CURRICULUM VITAE OF PORCHA ROETS
PERSONAL INFORMATION
Surname : Roets
Maiden Surname : Hercules
Full Names : Porcha Opheli...
Bachelor of Commerce - Specialisation HR / Labour Relations - Unisa2008
Major subjects include:
HR management
Strategic HR...
 Employee relations
 Facilitation of disciplinary hearings, grievances, and appeal hearings;
 Support and ongoing advic...
• Have an understanding of how to develop and level Job Profiles in accordance to MTN
Methodology
• Coordinate all OD, ER ...
• Manages remuneration costs in relation to the contribution to business objectives ( includes
being up to date with the l...
• Regular performance reviews and feedback take place and development
plans are established
• Competence is demonstrated i...
• Costing summary is compiled (per department) and submission, approval
and amendments are managed according to procedure
...
• Industrial Relations and interpersonal conflict resolution are facilitated
according to conflict management principles a...
• Problem solving skills – methodical approach to problems and able to
provide solutions
• Excellent verbal and written co...
• Succession planning
• Talent Management
• Project Management
• Appointments and Terminations
• Employee Benefits and Wel...
Employer : Milnerton Medi - Clinic
Position Held : HR Admin Officer
Period : February 2009 – July 2009
Responsibilities:
....
• Performance Management
• Retention interviews
• Recruitment and selection
Reason for Leaving:
• Career opportunity with ...
Trustees and provide assistance when necessary; communicate fund
performance and changes to the fund to staff
• Administra...
* Ms Word – intermediate to advanced
* Ms Excel – intermediate to advanced
* Ms PowerPoint - intermediate
* Internet & E-m...
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Porcha Roets CV - updated 2015

Published on: Mar 4, 2016
Source: www.slideshare.net


Transcripts - Porcha Roets CV - updated 2015

  • 1. CURRICULUM VITAE OF PORCHA ROETS PERSONAL INFORMATION Surname : Roets Maiden Surname : Hercules Full Names : Porcha Ophelia Passport Number : To Be Confirmed Identity Number : 7905220107083 Date of Birth : 1979-05-22 Gender : Female Marital Status : Married Nationality : South African Race : Coloured Language Literacy : English / Afrikaans Dependants : None Criminal Offences : None Drivers License : Code 8 Cell Phone Number : 083 200 1998 Email address :proets85@gmail.com Notice Period : 4 weeks SECONDARY QUALIFICATION High School Attended : Belhar High School Highest Standard Passed : Matric with Exemption TERTIARY QUALIFICATION Completed Studies Diploma in General Nursing - Unisa2007 1
  • 2. Bachelor of Commerce - Specialisation HR / Labour Relations - Unisa2008 Major subjects include: HR management Strategic HR Management Labour relations management Strategic Labour relations management Strategic Management Training and development Current Studies: Honours degree – Advanced Human Resource Management – UNISA EMPLOYMENT HISTORY Employer : MTN SA Position Held : HR Partner – Western Cape Region Period : Jan 2013 - current Responsibilities: 2
  • 3.  Employee relations  Facilitation of disciplinary hearings, grievances, and appeal hearings;  Support and ongoing advice to line management on ER related matters  Implementation of related processes, policies and guidelines  Facilitate training and communicate ER related process policies and guidelines to line managers  Advise on ER issues in line with SA law and regulations, company policy and precedents set, taking account of relevant business objectives/imperatives and industry best practice, in order to minimise legal risks  Reduce CCMA and Labour Court referrals and internal disciplinary hearings by providing sound advice to both line management and staff;  Create high level and open communication channels regarding ER issues;  Human capital movement management (Recruitment, Selection and on boarding) • Manage human resource planning (Head count) • Compilation of competency based questionnaires to be used in the interview • Implementation of Retention Strategies as approved • Facilitation of the interviews and taking an active role in the overall selection of the candidates • Manages and implements recruitment and selection processes in line with strategy for the area in such a way that efficiencies are achieved and that the area is optimally resourced, through: • Conducts exit interviews and produces a quarterly report on trends  Performance and talent Management • Facilitate the implementation of Performance Management Process in the respective Business Units; • Ensure compliance on Integrated Performance Framework (IPF) as per the agreed policies and timelines; • Clarification of roles and responsibilities for both line managers and employees regarding the IPF; • In close association with Learning and Development staff, perform skills audit and facilitate implementation of the action plans thereof. • Guide and facilitate career path process together line and individual employees  Organisational Design/Wellness /Learning and Development • Participate in the co-design of organisation structures 3
