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We can no longer escape the reality of the Fourth Revolution being upon us, with technologies such as artificial intelligence (AI), augmented reality (AR), chatbots and the like moving into our workplace quicker than we realise. Employees are feeling a degree of vulnerability, having to question how to remain relevant and companies are experiencing the pressure of having to re-engineer themselves, to address this technological shift.


Employers not following LRA in managing discipline

Ignorance of the Labour Relations Act (specifically Schedule 8: Code of Good Practice: Dismissal), combined with a lack of relevant skills and issues with enforcement are among the challenges faced by employers in managing discipline. As HR and HCM services and solutions specialist CRS Technologies explains, there is a lot for employers to consider in taking appropriate action against employees who transgress rules, do not perform or are found to be in contravention of the labour law.


Dismissal unfair if rehab is needed

The law prohibits employers from disciplining employees who are ill or disabled. For example, an employee who uses narcotics and becomes addicted is legally classified as being ill and is protected by law.Section 6 of the Employment Equity Act prohibits unfair discrimination against employees on the grounds of disability or illness. This means that an employer may not discriminate against an employee merely due to the fact that the employee is disabled. In fact the same Act obliges employers to find ways of recruiting and seeking ways to accommodate people with disabilities.


Are learnerships the solution to skills shortage in South Africa?

 We often equate unemployment with a lack of available jobs but one of the key issues at the heart of unemployment in South Africa is an inadequately educated workforce.  Statistics South Africa recently revealed that 27.7% of the South African population is unemployed with 54.3% of that being the youth. Skills shortages have been identified as one of the main factors in unemployment rates and there is a general consensus that South Africa needs to increase the overall skill level of our entire population.


Building talent, developing technology industry leaders from within

South African companies are in dire need of skilled and experienced ICT professionals, particularly software developers, coders and data analysts. As a result, for those companies that employ these professionals, staff retention is an ongoing challenge. While many companies approach talent acquisition and retention from a purely monetary point of view, offering higher salaries and benefits, Gareth Hawkey, CEO of enterprise software developer redPanda Software, asserts that job satisfaction and career advancement are as important.