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Category: News Articles

Paving the road to reward - 21st Century style

While the South African corporate sector is facing incredible challenges that include low economic growth, stagnant consumer demand, transformation issues aroundpay inequality and the fair distribution of wealth, there are also rich opportunities presenting themselves. Transformation in terms of wealth redistribution in the corporate sector is a goal shared by both government and greater society and a process that can result in highly rewarding prospects for business itself and all stakeholders if approached in the correct manner.

21st Century – a remuneration and reward and organisation development consultancy – is a good example of just how successful a well implemented transformation plan can be. In 2015, the company entered into a Broad-Based Share Ownership Transaction and an Employee Share Ownership Programme. The result was a newly-named, black-owned entity that incorporated the introduction of a B-BBEE trust for the 21st Century staff.

Over the last few years, the company has seen:

  • their employee engagement index rise to one of the highest in South Africa
  • their employees having taken ownership resulting in ‘jobs’ now being perceived as  careers
  • a culture of high performance and ownership
  • an employee retention rate at almost 100%
  • staff having done away with silo mentality between departments and service lines
  • expansion of services to include 12 new lines
  • a sales force inspiring a new sales process of holistic service with cross selling as a way of life
  • themselves becoming the preferred supplier in the public sector with a dominant market share in this area
  • their clients recognising the staff development and ownership culture resulting in the delivery of more effective solutions in the market

 

So how does a company successfully transform?

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Category: News Articles

Employers do have the right to dismiss poor performers. However, this can only be acceptable if the employer can prove factually that it has, prior to the dismissal, complied with all the substantive and procedural requirements of the law. That is, the onus at the CCMA falls entirely on the employer to bring solid proof:

  •  that it followed the procedural guidelines quoted above; and also
  •  that, regardless of the procedure followed, the dismissal decision itself was appropriate under the circumstances.

In the case of Nationwide Airlines (Pty) Ltd vs Mudau & others (2003, 3 BLLR 279) the employer contended that the employee had not been entitled to representation at his hearing because he was in a senior position. Despite this the Court held that the dismissal was unfair.

Another employer came off second best at CCMA merely because the charges put to the employee were badly formulated. In Fourie vs Capitec Bank (2005, 3 BALR 314) the CCMA found that it was unfair for the employer to have charged the employee with poor performance as well as for failing to obey the employer’s instruction as these two charges were laid for one and the same incident. It appears that the employee, as a result of failing to follow the employer’s instruction, did not perform the work properly. The CCMA also found that the employer had unfairly taken into account a previous final warning for poor performance. This CCMA finding most surprising as well as frightening because:

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Category: News Articles

From SA’s largest Remuneration and Reward Consultancy

2019 is already proving to be a very interesting year both economically and politically, and we are barely past the first quarter mark. With unpredictable days ahead of us, it is now more important than ever to ensure that sustainable Remuneration and Reward solutions, in line with an organisations economic, social and environmentalStrategies, are considered to ensure long term value for all stake holders.

21st Century, South Africa’s largest Remuneration and Rewards Consultancy, has harnessed the collective expertise of its Directors to provide some tips and guidance to navigating the sometimes-tricky Rewards and Recognition landscape in 2019. Below are their Six Top Tips to consider when it comes to tangible Rewards and Recognition strategies.

Top Tip 1.Corporate Governance - its impact on your organisation as a whole.

Never before has the focus on remuneration governance been more prevalent. Especially in light of King IV getting substantially closer to full disclosure reporting and the media’s unwavering focus on corruption and the Inter-Ministerial Oversight Committee on Remuneration for SOC’s (State Owned Companies). It is vital that organisations align to King IV in terms of ethics and good governance within the SOE guidelines for particular sectors.

More Articles ...

  1. Technology, the core of employee engagement and talent retention – DAC Systems
  2. Enforcing the payment of severance pay
  3. Strikes can be prevented through private arbitration

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