This department forms part of the Directorate of Corporate Services. It is responsible for provision of strategic human resources support to all council business functions, people development and to ensure the maintenance of sound labour relations.

The Human Resources Department has two main divisions:

• personnel and labour; and
• development and performance appraisal.

Personnel and labour division
The main purpose of this division is to provide personnel support and ensure the maintenance of sound labour relations. Its key functions are:

• The provision of staff.
• The management of staff-related records.
• The human resources and councillor administration and control of the payroll.
• The administration of councillor and employee benefits.
• The provision and interpretation of conditions of service and relevant legislation.
• The development and implementation of human resources policies.
• The maintenance of sound labour relations.
• The provision of support on the disciplinary process.
• The provision of collective bargaining support.
• The provision of human resources planning.
• The monitoring of compliance with national labour legislation.

Development and performance appraisal
The purpose of this division is to promote the development of human and organisational capacity. The purpose will be achieved through the effective fruition of the following functions:

• The development and implementation of a needs assessment process.
• The development and implementation of a performance appraisal system.
• The completion, monitoring, implementation and evaluation of a workplace skills plan.
• The monitoring of organisational compliance with skills development legislation.
• The sourcing and co-ordination of learning activities and skills development.
• The assurance and monitoring of staff capacity building.
• The development of the organisation through actively promoting transformation strategies and principles.
• The development of organisational design and capacity.
• The active promotion of a culture of performance and professional conduct.
• Influence curriculum transformation at all levels and addressing the internal needs for successful learning intervention.
• Facilitate access to vocational learning.
• Link learning to employment and business development opportunities.
• Facilitate literacy and numeracy learning interventions.
• Create effective partnerships to facilitate appropriate skills development.
• The upgrading of the skills profile of the staff in line with the Skills Development Act.
• The development of a developmental ethos among employees.
• Further development and maintenance of the organogram for the municipality's integrated development planning and transformation needs.
• The monitoring of occupational health and provision of primary health care.
• The development and implementation of an employee wellness programme.
• The provision of HIV/Aids counselling and management to staff.
• The development and implementation of an HIV/Aids policy, occupational health and safety policy and other relevant policies.
• The investigation of occupational incidents and accidents.
• The monitoring of organisational compliance with health and safety legislation.
• The assurance of occupational risk management.
• The provision of advisory support to the safety committees.
• The monitoring of occupational safety (safety inspections).