The Fast-Moving Consumer Goods (FMCG) space sees the movement of everyday essentials with short shelf lives, which as a result requires a well-functioning supply chain from procurement to retail. As this fast-paced sector prepares for peak shopping periods such as Black Friday and the holiday season, the ability to swiftly scale operations and maintain seamless execution is essential.
During peak seasons, FMCG companies face the dual challenges of increasing customer demand and maintaining operational efficiency, all while safeguarding brand reputation. To succeed during this critical period, partnering with a Temporary Employment Services (TES) provider ensures that businesses secure the right manpower, skills, and operational flexibility to stay ahead.
Flexibility to handle peak demand
FMCG companies often experience fluctuating demand throughout the year, especially during seasonal peaks when extra hands are required. Whether it's Black Friday or the holiday rush, scaling up staff at short notice is crucial. Yet, maintaining a large full-time workforce solely for these high-demand periods is not cost-effective. This is where a TES partner becomes invaluable.
Read more: Mastering peak season with agile workforce solutions in the FMCG sector
As the year draws to a close, companies across various industries begin to think about how to recognise and reward their employees, particularly top performers. Traditionally, many opt for year-end bonuses or grocery vouchers. However, a more strategic approach is gaining traction. Steve Mallaby, CEO of adumo Payouts, advocates for businesses to consider card-based incentive schemes as an alternate payout solution for year-end rewards.
“Year-end awards and incentives are common practice in many organisations,” notes Mallaby. “These rewards are not necessarily tied to the financial year-end but are a way to recognise employee performance and effort throughout the year.”
While most companies distribute awards and bonuses in December, Mallaby stresses the importance of early planning. “If you are only starting the conversation in mid-November, you have missed the mark,” he cautions.
A line-up of awesome speakers, brilliant selection of Exhibitors who serve our Talent Market Community, familiar and new Talent Leaders that I connected with, generous attendee prizes and giveaways, and scrumptious meals – what’s not to enjoy!!! 😊
Takeaways that resonate 100% and cannot be overlooked if you want to thrive in the talent industry into 2025 are as follows:
Read more: 🔉HIGHLIGHTS from HRworks Annual Conference & Expo 💡
Insights by Dr Chris Blair
Recent legislative changes, particularly the Companies Amendment Bill 2024 and amendments to the Johannesburg Stock Exchange (JSE) Listings Requirements, have introduced significant alterations to corporate governance and remuneration policies. King IV Principle 14 emphasises fair, responsible, and transparent remuneration practices to align with strategic objectives and ensure positive outcomes in the short, medium, and long term. The amendments affect the preparation, presentation, and reporting requirements related to executive remuneration, necessitating adjustments in how companies approach their remuneration policies and reports.
But why are these changes Important for Companies and Organisations?
Too many employers make the mistake of unnecessarily delaying the charging of employees for misconduct. Failing to discipline employees timeously can be found to be diluting the seriousness of the offence. In addition, the longer the delay between the incident and the charging of the accused, the more likely it will be that important evidence is lost. This is because workplace witnesses might leave the employer or might forget what exactly happened. Also, evidentiary documents and video evidence can be lost. This can result in a serious weakening of the employer’s case.
In the case of IMATU obo Dias (Lex Info, 30 August 2024. Case number C487/2021) Ms Dias was fired for dishonestly bypassing the water meter (on her property) installed by her employer.
However, she was charged five years after he alleged bypass incident, and she flatly denied that it had been she who had bypassed the meter.
Read more: DELAYING THE CHARGING OF EMPLOYEES CAN ROCK THE LABOUR LAW TIGHTROPE
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