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Better talent management could lift local service delivery


If local authorities paid more attention to talent management, their service delivery levels would rise accordingly. There is sound evidence that poor service delivery is a direct result of municipalities’ failure to attract, develop, effectively utilise and retain skilled, competent staff.


People first: the role of employer brands in driving growth

The global war for talent is intensifying, making it increasingly difficult for businesses without strong employer brands to be competitive. In South Africa the talent supply/demand curve is particularly skewed. In 2012, for example, only 15% of our bachelor’s students graduated. There are simply not enough skilled job candidates to go around, and that means that those with the skills call the shots.


Getting your payroll ready for the year-end shutdown

As we hurtle headlong in the festive season, payroll managers need to start preparing for their companies to scale down operations or shut down completely over the December holidays. Usually, they need to be ready earlier in the month for the pay run than they do in the other months, and they also need to think about calculations for bonuses and leave pay.


Recruitment Process Outsourcing trend ups the trust in recruitment superheroes

With the mind-set of reducing their workload and prioritising efficiency over cost, companies are becoming more strategic in their hiring and recruitment methods and when outsourcing, look for an ideal solution for their specific needs.

Because of the changing recruitment landscape and demand for bespoke solutions, the trend of Recruitment Process Outsourcing (RPO) has picked up momentum both in South Africa and internationally.


Double jeopardy costs employer 12 months remuneration

A question that is repeatedly asked is whether an employer can discipline an employee a second time for the very same incident of misconduct. Legal opinion is divided on this question. However, one view is that a second disciplinary process might be justified if the employer is able to present evidence that:

  • Is new and has therefore not been presented at the first disciplinary hearing and
  • Is relevant to the charges and
  • is significant enough to merit a new hearing.