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How to improve your business training and development strategy

Development Strategy

The training and development of your employees is very important for the growth of your business. Keep up with the fast-paced changes of the business industry by giving your employees an opportunity to learn and grow. To do so, your business needs to update their strategy. Here’s how to improve your business’ training and development strategy:

Business needs
The first step in improving your business training and development strategy is thinking about business needs. Think about the industry that you are in and the skillset that your employees would need to fulfil their role in your business. This will help you understand which areas of your business need focus.

Prioritise growth
You may have a very busy schedule, but nothing is more important than the growth of your company. Prioritise this growth by focussing on training. Unfortunately, the training and development strategy may require more time and finance than you can give it, so it is important to know which areas need to be focussed on the most.

Identify a gap
The identification of a gap can be done on two levels; company wide or individually. You can focus on the skills that the company needs to gain, or the skills that need to be developed in individual employees of your business.

Offer internships
Internships are a great addition to a business’ training and development strategy. They give a business the opportunity to develop an individual’s skills from scratch. As the individual undergoes the training, they will learn the necessary skills to move forward in the company.

Provide workshops
You should not only be concerned with bringing in new employees to develop skills, consider upskilling employees that are already part of your business. Give them a chance to improve themselves with regular workshop.

Guidelines to reduce recruitment bias in your recruitment process

Recruitment Process

You may not realise it, but your recruitment process may be biased. This can lead to limited diversity within a company which creates a work environment with lower levels of innovation and creativity. It may also lose customers as your brand will not be relatable to a large demographic. Here are a few guidelines to reduce recruitment bias in your recruitment process:

Analyse your biases
As much as we don’t like to admit it, we each have our own biases. If you make the final decision in the interview process, you need to analyse your biases. Analyse yourself by thinking about your personal biases and making a conscious decision to work on them in order to avoid hiring people for the wrong reasons.

Reword job descriptions
The wording of the job description has a large impact on the type of people that will apply for the position. Certain wording resonates more with male candidates and can deter female candidates from applying for the position. It is advised that businesses use wording that is neutral for the description to be equally attractive to male and female candidates.

Blindly review CV’s
To blindly review a CV is to review the skills, personality profile, qualifications, experience and other information without looking at the personal information regarding the age, gender, name and picture of the individual. This will reduce the chance of biases getting in the way of choosing applicants for the interview process.

Keep interview questions standard
Do not change the questions that you ask during the interview process. Standardised questions will help you through the hiring process as you will be able to choose the candidate that has answered questions in the most suitable way for the position.

Tips on how to conduct effective performance appraisals

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Performance appraisals are employee evaluations regarding the performance of the employee in the workplace. These appraisals are important as they are a way to provide employees with valuable information in order to motivate them to improve their performance. Here are a few tips on how to conduct effective performance appraisals:

Do not go into performance appraisals unprepared. You cannot decide what you need to say while sitting in the meeting with the employee. Know exactly what you want to say to them before entering the boardroom including how you want to motivate them, what they need to work on and so on.

Communicate and coach
The best way to start the performance appraisals is to give them the feeling of a discussion. Ask the employee how they feel they have done. Get a better understanding of their opinion of their work by asking them whether they believe they have improved and why. Once they have answered, give your feedback and guide them where you can.

Highlight important notes
Don’t forget to highlight all the important points. Highlight the areas where you feel they have done the best, and the areas where they have not done well in terms of specific objectives that are meant to be met. Be sure to bring up previous performance appraisals to appropriately compare where their performance has improved or deteriorated.

Be firm
Remember that you oversee each performance appraisal. It may be difficult to evaluate employee performance, especially when the employee is underperforming, always must be firm. This is especially true when you are talking about downfalls. Do not let your emotions get the best of you and cause you to back off – or become too vocal.

How to develop a successful on-the-job training programme

Training Programme

On-the-job training is a way to help employees gain knowledge while in the workplace. This is beneficial to the company and its employees as people will able to grow with the company by improving their skills and upgrading their roles. Before this growth can happen, a training programme must be developed. Here’s how to develop a successful on-the-job training programme:

Needs analysis
The first step in creating a successful on-the-job training programme is to perform a needs analysis. A needs analysis will determine what skills the employees within the company need to improve in order to reach the business goal. Business owners will need to think of effective training exercises that will improve these skills.

