Advertise Vacancy

1.    Recruitment on vacancies may first of all be advertised internally if Management believe we have the skills within our company. If no suitable person is selected internally, recruitment is done externally via advertisements or word of mouth and lastly through a recruitment agency.

Interviewing & Selection

2.    First level Interview must be done by the Line Manager with the necessary New Appointment Request Form(This  must  be authorized  by  the  Managing  Director)

3.   This level of evaluation is based on the technical abilities and skills the applicants must have for the job. Out of all applications, any number may be selected by the Line Manager for an interview. The Line Managers evaluation of the prospective new recruit must include at least 2 previous employment reference checks, ITC and if requested by the Directors, a Police Record Reference.  All the above information is to be given to the HR Administrator. Then, at the Directors discretion, the candidates may be required to go through to a second level of Interviews by the Directors.

4.  The Offer of employment (Must be signed by the MD) which is then given through to the candidate for acceptance.  This offer of employment is only valid for the period as indicated on the letter. All details regarding the offer must be discussed with the candidate by the Line  Manager.  The commencement date is finalised.

Induction Procedures

1.    The Line Manager must introduce the new employee to the division/department where he/she is involved and then to the rest of the Executive Managers. The employee needs to be shown around to know where every department is situated.  A welcome E-mail must be sent out to the Company. This must all be done on the first day.

2.    The  Line Manager and the HR Administrator  must make sure the new employee fills in all the relevant administration forms (Payroll Particulars). (A copy of the payroll particulars form and ID document must be given to the HR Administrator and also confirmed via e-mail.)

3.    The Line Manager  must discuss the company vision/ aims/policies/processes/company organigrams etc. The ISO Administrator must certify the new recruit on the ISO 9001system and ensure the relevant ISO training is completed and registers signed. The Line Manager will further take the new employee through a detailed Departmental introduction process.

4.    The contract conditions must clearly be discussed and all the relevant documents must be understood and signed. The HR Administrator must keep the original contract and a copy kept by the employee.

5.    The original signed contract must be returned to the HR Administrator within 5 (Five) days.

Note: The contract must be signed by all relevant parties.

6.    The Line Manager must give the new employee a complete defined job description. It must be discussed in detail, understood and signed. The employee and HR Administrator must receive each a copy.

3  (Three) Months Fixed Term
 

The  Employee  will  receive  a  3  months  fixed  term contract  after  3  months

The procedure would be to renew the contract with a permanent contract if the Line manager and the MD are satisfied with the employees progress and performance. This will also be confirmed with a letter of permanent employment to the new employee.

Note: All contracts being "3 Month, and Permanent" must be authorized and signed by the Departmental Manager and HR Administrator and Managing Director before they constitute a valid contract. 

CLICK ON one of the LINKS below to open the contract you wish to use

THREE MONTH CONTRACT

PERMANENT CONTRACT

Note 2: Ensure that the Staff member receives ISO9001-2008 training and thereafter signs an ISO9001-2008 Pledge Form.  Ensure that this form is submitted together with the employment contract to the H.R. Administrator for filing.