Managing Incapacity - Overview Incapacity - Overview.pdfMANAGING INCAPACITY IN THE WORKPLACE WHAT...
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OVERVIEW Course Overview Empower and invest in yourself MANAGING INCAPACITY IN THE WORKPLACE
Transcript of Managing Incapacity - Overview Incapacity - Overview.pdfMANAGING INCAPACITY IN THE WORKPLACE WHAT...
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Empower and invest in yourself
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2 Course Overview | Managing Incapacity in the Workplace | onlineacademy.co.za
CERTIFICATE IN
MANAGING INCAPACITY IN THE WORKPLACE
Human rights principles provide that the employment of an employee may not be terminated unless there is a valid reason for the termination of employment. A valid reason for ending an employment relationship must relate to the capacity or conduct of the employee or because of the operational requirements of the organisation. Each one of these grounds requires employers to act in a fair manner.
WHAT YOU WILL LEARN:
0102
Managing Incapacity: Poor Performance
The Performance Improvement Process
03 Managing Incapacity: Ill Health, Injury and Disability
Course Overview | Managing Incapacity in the Workplace | onlineacademy.co.za 3
COURSE DURATION
HOUR MODULES
MODULES
HOURS
132-3
The phrase ‘soft skills’ is often used to describe the skills which characterise relationships and other people, or how you approach interactions.
For many people, the so-called soft skills are often some of the most diffi cult skills to develop. Job-re-lated expertise (hard skills) are essential in any profession. However, over the last 10 years, under-standing has grown that perhaps soft skills may ul-timately be more important in determining levels of success.
Hard skills are a basic minimum necessity in order to operate in a particular workplace. Whether or not you are successful in your career may depend on how developed your soft skills are.
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Please take note that these hours are only estimated times.
Our online courses and workshop training for continuing professional development, written by professionals for professionals and involving thoughtful online interaction with your peers, go a long way towards resolving issues.
The most significant advantage of self-study is the independence it offers. Studying alone allows delegates to concentrate and focus on their studies at their highest level.
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MANAGING INCAPACITY IN THE WORKPLACE
WHAT YOU WILL LEARN
• Identify poor performance.
• Be aware of the principles of fairness relating to performance management.
• Explain the difference between incapacity and misconduct.
• Discuss procedures to follow when managing poor performance.
• Explain how the initial performance discussion meeting is conducted.
• Discuss the performance counselling and monitoring process.
• Know what is required from a fi nal performance assessment/hearing.
• Discuss the principles of fairness when managing incapacity: ill health, injury or disability.
• Know the requirements of medical certifi cates.
• Defi ne the process for managing incapacity.
• Explain the difference between incapacity and disability.
Course Overview | Managing Incapacity in the Workplace | onlineacademy.co.za 5
WHO SHOULD DO THISCOURSE?
• Team managers and Human Resources representatives.
• Staff who want to understand their rights in terms of incapacity.
• Persons regularly involved and in contact with labour law.
• Persons wanting to learn the legal requirements and procedures for managing incapacity.
This short course is designed for the following audience:
For this short course, it is advisable that you have the following experience/knowledge:
• Learners with extensive knowledge on the subject.
• Learners with 5-10 years’ workplace experience.
• Fully competent professionals.
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WHAT YOU WILL LEARNM A N A G I N G I N C A P A C I T Y I N T H E W O R K P L A C E
01MANAGING INCAPACITY: POOR PERFORMANCE
An employee has the duty to place their work eff ort and potential at the disposal of the employer in terms of the employment relationship and contract. An employee is remunerated for performing their contractual obligations at a satisfactory level. The employer is entitled to rely on effi cient work performance of employees in support of the economic goals of the organisation and the employment obligations of the employee.
03MANAGING INCAPACITY: ILL HEALTH, INJURY AND DISABILITY
An employee’s poor performance or inability to perform may be directly or indirectly because of an illness or injury. Since the employee is not at fault for incapacity, the employer is required to help the employee stay in employment, as far as reasonably possible. Employment law requires employers to make a special eff ort to accommodate employees who have been injured at work or who have contracted a work-related illness.
02THE PERFORMANCE IMPROVEMENT PROCESS
When it becomes evident that an employee’s performance is not meeting the standard required, the direct manager has the duty to manage a performance improvement process. This process consists of 3 stages. Stage 1 refers to the initial performance discussion meeting; Stage 2 refers to the performance counselling and monitoring meeting/s; and Stage 3 refers to the fi nal performance assessment/hearing.
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THE BENEFITS OF
ONLINE SKILLS DEVELOPMENT
Forget about attending classes for hours, sitting in an uncomfortable chair, and suffering from back pain by the end of the day. You will not be bound to physical class sessions when you opt for online education. All learning materials are provided online, so you’ll easily access them from the comfort of your office or home.
COMFORT
A self-paced system enables learners to make progress with a rhythm that suits them. This does not require attending live sessions; you can access the materials at any time that works for you. If you have to work or take care of your home and children during the day, you can study at night. That’s an advantage the traditional educational system cannot beat.
SELF-PACED LEARNING
The fact that online programs are cheaper when compared to the ones held in a traditional campus setting is enough to convince you to consider them. The average tuition for online courses depends on multiple factors, so it varies from one program to another. Note, free courses don’t usually come with a certificate of completion.
LOWER COSTS
It doesn’t matter where your career stands at this moment; completed programs will always look good on your résumé. It will show potential employers that you’re committed to learning and that you’re eager to obtain more knowledge and new skills. You will certainly become a better candidate for a job promotion.
IMPRESSIVE RÉSUMÉ
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Course level: 04 Study fi eld: Employment Law Skills Course cost: R450.00 incl. VAT
Course level: 04 Study fi eld: Employment Law Skills Course cost: R875.00 incl. VAT
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