Human Capital Services
Human Capital
Human Capital Administration
Human Capital Administration
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As Leaders we have a Fiduciary Duty to provide clear rules and guidelines to the organisation on how we conduct ourselves and our business. In the absence of this we cannot expect good governance without clearly defined boundaries. Speak to us about:
- Human Capital Guidelines
- Code of Conduct
- Policies and Procedures
- Role definition and Organisational design
- Job levelling
- Performance and Talent Management
- Industrial relations with bargaining councils and unions
It is important to manage our employee relations within clearly defined lines and boundaries from the beginning to ensure that we have a positive workforce that sees that the value they are adding has been appreciated by the employer.
In the event that Industrial relations are strained it is pertinent that we manage these relations within the confines of our agreement and the relative legislation that governs the relationship
Human Capital Administration
Human Capital Administration
Human Capital Administration
One of the most important activities in any organisation is the administration of our Human Capital. We offer a variety of solutions relating to training and providing the service of human capital administration. These include but are not limited to:
- On boarding of new employees with all the appropriate administration to ensure that the employee is part of the business community from the moment they enter through the door
- Ensuring that induction processes are in place to ensure that the employee can mobilise within the organisatioon as quick as possible to ensure a smooth transition into the working community
- Ensuring that all the administrative paperwork are in place in terms of Job profile, Letter of Appointments, Codes of Conduct, Disciplinary code, Medical aid documents, Retirement funding documents and all other business proprietary documents required to fully onboard the employee.
Payroll administration
Management of Performance and Organisational design
Management of Performance and Organisational design
As leaders we appreciate that we all have bills to pay.
We encourage and empower our leaders to remunerate the employees fairly and ensure that the salary run is completed timeously without failure.
There is nothing more damaging to business moral if the payroll is incorrect or late and this very often will impact service delivery.
As a customer or service provider to a company there is nothing worse than hearing from the employees of a stakeholder in our business that the employees are not valued enough or paid on time.
Part of our payroll administration processes is to ensure that our clients remain current and aligned with all relevant legislation to ensure that we are not in breach of any governing legislation set out by the government and relevant industry sectors.
In our age of technology, payroll administration is 99% digital and this is a benefit and a curse. The benefit is that all our processes become streamlined but the curse is that it has associated risks that need to be mitigated. We provide our clients with a process that is secure and ensure that all the appropriate checks and balances are in place to ensure that we do not expose our clients to a risk.
Management of Performance and Organisational design
Management of Performance and Organisational design
Management of Performance and Organisational design
Performance management consists of 5 key factors which govern the employment relationship.
- The setting of goals and objectives to ensure that there is alignment between employee understanding and the business understanding
- The training and development that may be required to achieve these objectives. In the event that the employee lacks skills to perform the current role then this training should be prioritised over training that aids in growth and development beyond the current role
- The management of performance against said objectives and goals on regular intervals and not just once a year prior to annual increase time. Short term interval controls and measures are crucial to ensure a proper delivery of goals and objectives
- In the event of non delivery then we aid in either management of poor performance or the management of incapacity for whatever the reasons of non delivery are
- Finally we take the measurements of success that the employees have earned and link that to the rewards and recognition systems that we put in place to ensure that employees are not only receive an increase that is inflationary but also additional rewards and incentives to promote exceeding required delivery
Unfortunately change is the only constant in life and at some point we realise that organisational design needs to change with the needs of their customers, markets and the industries they operate within. Change and growth is organic and we need to adapt to change.
We offer a full service to aid our customers with management of Organisational design & in the unfortunate event where these changes may impact employment contracts we facilitate a balanced and legal process to ensure that the process is completed speedily and with dignity.