  • 4. • Have an understanding of how to develop and level Job Profiles in accordance to MTN Methodology • Coordinate all OD, ER , culture alignment and Learning & Development interventions and any other approved interventions • Ensure fair and equitable pay structures within the BU • Management of BU organisational structures and manpower balancing • Facilitation of feedback sessions (focus groups) regarding surveys and any other organisational interventions  Data Integrity Accountability • Generation of all required reports • Maintain the integrity of files so that all information is present and correct • HR Master Data, • Management Information/Reporting  Human Resources policies and procedures • Communicate and educate the Business units on all HR policies, procedures and processes • Provide advice and ensure compliance on HR policies, procedures and processes i.e. • Employee Relations, Recruitment, etc.  Relationship Management • Participate in the sourcing of external Service Providers (i.e. Recruitment agencies etc). • Establishes a business partnership through advising and supporting managers on matters, which have an influence on the HR component of the business. • Undertakes and participates in interventions (e.g. workshops) to transfer HR knowledge to the line, so that managers are suitably equipped to maximise HR capacity in their areas of responsibility. • To promote and ensure fair employee practices and people culture development • To facilitate and promote a positive climate of mutual trust and respect  Remuneration • Support line management on remuneration issues related to the day-to-day management of staff, as well as other more specific initiatives such as 'key staff'; 4
  • 5. • Manages remuneration costs in relation to the contribution to business objectives ( includes being up to date with the latest information through published salary surveys and other related sources) ; • Through payroll processing area, ensures an efficient payroll service to line ; • Monitors overtime trends and if necessary implements corrective action. Reason for intention to leave: • MTN currently restructuring all division – not feeling job secure. Employer : Mediclinic Cape Town Position Held : HR Officer/Head of HR Period : April 2011 – Dec 2012 Responsibilities: • Staff compliment: 200 • Continuous Performance and Quality Management • The organisational values are reflected in management behaviour • Goals, with performance standards, are set for the HR function and at team/individual level • Performance Management focuses on continuous improvement of systems and processes, with special emphasis on client satisfaction 5
  • 6. • Regular performance reviews and feedback take place and development plans are established • Competence is demonstrated in all performance output areas • Best practices are shared to the benefit of the group • A quality management system is implemented and maintained • Employee assistance programmes are utilized and managed according to guidelines set • Implementation of Talent management processes • Partnering with the Training and development department to ensuring effective implementation of Compentency based training • Assisting in the submission and roll out of the annual Skills plan • Service Culture is actively promoted within the department and hospital • Staffing Function Managed • Recruitment and selection process are managed as per HR policy, procedure, best practices and employment equity targets • Competency based recruitment practices are implemented and maintained (i.e. interview guides) • Candidates (successful and unsuccessful) are timeously notified and administered as per HR policy, procedure and relevant recruitment system • A HR Orientation programme is in place as per policy and guidelines set • Personnel Recordkeeping system (filing and archiving) is managed according to standard set • Exit interviews are conducted and administered according to HR policy and procedure • Terminations and transfers are managed according to HR policy and procedure • Implementation of the Employment Equity Plan • Personnel Budget • • The hospital complement is budgeted on a zero-base 6
