IIE Varsity College Business Management and Administration ICE Task 4 Chapter 6 Summary

VARSITY COLLEGE_BUSINESS
MANAGEMENT_BUSINESS
MANAGEMENT &
ADMINISTRATION CHAPTER 6
SUMMARY_2023

Table of Contents
PROVIDE A BRIEF DESCRIPTION OF EACH OF THE FOLLOWING LABOUR LEGISLATION IN
SOUTH AFRICA: BASIC CONDITIONS OF EMPLOYMENT ACT; LABOUR RELATIONS ACT;
OCCUPATIONAL HEALTH AND SAFETY ACT AND THE EMPLOYMENT EQUITY ACT.................2

Basic Conditions of Employment Act 75 of 1997:................................................................................................2
Labour Relations Act 66 of 1995:.........................................................................................................................2
Employment Equity Act 55 of 1998:....................................................................................................................2
Occupational Health and Safety Act 85 of 1993:.................................................................................................2

DISCUSS SIX OF THE MOST COMMON SOURCES OF EXTERNAL RECRUITMENT.....................2

DISTINGUISH BETWEEN TRAINING AND DEVELOPMENT........................................................2

Training:...............................................................................................................................................................2
Development:.......................................................................................................................................................3

DISCUSSION OF THE DIFFERENT TYPES OF COMPENSATION..................................................3

JOB ANALYSIS CONSISTING OF A JOB DESCRIPTION AND JOB SPECIFICATION FOR NEW
STAFF........................................................................................................................................4

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION.........................................................5

WHAT IS A PERFORMANCE APPRAISAL?.................................................................................5

REFERENCE LIST.......................................................................................................................6

, PROVIDE A BRIEF DESCRIPTION OF EACH OF THE FOLLOWING LABOUR LEGISLATION IN
SOUTH AFRICA: BASIC CONDITIONS OF EMPLOYMENT ACT; LABOUR RELATIONS ACT;
OCCUPATIONAL HEALTH AND SAFETY ACT AND THE EMPLOYMENT EQUITY ACT.

BASIC CONDITIONS OF EMPLOYMENT ACT 75 OF 1997:

One of the first acts of the Employment Act is to enhance and to build a better economy while protecting the
employees by accomplishing the main focuses of the act (Baumgardt, Dalla Pria, Du Plessis, Kamala, McKinlay,
Paul, Porthen, Renard & Van Rooyen, 2017). These focus points are set out to regulate the working
environment and to act against any unlawful treatment of employees. This act covers the basic of an
employee, for example, working times and overtime, leave, sudden termination on unlawful treatment, etc.

LABOUR RELATIONS ACT 66 OF 1995:

The Labour Relations Act has similar goals as Basic Condition Act, with additions to creating peace, equality,
and fairness within the workplace (Baumgradt et al., 2017). This Act provides the right to freedom of
association to the employees and employers. This Act would then be used as the primary framework in which
employees and their unions will bargain and determine wages, terms, conditions etc with the employers.

EMPLOYMENT EQUITY ACT 55 OF 1998:

This Act provides equality in the workplace while supporting equal opportunity (Baumgradt et al., 2017). Unfair
discrimination and termination will be the main reasons within this Act to stand against.

OCCUPATIONAL HEALTH AND SAFETY ACT 85 OF 1993:

This Act provides support for the health and safety of employees and those in close connection to those in
work (Baumgradt et al., 2017). This would include heavy machinery and equipment dangerous chemicals and
hazards.

DISCUSS SIX OF THE MOST COMMON SOURCES OF EXTERNAL RECRUITMENT.

This is the process and technique used to identify a new employee and find the best suitable candidate for the
job (Baumgradt et al., 2017). These candidates are recruited externally and do not work for the business. The
most common sources of external recruitment are newspapers and advertisements, online jobs, career
websites, social networks and campus recruiting. Recruitment by using the Internet is much more cost-
effective compared to that of newspaper and advertisement agencies (Baumgradt et al., 2017).

This process of recruitment provides a wide variety of applicants with different skills and experiences. This
would lead to a higher chance of finding the best suitable candidate. This will bring new minds and thinkers
into the business. Which will increase the innovation of new ideas for the business (Baumgradt et al., 2017).
This would be an advantage to top-level management as more contacts would be available.

DISTINGUISH BETWEEN TRAINING AND DEVELOPMENT.

TRAINING:

Training increases efficiency and productivity of the business by the business providing introductory training
and on the job training (Baumgradt et al., 2017). This helps grow their knowledge about the business and the
sector. Employees will develop variety of different skills such as technical-, conceptual-, and human relations
skills. In which they will be able to increase their own performance and productivity in this business.




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