108 programmes in human resources, available as public courses, online delivery or in-house training for your own team.
Showing 108 of 108 courses
Move the HR function from administration to influence. Workforce planning, capability building and people analytics get connected back to...
Handle discipline, grievances and dismissals with confidence instead of anxiety. Grounded in the Labour Relations Act 66 of 1995 and the...
Turn transformation from a reporting obligation into a workforce strategy. Three focused days on the Employment Equity Act 55 of 1998...
The full talent lifecycle in five days: attract the right people, assess them without bias, onboard them properly...
Pay decisions carry legal weight in South Africa. Job grading, the equal pay for work of equal value provisions of the Employment Equity...
Payroll runs and personnel records sit at the centre of every HR function, yet errors here quickly become grievances and audit findings.
Move HR from a transactional back office function into a genuine business partner role.
Turn headcount decisions into a data driven discipline rather than a once a year guess.
Build defensible job grading structures using recognised job evaluation methodologies applied widely across South African organisations.
Turn the annual skills development levy into a training investment that actually builds capability rather than a compliance formality.
Bring health, safety and wellness together under one practical HR programme instead of three disconnected compliance exercises.
Move beyond legislated targets into the daily leadership behaviours that make diversity actually work.
Reduce hiring mistakes by adding structure and evidence to selection decisions. Delegates learn how psychometric assessments fit within a...
Protect the organisation against the sudden departure of a critical leader. Delegates identify roles that carry disproportionate risk...
Handle a retrenchment process correctly the first time, because a defective process is one of the most common and expensive sources of...
Equip supervisors and line managers with the practical HR skills they are expected to use daily but were never taught.
Manage the mix of permanent staff, temporary employment service workers, independent contractors and gig platform workers that most South...
Choose and roll out HR technology that line managers and employees will actually use. Delegates compare core HRIS...
Handle every kind of exit, resignation, retirement, dismissal and death in service, with the same consistency applied to a new hire's first...
Support employees and their HR teams through assignments across African borders, from a first posting into a neighbouring country through...
First impressions decide whether a new hire stays or leaves within the first six months.
Clear, defensible policies protect both the employer and the employee when disputes arise.
Skilled people are hard to find and expensive to replace, yet many resignations are avoidable.
HR is increasingly expected to develop people rather than just administer them. This practical workshop builds the coaching and mentoring...
When a matter reaches the CCMA, preparation is what separates a defensible outcome from a costly award.
A poorly handled grievance or investigation can turn a manageable issue into litigation, low morale and reputational harm.
Small and medium businesses rarely have a full HR department, yet they face the same labour laws as large corporates.
Stress, burnout and financial anxiety quietly erode productivity in South African workplaces, yet many managers feel unequipped to respond.
Gut feel hiring is one of the most expensive mistakes an organisation makes. This hands on workshop teaches delegates to define the...
HR sits on a wealth of data but too often reports only what has already happened. This programme moves delegates from backward looking...
Turn a scattered collection of training courses into a coherent learning strategy that builds the capabilities your organisation actually...
Stop guessing what training people need and start proving what training delivers. This programme equips delegates to run a rigorous...
Great content fails in the hands of a weak facilitator. This hands on programme builds the practical delivery skills that keep adult...
Build the frameworks that identify, grow and keep your best people before competitors poach them.
Design and run early career programmes that convert promising young people into productive, loyal employees.
Compete for talent on more than salary by building a clear, credible reason for people to join and stay.
Move union relationships from confrontation to constructive engagement without giving away the store.
The person chairing a hearing decides whether a dismissal survives scrutiny. This practical programme trains delegates to chair...
Unmanaged absence quietly drains productivity and morale. This programme gives HR practitioners and managers practical tools to measure...
Get the everyday employment basics right so the organisation avoids fines, disputes and reputational damage.
Culture eats strategy, and this programme shows HR how to shape it deliberately. Delegates learn to diagnose the current culture...
HR is expected to lead people through change, yet many practitioners have never been trained to do it.
People risks such as unfair dismissals, pay errors and poor record keeping can cost an organisation dearly.
Clear job profiles and competency frameworks are the backbone of fair recruitment, development and performance management.
Errors in leave and attendance quietly erode trust and inflate cost. This practical programme equips HR and payroll administrators to apply...
Managing people in government carries rules, scrutiny and service pressures that private sector HR rarely faces.
Non profit HR must attract mission driven people, manage short funding cycles and satisfy demanding donors, often on thin budgets.
Flexible and remote work is now an expectation, not a perk, and HR must manage it deliberately.
When budgets are tight, recognition is the reward tool HR can always afford. This programme shows how to design recognition and non...
Most workplace conflicts never need a hearing if they are handled early and well. This programme equips HR practitioners to mediate...
Employee files, payroll data and recruitment records are among the most sensitive personal information any African organisation holds.
Assessment centres remain one of the most predictive ways to select and develop talent, yet many African employers run them without rigour.
