OUR PRODUCTS & SERVICES
Competency
Framework
COMPETENCY FRAMEWORK
What is the Development of a Client-specific Competency Framework?
Assist clients in developing a company-specific competency framework – a model that broadly defines the blueprint for ‘excellent’ performance within the organization. Generally, the framework will consist of a number of competencies, which can be generically applied to a broad number of roles within the organization and defines the skills, behaviors, and attitudes that workers need to perform their roles effectively. The competency library illustrates the progressively increasing degree and complexity of judgment and discretion required by every role within the company.
Why Develop a Client-specific Competency Framework?
A competency framework is a means by which organizations communicate which behaviors are required, valued, recognized, and rewarded with respect to specific occupational roles. It ensures that staff, in general, have a common understanding of the organization’s values and expected excellent performance behaviors.
The competency library will help develop best practices and accelerate progress towards a completed competency framework.
Job
Profiling
JOB PROFILING
What is Job Profiling?
Assist clients with the development of job profiles which provide the information needed to assess individual skill levels of employees or job candidates and identify critical skill gaps. Job profiles also drive high-quality group training needs analysis, career development programs, succession planning, and performance planning and review and are critical for job evaluation.
Why Job Profiling?
Job Profiles, also known as Role Profiles, Role Descriptions, Job Descriptions, or Job Analyses, are critical for any organization as they have an impact on a number of Business and Human Resource processes including:
- Actual job activities
- Recruitment and Selection
- Performance Management
- Training and Development
- Career and Succession Planning.
It is therefore good business practice to provide all employees with a relevant, accurate and current Job Profile, and to use this profile as a basis for talent management
Recruitment
And Selection
RECRUITMENT AND SELECTION
What is Recruitment & Selection?
Assist clients with conventional recruitment and selection interventions, from copywriting the recruitment advert to placement, candidate processing from unprocessed, to longlisting, shortlisting, interviewing, reference checking, and formulating of the offer of employment. However, with the successful implementation of an e-recruitment system, we assist clients to improve the efficiencies of their recruitment and selection processes.
Why focus on Recruitment & Selection?
E-recruitment refers to the use of web-based technology for the various processes of attracting, assessing, selecting, recruiting, and onboarding job candidates. It provides the functionality to improve efficiency and reduce the time taken to fill vacancies. It further assists the company to develop and market its employer value proposition to prospective candidates and engaging with them through various social media platforms.
Psychometric
Assessments
PSYCHOMETRIC ASSESSMENTS
What are Psychometric Assessments?
Assist clients with the compilation of an assessment battery consisting of valid and reliable assessment instruments, which are aligned with the job level and requirements. Assessment instruments are used to assess the following:
- Personality
- Motivation
- Managerial Competencies
- Sales foundations
- Managerial Judgement
- Leadership
- Emotional Intelligence
- Integrity.
Why do Psychometric Assessments?
The objective of an assessment center and psychometric testing is to tap into the maximum potential that a person has by assessing a broad range of abilities, attributes, values, competencies, and behavioral styles. An integrated set of methods and models of human behavior are used to assess their maximum potential.
Predictive validity is highest when ability and personality assessments are used in combination with a structured behavioral interview.
Labour Relations
And Disputes
LABOUR RELATIONS AND DISPUTES
What is Labour Relations & disputes
Assist clients with the assessment of current labour practices, development of a code of conduct / disciplinary code, acting as prosecutor or chairman in serious / high level disciplinary hearings dealing with potential dismissals based on misconduct, incapacity due to poor performance or poor health, strategizing a case for presentation at the CCMA, or assistance with the consulting process relating to s189of the LRA. (restructurings due to operational requirements).
Why do Labour Relations & disputes
Sound labour relations in the workplace protects everyone in the workplace and also contributes to higher productivity and efficiency. It therefore also promotes economic development, fair labour practices, peace, democracy, and social development.
Employment
Equity
EMPLOYMENT EQUITY
What is Employment Equity?
