Businesses need a stronger understanding of their business model before setting bonus policy
South Africa has the fourth-most meritocratic bonus system in the world, according to a global poll of 6,500 financial decision makers carried out by the Chartered Institute of Management Accountants (CIMA). However, while 72% of South African finance professionals feel that bonuses are an excellent way to motivate staff and guarantee long-term business success, 46% alsofelt awarding bonuses based on performance in one area of peoples’ responsibilities encourages an over-focus on that while devoting less attention to other activities. CIMA is therefore calling for bonus systems to be designed to encourage long-term success rather than only short-term performance.
Read more: Bonuses cause resentment at more than a third of South African firms
There has been an ongoing debate as to whether or not an employer should accept a traditional health practitioner’s certificate as proof of incapacity (ill health). Centre to this debate, are the wording of the BCEA, and the status and supporting structures of the Traditional Health Practitioners Act 22 of 2007 (‘THPA’). What follows below, is our analysis of the current relevant legislation.
Relevant legislation
Whereas a traditional health practitioner’s medical certificate is acceptable in terms of
Read more: Medical Certificates from Traditional Health Practitioners
BY lvanlsraelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or on e-mail address:
Where employees cause damage to property or persons in the course of their employment duties this can result in the employer being sued for damageson the principle of vicarious liability.
In the matter of Hirsch Appliance Specialists vs Shield Security Natal (Pty) Ltd security guards stole items from Hirsch Appliances while supposedly guarding its premises. Despite the fact that the security company
Read more: Employers can be punished for employee transgressions
Untapped opportunity lies ahead for South African recruiters who are quick to recognise that reactive, conventional recruitment practice is a thing of the past.
As I write, we are rapidly moving into a dynamic new digital and networked environment. With the fundamental shift towards digital channels, both recruiters and work-seekers are now presented with opportunity and challenge, and if I were to predict and focus on the critical key performance areas of the future ‘Recruiter of SA’, I would outline them as follows:
Digital media
KPA: Social media savvy coupled with the ability not only to advertise and source talent via traditional job boards, but also to develop, manage and make use of social recruitment channels to attract and engage talent.
A recent case study within SA revealed that
If you haven’t started the journey towards people analytics – the use of data to generate and track insights – time is running out. One of the biggest trends in HR is the mining and harnessing of people related data to make business contributions and inform people strategy. And for a HR profession that is often accused of being fluffy and lacking robustness, it’s an opportunity to deliver immediate and factual value to the broader business imperative. Whether you’re focusing on recruitment and selection, conversion rates, remuneration and benefits, retention or attrition a clear analysis of the data coupled with some trackable metrics will go a long way to ensuring that your colleagues around the board table take the people agenda seriously.
But with so much information around, where do you begin?
There are 8 key things to keep top-of-mind when it comes to people analytics. If you follow these tips
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