Uncategorized – Ziyana Business Consulting and Training (Pty) Ltd

Why Use a Talent Sourcing Agency for your hiring needs during Covid19

Palesa Magadla — Fri, 10 Jul 2020 12:12:41 +0000

With many companies restructuring due to the Covid19 crises, the need for organisations to access critical skills is crucial. The majority of the country’s industries have opened up as the lockdown restrictions are being gradually lifted but the world of work is not as it was before the lockdown. The sooner companies adjust to how things will be done going forward, the greater their chances of survival. This is where the assistance of talent sourcing agencies come in.

One of the greatest benefits of hiring through a talent sourcing agency is faster hiring. We have a readily available database of talent to reduce the amount of time it takes to draft a job profile, advertise the position on job boards and then sift through applications. Our talent pool at Ziyana Business Consulting and Training spans across industries such as Banking, Human resources, Accounting, Management and Operations, Information Technology, various engineering sectors, Sales and Marketing, as well as Logistics. This means we are well connected in these industries and we can quickly source candidates that meet your organisations requirements.

Talent sourcing agencies allow access to top talent. Our candidates are pre-screened and interviewed before-hand so you can be certain that their skills, experience and qualifications match the requirements of the client. Our candidates are also briefed and prepped for the face-to-face interviews with the client, or rather virtual interviews seeing that we are currently going through a global pandemic that requires social distancing.

Each client is a priority and receives individual attention. We take away the administration burden by only sending through shortlisted candidates that meet the requirements and also fit into the culture of the organisation. A lot of top talent is passive and not on job boards but they are willing to hear about new opportunities. Our focus is on building relationships with top talent so that they are available when clients present them with opportunities.

Ziyana Business Consulting and Training is affiliated with the federation of African professional staffing organisations (APSO), which is a governing body that ensure that all recruiters affiliated with the federation uphold high standards of integrity and professionalism at all times.

Employee Wellness and Mental Health

Oarabile Molapong — Mon, 11 May 2020 18:36:30 +0000

A healthy workplace starts with healthy employees. Achieving healthy workplaces requires changes in an organisation’s culture, management systems and work structures. A number of employees have been working from home due to the COVID-19 pandemic and have now adjusted to the circumstances, although some employees may argue differently. It is a huge transition to be working remotely as there are a number of distractions at home, however one needs to find ways to work around those issues and ensure that they meet deadlines and commit to their work. As sleeping patterns have now changed drastically due to the adjusted working hours, some employees are working for longer hours than usual and argue that they are ready to go back to the office, it can be difficult to remain focused when one was up all night due to stress and anxiety, and still have to ensure that they wake up early to log in on time.

A healthy workplace in any organisation, increases the combination of worker objectives
for well-being and company goals for effectiveness and efficiency. Health and safety programs strive to increase the physical and mental health of employees through the hindrance, valuation and conduct of possible health threats and difficulties. Organisations should put programs in place for alcohol and drug addiction, wellness screenings, stress management training, counselling and safety training in order to increase the health and safely initiatives. Organisations with high-levels of absenteeism are due to employees’ with high levels of stress. Employee stress may be openly directed through workplace stress management programs, which increases employee productivity and reduces absenteeism. Organisations that are willing to commit to employees’ wellbeing will receive the same commitment in return.

Work-life balance is also crucial in enhancing employees’ mental health and wellbeing, conflict between work and family roles diminish employees’ perceptions of the quality of both work and family life. This may have been proven due to the work arrangements of working from home, where employees have to ensure that their work space is tidy and not distractive, they also need to ensure that they divide their time accordingly as they have to complete work tasks and their children’s school tasks as well.

Healthy workplace strategies and initiatives must be considered within the context in which the business operates. The organisation’s set of values will be the drive to the decisions taken by each organisation. Organisations that are more likely to have effective initiatives and strategies are those which practice long-term commitment to strategic decisions, decisions made particularly during COVID-19 have to be for the long-term, risk taking is another practice, continuous communication and continuous improvement processes.

Positive transformation begins with realising the requirement to transform as well as a vision of the end result of the transformation process. Managing the health and wellbeing of employees comes with managing the organisation. Employees make up an organisation, without employees there is no organisation. Healthy workplaces usually produce employees who are assets to the organisation and they are more likely to achieve success.