  • 7. • Costing summary is compiled (per department) and submission, approval and amendments are managed according to procedure • Actual personnel expenditure is correlated with budget and variances are clarified on a monthly basis • Monitoring and control of productivity ratio’s(FTE’s) • Interim adjustments to the personnel budget is approved by the Regional HR Manager • • Personnel Administration • • Human Resource policies are implemented and maintained • Payroll administration (all related inputs) are managed as per HR policies, procedures, best practices, CRS system- and statutory requirements • Professional Indemnity and SANC registration are managed according to guidelines set • Management Payroll inputs are captured and administered according to guidelines • Head of Departments are informed and monitored with regards to consistently applying the Human Resource Policy • Salary structuring guidelines are managed and implemented according to standard set • Time and Attendance system are managed and ownership promoted throughout the hospital • Relevant statistics and trends are monitored and reported to management (i.e. allowances, overtime, leave, Absenteeism, appointments, resignations etc.) • Reports and recons are checked / compiled and relevant approval is obtained according to procedure • Employment Relations • Mediclinic Employee Relations guideline and labour related legislation are adhered to • Staff forums are managed as per policy and guidelines set • Head of Departments and employees are informed and supported on existing policies and procedures, within the scope of their roles 7
  • 8. • Industrial Relations and interpersonal conflict resolution are facilitated according to conflict management principles and grievance procedures • Disciplinary proceedings and CCMA disputes are managed according to standard set • Ethics Line is promoted throughout localities • The equity process at hospital level is managed as per policy and guidelines set • Information sessions are conducted regarding new policy changes, changes in company benefits, HR and IR legislation where applicable • Client Satisfaction • Client complaints are resolved • Confidentiality of personnel information is maintained • Participation in Quality and Improvement projects is ensured • Meetings are utilised as quality improvement opportunities • Liaise with relevant Line management in solving HR related issues • Client expectations are met, and quality client service principles maintained • Employee Wellness • Employees are registered and managed via our employee wellness programmes. • Monitoring of the clinic activities • Counselling and advising staff, referral to social worker if necessary • Monthly follow-up of employees registered on the programme • Competencies and Skills • Achievement Orientated - Can identify and accomplish challenging objectives • Leadership Skills - Can use appropriate interpersonal styles and methods to guide individuals or teams to achieve results • Analytical skills – able to analyse reports and establish trends 8
  • 9. • Problem solving skills – methodical approach to problems and able to provide solutions • Excellent verbal and written communication skills • Good planning and prioritising skills- Can establish a course for self and others to accomplish specific goals • Quality orientation • The ability to support, coach, develop and manage staff Reason for leaving: • Better Career and growth opportunities in a more strategic role in a corporate environment. Employer : Edcon HR Operations Position Held : HR Consultant Period : August 2009 – April 2011 I fulfilled the role of an HR Business Partner for Edgars V&A Waterfront, Edgars Tokai, and Edgars Vangate Mall. Responsibilities: • Staff compliment: 250-300 • General HR administration • Payroll queries • Industrial relations and discipline in accordance with HR Practice and Labour Legislation • Implementation and interpretation of Group HR Strategies and HR Policies • Leave Administration and Leave Management • Remuneration Management – monitoring of monthly overtime and casual wage expenditure • Performance Management and Assessment 9
  • 10. • Succession planning • Talent Management • Project Management • Appointments and Terminations • Employee Benefits and Wellness • Induction • Retention interviews • Recruitment and selection • Training and development • Coaching & liaising with Line management • Liaising with union shop steward • CCMA Skills: • Analytical Thinking • Change Management • Presentation skills • Attention to detail • Problem solving • Consulting skills • Conflict resolution skills • Coaching skills • Process driven • Deadline orientated • Report writing Reason for Leaving: • Career opportunity with Mediclinic in a Head of Department capacity. 10