Assist clients with the appointment of a Senior Employment Equity Manager to develop, monitor and implement the EE Plan. Collect information and create EE awareness. Establish an EE Committee to hold regular consultations with regards to compliance with the EEA. Hold regular consultations to discuss the EE analysis, the development of a plan and submitting of the reports to the DoL. Draft an analysis which includes policies and procedures to address the under-representation of designated groups and a lack of diversity in the workplace, practices and factors to promote employment equity and under representation of designated groups and occupational levels. Draft an EE Plan and submit EE reports on progress made.
Why focus on Employment Equity?
The Employment Equity Act (“EEA”) applies to all employers, but a “designated employer” (who meets the minimum requirements) has additional responsibilities. The EEA aims to eliminate unfair discrimination in the workplace by promoting equal opportunities and fair treatment. There are various statutory obligations that designated employers must adhere to.
Pay Scale And
Benchmarking
PAY SCALE AND BENCHMARKING
What is the Development of Pay Scales & Remuneration Benchmarking?
Assist clients with the development of pay scales by ensuring that the best practice principles of pay structuring, with specific reference to pay ranges, pay slope and pay overlap are applied.
Once internal pay scales are developed, these can be compared to market data to determine external parity with the market in which the company competes for the attraction of talent.
Why Develop Pay Scales & Remuneration Benchmarking?
If well-designed, salary ranges should serve as the living embodiment of the company’s compensation philosophy – and holistic talent strategy – by guiding all salary decisions accordingly. Having salary ranges in place can ensure that salary decision, from new hires to promotions, are made in light of an objective and consistent set of rules. They provide at least a first line of defense against salary discrimination, intentional or otherwise, by ensuring that employees performing the same job are granted the same salary opportunity.
Leader Assessment
And Development
LEADER ASSESSMENT AND DEVELOPMENT
What is Leadership Assessment and Development?
The SHL Corporate Leadership Model combines the widely accepted ‘transformational’ and ‘transactional’ themes into four main functions that describe the leadership process. Each function has its characteristic types of behaviour.
- Developing the Vision: The strategy domain
- Sharing the Goals: The communication domain
- Gaining Support: The people domain
- Delivering Success: The operational domain.
Why do Leadership Assessment and Development?
Leadership is about influencing people such that they come to share common goals, values and attitudes, and work more effectively towards the achievement of the organisation’s vision.
Management is about keeping an existing system running, whereas leadership is about creating it, developing it or changing its direction. Confusion is sometimes generated by the fact that it is difficult to conceive of a person who has leadership skills without that same person also having management skills. While they may be conceptually distinct, they are in practice found side by side. For that reason, individual assessments need to consider both.
Talent
Management
TALENT MANAGEMENT
What is Talent Management?
Assist clients in developing an integrated talent management strategy that is aligned with business strategy. A talent management framework provides structure to the plan on how to meet the human capital and business needs within the organisation.
Why Talent Management?
Executives and HR management have always been focused on basic talent management—acquiring, hiring and retaining talented employees. But, to drive optimal levels of success, business leaders need engaged, high-performing employees. The key to inciting a workforce to greatness is to align your talent management with company strategy, define consistent leadership criteria across all functional areas, and identify specific competencies (analytical, technical, education, experience) to cultivate for continuing growth.
WORKFORCE
PLANNING
WORKFORCE PLANNING
What is Workforce Planning?
- Assist clients in identifying and predicting the organization’s workforce requirements to meet the organization’s goals and strategic direction (present and future-focused, using past trends, current reality, and future scenarios).
- Determining the number as well as the quality and timing of the workforce needed to achieve organizational goals.
- Assisting with taking action to ensure that the workforce is shaped to meet the requirements for organizational success.
Why Workforce Planning?
Organizations’ ability to respond to change and fluctuations in the market and customer needs and to adjust the workforce accordingly, is key to organizational success.
An important mechanism to ensure that the organization is prepared for the future is a robust strategic planning process. Closely linked to this process are the efforts of the organization to ensure that the right workforce is in place to implement the strategy.
