey areas;
• Finalize the draft and submit to extended management for final inputs;
• Submit the final draft to the Director-General for rectification and approval;
• Distribute copies of approved HR Policies Guidelines to the components within the Office of the Premier;
• Distribute copies of approved HR frameworks and guidelines to the Provincial Departments;
• Review HR policies, Frameworks and guidelines; and
• Read and keep up to date on all HR Policies.

Strengthen Provincial HR capacity on Transversal Human Resource Policies and Guidelines by:

• Identify training needs on Transversal Human Resource Policies and Guidelines;
• Develop training material and awareness programmes;
• Conduct workshops in the Office of the Premier/ other departments;
• Conduct awareness campaigns;
• Evaluate the impact of the workshops and awareness campaigns;
• Develop mechanisms to address loopholes if there are any;
• Co-ordinate Human Resource Forum meetings;
• Co-ordinate PMDS Forum meetings;
• Co-ordinate Task team meetings;
• Compile and present quarterly reports on the implementation of PMDS to the Clusters; and
• Attend and participate in the Steering Committees on HR Development, HR Planning, SMS, Employment Practices and Career management, Employee Health and Wellness and Employment Equity Transformation and disseminate information to all departments.

Co-ordinate, monitor and evaluate the impact of the implementation of Transversal HR Policies and Guidelines by:

• Design tools to assess implementation (e.g.: Interviews; questionnaires; observations; feedbacks; Meetings; Report reviews, etc.)
• Visit departments to check compliance;
• Visit departments to obtain information regarding progress made;
• Analyse information and compile reports;
• Compile and provide reports to the relevant Authorities; and
• Facilitate workshops on recommendations.

Strengthen Provincial Health and Wellness function through:

• Co-ordinate Transversal Health and Wellness programmes;
• Co-ordinate and chair IDC: HIV and AIDS meetings;
• Co-ordinate workshops on health and wellness events;
• Conduct monitoring and evaluation of Health and Wellness programmes; and
• Compile and provide reports on Health and Wellness programmes.
• Enhance advocacy and communications strategy on the implementation of EH&W programmes across the Provincial Departments.

HR Policies reviewed and approved by October 2007:

Human Resource Management Practices

• Recruitment
• Selection
• Probation
• Induction
• Overtime
• Retention
• Employment Equity
• Resettlement
• Incentive Scheme Reward
• General Leave
• Special Leave

Human Resource Development

• Bursary
• Learnership
• Internship
• Career Management
• Succession Planning

Special Projects

• HIV and AIDS
• Employee Assistance Program
• Disability
• Smoking
• Substance Abuse,/li>
• Sexual Harassment

Other available Human Resource Policies and guidelines

• Performance Management and Development Policy
• Retention Strategy
• Human Resource Plan
• Exit Interview
• Employment Equity Plan

Values 

The specific values that influenced our determination to be devoted to the effective fulfilling of the unit's core business and inculcate a culture of a just committed human resource management inter alia, include:

• Accountability;
• Equity;
• Efficiency and Effectiveness;
• Courtesy;
• Commitment
• Consistency;
• Diversity;
• Professionalism;
• Respect;
• Recognition;
• Transparency; and
• Teamwork.

Batho Pele Principles

The programmes forming the core of the unit are founded on the following principles of Batho Pele to ensure improved service delivery:

• Consultation : All customers shall be consulted on HR policies to ensure relevance, acceptability and reliability to enhance performance;
• Service standards: The policies should comply with the minimum standards and the human resource legal prescripts. The developed policies should be allowed for critiquing and be subjected to bench marking with those addressing similar issues in other Provinces to ensure that they are of high standards;
• Access: All employees should have access to approved HR policies, frameworks and guidelines and be made aware and understand them clearly;
• Courtesy: All employees should be treated with courtesy and consideration particularly when they are to give inputs on the draft HR policies. All inputs and contributions received should be seen in the light of ensuring quality of HR policies;
• Information: All customers shall get accurate information on HR Policies, Frameworks and Guidelines & Health and wellness programmes.
• Openness and Transparency: All customers shall be subjected to know whatever standards that this unit must achieve. Approved documents shall be made available anytime;
• Redress: Customers' complaints shall be dealt with immediately in the most efficient way;
• Value for money: The policies developed should facilitate effectiveness, efficient and just human resource management to ensure value for money human resource management;

Staff Establishment

The staff establishment of this unit looks as follows:

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