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Human Resources

Emerging HR Challenges in 2017 Part Five: Utilizing Predictive Analytics

This is the final piece in our five-part series examining the biggest emerging challenges facing the human resources community in 2017.

The use of talent analytics in human resources is really nothing new at this point. Having become used to utilizing data to make crucial decisions in the recruiting and retention fields an increasing number of companies are now taking things another step further and making use of predictive analytics as well.Predictive Analytics

Emerging HR Challenges in 2017 Part Four: The Performance Management Debate

There are lots of challenges facing those tasked with managing human resources in 2017, This is the fourth in our series taking a deeper look at five that seem to be the biggest in 2017.Performance Management

No matter the size of their company, or the niche it operates in, performance management is a subject – and a challenge – that is never far from any human resources professional’s mind. And while it has never been easy to strike the right balance and get the best possible ROI on any investment in performance management strategies it seems even more challenging in 2017 as there are now so many differing opinions about just what the right methodologies are.

Emerging HR Challenges in 2017 Part Three: Employees as Consumers

Of the many challenges facing human resources in 2017, there is no doubt that some are more pressing than others. This is the third in our series taking a look at what many consider to be the ‘top five’ for 2017Employees as Consumers

Ask some HR managers and recruiters and they’ll tell you that they are starting to feel more like they should be working with their colleagues down the hall in the marketing department. This is because increasingly employees – and potential employees – are being seen more like consumers in an effort to gain, and retain, the very best possible talent in an increasingly competitive market for that precious commodity.

Emerging HR Challenges in 2017 Part Two: The Rise of the Generation Z

HUMAN RESOURCES DEPARTMENT AND THE CHALLENGES THEY FACE

There are a great many challenges that face any human resources department and its personnel. Some however, are more pressing than others. This is the second part of our look at the 5 biggest challenges facing the human resources community in 2017.

A great deal has been written, discussed and debated within the national and global human resources community about the impact of Millennials on any workplace. In fact, the better part of the last decade has been devoted to analyzing, dissecting and understanding this young group of workers. However, in 2017 it’s important to realise that the upper end of this demographic are not so young and fresh faced anymore, they’re in their mid-thirties and a new group of young people are entering the world of work – Generation Z.

Five New Human Resources Challenges for HR Professionals

HR Challenges in 2017 Part One: Personality and Workplace Design

Five New Human Resources Challenges for HR Professionals in 2017There are always challenges facing any human resources department and its personnel. These challenges come and go though, and change the way people work, and the way businesses are run changes. There are always emerging challenges that may seem harder, and yet more urgent to solve. In this and future posts we will be shining a light on five of them that are proving particularly significant right now.

Workplace Skills Plan Annual Training Report 2017

Workplace Skills Plan Annual Training Reports 2017Workplace Skills Plan Annual Training Report 2017

Companies participating in Skills Development initiatives are required to submit their Workplace Skills Plan (WSP) and Annual Training Reports (ATR) by 28 April 2017.

Points can also be earned under the new BBBEE Codes for the Skills Development priority element pending successful submission of Workplace Skills Plan  Annual Training Reports 2017

The value of developing meaningful WSPs & ATRs is multi-faceted. Apart from achieving compliance and earning financial rebates, these plans and reports can also add strategic value to a business. Companies can identify their true development requirements so that they can address skills gaps and shortages and earmark the right talent for growth in order to reach their strategic objectives.