JOB
GRADING
JOB GRADING
What is Job Grading?
Assist clients with the evaluation and grading of jobs, using the REMeasure® internet-based job evaluation system that provides a quick, easy, and balanced method to accurately measure and evaluate any position from Cleaner to Top Executive level. The system allocates a point score and a Paterson grade to the job, which can be correlated to any other public or in-house grading system.
Why Job Grading?
Job Evaluation provides a base for objectivity in determining the relative size or weight of jobs within an organisation.
It assists in accurately delivering a defensible and equitable basis for determining and managing internal pay relativity between jobs. Further it produces a framework within which decisions on salaries can be made.
This enables the company to take control over salary and wage administration, resulting in reduced inequities. The job structure provides a consistent rationale for pay structures, which is seen to be fair. It provides the means to analyse wage and skills gaps and provides a common reference point. It enables career paths.
HR DUE DILIGENCE
AND COMPLIANCE
HR DUE DILIGENCE AND COMPLIANCE
What is HR Due Diligence & Compliance?
An estimated 70 percent to 90 percent of all M&As fail to achieve their anticipated strategic and financial objectives. This rate of failure is often attributed to various HR-related factors, such as incompatible cultures, management styles, poor motivation, loss of key talent, lack of communication, diminished trust and uncertainty of long-term goals.
Assist clients with the HR due diligence process, whether it is to determine current level of compliance, risk assessments or comprehensive due diligence in view of M&As.
Why do HR Due Diligence & Compliance?
During a merger or an acquisition, the acquirer also takes on the human capital of the company. The process of understanding this human side of the target company is termed as human resource or HR due diligence.
While conducting a merger or an acquisition, the acquirer will consider all major factors such as target company’s finances, commercial presence, operational efficiency, etc. However, they often fail to conduct a good HR due diligence
ONBOARDING
AND NEW LEADER
ASSIMILATION
ONBOARDING AND NEW LEADER ASSIMILATION
What is Onboarding and new leader assimilation?
We assist clients with the facilitation and on-boarding of new leaders within the organization.
Why do Onboarding and new leader assimilation?
The onboarding of new employees, especially leaders, are critical for successful integration. New leader assimilation focusses on speeding up the learning of newly appointed leaders and making them & their teams more effective, faster.
The Organisational Development (OD) intervention facilitate a dialogue between the newly appointed Leader and his/her direct reports that will:
- speed up the organisational learning for the new Leader – six months’ worth in one day;
- make the team more effective, faster
- surface critical opportunities, questions, and concerns of the subordinates regarding the business and their new leader
- build a contract for addressing problems, taking advantage of opportunities and finding common ground
- model an open communication style for this new team • communicate and shape expectations of each other – establish the rules of the game
- schedule follow-up events and process.
BUILDING LEADERSHIP
PIPELINE BENCH
STRENGTH
BUILDING LEADERSHIP PIPELINE BENCH STRENGTH
What is Building Leadership Pipeline bench strength?
Getting the Right Balance is Essential. Identifying employees who are immediately promotable and developing those with high potential who will be ready for promotion within one to two years.
We assist clients with the assessment of aspirations, engagement, and abilities to identify the real potential individuals.
Why Build Leadership Pipeline bench strength?
To create continuity in key leadership positions, to support retention strategies by identifying and developing employees with a proven track record and the potential to fill key leadership positions, to identify engaged employees who aspire to grow their careers and possess the desired management and leadership abilities
PERFORMANCE
MANAGEMENT
PERFORMANCE MANAGEMENT
What is Performance Management?
Assist clients with the scoping, planning, configuration, and implementation of a cloud-based performance management solution. The continuous performance management system is more informal with regular, year-round check-in meetings, and frequent real-time feedback which aims to improve performance on an ongoing basis. This paperless system is driven by line management, is current and forward-looking, and is facilitated and recorded on software that clearly shows the cascading and alignment of objectives. This transparent system is embraced by managers and employees.
Why Manage Performance?
