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Employer-employee Relations | Developing Women's Career

How to improve productivity through a goal orientated approach

Improve productivity

FHH Consultants is an employment agency that strives towards excellence and providing a streamlined experience for all our stakeholders. We understand the importance of continuous improvement and making the necessary adjustments in an agile manner to adapt and thrive in different conditions.

Improving productivity is on the “To-Do List” of many individuals, and organisations would need to be significantly scaled to achieve goals and objectives. In this article, we will be identifying specific techniques and methodologies that are simple enough to implement on an every-day basis to achieve goals.

  • Set out specific systems and processes

Map out the specific projects that need to be pipelined and create a roadmap of the project. Within this roadmap, employ the “SMART” technique (Smart, Measurable, Attainable, Realistic and Timely), by breaking it down into smaller tasks at a granular level to achieve goals.

  • Organise tasks in an agile manner

The agile methodology is crucial to the success of any project. Being able to adapt quickly to changing requirements and understanding specific impediments can assist in delivering results quicker.

  • Organisations should provide training and development modules

By having open and transparent conversations with staff members, organisations can assist with specific training and development plans to catapult motivation, soft skills and employee morale. Clear focus and direction are core components in working towards achieving goals. Utilise and explore available technologies that are available to automate, streamline and enhance learning.

  • Effective delegation

Consider different operating models that could influence different ways of working. Ensure that tasks are properly analysed and allocated to the respective team member to take ownership. Allowing different teams to cross-pollinate is also another way for different individuals to get exposure and learn different skills in the long-run.

  • Allow for flexibility and reduce distractions

Proper work-life balance is pivotal to the success of an organisation and individual goals. By blocking out certain “time slots” for dedicated projects should be uninterrupted and other time should be carved out for other important aspects of an employee’s life to avoid burnout.

Contact FHH Consultants for more information.

How HR helps companies remain competitive in a global market

HR companies

FHH Consultants are innovative partners that incorporate high value initiatives for streamlining processes for organisations. We aim to save resources across time efficiencies and financial components.

In this article, we will be looking into Human Resource Management strategic initiatives that enhance competitive advantage. To begin with, the Human Resource department assists with designing and managing programs that can track performance and maximise skills and experience.

Technological advancements in the industry continue to disrupt the status quo. Human Resource Management plays a pivotal role in identifying trends in the market and enhances employee satisfaction.

By identifying and mitigating potential risk factors, employee resistance to change and growth is managed appropriately. HR professionals are champions of change and identify frameworks, guidelines and strategies for successful implementation.

Recruitment professionals are responsible for ensuring that the right talent is sourced. New hires are on-boarded so that the new technological strategies that are sustainable are integrated. Industry based trends are aligned to best practices and HR professionals provide these types of best practices.

Operational efficiencies are also implemented so that resources can be efficiently distributed in the respective areas or business units. Human Capital resource planning can help organisations stay on top of financial costs and provide decisions on whether to recruit or downsize based on capacity constraints.

Attracting and retaining top talent also requires flexibility and benefits for employees. Training and development processes are equally important by providing motivation and direction for employees to be promoted and progress in their respective careers. Organisational culture is enhanced and creates a platform for employees to be loyal to the organisational vision and mission.

Contact us for more information.

 

Preventing unfair discrimination against LGBT+ employees

equality

Certain guardrails and processes are required in an ever-changing work environment. FHH Consultants understands these intricacies and are committed to assisting our clients by creating a diverse and inclusive work environment.

We are dynamic in our approach and strive to deliver the highest calibre of standards to our clients. This article will focus on preventing unfair discrimination against LGBT+ employees at work on the basis of gender identity in South Africa.

According to statistics and despite recent advances in work regulations, employees are still subject to being unfairly treated with regard to hiring, promotion, benefits, and basic working conditions. Social opinions and attitudes related to an individual’s gender identity and expression should not be key determining factors in their career.

Research has found that a large population of the LGBT+ workforce chooses to conceal their gender identity and sexual orientation in the workplace to avoid prejudice and discrimination. This would ultimately lead to mental health consequences, isolation, and reduced productivity and progression.

In addition to unfair labour market practices, LGBT+ employees are also subject to limited training opportunities, access to social security, definitive pay-pay gap discrepancies, and very limited platforms for reporting harassment and mechanisms for resolving disputes.