  • 11. Employer : Milnerton Medi - Clinic Position Held : HR Admin Officer Period : February 2009 – July 2009 Responsibilities: . • Staff compliment: 200-250 • General HR administration • Monthly payroll submission (appointments, terminations, changes in salaries, bonuses, business km travel claims, Garnishee orders, overtime processing, etc); Liaising directly with staff regarding all queries relating to salaries • Monitor fixed-term contracts Benefits Administration • Medical aid : Assist staff with plan selections; arrange addition or cancellation of members and/or dependants; provide advice to members; follow up new member applications/transfers; responsible for all medical aid queries; responsible for all other medical aid administrative duties; administration of new entrant forms, withdrawal forms and switching forms are timeously submitted to the fund administrators • Provident Fund : Assist with provident fund queries i.e. providing assistance to staff for portfolio selections, withdrawal values; manage the disability claim process; carry out all other provident fund administrative duties; liaise with Head office and provide assistance when necessary; communicate fund performance and changes to the fund to staff • Administration relating to UIF and WCA: complete and submit UI-19 forms for all joiners and leavers and assist staff with documentation for UIF claims; Timeous completion and submission of documents for any injuries on duty. • Maintain HR and personnel files • Industrial relations • Implementation of Group HR Strategies and HR Policies • Leave Administration, audits and leave management 11
  • 12. • Performance Management • Retention interviews • Recruitment and selection Reason for Leaving: • Career opportunity with Edcon in a HR Generalist capacity. Employer : Stellenbosch Medi - Clinic Position Held : HR Clerk Period : September 2008 – February 2009 Responsibilities: • Staff compliment: 150-200 • General HR administration • Monthly payroll submission (appointments, terminations, changes in salaries, bonuses, business km travel claims, Garnishee orders, overtime processing, etc); Liaising directly with staff regarding all queries relating to salaries • Monitor fixed-term contracts Benefits Administration • Medical aid : Assist staff with plan selections; arrange addition or cancellation of members and/or dependants; provide advice to members; follow up new member applications/transfers; responsible for all medical aid queries; responsible for all other medical aid administrative duties; administration of new entrant forms, withdrawal forms and switching forms are timeously submitted to the fund administrators • Provident Fund :Assist with provident fund queries i.e. providing assistance to staff for portfolio selections, withdrawal values; manage the disability claim process; carry out all other provident fund administrative duties; liaise with 12
  • 13. Trustees and provide assistance when necessary; communicate fund performance and changes to the fund to staff • Administration relating to UIF and WCA: complete and submit UI-19 forms for all joiners and leavers and assist staff with documentation for UIF claims; Timeous completion and submission of documents for any injuries on duty. • Maintain HR and personnel files • Industrial relations - limited exposure • Implementation of Group HR Strategies and HR Policies • Leave Administration, audits and leave management • Performance Management • Retention interviews • Recruitment and selection Reason for Leaving: • Promotional transfer to Milnerton Medi-clinic. Employer : Panorama Medi - Clinic Position Held : Professional Nurse Recovery Room (Theatre) Period : September 2002 – August 2008 Responsibilities: • Pre- and Post – operative nursing care to patients. Reason for Leaving: • After my HR qualification was obtained in 2008 – I applied to Stellenbosch Medi- clinic and was appointed as HR Clerk. COMPUTER LITERACY 13
  • 14. * Ms Word – intermediate to advanced * Ms Excel – intermediate to advanced * Ms PowerPoint - intermediate * Internet & E-mail * Kronos - Time and Attendance system * HR Focus – HRM & Payroll System * CRS – HRM & Payroll System * Oracle REFERENCES Mediclinic South Africa : Gillienne Engel (Regional HR Manager) 082907 7358 Edcon HR Operations : Penny vd Berg (Regional HR Manager) 082806 4657 Mediclinic Stellenbosch : Mrs. Angeline de Vos (HR Manager) 021861-2000 / 084 675 2970 ……………………………………………………………………………………………………… ……………………… 14

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