Employing people with disabilities is both a transformation imperative and a source of untapped talent across African workplaces.
Harassment and bullying destroy trust, drive good people out and expose employers to serious risk.
Retirement funds, medical schemes and group risk cover form a large part of every employee's total reward...
Executive pay is one of the most scrutinised areas of corporate governance in African markets, from listed companies to state entities.
A poorly designed commission scheme can reward the wrong behaviour and drain margins, while a good one drives growth.
Non permanent labour is a reality across African mines, farms, factories and retail, but it carries real legal and reputational risk when...
As African organisations scale across sites and borders, many are consolidating HR administration into shared service centres.
Financial stress, over indebtedness and garnishee orders quietly erode productivity across African workforces.
Organisational development gives HR the tools to improve how teams work together, not just how individuals are managed.
Many growing African employers are moving from ad hoc training to structured internal academies that build critical skills at scale.
Managing people on a production line is a distinct discipline, from shift patterns and absenteeism to safety, unions and skills shortages.
Clear job descriptions underpin fair recruitment, grading, performance and pay, yet many African organisations work from outdated or vague...
When African businesses merge, acquire or outsource operations, the people dimension often determines whether the deal succeeds.
High staff turnover, seasonal peaks and a young, dispersed frontline make people management in retail and hospitality uniquely demanding...
HR practitioners absorb the emotional weight of retrenchments, grievances, disputes and personal crises...
Employees frequently underestimate what their employer spends on them because reward is never communicated well.
In mines, hospitals, factories, retailers and security operations, the roster is where labour law, cost and fatigue risk all collide.
Annual appraisals are giving way to continuous performance approaches built on clear goals and frequent conversations.
Automation, artificial intelligence and shifting customer expectations are reshaping which skills African organisations need.
Employee experience is the sum of every interaction a person has with the organisation, from the first interview to the final farewell.
Learnerships and apprenticeships offer employers a route to build scarce skills while recovering costs through sector grants and tax...
Many experienced African workers hold deep practical skill without a formal qualification to prove it.
Paying too little loses talent while paying too much erodes margin, and getting the balance right depends on sound market data.
Employing foreign nationals across African borders brings real value and real legal risk if permits and records are not in order.
Recruitment technology now screens applications, ranks candidates and even drafts outreach...
The best candidates are often not actively looking, which means recruiters must go and find them on professional networks...
A skills matrix makes visible who can do what across a team, exposing single points of failure and guiding training and shift planning.
Probation is the fairest chance an employer has to assess a new hire, yet many managers waste it and then struggle to act when performance...
By the time an employee resigns it is usually too late to keep them, which is why leading organisations ask why people stay long before...
Organisations often recruit externally for roles that existing employees could fill and grow into, losing both talent and morale.
An engagement survey that gathers data but drives no change breeds cynicism rather than trust.
Health and risk benefits are among the most valued and most misunderstood parts of the reward package...
HR teams that lurch from one deadline to the next lose credibility, while those that run to a predictable rhythm earn trust from the...
Construction and project sites bring workforce realities that office based HR policies rarely anticipate...
When headcount drifts out of control, payroll overruns and unbudgeted roles quietly appear...
How an organisation treats people on their way out shapes its reputation with those who remain and the wider market.
Employees judge HR by how smoothly its services work, from getting a contract signed to resolving a payslip query.
Leading the whole HR function demands more than technical HR knowledge, it requires commercial judgement...
Training budgets are often the first line questioned when results are unclear. This programme shows delegates how to tie every learning...
The ability to learn quickly and apply new skills under pressure now matters more than any single qualification.
People are the largest cost and the largest source of value in most organisations, yet they are rarely managed with the same discipline as...
Talent management fails when it becomes a set of disconnected programmes rather than a joined up strategy.
The way people work and learn is changing faster than most HR functions can respond. This programme explores emerging trends in the...
Good learning decisions rest on good analysis rather than assumption. This programme develops the analytical skills needed to diagnose real...
Motivated teams outperform, yet energy fades when people feel unseen or overloaded. This programme gives leaders and HR practitioners...
HR teams are increasingly expected to plan and defend the numbers behind the workforce.
Time management alone cannot help someone who is exhausted and stretched thin. This programme teaches delegates to manage their physical...
A training function that runs on request rather than strategy quickly loses influence.
Reactive hiring leads to rushed decisions and poor fit. This programme helps delegates plan recruitment strategically...
Busy is not the same as productive. This programme gives delegates practical methods to prioritise...
Well run training depends on strong administration behind the scenes. This programme equips training coordinators and administrators with...
HR practitioners must apply the law correctly every day, often without a lawyer at hand.
Subject experts are often asked to train others without ever learning how to teach. This programme gives new and occasional trainers the...
A training programme is only as good as its design and the proof that it works. This programme takes delegates through a structured...
Courses alone do not build capability if learning stops the moment the training room empties.
Individual learning agility matters little if the team around a person punishes mistakes and resists change.