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Retaining high performing talent is a critical business imperative.
While a degree of organisational turnover is inevitable, there are costs linked to the departure of a high calibre employee. These include the costs associated with finding temporary or replacement staff, reduced morale as employees work overtime, failure to satisfy the customers because of loss of productivity and insufficient production capacity.
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When I think about our company culture, I think about how we do things around the office. And I mean that in the broadest sense of the term - how we interact with customers, how we deal with new employees, how we approach difficult tasks and problems. Culture is a strong word and can mean a lot of things.
Five years ago, Cynthia Mokgobu started a tiny farming operation in her backyard in the Limpopo village of Bochum. Today, she’s supplying vegetables to markets as far afield as Gauteng, and is well on her way to realising her dream of becoming a fully-fledged potato farmer and ensuring food security for her entire village.
Motorists could be in for a nasty surprise at fuel pumps with the temporary relief measure to reduce the price of petrol, set to conclude at the end of May.
Employers too often misuse disciplinary warnings or avoid using them at all because they are unsure of how the law allows them to use such warnings. In labour law the main purpose of giving warnings is to remind employees of the employer’s standards of conduct and work performance and to give them a chance to improve.
Training and development is the process in which one improves on skills, concepts, changing of attitudes and to gain knowledge. This basically consists of three main branches namely: Training, Education, and Development.
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