LABOUR PRACTICE

HLWLY3A
ASSIGNMENT 3
GROUP 3

SURNAME AND INITIALS STUNDENT NUMBER

MATLALA MT 221083901

RIKHOTSO M 220138664

SIBIYA SL 221510478

KEKANA K 219130744

KHOZA TA 221075224

NGOBESE L 221052518

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 TABLE OF CONTENT

TITLE PAGE
1. INTRODUCTION………………………………………………………………………. 3
2. DEFINITION……………………………………………………………………………. 3
3. EQUAL OPPORTUNITYANDNON-DISCRIMINATION …………………………… 3
4. OBJECTIVES AND BENEFITS………………………………………………………..3
5. PROMOTION ELIGIBILITY…………………………………………………………….4
6. PRPCESS OF PROMOTION…………………………………………………………..4
7. PROMOTION BENEFITS………………………………………………………………5
8. COMMUNICATION AND FEEDBACK………………………………………………...5
9. DOCUMENTATION AND RECORD KEEPING………………………………………6
10. GRIVIANCE PROCEDURE…………………………………………………………….6
11. POLICY REVIEW………………………………………………………………………...6
12. CONCLUSON…………………………………………………………………………….7
13. BIBLIOGRAPHY………………………………………………………………………….8
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 29. POLICY AND PROCEDURES OF PROMOTION FOR TECHNOLOGY INC

1. INTRODUCTION
30.
1.1. PURPOSE
31. The purpose of this Promotion Policy and Procedures document is to establish a
fair, consistent, and transparent framework for the promotion of employees within
Technology Inc., a software company.
32.
1.2. SCOPE
33.
34. This policy applies to all regular, full-time, and part-time employees of
Technology Inc who are eligible for promotion.
35.
2. DEFENITION
36.
2.1 Promotion was defined in Mashegoane v University of the North as being elevated or
appointed to a position that carries greater authority and status than the employee’s
current position.
2.2 Upgrading to a higher grade without change in job content or responsibility does not
constitute promotion.
37.
3. EQUAL OPPORTUNITY AND NON-DISCRIMINATION
38.
3.1. Technology Inc is committed to providing equal employment opportunities to all
employees, and promotions will be made without regard to race, color, religion, sex,
sexual orientation, gender identity, national origin, disability, age, or any other protected
status

39.

4. OBJECTIVES AND BENEFITS

40.
4.1. The objective of this Promotion Policy and Procedures is to provide clear and consistent
criteria for advancing employees to higher positions.

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 4.2. A consistent promotion process provides employees with opportunities for growth,
which incentivizes them to continue to work hard and achieve great things.
4.3. The policy also ensures a fair process for identifying and promoting the most qualified
candidates with the necessary skills and experience to perform in the new position.

41.

5. PROMOTION ELIGIBILITY
42.
5.1. Eligibility
43.
5.1.1 Eligibility for promotion is open to all permanent employees, with a
minimum of 12 months of service in the current position
5.1.2 While exceptional candidates with less time in service may be
considered at the discretion of management, all employees must meet
the minimum mandatory requirements essential for the new position.
5.1.3 Employees who wish to apply for a promotion must submit a written
application that includes an up-to-date resume, a cover letter detailing
their interest in the position, and how they meet the minimum
requirements for the new position.
5.2. Job Openings
44.
45. Promotion opportunities will be communicated through internal job postings, and
all eligible employees will have access to these postings. Promotion positions may be
filled from within the company before external candidates are considered.
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6. PROCESS OF PROMOTION
48.
6.1. The promotion process involves three critical stages: review, assessment, and
selection.
49.
6.2. The review window is open for two weeks, during which employees can submit their
applications. Managers will review all submitted applications against the criteria for the

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 new position. The evaluation will be based on an employee's work performance,
qualifications, and potential. If at this stage, the manager identifies a candidate who
meets the minimum requirements and has demonstrated excellence in their current
role, the manager may nominate the employee for promotion.
6.3. The assessment stage involves skill and experience tests, behavioral assessments,
structured interviews, and reference checks. The candidate’s current manager and the
new position’s supervisor will conduct the assessment with HR present to ensure
transparency in the process.
6.4. The selection stage involves the review of compiled information from the review and
assessment stages, including test scores, reference checks, interview results, and
performance evaluations. The employee with the best combination of these criteria will
be selected, and an offer for promotion will be made.
50.
7. PROMOTION BENEFITS
51.
7.1. Salary Adjustment: Employees who are promoted will receive a salary adjustment
based on the new position's salary range, subject to company policies and guidelines.
7.2. Benefits and Perks: Promotes may also be eligible for additional benefits, such as
increased leave, stock options, or other perks as per company policies.
52.
8. COMMUNICATION AND FEEDBACK
53.
8.1. At every stage of the promotion process, HR will ensure communication and feedback
with all employees who have applied for promotion.
8.2. HR will provide disqualification feedback to employees who are not selected to progress
to the next stage of the promotion process.
8.3. Employees who complete the promotion process will be provided with notification of the
decision and reasoning.

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 58.
9. DOCUMENTATION AND RECORD KEEPING
9.1. HR ill maintain employee records detailing the promotion procedure, including
employee applications, evaluation forms, skills tests, interview scores, and offer details.
Records of employee promotion will be retained for at least three years.
59.
10. GRIEVANCE PROCEDURE
60.
10.1. Employees who are dissatisfied with promotion decisions may submit a request
for clarification within seven working days of notification.
10.2. The employee wishing to lodge an appeal should first send their grievance in
writing, addressing the concerns to HR.
10.3. HR will set the timeline, review the procedure, and provide feedback to the
appellant.
10.4. If the employee is still unsatisfied with the outcome, they may take the matter to
the next level of management for review
61.
11. POLICY REVIEW

62. This Promotion Policy and Procedures document will be reviewed regularly and updated
as necessary to ensure its continued effectiveness and alignment with company goals.

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12. CONCLUSION

66. This Promotion Policy and Procedures document serves as a guideline for promoting
employees within Technology Inc. The company is committed to providing equal
opportunities and promoting employees based on their qualifications, performance, and
potential.

67. Technology Inc. encourages employees to ask questions, seek clarification, and provide
feedback on this policy to ensure it remains a valuable and fair process for all
employees.

68.

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69. TECHNOLOGY INC.
70. 2070 Mackay St
71. 3rd floor
72. Johannesburg
73. 2000
74. Tel: 011 5000 656
75. Website: www.technologyinc.com
76. Email: Leo.Technic44@gmail.com
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 103.
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13. BIBLIOGRAPHY
106.
 Du Toit, D., Godfrey, S., Cooper, C., Conradie, B., & Steenkamp, A. (2015). Labour
Relations Law: A Comprehensive Guide (6th ed.). South Africa: LexisNexis. (p. 546).
 Gupta, S., & Sharma, S. (2019). HRM practices in promoting employee retention and
engagement. Journal of Organizational Management, 1(2), 75-87.
 Purce, J. (2014). The impact of corporate strategy on human resource management.
New Perspectives On Human Resource Management (Routledge Revivals), 11-24.
 Torrington, D., Hall, L., Taylor, S., Atkinson, C., Baylis, M., & Keegan, A. (2014).
Human resource management. Pearson Education Limited.
 Youssef-Morgan, C. M., & Noon, A. (2017). Human resource management: People,
data, and analytics. SAGE Publications.
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