Annual HR RD Implementation Plan

2.9 To effectively manage employee health and wellness Policies are in place and implemented to seek the interest of those infected and affected by HIV and AIDS All Departments have policies regarding violence and abusive behaviour in the workplace All Departments meet requirements for occupational health and safety of employees All employees have facilities available for counselling and for personal and professional support 2.9.2 Facilities are put in place for employee support 2.9.3 Policies, structures and business processes are put in place to link HRD with the counselling and support facilities at the workplace 2.9.4 Counselling and support facilities at the workplace are linked to competency assessment centres and to PMDS processes 2.10 To support Public Sector departments in adopting appropriate structures and processes for realising an effective and efficient HRD All departments have HRD functions that are effectively located Strategic role of HRD is enhanced Increase in the contribution of HRD to the desired performance outcomes of the organization 2.10.2 Executive managers attend workshops on the structure, location and use of HRD 2.10.3 Communication strategy undertaken on the structure and strategic role of HRD in public organizations 2.11 To ensure that policies, plans and strategic documents on HRD are appropriately integrated with and aligned to other relevant plans, priorities and strategies of Government HRD strategies reflect awareness of strategic priorities of departments and growth and development priorities of provinces All departments play a role in addressing the strategic priorities of the nation and their provinces in areas of core responsibilities and in areas where they have capacity and strategic location 2.11.1 Guidelines developed on the plan integration for HRD 2.11.2 Training initiatives are undertaken on plan for integration for HRD 2.11.3 An internal monitoring structure is established to assess the degree to which plans and str