So, what are the current solutions to prevent unfair discrimination against LBGT+ employees? Firstly, an emphasis on mental health awareness in an organization is the first step in ensuring open lines of communication and promoting a safe and inclusive environment for all. In-depth discussions and representatives from leadership should be identified, and focus group discussions, and good practice employers should continue to have open and transparent conversations for the progression of the unfair discrimination conversation.

In a South African context, LGBT+ employees are protected by several laws and acts. One such act is The Employment Equity Act (EEA) which provides the relevant procedures to deal with harassment and unfair treatment. Gender policies related to dress code along with the freedom to workplace attire is also an issue that has stereotypical behaviour associated that could be used to marginalise LGBT+ employees.

Diversity initiatives and campaigns to create awareness could assist in preventing unfair discrimination. Leadership in organizations should seek to investigate broad strategies to influence policy and address specific issues in workplaces. All stakeholders should be trained and given the correct information on laws, regulations, and best practices.

Contact FHH Consultants to assist your organization in creating and maintaining an inclusive and diverse working environment.

What is Human Resources Outsourcing

OUTSOUCRING

FHH Consultants are recognised as an industry leader in paving the way for operational efficiencies and enhancing productivity through inclusivity, diversity, and incredible opportunities for all stakeholders.

Broadly defined, Human Resources Outsourcing is the process of hiring an external party that is dedicated to HR planning and administrative support. There is a direct link to success for an organisation that considers outsourcing Human Resource functionalities. This would include having top-tier processes and technology that enhances Human Resource Information Systems (HRIS), thus streamlining capabilities such as payroll and integrations with in-house organisational platforms.

Additional benefits would include having the peace of mind that risk and regulatory processes are properly managed. This could potentially include safety and employee relations complexities. Regulatory compliance plays an important role in the overall Return On Investment for organisations.

The importance associated with Human Resources Outsourcing is so that an organisation can focus on more strategic objectives and revenue-generating initiatives while knowing that the most important asset in your business – your human capital is taken care of.

Core competencies can be focused on through various business models. Employment regulation is vast and ever-changing, which requires dynamic and effective processes to deal with changes. Continual improvement such as Human Resource frameworks, initiatives, and best practices could significantly enhance the success of an organisation.

FHH Consultants offers robust services such as HR Management, Industrial Relations Management, Performance Appraisals, Talent Management, Training & Skills Development, Staff Induction, Employment Equity as well as B-BBEE.

In terms of our HR Management service offering, FHH Consultants hones in on customising procedures and policies that are aligned to your specific requirements and organisational culture. This would extend to drafting and customising employment contracts and ensuring contracts are compliant with the relevant local legislation.

Get in touch with FHH Consultants for more information related to our comprehensive Human Resources and Industrial Relations services, specifically tailored to the individual requirements of your organisation.

How to manage equal opportunity employment?

human resources

FHH Consultants offers a robust set of human resources services and is renowned as a trusted employment agency partner.  Our staffing solutions have demonstrated value to our client’s requirements.

In this article, we will be delving into the topic of managing equal opportunity employment. To begin with, it would be important to understand the definition “Equal opportunity employment”, specifically in a South African context.

FHH Consultants are aligned with industry best practices and ensure compliance standards are adhered to through relevant processes. Illustrative examples of our services would include conciliation and dispute resolution, chairing of disciplinary inquiries, performing HR audits, designing staff management solutions as well as performance evaluation to name a few.

To begin with, equal employment opportunity is the principle and legislative compliance that ensures fair and equal practices are applied to all stakeholders, specifically existing staff members, and prospective employees.

There are definitive processes in which equal opportunity can be managed. This would include a commitment from leadership to adopt an equality policy and ensure that this is communicated effectively throughout the organisation and is deemed as public knowledge.

Equality audits should also be conducted to measure the relativity of the action plan for equal opportunities. In addition, the basic steps of equality management would be to commit, assess, define, implement, measure, and communicate.

Identifying the need for non-discrimination strategies should further support initiatives and be in alignment with legislative requirements. Reviewing and changing recruitment policies could also contribute to fairer competence-based systems, which would further be translated to fair compensation in the long run.

Ensuring that the policies are defined and clearly communicated and all stakeholders are appropriately trained and educated. Appointing a designation equality coordinator and involving specific target groups to coordinate the implementation of the policies could also further enhance equal opportunity employment.

Look no further than the most trusted agency in Johannesburg to guide your organisation in managing equal opportunity employment matters for all stakeholders involved.

