Performance Management and Fair Labour Practices

Performance management is a critical aspect of human resources (HR) that ensures employees’ productivity, development, and success in the workplace. However, it is equally important for organisations to adhere to fair labour practices when implementing performance management strategies. Unfair labour practices, such as arbitrary conduct by employers concerning promotion, demotion, training, and benefits provision, can lead to legal consequences and damage the employer-employee relationship. In this article, we will explore the significance of fair labour practices in performance management and highlight the steps employers can take to ensure compliance with the law.

Unfair labour practices arise when employers make decisions regarding promotions, demotions, training opportunities, and benefits provision without following procedurally and substantively fair practices. Procedural fairness involves adhering to a transparent and unbiased decision-making process, while substantive fairness focuses on the fairness and reasonableness of the decisions themselves. Employees who believe they have been subjected to unfair labour practices have the right to seek recourse through legal channels, such as the Commission for Conciliation, Mediation, and Arbitration (CCMA). It is important to note that employees generally have 90 days to refer such matters to the CCMA.

To avoid legal disputes and maintain a positive working environment, employers must implement proper job profiles, key performance areas (KPAs), and performance development discussions based on objective evidence and business needs. By doing so, employers can justify decisions related to training, succession planning, remuneration increases, and demotions. Let’s delve deeper into the key elements that can help organisations improve this crucial aspect of HR.

1. Job Profiles: Well-defined job profiles outline the responsibilities, qualifications, and competencies required for specific roles within an organisation. These profiles should be created in consultation with employees and provide a clear understanding of the expectations associated with each position. By using job profiles as a foundation, employers can evaluate employee performance against established criteria, ensuring fairness and transparency.

1. Key Performance Areas (KPAs): KPAs are specific areas of responsibility within a job that directly contribute to achieving organisational objectives. They serve as a basis for evaluating employee performance and setting performance targets. KPAs should be measurable, relevant, and aligned with the overall goals of the organisation. Clear communication of KPAs to employees helps establish realistic performance expectations and enables fair assessment of their performance.

1. Performance Development Discussions: Regular performance development discussions between managers and employees are essential for providing feedback, identifying development needs, and setting performance goals. These discussions should be based on objective evidence, such as performance metrics, customer feedback, and project outcomes. By engaging in open and constructive dialogues, employers can address performance issues, recognise achievements, and support employee growth.

1. Training and Development Opportunities: Employers should provide equal access to training and development opportunities based on employees’ performance, potential, and business needs. Training decisions should be transparent, and employees should be informed about the criteria used to select individuals for training programs. By linking training initiatives to performance and career development plans, employers can demonstrate fairness in providing growth opportunities.

1. Succession Planning: Succession planning involves identifying and developing employees with the potential to fill key positions within the organization in the future. It is crucial to have a structured and fair process for succession planning, considering factors such as performance, skills, and aspirations. Transparent communication about succession plans helps employees understand the opportunities available to them and fosters a sense of fairness and motivation.

1. Remuneration: Decisions in respect of remuneration should be aligned to objectives outcomes of current performance and potential to grow in the organisation. This is particularly important in organisations wanting to drive high-performance cultures.

In summary, without an objective and business-aligned performance management system that integrates with key employment decisions, business sustainability and liability are at risk.