According to the Labour Relations Act (LRA) the purpose of giving warnings is to teach employees the employer’s standards of conduct and work performance and to give them a chance to improve. Employers too often misuse disciplinary warnings or avoid using them at all because they are unsure of how the law allows them to use such warnings. The following will assist employers to use warnings as a means of improving employee conduct and performance without infringing employee rights:
What is a disciplinary ‘warning’?
Read more: A final warning to Employers: Don't misuse final warnings
With the South African eCommerce market projected to experience a remarkable 17.9% increase in 2023, contributing to a global growth rate of 17%, the demand for efficient delivery services has surged to meet this expanding sector. Although 'click and collect' options offer convenience, courier companies are still the preferred method of fulfilling eCommerce orders in South Africa. It would be safe to estimate that there are roughly 50,000 additional drivers (both bike and motor vehicle) transporting deliveries daily across South Africa. Given that such numbers will only keep climbing, taking measures to ensure the sobriety of delivery drivers on the job has become of critical importance. The potential risks faced by logistics and delivery companies in the event of alcohol (or drug) related accidents, which could result in personal injury, loss of goods, and even death, cannot be ignored. One of the most effective steps that a booming industry can take to safeguard its reputation, prioritise road safety, and protect goods in transit is the adoption and implementation of mandatory alcohol and drug testing procedures in its operations.
The legal mandate for a safer industry
The Occupational Health and Safety Act (OHSA) sets out the general duties
What are the current and future trends?
In this second part of our two-part series, we will explore current trends and future considerations in talent management, shedding light on the ever-evolving nature of this essential business function.
TRENDS
21st Century recently ran a niche TM Survey across the State-Owned enterprise sector. Whilst this represents a very defined market audience, the following trends were evident:
Read more: Integrated Talent Framework within a Global Context
By Insaaf Daniels, Human Capital Director at redPanda Software
It is a bitter irony that in a country with an unsustainably high unemployment rate that there is a biting skills shortage, especially in the IT industry. In this environment, it is not unusual to read that attracting talent may be hard enough, but retaining it proves even more challenging.
Attracting talent from the outside will always be an important pillar in any organisation’s recruitment strategy, especially for roles that need to be filled immediately and where there is no obvious candidate internally. However, shifting tactically to proactively build a human capital strategy to grow talent from within not only goes a long way towards addressing the challenges mentioned, it builds a stronger, more robust, resilient and competitive business, and - importantly - goes a long way towards developing individuals. The sense of agency and pride in personal growth is a beauty to behold.
Growth is an ongoing journey. It certainly isn’t about achieving a certain milestone and then coasting for the rest of your career. Building an environment that encourages and supports growth is crucial. Consider this:
Read more: The power of growing employees from within an organisation
Why I wrote “The Gen Z Pocketbook for Teenage Girls”
In 2020, I was a 34 year-old Executive Director at a global investment bank wondering what I wanted my future to look like. I had lots of pieces of information, but on the whole, I was puzzled about how to bring it all together into a coherent strategy. I did what the typical Millenial would do: I quit my job to make room for time to think. During that sabbatical, I went back to school to study an Executive Masters in technology trends and innovation. I embarked on a truly enriching season of career coaching that give me the clarity to create the portfolio career I now have and love.
My sabbatical also gave me time to unearth all the things I had wanted to do but previously had no time or mental bandwidth for. It dawned on me that I had always wanted to mentor students so that they could start their careers with the confidence of having chosen their right path.
Personally, I failed forward through a lot of rough patches. There is a lot to be said for resilience, grit and “hustle”. However, help is necessary. For Gen Zs born into an age where Google has always existed, help for them is not access to information. It is instead access to wisdom to translate that wealth of information into contextualised actionable insights.
In 2020, I could once again relate to the challenge that so many 16-25 year olds are faced with: how do I pick the right career given my particular circumstances and interests? This time, I was ready and able to share my experience so that future students would have a roadmap for how to tackle this big topic holistically.
Writing “The Gen Z Pocketbook for Teenage Girls” was born from this period of serious introspection about the many mental models that are important to grasp as a teenager for well-rounded success in adulthood. I share my mentor’s perspective to encourage students to appreciate that these formative years are adventure, training, self-discovery and fun. However, correct intention underpins quality choices in all these domains for beneficial outcomes.
In 146 pages of colourfully designed content, I break down my message into 4 sections:
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