Everything you need to know about BBBEE compliance

BBBEE

7 Pillars of BBBEE

FHH Consultants provides an exclusive set of solutions that includes Recruitment, Human Resources, Industrial Relations and Payroll Services. We are passionate about facilitating employment related matters at the highest calibre.

In this article, we will be discussing everything you need to know about BBBEE compliance and what the 7 Pillars of BBBEE are.

To begin with, it would be important to understand the acronym “BBBEE” and the significance behind the compliance and legislation. Broad Based-Black Economic Empowerment strives to stimulate the process of participation of previously disadvantaged groups in the economy. The underpinning fundamentals are to increase economic growth and create an inclusive society that is fair and just in terms of societal diversity.

According to the legislative elements of the BBBEE Act, the 7 pillars are summarised below as:

  1. Preferential Procurement

This is the measured extent to which an organisation conducts business with BBBEE suppliers, black micro businesses. Outsourcing services that are BBBEE compliant supports diversity in their ownership. This element comprises 20% in the BBBEE Scorecard.

  1. Skills Development 

The Skills Development element includes 15% of the BBBEE Scorecard and would measure the extent to which employers implement initiatives to promote the development and competencies of their staff, specifically Previously Disadvantaged Individuals (PDI’s) so that they can be promoted.

  1. Equity Ownership 

20% of Equity Ownership is required on the scorecard to promote the number of individuals who own and control their own businesses. This promotes inclusivity in shareholding and opportunities are created for owning a business.

  1. Enterprise Development 

This element encompasses 15% of the scorecard which would include aspects of initiatives to assist and accelerate the development of other enterprises to ensure shared wealth distribution in the economy.

  1. Employment Equity 

The representation of varying levels needs to be present in organisations. This needs to continually be planned and revised to be up to standard with compliance.

  1. Corporate Social Investment 

CSI is measured by the implementation of specific initiatives that contribute towards social development to facilitate access to the economic benefits the country has to offer.

  1. Socio-Economic Development 

Focusing on education, health and other social development areas and programmes for women, youth outreach programs, people with disabilities as well as training and skills development. Additional components would include environmental conservation, arts & culture as well as recreational sporting activities.

Get in touch with FHH Consultants to find out more.

Everything you need to know about the recruitment process

head hunter

As an employment agency that is at the forefront of identifying gaps in the market and highlighting critical business skills that will enhance the sustainability of candidates and organisations, FHH Consultants are the preferred partners in assisting you with achieving your goals.

The recruitment process can be overwhelming and complex for both the candidate and the organisation. FHH Consultants understands this intricacy and simplifies the process through robust recruitment techniques.

A brief overview of the recruitment process through FHH Consultants:

  1. FHH Consultants receive the specifications from the organisation

The consultants at FHH will sit down with the clients and get their exact requirements for the position; these include experience required, niche and in-demand technical skills as well as a high level of business acumen

  1. Sourcing the candidates

The team will then evaluate the clients wish list which includes necessary specifications and requirements for the position, after that the team then actively begins to source and headhunt new talent for the client that are a close match.

  1. Conducts interviews with candidates for screening

This is a vital stage in the recruitment process, as it would speak to the quality of the candidate and ensure that the organisational strategy and candidate’s personal career aspirations are aligned for a successful partnership. A screening interview is an amazing opportunity to gauge the interest of the candidate and provide the platform for the candidate to further explain the potential value they could bring to an organisation.

  1. Presents 3-5 candidates per specification for FHH Consultants clients

FHH Consultants provides a variety of candidates with impeccable combinations of skills, experience, and qualifications.

  1. The client would decide whether to interview and employ the candidate

The ultimate decision would be in the hands of the client to conduct a new set of interview rounds to confirm if the candidate is an organisational culture fit. Once this process is conducted, the onboarding process would begin with the organisation and the successful candidate.

Reference checks are crucial to ensuring that organisations invest in candidates with integrity and all the checks are correct, such as educational qualifications and employment history.

Lastly, the on-boarding process would entail support and communication to ensure that the candidate feels comfortable in their new role. FHH Consultants also ensures to stay in touch with the client and ensure that everything is running smoothly.

Get a head start and hire one of our experts

 

How recruitment agencies can tackle youth employment

recruitment agency

Tackle youth employment

FHH Consultants are passionate about facilitating and streamlining conversations between different stakeholders in the employment market. We pave the way for ensuring fair and equitable practices to the broader society.