How will Artificial Intelligence (AI) change the future of work

Nomazibulo Tshanga — Wed, 02 May 2018 19:37:42 +0000

Artificial Intelligence has created a certain amount of uneasy around the world. What is Artificial Intelligence and how will be impact the future of work?

Merriam- Webster defines artificial intelligence as a branch of computer science dealing with the simulation of intelligent behavior in computers. He further defines it as the capability of a machine to imitate intelligent human behavior.

Recent studies show that machine automation or AI will change the future of work. It is estimated that about 30% of jobs will be replaced by machine automation by 2030. Wow! 2030 is just around the corner. Are we, as organisations and individuals ready for this change, have we prepared for these changes??

Artificial Intelligence ( AI) is real and as humans we should start embracing it and equipping ourselves with the required future skills. Smart will no longer be enough for humans, how you think becomes more critical. Studies already shows that fewer and fewer jobs will remain in 2025 – 2030. I wonder if your job will remain? Mhmmm! Ask yourself that question.

Going forward, it will be critical for humans to transform the way we think. There are key and critical skills needed for future and they are said to be

Innovation
Persuasiveness
Curiosity
Adaptability
Decision Making
Creative Thinking
Ethics

Technology is for answers and humans are for questions. As organisations we must be ready for this and start to equip our employees with the required future skills.

Are you already feeling the impact of Artificial Intelligence in your workplace? Please leave us a comment, we would love the hear from you.

Key tips in preparing for an interview

Nomazibulo Tshanga — Wed, 18 Apr 2018 18:31:44 +0000

Here’s our top 10 key interview preparing tips.

1. Understand the job that you are applying for
2. Research the company and know who will be interviewing you/ panel
3. Know what’s in your CV
4. Practice how you will respond to questions
5. Understand targeted selection interview technique
6. Dress appropriately in comfortable clothes
7. Ask questions at the end of the interview
8. Sleep early a night before
9. Arrive 15 minutes earlier before the interview
10. Be authentic

EFFECTIVE HR WORKSHOP

Nomazibulo Tshanga — Mon, 06 Nov 2017 14:42:24 +0000

EFFECTIVE HR WORKSHOP – 2017

VENUE: PROTEA HOTEL – CENTURION DATES: 29^th & 30^th NOVEMBER 2017

NB: 15 CPD POINT BY SA BOARD FOR PEOPLE PRACTICES (SABPP)

ACCREDITATION NUMBER: CN17CPD0160SABPP

DELEGATE FEE: R5500 per delegate

COURSE OVERVIEW:

Day 1

The role of HR in the workplace
Creative ways to attract talent
Competency based recruitment
How to manage performance effectively

Day 2

How to manage talent
Legislation that governs Human Resources
How does HR add value in an organization
Ethical leadership

COMPETENCY CERTIFICATE:

The course is accredited by the South African Board for People Practices (SABPP) with 15 CPD points. Upon successful completion of the course and assignment, delegates will receive a certificate from the South Africa Board for People Practices (SABPP) which will earn them 15 CPD points to add value to their careers.

Accreditation confirmation number: CN17CPD0160SABPP

WHO SHOULD ATTEND:

HR Managers
HR Business Partners
HR Consultants
Human Resources Practitioners

The Future of HR Summit – 2017

Nomazibulo Tshanga — Sun, 27 Aug 2017 16:46:58 +0000

The Future of HR Summit – 2017

The 2017 edition of the annual Future of HR Summit was held on the 19^thof July 2017. This is an annual gathering in which business leaders and HR thought leaders gather to discuss challenges, successors and share knowledge around hot HR topics. The summit is intended to advance strategic HR within organisations and across the economy. The main topics for discussion on the day was:

Supercharge your recruitment process
How YOU shape the culture of your organization
Mobile talent sourcing
Guidelines to global success – McDonalds case study
Managing corporate learning in today’s shifting landscape
2017 Global Human Capital trends
Stay future fit
Devise your winning social media policies and procedures
Taking the Work out of Work

There were various speakers that spoke about the above mentioned topics. My favorite speaker of the day was the CEO of McDonalds who spoke so profound on the success story of the organization and how leadership development is their key priority.

Employee engagement was a hot topic of the day. Studies shared by Thomas International included the following.

