TRAINING AND HUMAN RESOURCES


At Phangela we believe that our people contribute to the success and growth of our business. They make the difference. It is with that in mind that our recruitment and selection of staff is conducted on the basis of the company and client requirements. This process and the criteria for recruitment are non-discriminatory and fair in terms of relevant legislations. Namely: The PSIRA Act, Labour Relations Act, Skills Development Act, Employment Equity Act, and Basic Conditions of Employment Act.


SOURCING

In order to ensure career opportunities are made available, the company will advertise all positions internally at the same time as they are advertised externally.

Recruitment may be by way of word of mouth, job portals, advertising, employment agencies or a combination of these sources.


RECRUITMENT AND SELECTION

Phangela strives to finding, selecting and appointing the best candidates across all levels of the organisation, while at the same time, ensuring we achieve our organisational goals. We therefore follow a strict recruitment process consisting of various levels.


1. Pre-employment Screening:


Applicant must be 18 years and older
Be Presentable
Grade 11 Education Level
Communication must be clear
Must have a valid SA ID Book/Card
PSIRA Registration
Be Contactable


2. Aptitude test, where reporting writing skills and basic knowledge of security is tested.
3. Shortlisted candidates complete an application form and an In-depth Interview is conducted. The applicant’s documentation is checked and verified
4. Reference Checks are done
5. Finger prints are taken
6. Successful Candidates complete a 10 day Induction Programme
7. Final Assessment is completed
8. Signing of Employment Agreement
9. Issuing of Uniform, Transport Money, Name Tag and Roster
10. Officers are handed over to Operations

JOIN THE SQUAD

TRAINING AND DEVELOPMENT

Phangela ensures that’s its employees are provided with the opportunities for career development and succession planning, while at the same time expecting the employees to take responsibility for their own growth and development. ​ The training needs are identified through various ways, namely client needs, operational requirements, and through our performance management system.

INDUCTION

The aim of the induction program is to bridge the gap between the knowledge personnel obtained when they did their PSIRA registered training courses and what is practically expected in the industry and on site.
The secondary function of induction is to motivate and orientate the employees into the Phangela Culture. This in turn will contribute towards the minimisation of staff turnover and customer satisfaction.
The training consists of both theory and particle training with various assessments being complete throughout the two weeks. When the officers are handed over to Operations they undergo further onsite training.



TOPICS COVERED:


1. Company Orientation
2. Policies and Procedures
3. Personal Hygiene and Wellness
4. Basic Finance
5. Legal Aspect
6. Observation
7. Guarding and Patrolling
8. Handover and Takeover
9. Lost Property
10. Reporting for Duty
11. Access Control
12. Searching
13. Administration
14. Written Reports and Statements
15. Basic Telephone and Radio Communication
16. Role in Emergency
17. Basic Fire Fighting
18. Customer Service
19. Systems (Bloodhound/At the Gate)
20. Site Specific

Houston also ensures that there is absolute control over HR in terms of daily postings of Security Officers in accordance to the roster system, thereby ensuring the specific security needs of each of our clients are fulfilled. It is of the utmost importance that the Control Room Procedures, its function and role are sufficient, detailed and present at all times.

The National Nerve Centre reports directly to Support Service Managers who ensure that all instructions are executed accurately. Control Room Operators are specialised employees trained to handle specific situations regarding site staff issues and to provide timeous, detailed feedback to Management, clients and staff.

Our Control Centre is SAIDSA accredited which gives you, the client, peace of mind that all our systems and processes have been quality assured.

STUDY ASSISTANCE (Learnerships / Bursaries / Internships)

Phangela encourages the continuous development and training of all its employees and will consider providing financial assistance to employees who want to further their studies in the event that the direction of study is in line with their current position, or future role within the company.



REFRESHER TRAINING

To ensure our Security maintains a high level of productivity and proficiency, we encourage ongoing training by running on-the-job training sessions and various Refresher Training Modules.



SUPERVISORY TRAINING

Our Supervisors remain the core in our leadership chain. They have the greatest impact over our largest number of employees. Our Supervisor Training is therefore designed to develop our Supervisors’ confidence and to provide them with the necessary skills and tools to manage the performance of their team members, while giving them the skills for career enhancement.



TOPICS COVERED:


The transition from worker to leader
Common mistakes to avoid
Setting goals
Building teams
Role of First Line Manager
Communications
Team goals
Planning
Disciplinary procedures
Written communications
Performance management
Meetings
Delegation
Leading diverse teams
Feedback
On-site induction
Timesheet/payroll
Leadership styles
Time management

MANAGEMENT TRAINING

Our Management Courses are aimed at growing our Managers to gain the skills needed for career enhancement, while at the same time helping our organisation improve efficiency, reduce risk and deliver a competitive advantage.

TOPICS COVERED:

Presentation skills
Communications
Discipline
Performance discussions
Team-building practice
Feedback
Time management
Problem solving
Decision making
Attracting and retaining talent
Managing poor performance
Emotional intelligence
Coaching and delegating
Goal setting
Managing conflict
Service delivery
Finance
Sales
Plan, do and review
Team building

MANAGEMENT TRAINING

Our Management Courses are aimed at growing our Managers to gain the skills needed for career enhancement, while at the same time helping our organisation improve efficiency, reduce risk and deliver a competitive advantage.



TOPICS COVERED:
Presentation skills
Communications
Discipline
Performance discussions
Team-building practice
Feedback
Time management
Problem solving
Decision making
Attracting and retaining talent
Managing poor performance
Emotional intelligence
Coaching and delegating
Goal setting
Managing conflict
Service delivery
Finance
Sales
Plan, do and review
Team building

Houston also ensures that there is absolute control over HR in terms of daily postings of Security Officers in accordance to the roster system, thereby ensuring the specific security needs of each of our clients are fulfilled. It is of the utmost importance that the Control Room Procedures, its function and role are sufficient, detailed and present at all times.

The National Nerve Centre reports directly to Support Service Managers who ensure that all instructions are executed accurately. Control Room Operators are specialised employees trained to handle specific situations regarding site staff issues and to provide timeous, detailed feedback to Management, clients and staff.

Our Control Centre is SAIDSA accredited which gives you, the client, peace of mind that all our systems and processes have been quality assured.

SAFETY TRAINING

Basic Health and Safety, Firefighting, Role in Emergency and First Aid is covered in our 10-day Induction Programme. Further in-depth safety training is scheduled based on the legislative requirement and client requests.



EMPLOYEE WELLNESS AND INCENTIVES

Our Wellness Programme and Incentives contribute to growing our workplace’s camaraderie, increasing productivity and reducing absenteeism, while, at the same time, ensuring we have healthier employees.

Education through the various Wellness Training Modules (example: TB/HIV Awareness, You are What You Eat, Diversity Training)
Promoting physical fitness: we have a gym on site
Trauma support and counselling provided
Regular climate surveys to identify focus areas to improve on
Employee of the Month is an opportunity for us to single out a star employee for the month
Supervisor Bonuses
Long Service Awards to acknowledge the years’ service as a valued employee: R500 after 5 years R1 000 after 10 years R5 000 after 20 years
Our “Buried Life Project” is an idea in which employees at Phangela Group can request a wish to the value of R5000. Each month one person will be selected to achieve their dream.
Site Attendance Bonuses