The purpose of the Specialist Services Division is to deliver strategic and quality specialised HR consultant services to our stakeholders and clients. We are committed to our clients and endeavour to provide accessible, relevant and innovative best practice HR solutions to support the University's strategic plan and to meet business challenges. The Division is responsible for the following:
1. Remuneration and Benefits
The Remuneration and Benefits function focuses on a total rewards approach in context of the overall institutional strategy, organisational culture, and HR strategy by incorporating competitive, tangible and intangible rewards to enrich the lives of our employees with emphasis on attracting, motivating, rewarding and retaining a highly effective workforce.
For the administration of benefits eg. retirement funds, long service awards, group life scheme and medical aid, the following two Benefit Officers take responsibility for this function:
Etrecia du Preez, firstname.lastname@example.org, x2143 and
Stephan Pietersen, email@example.com, x2086.
2. Organisational DevelopmentThe purpose of this OD function is to analyse, design and facilitate interventions suc as restructuring projects, time/work studies; process re-engineering, strategic planning, change management, organisational diagnostic and group dynamics interventions, and also job design and various information gathering initiative, to enhance organisational effectiveness.
3. Talent Management
The Talent Management Subdivision is responsible for defining policy, procedures and offering specialist skills and knowledge to stakeholders within the areas of: annual workforce planning, talent acquisition, talent development, performance and succession management, talent retention and talent HR knowledge and processes.
3.1. Performance Management
This function provides continuous support to faculties, departments and individuals in the implementation of performance management, ranging from ad hoc assistance and information sessions on request to formal training in the electronic performance management system.
3.2 Succession Planning
UP supports a holistic career development approach and seeks to integrate both the strategic imperatives of the University and individual career aspirations through the support and provision of specific career planning and succession planning strategies.
4. Learning and Development
The Learning and Development functions strives for the optimal development and improvement of staff competencies as the strategy to sustain the Institution's ability to attract, engage, build, leverage and retain talent to achieve its strategic imperatives.
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Last edited by Paul KrigeEdit