Much “hoopla” exists at the moment around the new B-BBEE codes and the many and varied implications for small and big businesses. There has been much frustration and many questions raised as to the efficacy of B-BBEE in general in response to these new codes. However, when it comes to the true spirit of the B-BBEE codes, it is important to remember why they were instituted in the first place – it was all about effecting change and Transformation, which in reality is still very much needed in our turbulent, adolescent economy.
B-BBEE: a catalyst for TransformationWhen looking specifically at the Skills Development element of both the new and old B-BBEE codes, it is clear that the aim of this element or pillar in particular is to encourage corporate South Africa to allow people access to skills, qualifications and ultimately economic and social upliftment. Skills Developmen...
Workplace Skills Plans and Annual Training Reports are often seen as simply compliance driven reports, something which many organisations treat with a begrudged attitude. Alana Perumal, Progression’s Skills Development Facilitator, looks at how these reports can actually be used to strategically plan training and development and add real value to a business.
The Sector Education and Training Authorities (SETAs) state that the Workplace Skills Plan (WSP) is a strategic document which articulates how the employer is going to address the training and development needs in the workplace. They further emphasise that the process should be an all-inclusive one. The Annual Training Report (ATR) is to be submitted concurrently with the WSP and reflects on the implementation of training initiatives undertaken in the current year, based on provision in the previous years&rsquo...
In last month’s opinion piece, Progression highlighted the importance of finding and placing the right talent through strategic and effective recruitment and placement strategies. Once this talent has been found, it now becomes imperative to manage and empower the individuals to reach their highest potential.
Julia Wood, Organisational Development Manager for Progression believes deeply in the importance of managing the talent a business has. “The business landscape holds unlimited people potential; exploring and tapping into this potential is a rewarding process for all parties involved” she says. Julia holds a degree in Industrial and Organisational Psychology and understands that by using strategic HR (including recruitment and people management) processes, organisations can improve their business value and make it all the more possible to achieve their business goals...
Business leaders are realising how vital a sustainable recruitment strategy is, for the health of their organisation
This is according to Melanie Bothma, Recruitment Manager at Progression, leading Recruitment and Skills Development managament consultants who specialise in placing people with disabilities. Melanie, who has over 15 years experience in the recruitment industry, believes that recruiting the best people for the job, using the best methods and partners possible, is becoming a definitive driver for many forward thinking organisations.
Aligning the HR and Recruitment partnership
The question on many HR and Talent Manager’s minds though is how? How do we know which recruitment agencies to partner with? The answer is simple, it’s all about alignment!
Melanie believes that the agency you select needs to align with your vision and values. “An effective and ethic...
A comprehensive strategy coupled with well-executed implementation can turn your organisation’s workforce into your most competitive advantage.
This is according to Beth Cook, the CEO of Progression, a leading Human Capital and Transformation Solutions Service Provider. She says that there are four distinct trends that emerged from 2014, which her management team have identified as key drivers for the development of successful and sustainable skills development and diversity strategies.
Develop a learning organisation
The extraordinarily rapid growth of technology and new digital platforms has provided unrestricted access to a wealth of information at our fingertips.
We’re now living in the “everyone’s an expert” age, where expertise is less sought after in a world where people are more aware of what is going on around them, and if in doubt they ...
Could the power of technology be the vital weapon in our arsenal that we use to break down those barriers created by the stigma for people with disabilities in the workplace? While legislation has come a long way in addressing shortcomings in our society, including the previous marginalisation of individuals with disabilities, we still have a long way to go in changing individual beliefs.
This is according to Lutendo Mpfumba, a Support Coordinator at Progression who recently engineered a campaign in celebration of National Disability Rights Awareness Month. She shares some unique insight into some of the challenges surrounding people with disabilities, and the need for equal and fair participation from all.
As we reflect on the 2014 National Disability Rights Awareness Month (3 November to 3 December 2014), the UN Enable Report states there are currently more than one billion pe...
October 2014 - ‘Mental Health’ is regarded as a state of well-being in which an individual realises their own abilities, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to their community.
Justene, Occupational Support Co-ordinator at Progression, will be offering her insight over the month of October, recognised as World Mental Health Awareness Month, around managing mental health as well as the needs for rights & equality in the workplace.
According to the HealthSA website, 1 in 4 people experience conditions that affect their ‘mental health’ at some point in their lives. With this statistic in mind mental well-being and any conditions that might affect it should be considered as everybody’s business.
A mental health condition, most commonly referred to as a disorder or illness,...
30 September 2014 - Ali Tambellini, Training Academy Manager, and Alana Perumal, Skills Development Facilitator, at Progression – a transformation-driven company specialising in Disability Employment Equity & Skills Development within corporate South Africa – provide insight into the challenges of implementing a Skills Development Strategy, the process involved, and their support of a QMS.
William Cooper Procter noted in the 1880’s that the profitability of an organisation is determined by three critical factors: productivity, cost of operations, and the quality of a product that creates customer satisfaction. Today’s modern workforce requires organisations to speak to the needs of both their internal and external customers. Quality in our workplace training must be a priority.
A Quality Management System (QMS) encourages employers to formalise their internal policies and...