By Eleni Fourie, Corporate Sales Executive at Workforce Staffing
26 September 2024
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.
Read more: Mastering peak season with agile workforce solutions in the FMCG sector
In today's fast-paced business world, change is the only constant. Organizations face increasingly volatile, uncertain, complex, and ambiguous (VUCA) environments that challenge traditional Human Resource (HR) performance management practices. These traditional approaches, characterized by linearity and predictability, often fall short in addressing the dynamic nature of modern business environments. As a result, there is a growing recognition among industry leaders of the need for innovative HR performance management paradigms that can better navigate the complexities of today’s organizational dynamics.
In the case of G4S Secure Solutions vs Mlotshwa (Lex Media. 14 August 2024. Labour Court case number D267/2021) the employee was fired for causing an accident due to reckless driving. Despite the fact that the employee admitted to driving during rainfall with one hand on the wheel while feeling tired, the Labour Court upheld the CCMA’s unfair dismissal decision and reinstatement order.
It appears that the reason for this was that the employer had been unable to prove that the employee’s tiredness had been the cause of the accident. Also, the employee’s reason for the collision was that the vehicle had hit a puddle of water. It appears that the employer had neither been able to disprove this excuse nor even to deny that the vehicle had hit a puddle.
Incapacity of an employee is a recognised dismissal ground in terms of the Labour Relations Act. It is generally understood to refer to situations where an employee is unable to perform adequately in their appointed position in all respects of the job.
This is probably the most misunderstood and difficult-to-navigate area in labour relations in SouthAfrica - since it assumes no fault on the part of the employee. It is much more straightforward where the employee can be held accountable for the under-delivery and normal disciplinary action can be pursued. But not so if the cause of the problem is something that is not in the control of the employee, but the impact of their under-delivery or inefficiency is nevertheless felt far and wide in the organisation.
Read more: Incapacity in the Workplace. The inability of an employee to deliver
Wow! Another FANTASTIC sold-out event hosted by HRworks - Adria Bulpitt with topic expertly delivered by Judith Haupt, founder and Managing Director of CONTRACT South Africa.
Judith highlighted the challenges and opportunities of feminine leadership in today’s workplaces—from gender bias and stereotypes to the incredible potential of more feminine leadership. She discussed making meaningful changes as women, male allies, and organizations, emphasizing the benefits of engaging more feminine intelligence in the workplace.
💡The following Key Takeaways stood out for me from Judith’s Presentation:
Read more: 🔥Empowering Feminine Leadership: Highlights from HRworks Breakfast
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