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HRworks.co.za is the National Human Resources online Directory in South Africa covering all HR needs in the Human Resources Profession. We offer free HR policies, free HR advice, an HR Careers Page, an Events Calendar along with interesting HR articles and industry updates. We currently host HR Networking Breakfasts in Cape Town as well as HR Conferences & Seminars – keep your eye on the event calendar for details.

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Category: News Articles

Candice Neumann, Executive Consultant at 21st Century gives her views

“We are already halfway through 2021 and life, particularly the way we work, has had to be adjusted due to the Covid-19 pandemic. While many organisational leaders have seen some semblance of “normal” return, others have redefined where and how work gets done and how organisational goals are met.

“If 2020 taught us anything, it is that companies that do not change will get left behind by those that do. This applies most importantly to people-centric issues. I would like to share with you some current information on one of the top HR trends in 2021 which will drive transformation, namely a renewed focus on the human element, particularly within teams working remotely.

“2020 showed us that there's nothing more important than people. In 2021, employers are going to reprioritize the human element in how they support and encourage their people. The goal isn't just to motivate people—it's to inspire them to bring their best self to work.”

–Ben Eubanks, Chief Research Officer at Lighthouse Research & Advisory

“Teams play an essential role in reaching targets and goals, but teams cannot function when their people are not taken care of. The responsibility of HR is to pay attention to individuals and that means everyone in the team. We have seen that embracing humanity at work is essential. The challenge to manage certain aspects remotely is one which takes thought and focus to ensure that individuals are equipped to maintain, and possibly improve the standard of work that was produced pre Covid-19.

“A new term “Superteams” has been coined, these being a combination of people and technology to produce outcomes speedily and on a larger scale than would otherwise not be possible. Factors contributing to successful superteams include creating a culture that celebrates growth, adaptability, diversity and inclusion, and resilience; enabling a capable workforce through upskilling, reskilling and agility; in addition to these, superteams embrace new technologies and adapt to the use of these quickly.

Questions which arise from these revelations regarding the human element of our working world are:

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Category: News Articles

15 July 2021

Chris Blair, CEO and Craig Raath, Executive Director of 21st Century, a specialist Remuneration and Human Capital consultancy, in partnership with Mindcor, leading executive search and recruitment professionals, recently participated in a seminar hosted by the YPO (Young President’s Organisation), to discuss current challenges in C-Suite compensation. Craig shares his insights here. 

“After a tumultuous year in 2020, South Africa’s annual real GDP (Gross Domestic Product) decreased by 7% and unemployment hit a record high in Q4 2020, at 32.5%. It’s safe to say, whether directly or indirectly, most South Africans have been affected by the economic fallout from the COVID-19 pandemic. Although global economies experienced declines, the JSE (Johannesburg Stock Exchange) soared in the direction of the 70 000 points barrier (All Share Index).

“While this may seem counter-intuitive considering the circumstances, what is measured by the JSE and what is measured by the GDP are vastly different concepts that don’t necessarily have a positive correlation with each other. In terms of executive remuneration, the impact of the pandemic on long-term incentives has been negligible, since the JSE All Share Index has rebounded and grown beyond pre-COVID levels.

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Category: News Articles

Opinion Piece by Jeandie Leoné, Commercial Manager at Workforce Staffing
15 July 2021

Section 198A of the Labour Relations Act (LRA), also known as “deeming provision”, has been a contentious issue since it came into effect in 2015, and even more so since the Constitutional Court judgement around the Act in 2018. There are so many different interpretations of the law that it can be difficult to understand how to apply it to specific situations. Using a Temporary Employment Services (TES) Provider can further complicate matters, which makes it critical to have the right TES partner on board.

The legal side

Section 198A(3) states that an employee performing a temporary service is the employee of the TES in terms of section 198 (2). A “temporary service” is defined as work by an employee for up to three months, or where an employee substitutes another employee who is temporarily absent. If the service performed is not temporary in nature, the employee is then deemed to be the employee of the client and the client is deemed to be the employer. Subject to the provisions of Section 198B, they are considered to be employed on an indefinite basis by the client. This is where unions claim that

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