Archives

thumbnail
0 comment

Is a New Company…

Are you changing jobs or looking for another opportunity to expand your career? Finding a great place to work that creates long-term value and engagement is not easy, and you shouldn’t treat the process lightly. There are steps you can take to validate your choice and make sure your new company is a great outlet to enhance your skills and potential. So how do you know if the next opportunity is worth your attention? How do you find the right workplace for you? You may know what you expect as financial reward, benefits or bonuses, but the following considerations are more important than you think. Company Environment and Culture Company culture has been the buzzword in the industry for the last couple of years. Beyond the hype, a company’s atmosphere and its environment do have a great influence in determining whether you shine at your new job, or you don’t. Although you may be tempted to compare at this stage a more traditional workplace with an open, flexible setup (think Google and Silicon Valley), the company’s structure and its organigram are not necessarily the best determinants of its culture – its people and the way they interact are. Lynda Gratton is a professor at London Business School and best-selling author of ‘Hot Spots: Why some teams, workplaces, and organisations buzz with energy and others don’t.’ In an article published in..

Read More
thumbnail
0 comment

Managing Employees’ Time Efficiently

Managing Employees’ Time Efficiently Managing and retaining talent is the cornerstone of human resources strategies in any organisation. But there is another operationally focused component that can make a huge impact on the bottom line: time management. Managing employees’ time in the workplace can significantly impact business profitability. The process doesn’t need to be complicated, but it does require active investment in effective time management solutions. In an article published in HR future magazine, HR industry specialist at NGA Africa Rob Bothma advocates for the use of technology to effectively manage your human resources and to address time management issues. Below are a few steps he recommends for organisations to implement to manage their employees' time better. Capture and Access Accurate Time Data The first step in this process is to have accurate data on the overall time schedules worked by employees, and preferably the time consumed for every activity and responsibility included in the work. Time recording facilitates accurate job costing that will make the identification of abnormally high-cost processes and inefficient operations much easier to identify. This exercise alone can save the company significant costs and hassles. Furthermore, management needs to access relevant time data whenever needed with ease. Making this information easy to access and share with all relevant parties, for example by storing the data in the cloud, is a great choice. Automate and Streamline Operations..

Read More
thumbnail
0 comment

Why Invest in Employee…

Why Invest in Employee Wellness for Your Business Employee wellness is important to organisational success, as long as business follows a strategic and integral approach to wellness, according to in South Africa. The study found that local employers recognise the benefits of investing in the wellness of their employees, and feel that employees appreciate these benefits that positively impact their health and well-being. “In our experience globally, CEOs and other C-suite executives are becoming more aware of the impact of wellness and its benefits on the business as a whole, allowing wellness to become recognised as an increasingly strategic issue,” says Barry Vorster, PwC Leader of People & Change. Here are some noteworthy benefits of implementing an employee wellness program from an organisational point of view. Create Long-term Value for the Organisation The impact of wellness programmes on the organisation’s bottom line depends on the company objectives, its strategic approach to wellness, and the employer’s efforts to engage with the staff and promote wellbeing in the workplace. According to Vorster, employees who enjoy higher levels of well-being are likely to be more engaged, as are those who believe that their employer cares about their well-being. The extended potential benefits of investing in wellness go beyond employee engagement and productivity at work. Wellness initiatives can lead to attract and retain the best talent, build the company reputation and brand, and create..

Read More
thumbnail
0 comment

The 3 Types of…

The 3 Types of (Dis)Engaged Employees: Which Type Are You? While management and leadership agree on the fact that employees are one of the most important assets of an organisation, there is still much to be done about employee engagement in the office. The harsh reality is that the majority of the workforce is simply not engaged in their work. They are either adding minimal value or actively working against the organisation. In fact, only 15% of employees worldwide are engaged in their jobs, according to Gallup’s State of the Global Workplace report. Engagement means that they are emotionally invested in committing their time, talent and energy in adding value to their team and advancing the organisation’s initiatives. The report has even identified three types of employees in an organisation based on the (dis)engagement levels. Engaged (15%). Engaged employees are enthusiastic about their work and feel that their talents are leveraged in their respective roles. Loyal and committed, these employees are happy to take responsibilities outside of their job description to excel further and show their leadership qualities. Engaged employees will remain with an organisation much longer than their disengaged counterparts. Not Engaged (67%). The majority of employees are relatively satisfied with their job, performing the minimum requirements to meet the needs of the customers, but they are not as connected to the company’s overall mission and vision. According to Gartner,..

Read More
thumbnail
0 comment

How to Support Disability…

How to Support Disability Employment Awareness Held every October, US National Disability Employment Awareness Month (NDEAM) is an opportune time to educate a wider recruitment audience about disability employment issues and celebrate workers with disabilities. NDEAM is led by the U.S. Department of Labour’s Office of Disability Employment Policy (ODEP), and its campaign encourages organizations of all sizes and in all industries to participate in the awareness initiative. This year’s theme, “Inclusion Drives Innovation,” celebrated diversity and innovation in the workplace. According to the , “smart employers know that including different perspectives in problem-solving situations leads to better solutions. Hiring employees with diverse abilities strengthens their business, increases competition and drives innovation.” In South Africa, various initiatives have been launched in support of disability employment, providing career and employment opportunities for disabled job seekers. Companies and recruiters are increasingly making inroads to promote equal employment opportunities. Below are a few ideas to drive awareness in your organisation and support disability employment nationwide: Implement a disability education program for staff, clients, and partners Set up posters and leaflets in your organisation to promote disability employment Foster a more inclusive workforce Consider hiring disabled candidates for specific, suitable positions Recognise disabled staff for their skills and abilities in the workplace For more specific ideas on supporting NDEAM, visit . Did you know? Professional Sourcing has various career opportunities and job vacancies for disabled..

