Management
Employee mobbing in a nutshell
- Published on 28 Nov 2012
- HR Pulse News Desk
Being a student of psychology, I had always thought of mobbing in terms of crazed soccer fans, at a soccer match, attacking their counterpart’s fans. However, mobbing can exist in your company – it could be happening even as you read this article! Alison Eloff tells us more.
SA staff expect more value from their employers
- Published on 17 Oct 2012
- Ndivhuwo Manyonga
Many companies, because of the recent global recession, have been unable to reward employees appropriately. Because of limited employment opportunities, employees have tended to stay within companies despite reduced benefits, poor bonuses, low salary increases and limited career development opportunities.
Challenging the status quo is crucial for equality in the workplace
- Published on 12 Oct 2012
- Ndivhuwo Manyonga
In a recent survey conducted by the Businesswomen’s Association of South Africa (BWA), it was found that only 4.4% of women in corporate South Africa hold the position of chief executive or managing director in a Johannesburg Stock Exchange-listed company. Only 5.3% of chairpersons in listed companies are women.
HR can prevent costly suspensions
- Published on 28 Sep 2012
- Ivan Israelstam
Employees are suspended from duty for different reasons that may include the following:
- One form of suspension is a temporary lay-off of employees due to operational circumstances. This might be implemented in such a way that the employees agree to the lay-offs with some hope of more work and revenue being acquired in the future. In such circumstances the employees would not be paid but would still be the employees of the employer.
Balancing people and profit
- Published on 10 Sep 2012
- Belia Nel
Managing performance is one of the toughest functions that a manager performs and one of the most difficult ordeals an employee experiences. There is usually tension in organisations around ‘performance rating time’ and this is due to a few underlying factors that form the foundation of whether a performance management system is successful or not.
