Tag Archives: Human Resources

How to avoid employee turnover and improve productivity

Employee turnover

We often hear managers complaining that their best employees are leaving, when they really have nothing to complain about. Employee turnover can be extremely costly and disruptive for any business. Managers will always find any excuse to explain employee turnover and why their employees are leaving.

Today, young professionals feel empowered and are prepared to leave their job to find that job and career they love. They are not afraid to hop from one job to another until they find the right fit and work environment.

The ideal work environment is where employees are thrilled and excited to show up for work every day. Sadly, research has shown that the majority of employees feel disengaged in the workplace. What this means is that the majority of a company’s workforce are watching the clock until clock out time.

To understand why there is high employee turnover, you need to understand what management is doing wrong. Here are few ideas that can be avoided and all that is needed is a new perspective and some extra effort on the manager’s part.

  • Overworking employees
  • Unable to recognize employee contributions and rewarding good work.
  • Not encouraging employees to feel connected and engaged with the company culture.
  • Lack of empathy or caring for employees.
  • Not honoring promises and commitments.
  • Hiring incorrectly and promoting the wrong people.
  • Not allowing employees to follow and pursue their passions.
  • Failure to encourage and develop employee skills.
  • Not encouraging or recognizing employee creativity.
  • Inability to challenge employees intellectually so that they feel motivated.

While understanding what is being done wrong there are also a few things to prevent current employees from searching for a new job:

  • Provide job security and growth opportunities for employees.
  • Make sure that your employees are having fun and feeling productive.
  • Pay employees what they deserve so that they don’t feel underpaid.
  • Focus and give more attention to employee health and wellbeing.
  • Improve communication so that all employees are on the same page.
  • Manage employee career paths so that they feel they have a long-term career within your organization.
  • Make sure employees understand their purpose in your organization and job description.
  • Strive to find better ways to facilitate engagement instead of money.
  • Put yourself in the shoes of your employee to better understand someone else job, role and responsibilities.
  • Give praise when it due and deserved for good work on a regular basis.

In summary, to avoid employee turnover, managers need to think carefully about how they treat and interact with their employees.

Who are South Africa’s top local businesses?

The inaugural SA Premier Business Awards, hosted by the Department of Trade and Industry (dti), put on show the very best South African businesses in a number of sectors of the economy.

The objective of the awards is to identify and recognise South African businesses that invest in human and technical resources in a variety of projects and promote job creation. The awards were held in partnership with Proudly South African and Brand South Africa.

Trade and Industry Minister Rob Davies stressed the additional value of these awards to recognise and pay tribute to these companies which hopefully is transformed into tangible commercial reputational benefits and in so doing further enhancing their brand and position in market.

 

Trade and Industry Minister Rob Davies
Trade and Industry Minister Rob Davies

 

The Lifetime Achievement Award, the top award, went to business mogul Richard Maponya who is well known for developing a business empire in spite of the limitations and restrictions of apartheid.

Maponya stated that this award was a great honour and at the same time congratulated all the young people who received awards…..” South Africa is making history.”

The winners, per category, were announced as follows:

1. Rural Development Award: Social Change Assistance Trust (SCAT)

2. SMME Award: Malcom – Ezindaleni Hydraulics & Engineering

3. Young Entrepreneur Award: Miss Earth South Africa

4. Women-Owned Enterprise Award: Segakweng Enterprise And Strategy Consulting

5. Quality Award: Coega Dairy

6. Technology Award: Tshwane University of Technology

7. Green Award: MTN SA

8. Media Award: Talk Radio 702/567 Cape Talk

9. Proudly South African Enterprise Award: G.U.D Holdings

10. Most Empowered Enterprise Award: MTN SA

11. Investor Award: Nestle (South Africa)

12. Manufacturer Award: Powertech and Bell Equipment Company SA

13. Exporter Award: Abagold and Saab Grintek Defence

14. Lifetime Achievement Award: Dr Richard Maponya

Anthea Davids-Thames, executive director of Social Change Assistance Trust (Scat), was ecstatic to receive this acknowledgment for all the work they have done in contributing to rural development. “We are proud as an organisation in terms of our contribution to our beloved country but more so proud of the communities we support,” she said.

 

More entrepreneurship encouragement

Davies stated that these awards were a combination of previous award ceremonies, and also that these awards and accolades can assist to inspire considerably more entrepreneurial efforts for the entire country and society.

As many as 159 entries were received and were assessed by a 12 member panel consisting of a variety of role players from business and labour in addition to the Department of Trade and Industry.

The fifth iteration of the Industrial Policy Action Plan (IPAP) is going to be unveiled next week and will outline government’s intended plans to industrialise the South African economy. IPAP now falls under the New Growth Path, an economic framework for 2010-2020, with the primary goal and objective of creating employment.

Source: mediaclubsouthafrica.com

Feedback a superb tool for individual and company growth

Positive and negative feedback

 

It truly is somewhat unfortunate and sad that almost all individuals find that it’s much easier to focus on the negative as opposed to the positive when it comes to providing feedback. Positive and negative feedback generally is a highly effective tool both socially and within the work environment to stimulate growth.

To examine this phenomenon, whether it be in the work place or with friends standing around the BBQ, listen and pay attention to the positive and negative feedback or comments when talking about an individual. The vast majority of time you can expect to hear or discuss negative things. How about when individuals do something right, what about when employees perform extraordinarily well? More often than not, we overlook and end up forgetting to provide positive feedback or simply acknowledgement for a job well done.

Never forget or underestimate the effectiveness of positive feedback or encouragement. Feedback can be quite a powerful tool to motivate both employees and fellow workers. It not only helps to make individuals feel good but additionally it motivates and encourages individuals or groups to perform far better and more effectively. Feedback , positive and negative, provided correctly can stimulate and promote growth.

