Des Squire

Employment Equity requires companies to bring about change in leadership particularly at the higher levels of management where male dominance continues to maintain control

Much has been said recently in the press and other forms of media on the subject of racism. What is of concern to me is what appears to be a lack of understanding as to what exactly racism is.

Why not change to performance management followed by appraisal.

There is a saying “knowledge is bliss” but is it really? Knowledge of itself is great to have and can be of tremendous value but knowledge of itself is useless unless it is used, brings about change and leads to transformation.

The terms performance appraisal and performance management are often used interchangeably, but is there a difference?

When it comes to assessment some providers and assessors forget what the process of assessment is, resulting in a slip shod approach to the assessment of learner results.

In today’s business world there is a need to deal with a great deal of information.

According to the Code of Good Practice on EE in human resources a job description should outline clearly the requirement of the job. This is what an employee must know in order to be able to perform the functions and duties of the position to which they are appointed.

The concept of diversity means different things to different people. This statement in itself exemplifies the diversity that exists between each and every one of us. We are all unique individuals and we all have our individual differences.

In order to be effective at work we must start by realizing and admitting we have both strengths and weaknesses. Both issue impact either negatively or positively on our work and ability to work effectively.

While I cannot under any circumstances condone the recent tragic loss of life in France I feel it is important for all to understand that there is a limit as to how far we may go when it comes to expressing our personal opinions on cultural and religious issues.

Treating employees, doing the same or similar work differently, may well amount to
unfair practice and may be deemed to be discriminatory, cautions Des Squire. He
shares some of the other effects of the new labour legislation.

There are four crucial tools that can be used to develop and empower employees in
the workplace. Des Squire discusses the differences between coaching, counselling,
training and mentoring.

The decline in business professionalism has been an area of concern to me for some
time now and really came to the fore when I watched the parliamentary no
confidence debate yesterday on TV.

Recent changes to the Employment Equity act will have an impact on many
employers in some way or other. The main changes seem to indicate that
discrimination against women is the main target particularly when it comes to issues
of equal pay for equal work.

Many members of workplace committees have no idea what's expected of them. They
have been elected as members of the committee or have simply been appointed by
management and their role and responsibilities are totally unclear.

In today?s competitive job market, companies must spend time, resources and money
ensuring the screening, interviewing and selection process delivers high-quality
candidates who possess the required skills and competencies and who will produce the
desired results.

Communication levels in South Africa fail hopelessly for the simple reason one
person fails to listen to the other and then has the audacity to tell the other
person they are wrong. Who gives anyone this right - to tell another they are
wrong?

Employee engagement is more than a passing trend or something that is a
"nice to have'. Employee engagement is a must today, more so than ever
before says Des Squire.

There is a need for some real determined and positive action in order to go
forward in a positive manner and to stop shying away from our
responsibilities as employers.

Meetings for whatever reason can be of great benefit when conducted
correctly and effectively. They afford us great opportunities for sharing ideas
and thoughts while at the same time are essential for the management of
group and team activity.

The purpose of company policies and procedures is to set out in a structured
format the norms of acceptable behaviour. In order for these policies to be
effective both employees and management must adhere to them.

South Africa has a legacy of discrimination in relation to race, gender, disability and other diversity issues. Over the years this has denied the majority of South Africans access to opportunities for education, employment, promotion and wealth creation.

Have you implemented policies and procedures and just circulated them to
staff and management or have you spent time in launching them, giving them
meaning, substance and life?

Diversity in companies can sometimes bring about problems because people
are different. It is then up to management to create an environment that
brings harmony and togetherness.

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