People & Talent Solutions

Harness the power of data-driven decisions – based on people analytics – to accurately reward your employees, improve your performance management, and attract and retain the key skills in your organisation.

Talent Management & Scarce Skills

With constant changes in business and technology, the strategic management of organisational talent has become critical to the successful execution of any organisation’s vision and strategy.

Q: “We feel we may need to create a more diverse talent pipeline to support our business strategy. How do we redefine our talent strategy to ensure this happens?”

Q: “How do we strategically address the career aspirations of our people?”

Q: “How do we align our succession cover to the key capabilities we need to ensure ongoing success and competitiveness?”

Career Pathing & Succession Planning

Career paths for employees are an integral part of the human capital management and development across all levels in the organisation.

The ultimate intention is to link the process with key performance measures and level of work expectations for each job grade.

This process would be used to manage human capital including recruitment, training, selection and promotion.

Creating value through Human Resources

Human Resources need to adapt to the age of change and can only add value to the business and its people if aligned to the business strategy. The function needs to transform from pure transactional functions to strategic partnerships with leaders and other stakeholders.

Q: “There have been so many changes in business, technology and legislation. Is our HR strategy still relevant?”

Q: “We need help in every area. Is it possible to have a cost-effective end-to-end solution for all our people issues?”

Q: “Is our HR service delivery model as effective as it could be?”

Ensuring that your HR policies mirror you organisation’s EVP

Human Resource Policies have traditionally been geared towards achieving compliance with legislation, rules and regulations. Policies are no longer only informed by legislative and organisational requirements but also by changes in the workplace and the renewed emphasis on the importance of a compelling Employee Value Proposition.

Policies that are aligned to organisational requirements and market trends don’t only drive sound governance, transparency, clarity and accountability , but contribute to increased efficiency, performance and engagement, whilst promoting the attraction and retention of talent.

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Coaching for Everyone

Coaching has traditionally been a resource for executives and senior leaders.

21st Century, in collaboration with HelloCoach, can offer organisations an innovative online coaching solution that is available to all employees, on all levels, so that the collective impact of coaching is experienced throughout the organisation.

Skills Audits and Competency Assessments

A skills audit aims to identify and close skills gaps through staff development in order to enhance the organisation’s quality of service.

Statutory HR Planning & Reporting

Skills Development Planning & Reporting

The Skills Development Act 97 of 1998 states that any employer who is required to be registered to pay a Skills Development Levy (SDL), should submit a Workplace Skills Plan (WSP) and an Annual Training Plan (ATR) in order to qualify for a rebate on their SDL and obtain skills development points on their BEE scorecard.

Employment Equity Planning & Reporting

Designated employers are legally obliged to submit an Employee Equity (EE) plan to the Department of Labour – the intent being to promote equal opportunities for all, regardless of race, gender or disability.

Talent Retention

Retaining the right talent remains a challenge in most organisations. Technology makes it easy for global and local competitors to entice your talent to consider other career opportunities. Without a strong retention strategy, the undesirable loss of good talent remains a huge risk, given the potential negative impact on company performance, customer satisfaction and employee morale.

Q: “What are the reasons that our employees stay? And what do they value about working here?”

Q: “Are our retention strategies actually preventing people from leaving?”

Q: “Is the labour turnover of our key employees a risk for our company?”

Our Service Offering

  • Career management and career pathing,
  • Coaching and mentoring,
  • Competency assessments,
  • Critical and scarce skill strategies,
  • Employee retention and engagement,
  • Employment equity planning and reporting,
  • Executive and leadership success profiles,
  • HR Policy review,
  • Integrated talent platform,
  • Leadership development,
  • On-boarding programmes,
  • Organisational IR advice and processes,
  • Outplacement programmes and platforms,
  • Personal development plans,
  • Performance management,
  • Performance scorecards and KPI alignment,
  • Recruitment and selection policy, processes and procedures,
  • Skills audits & competency assessments,
  • Skills development planning and reporting,
  • Strategic talent attraction and acquisition frameworks,
  • Strategic gap analyses,
  • Succession management,
  • Talent assessment/tools,
  • Talent framework and strategy,
  • Talent management policy, processes and procedures,
  • Talent management and scarce skills,
  • Talent reviews,
  • Training of line managers (business, HR and people management).

Talent Assessment & Acquisition

Employees are the most important and valuable assets within any business, provided that you have the right people in the right roles. Selecting the right people into your team sets the foundation for future success.

Q: “How do we make sure we attract – and retain – the correct people?”

Q: “How do we ensure that our recruitment and onboarding processes will inspire the applicants?”

Q: “How can we make sure that our hiring decisions are effective?”

Employee Transitioning

Supporting employees who are transitioning into new roles or exiting the organisation due to business restructuring.

Q: “How do we go about applying a legally compliant 189 restructuring process?”

Q: “How do we support distressed employees during the restructuring process?”

Q: “We’re restructuring. We’re not sure whether or not our operating model is still appropriate, or whether the roles will need to be redefined.”

Q: “We want to retain our key talent and transition redundant employees. How do we apply selection procedures to ensure we’re not guilty of unfair dismissal?”

Q: “How do we engage with stakeholders during restructuring AND maintain effective relationships with our employees?”

Leadership Development

Leaders face the responsibility of leading with confidence despite uncertainly. Organisations need to strategically invest in the development of current and future leaders.

Q: “How do we, as leaders, set about growing the future leaders in our organisation?”

Q: “What do our leadership team need to do in order to confidently take ownership of the performance, development, and engagement of our employees?”

Performance Management & Performance Contracts

Well-designed Performance Management systems add a great deal of value when planning work and setting expectations. We ensure that both design and implementation receive proper attention.

Embedding a high-performance culture (where performance is continuously monitored and measured) is an essential component of driving business performance, directing employee development, and enhancing employee engagement and retention.

Q: “Is performance management an annual event, or should it be an ongoing management practise?”

Q: “How do we align our KPIs to our strategic business drivers?”

Q: “I’m not sure that our performance management process is adding any value to our business – or to our people. How do I fix this?”

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