SECURITY GUARD TRAINING
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.
STAFF SOURCING
RECRUITMENT & SELECTION
SECURITY GUARD TRAINING
SUPERVISORY TRAINING
MANAGEMENT TRAINING
SAFETY TRAINING
EMPLOYEE WELLNESS & INCENTIVES
STAFF 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 & SELECTION
Phangela strives to find, select, and appoint 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
This is where reporting, writing skills, and basic knowledge of security is tested and observed.
3. APPLICATION
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 COMPLETED
7. FINAL ASSESSMENTS COMPLETED
5. FINGER PRINTS ARE TAKEN
8. SIGNING OF EMPLOYMENT AGREEMENT
10. OPERATIONS COMMENCE
6. 10 DAY INDUCTION PROGRAM
9. ISSUE OF UNIFORM, TRANSPORT FUNDS & ROSTER
TRAINING & 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 in various ways, namely client needs, operational requirements, and through our performance management system.
SECURITY GUARD
TRAINING
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 practical training with various assessments being completed throughout the two weeks. When the officers are handed over to Operations they undergo further on-site training.
TOPICS COVERED
During our security guard training program, you can typically expect the following topics to be covered.
2. POLICIES & PROCEDURES
3. PERSONAL HYGIENE & WELLNESS
4. BASIC FINANCE
5. LEGAL ASPECT
6. OBSERVATION
7. GUARDING & PATROLLING
8. HANDOVER & TAKEOVER
9. LOST PROPERTY
10. REPORTING FOR DUTY
12. SEARCHING
13. ADMINISTRATION
14. WRITTEN REPORTS & STATEMENTS
15. BASIC TELEPHONE & RADIO COMMUNICATION
16. ROLE IN EMERGENCY
17. BASIC FIREFIGHTING
18. CUSTOMER SERVICE
19. SYSTEMS (BLOODHOUND / AT THE GATE)
20. SITE SPECIFIC
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 at the core of our leadership chain. They have the greatest impact on our largest number of employees.
TRANSITION FROM WORKER TO LEADER
SETTING GOALS
ROLE OF FIRST LINE MANAGER
COMMUNICATIONS
PLANNING
DISCIPLINARY PROCEDURES
TIMESHEET / PAYROLL
DELEGATION
FEEDBACK
COMMON MISTAKES TO AVOID
BUILDING TEAMS
PERFORMANCE MANAGEMENT
TEAM GOALS
MEETINGS
LEADING DIVERSE TEAMS
WRITTEN COMMUNICATIONS
LEADERSHIP STYLES
TIME MANAGEMENT
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.
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.
MANAGEMENT
TRAINING
PRESENTATION SKILLS
DISCIPLINE
TEAM-BUILDING PRACTICE
TIME MANAGEMENT
DECISION MAKING
MANAGING POOR PERFORMANCE
COACHING AND DELEGATING
GOAL SETTING
FINANCE
PLAN, DO AND REVIEW
PERFORMANCE DISCUSSIONS
COMMUNICATIONS
ATTRACTING AND RETAINING TALENT
FEEDBACK
PROBLEM SOLVING
EMOTIONAL INTELLIGENCE
MANAGING CONFLICT
SERVICE DELIVERY
SALES
TEAM BUILDING
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.
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.
EMPLOYEE
WELLNESS &
INCENTIVES
- 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