Workplace readiness can often be a major challenge for first-time entrants into the workplace. This often resultsin additional pressure for employers and employees alike when embarking on a skills development or empowerment programme. A lack of exposure, limited knowledge of the business environment and the underdeveloped interpersonal or soft skillsof many young entrants (especially those from disadvantaged backgrounds) are just some of the challenges facing previously unemployed candidates.
“Bridging the gap into the working world is thus a critical first step in addressing the need for larger talent pools within business and industry,and certainly a step that corporate South Africa can actively participate in,” saysImogen Rossam, Business Development Consultant at Progression.
Workplace readiness programmes offer a great means for organisations to
What if you don’t get notification of your arbitration hearing??!!
BY Ivan Israelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or on e-mail address:
Too many employers have received default awards from the CCMA. The term ‘default award’ refers to the situation where the employer fails to attend the arbitration hearing and the arbitrator therefore makes an award in the employee’s favour. As the arbitrator has little or no way of testing the truth of the employee’s evidence he/she has to accept the employee’s version and find against the absent employer.
The employer’s first step after recovering from the shock of receiving the default award is to apply for a
The amendments to the Skills Development Act have had far reaching consequences for training institutions, employees that seek to develop their skills, and the companies that employ them. Factor in Broad-Based Black Economic Empowerment (BBBEE) point requirements, and training once again becomes a compliance issue instead of the correct reaction to skills gaps that would increase productivity.
While this may increase the application of skills development in the workplace, Gizelle McIntyre, Director of the Institute of People Development (IPD), worries that the focus and approach to training will be negatively affected. “The concern is that people are being
Read more: Skills Development: A compliance issue that's failing
On-boarding is not just a way to make new employees feel welcome. It’s increasingly being viewed as a key strategic imperative to increase productivity and smooth processes as early as possible. It’s hardly surprising, then, that top employers are driving major new trends in how it’s done.
On-boarding is evolving and becoming increasingly strategic as businesses come to realise its profound influence on operational effectiveness, a new study has found.
The report, titled On-Boarding – HR Insights Report, is compiled by the Top Employers Institute and its findings are based on a sample of 600 organisations in over 100 countries, all of which are certified as Top Employers by the Top Employers Institute. The sample of certified organisations included in the study all employ at least 3 000 people locally or 5 000 internationally.
On-boarding refers to the process of
Read more: Top Employers use on-boarding as a key driver of operational effectiveness – study
Gender diversity is a key selling point for companies that want to attract top talent and boost their bottom line, yet a recent study shows gender advancement in South Africa has deteriorated over the past decade.
Gender diversity in business could be a key selling point for organisations looking to attract and retain the top talent in their industries, believe researchers. Yet recent research by tax and assurance company, Grant Thornton, has revealed a steady decline globally in gender diverse business leadership and South Africa is one of the poorest performers.
In South Africa, women hold less than a quarter of
Read more: Gender discrimination in business: Hugely costly, yet on the rise
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