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Accurately reward your employees.
Improve your performance management.
Attract and retain the key skills in your organisation.

Managing talent and critical 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?”

How we can help

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?”

How we can help

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.

How we can help

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.

How we can help

Retaining the right talent

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?”

 

How we can help

Making the right hiring decisions

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?”

How we can help

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?

How we can help

Equipping
managers to lead
with confidence

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?”

How we can help

Improving your performance management

Embedding a high-performance culture is of benefit to business, teams and individual employees. It 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?”

How we can help

Our Offering: Talent and People Solutions

  • 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
  • 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
  • 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 strategies
  • Talent reviews
  • Upskilling and training of line managers
    (business, HR and people management)

Associated Training courses