Read More
thumbnail
0 comment

3 Effective Talent Retention…

3 Effective Talent Retention Strategies Hiring good people in your organisation is one part of the job; the other, perhaps even more important, is keeping them actively engaged and working for you. It is why employee retention strategies are vital to the success of your business. Use the following best practices to build strong employee relationships and retain your top talent. Invest in Relationship Training from the Top Employee relationship strategies focus on how employers treat people and how they behave with each other. Start developing effective relationships from the top level of the organisation, right down to the bottom. People work for and report to their supervisors. Therefore it makes sense for managers and senior staff to have the knowledge and training necessary to work effectively with people on an individual level, as well as with subordinate teams. The manager-employee relationship can be the key to retain employees in your organisation, as most people want to have a good relationship with their supervisor. Talk to Your Employees Sometimes the best strategy to retaining employees working for you is to have an honest discussion with them. Start asking questions and listen to what they say, then act on the findings at your discretion. Ask WHY your employees work for you to get a better understanding of what attracts people to your company, and to positively reinforce their working goals. Use..

Read More
thumbnail
0 comment

How to Support Employees…

How to Support Employees in the Workplace Employee support means giving the people who work for your business the right tools to get the job done. When employees have everything they need to perform, their job satisfaction levels increase dramatically. All employee support strategies should take note of the employees’motivations to perform and excel in the workplace using the adequate resources at their disposal – tools and equipment. An important aspect of this strategy, and too often neglected, is the acknowledgment that employees need moral and mental support from their superiors, managers and company owners. Thus, employee support starts with the employer’s attitude and the belief that employees are valuable assets that contribute to the company’s success. What is your company doing to promote a better setup for its employees? Get started by implementing and maintaining a few noteworthy employee support strategies. Keep employees in the loop. The more information you share about the company, its mission and the activities that need to be done, the more valuable the staff’s contribution becomes. Be clear on job responsibilities and accountability. Help staff to understand what their jobs entail and mean for the growth of the company. Give employees productive and challenging work. Meaningful activities and valued input are key to job satisfaction. Provide the right tools and equipment for the job. Remove any obstacles and barriers standing in the way of..

Read More
thumbnail
0 comment

3 Ideas to Create…

3 Ideas to Create an Employee Wellness Plan for Your Business Healthy employees are critical for company performance and well-being. Does your company have a comprehensive employee wellness plan? Moving employee wellness programmes to the background, cutting costs or discarding any wellness interventions can greatly affect a company’s productivity, creativity, and presenteeism levels. On the flip side, the lack of wellness initiatives in the workplace translates into a loss of quality of life, health risks and more stress for your employees. Yet, in many cases, employee wellness interventions are still among the first to be downscaled or cut away – perhaps even before the advertising budgets! Below are a few ideas to implement to bring employee wellness back on its track, or rethink your company’s wellness efforts in assisting your employees bring their best at work. Comprehensive Health Screenings At a minimum, enforce a comprehensive health screening initiative in your organisation. The goal is for every employee to have a clear indication of their current health status and stress levels. Make it a regular exercise – quarterly, for example, and include the minimum health tests to determine blood pressure, sugar and cholesterol levels. While these screenings are usually conducted in certain industries with a high risk of incidents which could affect health and safety (think of industrial profiles and construction), any organisation of any scale can benefit from performing these..

Read More
thumbnail
0 comment

Signs You Might Need…

Signs You Might Need a Career Change How can you tell if it is finally time to change careers? Should you stay or should you take a leap of faith? We uncover five reasons that it might be time to look out for other career opportunities. You are exhausted – physically and mentally A tell-tale sign that you may need to move on is experiencing frequent exhaustion, stress, and chronic illness. If your health takes a back seat and your moods are not improving, you need to take a deeper look at the work itself or perhaps the toxic environment at the office. The solution? Shifting careers, opting for a less stressful but more rewarding job, or switching from a full-time to part-time position can help you get back on track. Your heart is not in the work anymore Your work involves daily tasks and responsibilities, and the use of various skills; could be presenting, reporting, networking, marketing, sales etcetera. Perhaps you are mastering (or not) the daily work and the skills required to perform, but your heart is not entirely in it (read: you could not care less). Holding on to a job just because of the paycheck and benefits and nothing more can lead to inside struggles and depression over long-term. The solution? Choose a career where you feel comfortable and passionate about the work you do. Boredom..

Read More
thumbnail
0 comment

3 Things to Consider…

3 Things to Consider When Hiring IT Professionals The technology industry is rapidly evolving – and so are the demands of IT jobs and the requirements needed for employers to target skilled candidates in the industry. We look at a few factors companies need to have in mind when recruiting IT professionals. Contract versus Full-time Position As the IT talent pool diversifies and the online it marketplace increases, the employers have a serious decision to make in the recruiting process: should they consider contract work or full-time position? It is no longer about just performance and skill, but also the kind of employment these professionals are engaged in, whether it is freelancing, part-time or full-time work. Specialisation versus Development In light of the above, freelancers and contracted IT professionals tend to have more defined specialities because of the nature of their short-term work. In contrast, long-term employment is a premise for developing further skills and career advancing possibilities in the IT sphere. Long-term IT employees are expected to develop with the company’s requirements and direction. In the case of developers, for example, the role may require employees to learn additional programming languages to better serve the needs of the employer. Hence full-time IT roles may require further training and development, whereas a contract position will need specialised solutions and work completed upfront. Employers should carefully assess the nature and requirement..

Read More


News On Calendar
August 2020
M T W T F S S
« Jul    
 12
3456789
10111213141516
17181920212223
24252627282930
31