To ensure the achievement of organizational goals and overall improvement of organizational performance; to ensure goal clarity and alignment; to effectively address the improvement of individual performance and productivity; to ensure skills and competency gaps are clearly defined and addressed; to implement efficient coaching and development of employees; to ensure an alignment of employee ambitions and career goals with organizational goals and to create an organizational culture resulting in an improvement in employee wellness and morale.
SKILLS
AUDIT
SKILLS AUDIT
What is a Skills Audit?
We assist clients in conducting a formal skills audit. Expected Outcomes – after a Skills Audit the organisation will be able to use skills audit results to:
- confirm existing skills and competencies within the organization;
- identify skills development requirements necessary for the attainment of strategic goals;
- align employee skills with the redesigned workflows and processes;
- facilitation and on-boarding of new leaders within the organisation.
Why audit skills?
A skills audit is essentially a process for measuring and recording the skills of an individual or group. The main purpose of conducting a skills audit in an organization is to identify the skills and knowledge that the organization requires, as well as the skills and knowledge that the organization currently has.
TOTAL REWARD
STRATEGY
TOTAL REWARD STRATEGY
What is Reward Analysis of Internal and External equity?
Assist clients with job evaluation and grading (REMeasure®), determining of market benchmark remuneration (REMchannel®), calculating compo ratios and developing of pay scales per job or job family, formulating strategies to close the gap.
Analysing remuneration data to determine fairness (equal pay for work of equal value as well as size of the pay gap (Gini coefficient).
Assist clients with validating and moderating of remuneration benchmark data remuneration data for submission to REMchannel®.
Why do Reward Analysis of Internal and External equity?
Internal equity refers to the pay comparison between people in the same company. External equity refers to the pay comparison between an employee and those outside the company.
Prioritizing fair pay and closing the gender pay gap are two of the biggest initiatives in compensation today. Implementing processes to sustain fair pay throughout the employee’s journey from hiring to promotion, is crucial for the organization.
REWARD ANALYSIS
INTERNAL AND
EXTERNAL EQUITY
REWARD ANALYSIS INTERNAL AND EXTERNAL EQUITY
What is Reward Analysis of Internal and External equity?
Assist clients with job evaluation and grading (REMeasure®), determining of market benchmark remuneration (REMchannel®), calculating compo ratios and developing of pay scales per job or job family, formulating strategies to close the gap.
Analysing remuneration data to determine fairness (equal pay for work of equal value as well as size of the pay gap (Gini coefficient).
Assist clients with validating and moderating of remuneration benchmark data remuneration data for submission to REMchannel®.
Why do Reward Analysis of Internal and External equity?
Internal equity refers to the pay comparison between people in the same company. External equity refers to the pay comparison between an employee and those outside the company.
Prioritizing fair pay and closing the gender pay gap are two of the biggest initiatives in compensation today. Implementing processes to sustain fair pay throughout the employee’s journey from hiring to promotion, is crucial for the organization.
SHORT & LONG-TERM
INCENTIVES
SHORT & LONG-TERM INCENTIVES
What are Short-term (STI) and Long-term (LTI) Incentives?
Assist clients with review / development of Short Term Incentive (STI) and Long Term Incentive (LTI) Plans.
Why do Short-term (STI) and Long-term (LTI) Incentives?
The objective of the reward strategies are to ensure the attraction and retention of the right skills, to drive the behaviours of management to achieve the required objectives of the business, to align the interests of management with those of shareholders, to ensure a focus on short term success and long term sustainability and maintain and to reinforce entrepreneurial spirit which is a key point of the business’s culture.
Incentives must:
- be fair, equitable and reflective of both the companies and employee performance
- give each participant equal opportunity to earn reward in line with their contribution
- places a portion of guaranteed remuneration at risk for significant upside based on performance.
- reinforce the entrepreneurial culture of the business
- gives comfort to shareholders that Management interests are aligned to theirs.
EMPLOYEE
ENGAGEMENT SURVEY
EMPLOYEE ENGAGEMENT SURVEY
What is Employee Engagement Survey?
