Absolute HR
Management System in Johannesburg

We understand the frustration and irritation that you as business owners, executives and managers often experience in having employees that continually under-perform.We also know that the employees who are ‘engaged’ in the business are usually more motivated to perform. We’ve been doing this successfully since 2006 for businesses ranging from specialized financial services, to IT  implementation companies, some with Africa development challenges.We also focus on advising them on the HR functionality and programmes they should implement to ensure that they get the best out of their employees and that staff problems are handled fairly, in accordance with the labour laws. The trick is to get ALL employees ‘engaged’ …At Absolute HR we focus exclusively on advising our clients on strategies and practices for managing and improving employee performance.

Entry Processes (the number of processes running concurrently) One of the biggest frustrations and irritations that business owners, executives and managers experience is having employees that continually under-perform. At Absolute HR, we can help relieve those feelings of frustration and anguish that you experience when you aren’t sure how to deal with problem employees. Employers have been required to stipulate the period of time by putting into the contract what the end date is. He is on his way to becoming one most successful football managers in history. One of the key elements to his success is his desire and will to win. But to do that he has to have the total commitment from his team. This poses a huge problem for employers, because the employee is basically absent from work without permission. But just because an employee has been arrested can he /she be dismissed? So, what happens when one of your employees has been arrested and is in jail? The answer is YES, and here are two circumstances under which it can be done: Firstly, if an employee has accumulated leave over and above the amount given to them by the company on an annual basis, this can be forfeited. When the contract expired he continued working for a while. He was referring to how much damage a bad manager can make to a working environment and to the employees who work there. It’s highly frustrating and makes you very angry when you’ve got a staff member, who’s potentially a good employee, but he or she doesn’t always perform up to standard or do what he or she’s meant to do. We understand that employees should always be able to adapt to new business challenges and new ways of doing things. There’s always someone who resists changes or authority. This is what wastes time and can make you very angry. You can have guidance and advice at your fingertips, whenever you need it. And it beats paying the hourly consultancy rate that’s charged for handling these sorts of problems. You won’t have frustrations, when you’ve got access to top HR expertise. The name and occupation of the employee and a brief description of the work that the employee is employed to do. The employee’s salary or wage or rate and method of calculating wages. The period of notice required to terminate employment or if employment is for a specific period, the date when employment is to terminate. Any period of employment with a previous employer that counts towards the employee’s period of employment. So what happens if your employment contracts don’t have some of these particulars?