The following are a number of suggestions how you can make use of feedback within your own organization more effectively:

  • There’s no time like the present. As time passes, feedback, regardless of whether it is positive or negative, will lose its significance and impact the longer it takes to be given. Provide feedback at the earliest opportunity after the specific event occurs.
  • Public vs. private feedback. There is a time and place to provide feedback. Negative feedback, generally in most situations, really should be given in private while positive feedback ought to be in public.
  • Take into account the receiver. When providing feedback you should consider the individual or group along with the manner of providing this feedback will need to suit the receiver. For instance, positive feedback directed at your workforce would lose it value and impact if given during end of holidays when a large number of employees are on vacation.
  • Celebrate feedback, positive or negative, big or small. The vast majority of individuals appreciate it if their boss takes notice of the small things. Having said that, take care not to overdo it when praising people for doing their job and what is expected of them.
  • Provide feedback in instances whereby individuals or employees have control and an opportunity to change. In the event you provide feedback associated with something an individual or group of people have no control of or do anything about, then it can come across as being negative.
  • Be specific and sincere. Avoid providing feedback in general terms. Be precise and explain precisely why and reasons to providing the feedback. If positive this will likely encourage the person or group to continue in their ways, while if negative, to ensure that the individual or group can transform their ways and prevent further mistakes. Always remember the phrase that we learn from mistakes.
  • Continuous reinforcement . Positive feedback and rewards can be easily overlooked and ignored. Make it a habit and a daily part of the work ethics and create a formal recognition and reward system so that individuals and groups have something to aspire to and work towards. By way of example, if employees reach a specific sales goal reward them with a sponsored weekend getaway.
  • Provide feedback in the appropriate manner. Small successes need to be rewarded with smaller rewards while significant achievements should truly be celebrated on a bigger scale. Feedback given in the incorrect manner will lose its value if not provided appropriately.

SA and Microsoft enter partnership to fast track development

The Department of Science and Technology and Microsoft South Africa recently signed a Memorandum of Understanding which will see the two fast-tracking high-performance computing, human capital and enterprise development.

The department’s Director-General, Dr Phil Mjwara, signed on the part of the department while Managing Director Mteto Nyati signed on behalf of Microsoft South Africa.

As stated by the two, the signing of the memorandum is anticipated to create foreign direct investment in research and development as well as take advantage of established Information and Communication Technology (ICT) skills programmes to compliment knowledge-generating capacity.

 

Microsoft Managing Director Mteto Nyati

The main objective of the collaboration is on growing involvement by students and learners coming from previously disadvantaged backgrounds.

Following the signing of the memorandum, Mjwara said: “We in addition plan to mutually create world-class research infrastructure along with pertinent science councils and higher education institutions.”

“We now possess a dedicated framework to assist us to evaluate which space in the ICT value chain would be best served by public-private partnerships,” he explained.

The DST and multinational private sector partners have a relatively solid framework against which to quality-check projects in which they are involved together.

 

“For the reason that our local programmes are built to assist government address its five key priorities specifically skills, jobs and rural access partnering with the DST is going to more effectively coordinate our initiatives to develop an enabling environment for growth through ICT,” Nyati said.

“This kind of intervention definitely will expose students and learners to innovation and business skills in early stages of their studies. The students will be additionally provided with opportunities to make use of their creativity, passion and knowledge of technology to assist solve real-world global challenges and see that they can make a difference in the world.”

Nyati revealed that the purpose of the programme is to provide students with the crucial work skills they are going to need to succeed in the future.

“To date, 350 employer partners and 15 training providers, academic institutions and NGOs have joined the programme. The DST’s backing should motivate more corporates to share in the responsibility of cutting down unemployment among the youth by way of supporting technology and business-related graduates,” he said.

Source: BuaNews

Skilled human resource key to economic growth

Deputy President Kgalema Motlanthe

An educated and skilled human resource is a key lever for accelerating economic growth and human development, says Deputy President Kgalema.

“By enhancing the skills, the knowledge and the abilities of individuals, Human Resource Development serves to improve the productivity of people in their areas of work, whether in formal or informal settings,” Motlanthe said during the National Skills Summit in Pretoria.

He explained that the county’s current Human Resource Development Strategy (HRDS) was designed to complement a range of purposeful development interventions.

“It is a coordination framework intended to combine the key levers of the constituent parts of the Human Resource Development system into a coherent strategy.”


The strategy aims to bring about articulation between subsystems to allow for optimal achievement of systemic outcomes, facilitate holistic analyses of education and training and the functioning of the labour market and link both of these to the economic development strategy which among others includes diversifying and transforming the economy, attracting foreign investment and ensuring a better strategic fit with citizen involvement and empowerment.


It further aims to deal with shortcomings in labour market information, ensure economies of scale with regard to complex analytical work such as labour market supply and demand forecasting, and initiate activities that cannot be performed in any of the subsystems, but which are critical for the HRDS in the country.

Motlanthe also noted that the HRDS spans several domains including education, labour market, industry and society noting that the problems that are intrinsic to these domains cannot be reduced to one institution or policies of one government department or institution.


“They impact on the collective ensemble of institutions in the system and relate to a cross-sectoral mix of government policies, private sector initiatives, higher education and other academic institutions as well as the broader society,” he said.

Government has established the Human Resource Development Council with a view to supporting the HRDS.


The council is a multi-sector, multi-stakeholder and expert-led advisory group which provides an environment promoting optimal participation of all stakeholders in the planning, stewardship, and monitoring and evaluation of human resource development activities in the country.

Motlanthe said that the council as well as the relationships that will be sustained beyond the summit will be important for government’s efforts to improve its human resource systems.

Source:  BuaNews, oavm-africa.com, tntmagazine.com,