Planning and objective development
On-the-job training is more than just implementing a training programme, extensive planning must be done. Plan how you want to go about training people. make a list of objectives that you want to be reached by each employee that completes the on-the-job training programme.

The next step in the development of an on-the-job training programme is the design. The design stage requires the business owner to decide which training exercise or exercises to use. Another decision is made in this stage regarding which managers or employees will run the training programmes.

The implementation of training is the last step in the development of a successful on-the-job training programme. The head of the training programmes must inform employees of the programmes and tell them when training will take place. Employees will then spend the necessary time – be it hours, days or weeks – completing the on-the-job training programme and improving their skills.

How to develop leadership skills

Leadership Skills

Leadership skills are very important to have in business. They are necessary for you to be able to move forward in your career. There aren’t many people that are gifted with these skills, most people will have to develop these skills along their road to success. Here are a few ways to develop leadership skills:

A great start to developing your leadership skills is to be disciplined. Be disciplined in everything that you do; from work, to home, to social situations. You need to be the person that inspires other to be better.

Continue learning
Don’t ever think that you’ve learnt enough! The world is constantly changing and all that we know is being upgraded daily. To develop your leadership skills, you will always need to learn new things. Even the greatest leaders still learn new things every day.

Take on tasks
Don’t sit back and let other people do all the work. If you have the opportunity to be part of an assignment that could improve your leadership skills, grab it with both hands . Not only are you improving your leadership skills by learning new things, but are showing people that you have what it takes to be a leader by taking initiative.

Be there for your team
Leadership is not just about being someone to look up to. It is also about being someone to speak to. Learn to be an avid listener, assist where you can and learn to deal with conflict appropriately. In order to be a leader, you need to be someone that your team can trust and speak to in times of need.

Does your company follow the correct labour law procedures?

Labour Law Procedures

There are many labour laws that must be followed strictly by businesses. Managers and employees alike should be aware of all the procedures regarding labour laws to avoid unfair practice. To ensure that you are being fair and following procedures, read about the labour law procedures below:

General rights
In order to ensure that you are following the correct labour law procedures, you need to be made aware of the rights of the employees and the employers. Employees have the right to not be unfairly dismissed, to be provided with the necessary equipment, to work in safe conditions, to receive the agreed upon remuneration at the agreed upon time, to receive fair labour practice, to be treated with respect and to have the ability to state their rights. They are also given the right to submit a complaint to a trade union representative, discuss their terms of employment colleagues, employers and others, refuse to comply with instructions or terms and conditions that are contradictory to the labour law act, inspect records, or request that a trade union representative inspect records, of the act that relate to the employee, participate in trials regarding unfair procedures.

Employers have the right to expect employees to adhere to the following; to fulfil their agreed upon duties within the agreed upon timeframe, to perform under the authority of the employer, to obey and carry out all instructions regarding work, to behave well in the workplace, to act in good faith and follow workplace rules at all times, to complete objectives at a high standard, to use the employers methods and resources and to report any unlawful actions seen in the workplace.

If any of the employer rights above are not adhered to by the employee, the employer may have the right to dismiss the employee. However, during the dismissal the correct labour law procedures must be followed. If these procedures are not completed correctly, the employer may lose the case. The procedures involved include investigating the accusation, providing evidence of the employees’ wrongdoings and allowing the employee to provide a statement regarding their case.

Tips for improving work performance

Work Performance

Performance is essential in the workplace. Your work performance needs to be optimal in order to grow in a company. Here are a few tips on how employees can increase their productivity and improve their performance:

Set goals
Improve your performance by setting goals. Most people will work harder when they know that they have a goal to reach. However, these goals cannot be too extreme; they need to be plausible. The best way to set realistic goals is to look at a project and break it down into achievable goals. This way, you can keep track of your progress with a project while achieving your goals.

Manage time
Time management is a great way to improve your work performance. Plan your tasks by completing urgent tasks first and easier tasks later. Time management is all about prioritising. If you know what you need to be doing the whole week, make a schedule in order of urgency and due dates.

