How to develop an Employment Equity Plan (4)

intro | 1. Set up project team | 2. Identify EE barriers | 3. Formulate AA measures | 4. Set numerical goals | 5. Compile the EE plan | 6. Consult EE Forum | 7. Ratification process

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4  Set numerical goals…

4.2  Human Resources planning continued…

4.2.4 Promotions
The potential and skills development opportunities for each employee are considered in the planning process.
The individual needs are weighed up against and aligned to the broader BEE perspective and the over or under representation of
individuals in the employee profile.

4.2.5 Recruitment
Vacancies that cannot be filled by employees already in the system will be planned for by external recruitment. The
BEE imperative and over or under representation of designated employees in the profile will guide the preference given to employing
specific categories of employees.

4.2.6 Results
The results of the plan can be defined in many different ways. The default feedback is provided in the form of the BEE score
for employment equity. This method uses the same formulas and definitions as those of the overall company BEE scorecard, but only
calculates the employment equity portion of the score. It is then possible to define the results of the plan in terms of an improvement in the BEE score. The report will also show progress towards achieving the EAP profile at each occupational level.

The main difference between human resources planning and projections is that we end up with a very specific ‘road map’ of how
we plan to achieve the numerical goals. Each promotion, recruitment or termination is planned for to the best of our abilities.

4.2.7 Top-down
The human resources planning approach can be implemented in a top down fashion, but this is not ideal. The plan will be most
accurate and effective when the manager who develops the plan knows each individual in the profile and understands their
career path options, performance records and potential.

4.2.8 Bottom-up
The human resources planning approach is ideally suited to bottom up numerical goal setting. Each manager who has the
mandate to make decisions about filling vacancies, promoting employees or controlling skills development budgets should be
making these decisions within the context of a human resources plan. The feedback mechanisms in the human resources plan
(BEE and EAP) should feature in all human resources decisions and plans.

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