HR Workshop 5 Feb 19

Welcome To HRworks!

HRworks.co.za is the National Human Resources online Directory in South Africa covering all HR needs in the Human Resources Profession. We offer free HR policies, free HR advice, an HR Careers Page, an Events Calendar along with interesting HR articles and industry updates. We currently host HR Networking Breakfasts in Cape Town as well as HR Conferences & Seminars – keep your eye on the event calendar for details.

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Category: News Articles

Your Learning Agility can be defined as your ability to develop new, effective behaviour when faced with new experiences. Those who are high on Learning Agility are more likely to actively embrace new challenges, seek out constructive feedback, recognize patterns in unfamiliar situations and effectively engage others in understanding experiences.

Some people are naturally more Learning Agile – embracing ambiguity, uncertainty and mental challenges. Others are more reluctant to venture into the unknown, preferring to stick to the familiar. Neither approach is wrong or right. One thing is clear however - in the face of the increasing pace of change in the workplace, it is important to try and develop your Learning Agility as much as possible.

Click here to participate in the Learning Agility in HR South African Research Study.

The five Learning Agility dimensions:

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Every employee has the right not to be: (a) unfairly dismissed or (b) subjected to an unfair labour practice.  Section 186(2) of the Labour Relations Act66 of 1995 defines an unfair labour practice in more detail:  “Unfair labour practice” means any unfair act or omission that arises between an employer and an employee involving – 

  • unfair conduct by the employer relating to the promotion, demotion, probation (excluding disputes about dismissals for a reason relating to probation) or training of an employee or relating to the provision of benefits to an employee; 
  • the unfair suspension of an employee or any other unfair disciplinary action short of dismissal in respect of an employee; 
  • a failure or refusal by an employer to reinstate or re-employ a former employee in terms of any agreement; and 
  • an occupational detriment, other than dismissal, in contravention of the Protected 
  • Disclosures Act, 2000 (Act No. 26 of 2000), on account of the employee having made a protected disclosure defined in that Act.

 

Tshabalala v University of South Africa(2018) 9 BALR 1032 (CCMA)is a recent arbitration decision that highlighted an unfair labour practice which related to remuneration and job grading. An employee after commencing employment with her employer as a switchboard operator was elevated to the post of project manager.

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Participate in the South African Learning Agility in HR study and test your own agility.

Do you ask your colleagues for help if you need to do something new at work? Or do you prefer to figure it out by yourself? By measuring your Learning Agility, you will discover how you deal with new situations.

Introducing the Learning Agility in HR Research Study

HFMtalentindex, in partnership with HRworks, HRPulse, IPM, HR Network and the Singularity Company, are carrying out a South African study into the Learning Agility of HR professionals.

The South African HR landscape is swiftly changing in response to the demands of increased competition, technology, big data and more. In five to ten years, there will be virtually no jobs or functions within HR that have remained unchanged. We want to find out how agile HR is, and needs to become, in the face of these changes.

Click here to do the test and download your own report.

More Articles ...

  1. Sick Leave Abuse, Poor Performance and The Disciplinary Code
  2. Employees have the right to prepare for disciplinary hearings
  3. Medically-induced employee incapacity - a real threat to business

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