This two-day masterclass focuses on employee engagement, benefits, and crisis management. It will showcase how looking beyond traditional employee benefits like wages to factors such as communication, quality of life, and corporate social responsibility can boost engagement. The masterclass aims to help attendees understand how benefits empower employees while also preventing crises, and will provide strategies to communicate benefits effectively and enhance quality of life. It seeks to move beyond seeing benefits and wages as the only solution to employee unrest, toward more innovative crisis management approaches.

1. THINKING BEYOND THE OBVIOUS
Employee Benefits, Engagement
& Crisis Management Masterclass
A proactive approach to mitigating employee
crisis through engagement and benefits
5 – 6 December 2012
Global Prospectus Training Centre,
366 Pretoria Avenue, Randburg
SETA Accreditation No. 2502

2. MOTIVATION & OVERVIEW
With the global economy recovering from the worst recession in decades, employee engagement has hit an all time low. Although
many executives admit that employees are crucial to the performance and profitability of their business, considerable number of
them usually don’t understand the processes required in employee engagement or even follow through on claimed benefits. While
employee engagement is clearly a hot buzz-word in today’s corporate circles, few executives have a clear picture of what the term
actually means. Fact is, employee engagement cannot be adequately understood or even defined without the acceptance that
corporate culture, pride, satisfaction, advocacy, loyalty and benefits are key elements of it. .Employees who embrace their corporate
culture, have pride and sense of satisfaction in their work and are advocates and loyal to the company will be highly productive; and
expectedly will be highly rewarded through adequate benefit offerings. But in a lot of companies this is not so, and employees are
disenchanted and result to strikes and protest to seek engagement.
This two day Masterclass will showcase how innovative solutions that look beyond employee benefits like employee communication,
better quality of life and corporate social responsibility can form the bedrock on which employee engagement can be achieved
even in the face of pressing employee restlessness and demands.
BENEFITS & OUTCOME
The true value of employee benefits and engagement in crisis management cannot be over emphasized in today’s business
space, considering all the strikes and employee unrest in the country. The essence of this Masterclass therefore is to showcase
that benefits not only empower employees and their families to lead better lives at work and home as well as provide valid
reasons to engage with their company; but it also helps stipulate how employers can prevent crisis situations through adequate
communication strategies as well as introduce innovative and alternative ways that can stem staff unrest without employers
having recourse to benefits and wage increases as the only solution for preventing such crisis.
Attend this essential Masterclass and learn how to:
• Break the communication barrier with employees through clear and unambiguous explanations of benefit offerings
• Create safety and security initiatives to help reassure employees of their value to company
• Establish the corporate culture and capabilities of Management to provide effective leadership before,
during and after a crisis to ensure continuity of business
• Ensure that employee welfare and motivation to work is in the best interest of employee/employer relations
WHO SHOULD ATTEND
• HR Directors • Innovation Managers
• Directors and Heads of Employee Engagement • Diversity and Talent Retention Managers
• Directors of Employee Relations • Insurance Managers
• Employee Benefits Managers • Corporate Communication Managers
• Heads of Internal Communications • Wellness Managers
• Heads of Reward and Recognition • Performance and Talent Managers
• Organisational Development Managers • Financial Advisers
• Heads of Talent Management • Crisis Management Managers
• HR Policy and Strategy Advisers
EXPERT FACILITATORS
Chris Jacobs Manager Human Resources (Employee Relations),
South African Revenue Service (SARS)
Mike Lacey Smith Psychologist and Licensed Expert on LIFO
(Life Orientation Strength Management System) South Africa
Daniel Munslow Director/ Chief Communication Officer, Talk 2us South Africa
Regional Board Member, IABC (International Association of Business Communicators)
GLOBAL PROSPECTUS TRAINING (PTY) LTD. Chief Executive O er - Dhevaraj Pillay
Johannesburg - Tel: +27 11 781 6222 Fax: +27 11 781 6044 Marketing - m2@globalprospectus.co.za Auditors - Russell Bedford SA (Jhb) Inc.
Pietermaritzburg - Tel: +27 33 391 4229 Fax: +27 33 391 5722 Design - www.designmaster.co.za (071 018 8355) Legal - DA Morris & Associates

