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Human Resources

The Strategic Role of a Skills Development Facilitator


Annual Skills Development grant submissions are due for by 30th of April 2019, and the system for all SETA’s is open for capture. In order to claim for funding from the Sectoral Education Training Authority (SETA) a company must submit a Workplace Skills Plan (WSP) together with an Annual Training Report (ATR). The Skills Development arena is fraught with acronyms and difficult to understand terminology. While speaking “SDF” is a skills all of its own, the function of being a SDF is a speciality in itself.


Pay Solution look at the Benefits of an HR Audit

While the term “HR Audit” sounds rather daunting and may leave you feeling cold, the truth is that there are many legislative aspects of your HR and IR environment which, if left unchecked may present a variety of loop-holes which may land you in hot water with the Department of Labour inspectors, who when they descend can send your HR, Finance and Payroll departments into a flurry of activity in order to prepare within painfully short deadlines.

Employment Equity Season – Are you ready?

As Employment Equity is well and truly underway, some companies might find themselves scrambling for all of the information that they need for their reports. Documents like the EEA2 contain a vast amount of information which should be updated through the year, on your payroll system. Pay Solutions payroll offers you an HR Management platform which links to your Payroll system which allows you to immediately download completed reports for the Department of labour based on what has been captured in the system and based on the movements of your workforce distribution, which covers recruitment, promotions, terminations and skills development and is offered at the fraction of the cost of other Employment Equity modules provided by some service providers. In addition, you can save on the cost of paying for expensive software upgrades, consultation fees and time wasted waiting for reports to be fixed by your external consultant.

How important are Job Profiles?

Preparing your Job Profiles and having them updated regularly to keep them accurate and current, can save your company from many potentially costly issues during an employee’s lifecycle with your company. Your employee’s job profiles are the basis of countless HR interventions. From the moment the candidate applies for a position within your company, the job profile can make or break the integrity of the recruitment process.  It all starts with you, the employer, having a good understanding of the job functions and the role required for the candidate to successfully execute their duties in your business. A job profile reflects the minimum requirements for a position. These include the required qualifications, experience, knowledge, skills and behavioural competencies. A job profile also contains the main responsibilities of the position. This is the heart of the job profile.

Go paperless with Pay Solutions new innovative HR software

INNOVATIVE HR SOFTWARE

Paper: Simply one of the best and well-loved innovations of all time. The power of the written word on paper has allowed us access to opportunities beyond our wildest dreams. Just add your signature and your authority is official. When in doubt, get it in writing, on paper.

Leave Management and Absenteeism

Keep track for absenteeism with pay Solutions cloud-based Leave Management system

Would it surprise you to know that the average cost of employee absence from work result to an equivalent of 35% of your employee’s salaries? The net cost of absenteeism in terms of productivity is 19%, according to a study conducted by MERCER. Statistics South Africa estimates that the cost of absenteeism amounts to roughly 12 billion rand per year. In a market that is taking particular strain under the current economic conditions, high rates of absenteeism can cost your company financially as well as through lowered productivity, be it a small company, medium business or a large corporate organisation. While the cost of absenteeism and the corresponding loss of production can be quantified, the issue around how to manage leave and absenteeism within your company is less measureable. With the inevitable split between HR departments and systems and those of payroll, within many organisations, calculating the cost of leave management is an area which is particularly affected as a result.