The challenge for most organisations is to try and figure out exactly:
1) what the employees really value,
2) how much of what employees’ value are they currently experiencing in the workplace and;
3) most importantly, understanding what the organisation can do to contribute positively to employee engagement and work satisfaction.
We assist clients with formal employee engagement surveys, which addresses these challenges.
Why do Employee Engagement Surveys?
The importance of employee engagement can’t be overstated – employee engagement strategies have been proven to reduce staff turnover, improve productivity and efficiency, retain customers at a higher rate, and make more profits. Most importantly, engaged employees are happier, both at work and in their lives.
PERSONAL
DEVELOPMENT PLANS
PERSONAL DEVELOPMENT PLANS
What is the Development of Personal Development Plans (PDP)?
We assist clients with the facilitation and development of personal development plans – a written account of self-reflection and improvement, which doubles up as a detailed action plan used to fulfil academic, personal, or career based goals. It’s usually created within the workplace or when studying (with guidance from your manager or tutor), and works by allowing you to establish your aims, recognise your strengths and weaknesses, and identify the need for improvement.
Objectives are put in place based on the areas you’d like to improve on, and the plan consists of your own personalised actions that will help you to achieve them.
Why do Development of Personal Development Plans (PDP)?
The primary aim of a PDP or individual development is to direct the individuals towards the achievement of their short-term and long-term goals. Taking interest in self-development. … PDPs allows individuals to learn more about themselves, their strengths and weaknesses, and how they can be managed for self-benefit.
TEAM
BUILDING
TEAM BUILDING
What is Team building?
We assist clients with the facilitation of team-building programmes that aims to provide teams at all levels of the organization with the necessary know-how how to work together at a constructive level as well as the context in which to thrive. Team development sessions are customized to meet client needs. The sessions typically include some fun, relaxing exercises as many teams can do with some de-stressing enjoyment that tends to enhance bonding.
Why do Team Building?
When teamwork is effective, communication, collaboration, and combined efforts make for a better outcome. … Everyone brings their skills, talents, and experiences together for a common goal. The different styles of each person make for more creativity and innovation.
OUTPLACEMENT AND
CAREER MANAGEMENT
SUPPORT
OUTPLACEMENT AND CAREER MANAGEMENT SUPPORT
What is Outplacement and Career Management Support?
Often individuals facing retrenchment lack the guidance, basic knowledge, or skills to re-enter the job market confidently. The offer of career transition support ahead of approaching the job market demonstrates a visible sign to affected employees (even those remaining behind) that the organization is doing its best to be supportive at a difficult and sensitive time, taking additional steps to assist with finding alternative employment. We assist clients with the outplacement process.
Why focus on Outplacement and Career Management Support?
Outplacement is all about helping employees affected by a retrenchment process find their next job! Employees with a career plan have greater job satisfaction and career success.
Benefits:
- Helps with increasing employability.
- Improves morale – very important, as many employees struggle emotionally in such a process.
- Protects the employer brand from any potential reputational damage. A caring Employer offers support – advice, guidance and tools, designed to help the transition of change for your affected employees.
EMPLOYEE
BENEFITS
EMPLOYEE BENEFITS
What is Total Reward Strategy – Employee Benefits?
Assist clients with review / implementation of employee benefits that will contribute to employee satisfaction and retention and further enhance the employers’ brand as an employer of choice.
Critical assessment of current employee benefits conditions of employment and recommendations to improve efficiencies.
Conversion from basic salary plus add-on benefits to guaranteed Total Cost of Employment package.
Development of a customised package structuring tool illustrating TCOE and take-home pay.
Why do Short-term (STI) and Long-term (LTI) Incentives?
Many employers land up with a hotchpotch of employee benefits that they and their employees do not really understand and, even worse, that their employees sometimes fail to appreciate.
Often, the package of benefits is the outcome of diverse factors such as union/employee negotiations and the products sold by financial advisers, but the result can be counter productive.