Youth unemployment is an incredibly important issue that needs to be addressed and requires the participation of all stakeholders in society. Market trends in the younger population are particularly concerning as the supply and demand are drastically unequal.

Some of the contributing factors to the rising unemployment rate are that the supply of decent earning jobs is not nearly enough to meet the actual demand. Opportunities such as incentivising ideas for innovative solutions from the government, volunteering, community work, and the financial and social viability of entrepreneurship are all high-level strategies for counteracting unemployment.

Recruitment agencies cannot solely provide opportunities for employment. It has to be a collaborative effort amongst all parties involved. Organisations, NGO’s and small to medium enterprises should collaborate by putting programs in place to educate the youth about available opportunities and discuss potential strategies for growth.

Soft skills such as emotional intelligence and other technical skills are crucial to bridging the gap between potential candidates and future opportunities. In addition to the process of developing soft skills and technological professional development, it would be important to provide other skills such as understanding market trends for applying for jobs and relaying mechanisms put in place that includes Applicant Tracking Systems (ATS) and informing candidates of how these systems work, particularly for their CV’s, motivational letters and other supporting documentation.

Interviewing techniques and preparation is an equally important components in assisting the youth with their quest of finding opportunities. Recruitment agencies have top-tier experience in interviewing candidates and could assist the youth with best practices for interviewing.

Contact FHH Consultants for more information.

How to attract more head-hunters in your career journey

head hunters

Head-hunters

FHH Consultants have experienced professionals that are dedicated to providing value and innovation in the employment market. We understand the importance of creating marketable opportunities for candidates and streamlining organisational talent pipelines.

In this article, we will be discussing the definitive ways to attract more head-hunters in your career journey. To begin with, it would be important to understand what a head-hunter is and their importance in the employment market.

A head hunter is also known as an executive recruiter who can either be a single individual or a company that is hired by an employer to recruit for an open role. The head hunter identifies a wide range of potential candidates and approaches them about filling the role. They then act as a liaison between the hiring company and the applicant to place the top talent in the respective roles as efficiently as possible. Submit your CV today and let our team of expert recruiters assist you in finding the job of your dreams.

In order to attract more head-hunters in your career journey, ensure that there is an adequate amount of referrals in your network. Reach out to your existing connections on professional platforms and connect with other like-minded individuals

Keep up to date with industry-related trends and business stories to ensure that technological advancements and any new job opening opportunities are available. Join a trade or industry group with other like-minded individuals that could possibly share insights and valuable knowledge for opportunities in your particular industry of interest.

By staying in contact and consistently networking with other professionals, in forums such as school alumni groups, former colleagues and clients alike would significantly increase the chances of your name and reputation being mentioned to important decision makers.

Contact FHH Consultants for more information.

 

Everything you need to know about talent management

human resource management

Talent Management

FHH Consultants is passionate about building a strong and capable network of candidates. We are uniquely positioned in the market to bridge the gap between reputable companies and the highest calibre of candidates.

Talent management encompasses several steps that pave the way for sourcing and securing great talent. At FHH Consultants, we are highly skilled in incorporating talent management techniques that will guarantee the successful placement of candidates across different industries, varying experience skill-sets as well as educational backgrounds.

To begin with, it would be important to define and describe what talent management is. Talent management is the systematic process and approach of identifying a vacant position and hiring a suitable candidate. The end to end process would be to develop the skills and expertise of the candidate to match the specific position and retaining the candidate to achieve long-term business objectives.

The advantages of utilising talent management techniques would include enhancing employee morale, retaining and attracting high-quality employees. This ultimately capitalizes on an organisation’s biggest asset – its people. Talent management helps to maximize the value of employees.

From a strategic perspective, talent management models would enhance rapid talent allocation where the organization can operate with an agile methodology. A positive employee experience is equally important as this would translate into the overall retention rate of the organisation.

Functions of an effective talent management system is to streamline the entire process of helping an organisation hire, measure performance, develop, reward and establish succession plans for the respective workforce.

Some techniques used for talent management would include talent acquisition, on-boarding and coordinating training or development components for a specific area of expertise. A combination of standardizing and customizing the talent management approach is crucial so that effective job descriptions are advertised and interviewing techniques are adapted accordingly.

Contact FHH Consultants for assistance in streamlining your process and to save time.