Hr Practices at Reliance

Page 1 of 18

Hr Practices at Reliance

By | April 2013
Page 1 of 18
HR Practices and HR Policies - RELIANCE COMMUNICATION
Introduction
Competitive advantage of a company can be generated from human resources (HR) and company performance is influenced by set of effective HR practices. Under present market forces and strict competition, the Telecom companies are forced to be competitive, Telecom companies must seek ways to become more efficient, productive flexible and innovative under constant pressure to improve results.

As a starting point, a brief summary of the contents reflects that matters addressed are Implementing E.E. ; Commencing Employment ; Job Descriptions ; Job Analysis ; Recruitment & Selection ; Induction procedures ; Probation matters ; Impacts on Employment Equity ; Harassment ; Discipline, Grievances and disputes ; Terminating Employment ; Exit Interviews ; Interviewing and short-listing job applicants ; Medical, Psychological and similar assessments ; Terms and Conditions of Employment ; Remuneration – equal pay for equal work or for work of equal value ; Advertising job vacancies ; Performance management ; Skills development ; Promotions and transfers ; and so the list grows. Based only on those topics mentioned above, employers will realize that this is not a document to be ignored or treated lightly. Code of Good Practice on the Integration of Employment Equity into Human Resource Policies and Practices The Code clearly sets out how employers should integrate the Employment Equity requirements into its human resources policies and procedures. It is very comprehensive in its coverage, and on a number of things extremely specific. A further amendment is the amended Code of Good Practice on Sexual Harassment, which we will also be examining in detail and will cover in a series of weekly article. This amended Code was also published in the above gazette. Coverage includes The Test for Sexual Harassment; Factors to establish sexual harassment; Guiding Principles;...