3. DAY 1
08:00 - 09:00 Registration & 10:45-12:00 Continuation of Stream One –
early morning refreshment Round Table Session
In this session delegates are allowed to discuss issues
09:00 - 09:15 Chairman’s opening remarks relating to the above topic in Stream One and proffer
solutions while the Facilitator presents real-life case
Stream One: study scenarios
Chris Jacobs
09:15-10:30 Looking beyond employee Manager Human Resources (Employee Relations),
South African Revenue Service (SARS)
benefits and wage increase in
crisis management 12:00 - 13:00 Networking lunch break
The ability of Management to look beyond employee Stream Two
benefits and wage increase as solutions to employee
crisis has become more imperative in today’s business 13:00 - 14:15 Appraising Human Capital
environment than ever before. Business experts on
employee engagement must possess the ability to look initiatives – the link between Employee
at different perspectives and analyse present and future Engagement, HRM Practices and
employee behaviour patterns to understand innovative
ways to stem staff unrest without having to essentially crisis management
fall back on benefits and wages as the crucial solution for • Set up an Action Purpose strategy
ongoing business success. This session showcases how • Set up in advance a Humanitarian Response Team
to combine the theories and experiences from post- • Establish a diagnostic study of the human factor
crisis situations to achieve a more effective strategy for aspect of vulnerability to your company of the crisis
crisis management beyond employee benefits and wage • Identify and prepare specifically for crisis scenarios
increase. • Develop Human Capital policies and procedures
• Looking at a robust, company-wide plan to deal with specifically related to crisis management
crises • Avoid ad hoc actions and ensure effective delivery of
• Ensure that employee welfare and motivation to work crisis-related human services
is in the best interest of employee/employer relations • Provide employees with an opportunity to
• Create safety and security initiatives to help reassure understand Management’s point of view and keep the
employees of their value to company negotiation door open
• Initiate effective leadership development, talent • Establish an online resource with information about
management and solid communication plans to crisis management, employee benefits and other
support effective crisis management. employee-related policies and programs relating to
• Offer real value protection and enhancement through the crisis.
innovative deliverable alternatives such as crisis • Provide employees with a 24-hour readily accessible
communication plans, crisis resource planning, safety information and communication network
and security training and succession planning Chris Jacobs
• Create initiative for crisis management that motivates Manager Human Resources (Employee Relations),
employees to support what needs to be done South African Revenue Service (SARS)
• Establish that the corporate culture and capabilities
of Management can provide effective leadership 14:15 - 14:30 Afternoon Refreshment
before, during and after a crisis to ensure continuity.
• Look beyond the obvious basic survival needs of the 14:30 - 15:15 Continuation of Stream Two –
employee and their family members and : develop a
crisis management plan to provide for these needs Round Table Session
• Management must realize that in meeting employee In this session delegates are allowed to discuss issues
needs value for the bottom line is a priority so as relating to the above topic in Stream Two and proffer
to minimise potential damage and downtime to solutions while the Facilitator presents real-life case
productivity. study scenarios
• Offering alternative benefits which meet employee Chris Jacobs
lifestyle demands will succeed in achieving positive Manager Human Resources (Employee Relations),
results as attraction, retention, loyalty and motivation South African Revenue Service (SARS)
of staff and reduce the incidence of crisis
Chris Jacobs 15:15 Closing remarks by Chairperson
Manager Human Resources (Employee Relations),
South African Revenue Service (SARS)
End of day one
10:30 - 10:45 Networking during
mid-morning refreshment
GLOBAL PROSPECTUS TRAINING (PTY) LTD. Chief Executive O er - Dhevaraj Pillay
Johannesburg - Tel: +27 11 781 6222 Fax: +27 11 781 6044 Marketing - m2@globalprospectus.co.za Auditors - Russell Bedford SA (Jhb) Inc.
Pietermaritzburg - Tel: +27 33 391 4229 Fax: +27 33 391 5722 Design - www.designmaster.co.za (071 018 8355) Legal - DA Morris & Associates