What does an engaged employee look like:

Displays a positive attitude and behavior
Loyal to the organization
Willing to go an extra mile
They understand the business vision and goals
They harness good working relationship
Takes pride in their work
A great advocate of the organization to clients
They feel heard and empowered to share ideas
They know what is expected of them in their role
Looks for opportunities to learn and grow

There was a lot of engagement, debating and sharing of knowledge by everyone that participated in the Summit.

I am looking forward to the next Annual HR Summit in 2018. Thank you to Nokuthula Bonga, Brand Manager for The Future of HR for organizing such a beautiful event.

Basic Guide For A Fair Retrenchment Procedure

Nomazibulo Tshanga — Mon, 12 Jun 2017 15:51:09 +0000

Basic Guide For A Fair Retrenchment Procedure

Most employers keep getting retrenchment processes wrong which then leads to the employer paying hefty costs trying to settle the dispute at the CCMA. What is important in retrenchment is that the employer must fulfil its onus by proving that the retrenchment was fair in all aspects.

Fair procedure for retrenchment:

When the employer contemplates dismissing one or more employees for reasons based on operational requirement of the job, the employer must consult with the employees who are likely/potentially to be affected by the retrenchment, or their workplace forum, registered trade union or elected representatives, or any person elected in terms of a collective agreement.
The decision for the employer to consider retrenchment must be rational and valid.
NB: “Potentially affected employees” are not only those employees who may have already been earmarked for retrenchment.
The employer must issue a written notice inviting the consulting employees to consult and disclose in writing all relevant information pertaining the retrenchment.
The employer and consulting employees must engage and consult in good faith with an intention to seek consensus on certain matters outlined in the proposed retrenchment.
The consultation between the parties must seek to avoid retrenchment or mitigate the impact of such retrenchments.
The employer must allow the consulting employees to make representations about the matters contained in the notice and other matters relating to the proposed retrenchment.
The employer must respond to the consulting employees’ representations. If the employer disagrees with the consulting employees, it must state the reasons for disagreeing with them.
The employer must select the employees to be dismissed based on a selection criteria agreed with the consulting employees or selection criteria that is fair and objective.
The Labour Relations Act does not prescribe a time period during which the consultation should be completed.
After the consultation process has been exhausted, the employer may make its decision to retrench, and then issue a notice of retrenchment to the affected employees.

Why Strategic Succession Planning Is Imperative

websitedesign — Wed, 31 May 2017 13:35:26 +0000

Why Strategic Succession Planning Is Imperative

South African organisations find themselves in a war for talent and competing for a shrinking pool of talented workforce. Strategic planning for any business needs to ensure that there is sufficient talent workforce to meet the future business demands. What is also imminent in the ever-changing economy is the retirement of skilled workforce and high staff turnover. People change jobs all the time. It is for this reason why a planned strategic succession planning is imperative.

In today’s aggressive market it is important for organisations to take steps in attracting, developing and retaining of critical employees. There is a perception that succession planning costs a lot more for organisations, however organisations need to come up with creative ways for implementing succession planning. I still believe the cost of implementing strategic succession planning is better than the cost suffered when having none.

Imagine what would happen in an organisation that has no strategic succession planning in place should a CEO/ CFO or any position deemed critical decides to submit a resignation letter? This can create unnecessary panic amongst employees, customers and suppliers and over and above this would mean that a recruitment of a new CEO/CFO would need to be underway. It may take up to 6 months to find a suitable best fitted CEO and recruitment of such critical position costs a lot of money too.

What does strategic succession planning mean for organisation:

Investing in Human Capital
Top management commitment
Align with strategic objectives of the organisation
Being Proactive
Keep an open mind
Being flexible
Make the strategy known to all employees through effective communication tools

Key benefits of strategic succession planning:

Organisation preparedness
Retention of critical skills
Talent pipeline
Less cost and time to spend on recruitment
Reduce effect of reorganisation
Employees have well defined road map
Creates a positive work environment
Employees feel satisfied in terms of their career progression

Mike Jackson (68), CEO of AutoNation was quoted by Automotive News saying “We have a very robust, professional succession plan in process which the board and I worked on together”. This is after the COO Bill Berman’s abrupt resignation. The question is, does your organisation have succession planning in place should a critical skill resign?