1 / 5

Positioning HR as a Strategic Driver for HEI Workplace Programme

Positioning HR as a Strategic Driver for HEI Workplace Programme. By Dr Ashraf Mohammed: HOD HIV/AIDS Unit, CPUT Dr Nazeema Mohamed: Transformation Officer, Wits University :. OVERVIEW OF WORKPLACE PROGRAMMES IN HEIs.

xenos
Download Presentation

Positioning HR as a Strategic Driver for HEI Workplace Programme

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Positioning HR as a Strategic Driver for HEI Workplace Programme By Dr Ashraf Mohammed: HOD HIV/AIDS Unit, CPUTDr Nazeema Mohamed: Transformation Officer, Wits University :

  2. OVERVIEW OF WORKPLACE PROGRAMMES IN HEIs • Survey by HEAIDS: HIV Prevalence & Related Factors in HEIs in South Africa: • Sample of a University X: • A similar trend is noted in other HEIs of vulnerability of Service staff at HEIs • Workplace HIV/AIDS Programmes have NOT been taken up seriously at HEIs beyond generic policies • Some HEIs have some elements of HIV/AIDS Workplace Programmes – None are comprehensive

  3. CONCLUSION • Key Failure to implementation for effective HIV/AIDS Programmes HEIs due to: • Lack of Clarity, Direction & Scope of the Programme • Limitation to existing capacity – especially in terms of staffing • Need to secure funding/Whilst seeking means towards Sustainability • Key Principles in mainstreaming HIV/AIDS: • Alignment with HIV/AIDS/STI NSP 2012 – 2016 • SANS 16001:2007 • Labour Relations Act, Act 66 of 1995 • Employment Equity Act, Act 55 of 1998 • Occupational Health & Safety,1993 • Compensation for Occupational Injuries Diseases Act, Act 130, 1993 • Basic Conditions of Employment, Act, Act, No 75 of 1997 • Medical Schemes Act, No 4 of 2000 • The Nursing Act, Act 50 of 1978 • The Medicines & Relate Substances Control Amendment Act, 1997 • An ILO code of best practice on HIV/AIDS & the world of Work (Genva 2001) • Labour Dept:Code of Good Practice -Key Aspect s of HIV/AIDS Employment • A Guide for Shop Stewards by COSATU (South Africa 200o • SABCOHA • UNAIDS. HIV/AIDS Infection Information for UN Employees & Families

  4. THE WAY FOREWARD

  5. QUESTIONS • Whats needed for implementation for HIV/AIDS Workplace Programme? • HIV/AIDS Policy for Staff versus students – Is there a need for 2 separate policies or 1 combined? • How do Management move from being seen be supportive & committed to translating words and policy into action? • How move do we from ‘levelling the playing fields’ of the HIV/AIDS Units at all HEIs in terms of funding, staffing, organogram, etc • In introducing Workplace Peer Education Programmes should it it include incentives? • Should it become mandatory that include HIV/AIDS be linked to all managers' of key performance areas at HEI • Majority of HIV/AIDS Units at HEIs are placed in Student Services – should this not be placed as the Department linked to the VC such as the Transformation Department of all HEIs?

More Related