4. DAY 2
08:00 - 09:00 Registration & Stream Two:
early morning refreshment
13:00 - 14:15 Employee Benefits and
09:00 - 09:15 Chairman’s opening remarks employee communication
Most companies expect employees to participate more in
their own financial security and know how to make use of
Stream One: these benefits for their own rewards. However effective
09:15 - 10:30 Employee Engagement and communication of benefit offerings to employees is
still a challenge for Management to sometimes drive
better quality of life across. Some reasons for this communication gap stem
Financial rewards still form the bedrock of employee from the fact that a lot of benefit offerings are worded
motivation and loyalty in the workplace, but increasingly in legal language that is sometimes incomprehensible
employees are becoming more driven by other aspects to some middle and junior level staff. Onus is therefore
of their quality of life such as mental and physical health, on Management of such companies to devise ways to
family wellbeing, and safety and security in the workplace. drive home the benefits of such offerings effectively.
Companies must ultimately find ways to engage This session will highlight some strategies for employee
employees positively and more constructively to enhance benefit communication and engagement.
their quality of life as a means of mitigating staff unrest • Use what you already have to communicate your
and disenchantment. This session addresses the issue of message
better quality of life for employees as an intrinsic aspect of • Keep information simple and straight forward
employee engagement. • Explain all legal terms and clauses properly
• Ensure that Management leadership is sincerely • Ensure that employees actually do need the benefit
interested in the well-being of employees offering
• Build a sense of community among employees • Keep communication channels open and accessible
through participatory engagement • Ensure employees are aware of the cost of their
• Educate employees so they can participate in decision employer’s indirect compensation
making and cultivate the right initiative to perform • Educate employees to eradicate indifference they
better might have to their actual benefit package
• Clarify how employees contribute to achieving • Build open relationships with employees through
company goals so as to give them a sense of honest communication so they trust management
belonging and loyalty. decisions always
• Increase employee satisfaction through information • Influence the communication climate by creating
sharing and innovative team building strategies. positive messages and clear rewards.
• Explain corporate goals and objectives clearly and • Improve media relations to lessen information
help employees make sense of the situation. overload and encourage feedback so employees can
• Improvement of media, lessen information overload, remain informed at all times.
encourage feedback and manage the rumor mill. Daniel Munslow
• Tap into and advocate employee opinions. Director/ Chief Communication Officer,
• Promote employee programs such as health/wellness, Talk 2us South Africa
company Intranet and green initiatives Regional Board Member, IABC (International
Mike Lacey Smith Association of Business Communicators)
Psychologist and Licensed Expert on LIFO
(Life Orientation Strength Management System)
South Africa 14:15 - 14:30 Afternoon Refreshment
10:30 - 10:45 Networking during 14:30 - 15:15 Continuation of Stream Two –
mid-morning refreshment Round Table Session
In this session delegates are allowed to discuss issues
10:45 - 12:00 Continuation of Stream One – relating to the above topic in Stream Two and proffer
solutions while the Facilitator presents real-life case study
Round Table Session scenarios
In this session delegates are allowed to discuss issues Daniel Munslow
relating to the above topic in Stream One and proffer Director/ Chief Communication Officer,
solutions while the Facilitator presents real-life case Talk 2us South Africa
study scenarios Regional Board Member, IABC (International
Mike Lacey Smith Association of Business Communicators)
Psychologist and Licensed Expert on LIFO
(Life Orientation Strength Management System)
15:15 Closing remarks by Chairperson
South Africa
12:00 - 13:00 Networking lunch break End of day two
GLOBAL PROSPECTUS TRAINING (PTY) LTD. Chief Executive O er - Dhevaraj Pillay
Johannesburg - Tel: +27 11 781 6222 Fax: +27 11 781 6044 Marketing - m2@globalprospectus.co.za Auditors - Russell Bedford SA (Jhb) Inc.
Pietermaritzburg - Tel: +27 33 391 4229 Fax: +27 33 391 5722 Design - www.designmaster.co.za (071 018 8355) Legal - DA Morris & Associates

5. Employee Benefits,
Engagement & Crisis ONLY
Management Masterclass
R699
5 – 6 December 2012 Per D
eleg
0
Registration Form Global Prospectus Training Centre, ex. VA ate,
T.
366 Pretoria Avenue, Randburg
GPW Marketing
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GLOBAL PROSPECTUS TRAINING (PTY) LTD. Chief Executive O er - Dhevaraj Pillay
Johannesburg - Tel: +27 11 781 6222 Fax: +27 11 781 6044 Marketing - m2@globalprospectus.co.za Auditors - Russell Bedford SA (Jhb) Inc.
Pietermaritzburg - Tel: +27 33 391 4229 Fax: +27 33 391 5722 Design - www.designmaster.co.za (071 018 8355) Legal - DA Morris & Associates