Work performance can be improved by communication. Don’t be afraid to ask a question if you’re not sure what’s going on with a project. Be sure to ask for help if you feel as though your workload is too much for you. Speak to people, someone will be willing to help, and if not, a manager will assist in delegating tasks.

Eliminate distractions
Get rid of all distractions to improve your work performance. This means no mobile phones, no emails, no Facebook and so on. Though, some jobs require emails and mobile phones. If your job requires this, limit your interaction with these platforms to work on related notifications only.

5 Qualities of a good recruiter

Good Recruiter

In order to hire the right employees, you need to have the right recruiter. The right recruiter will have a few stand-out qualities that will enable them to attract the best candidates and make the right hiring decisions. Here are a few qualities of a good recruiter:

A good recruiter needs to have confidence. They need to be able to communicate with multiple people and work out who among those people would fit in with the business. In order to do so effectively they need to be partially extroverted and confident in their ability to find the right candidate.

Good listening skills
A good recruiter should be able to communicate with candidates, but they must also be able to listen. Having the quality of a good listener will help the recruiter understand what the candidate is looking for and if they would be the appropriate choice to fill the position. The recruiter will also be able to pinpoint any issues with the candidate by listening well.

A good recruiter should be likeable. The candidates should feel comfortable when talking to them. If the recruiter seems strict and unpleasant, the candidates that meet with them may be nervous or uncomfortable and unwilling to show their full personality. Likeable recruiters will build trust and create personal relationships with candidates, making it easy to decipher who would be the best employee.

Every good recruiter is a little bit sceptical. It is not ideal for a recruiter to be highly optimistic and biased while interviewing candidates. Recruiters that are slightly sceptical are more likely to seed out the good and bad candidates.

A good recruiter needs to have patience. Not every candidate is going to be perfect for the job, but the position will eventually be filled. Don’t rush into a decision just because a position needs to be filled.

Ways to bridge the gender pay gap within your business

Gender Pay Gap

The gender pay gap refers to the difference between the salaries of men and women. Though this gap is shrinking, women still earn less at a company level. This needs to be corrected and it all starts with your business! Here are a few ways to bridge the gender pay gap within your business:

Job description
You may be wondering how the job description could bridge the gender pay gap, so we’ll break it down for you. Research shows that the wording of your job description can be used to attract different job applicants. Using words that are likely to attract female applicants will give you the chance to increase the diversity in your company, therefore slowly reducing the gender pay gaps. Give us the opportunity to use your job description to find your company suitable female candidates.

The interviews
The interview process is another way to bridge the gender pay gap. Often in interviews, the hiring manager will have a subconscious bias towards male candidates. Using interviews to prevent this bias involves using a standard set of questions for both male and female applicants. These standard questions will help you choose a candidate based on the data received rather than their gender.

Promotional transparency
When offering promotions, managers will usually speak to the people that they believe are suited to the position, and these people are most often men. In order to bridge the pay gap, businesses must be more transparent about promotional opportunities. This will give female employees a chance to show their skills and prove that they too are suitable candidates for the position.

Tips on how to develop the right employer-employee relationship

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Developing a strong, productive environment can only be done with the right employer-employee relationship. If you feel as though your employer-employee relationships are not at the level that they should be, there are a few ways for you to change that. Here are a few tips on how to develop the right employer-employee relationship:

Let’s begin with the basics. The employer has a moral obligation to be respectful to their staff, to be concerned about their welfare, to be sensitive to their emotional needs, to provide a healthy working environment and more. This care for the employee by the employer needs to be reciprocated by the employee in terms of productivity and respecting the company policies.

Give recognition
Give recognition to your employees when they have good ideas or when they have exceeded expectations in their position. It doesn’t have to be an extravagant “thank you” in front of all the staff, but a handshake paired with recognition specific to the employee and what they’ve done will build an employer-employee relationship.

Allow input
Give your employees the opportunity to share their ideas or voice their opinions. When the business makes big decisions, employees should be involved. If the employer needs help with anything, employees should be allowed to share ideas.

Offer development opportunities
Employers need to give the employees a chance to move up in the company. It does not do well for employer-employee relationships if an employee is stagnant in their position, not receiving any opportunities to develop their role in the company.