Business
Featuring
Abhishek Dubey Director of HR Andrew Weir
Human Resources Director
Charlene Merwe Human Resources Director
Dikeledi Dlwa HR Director
Gcobisa Ntshona
Group Chief People Officer
John Skelton Chief People Officer
Leonora Che y
Human Resources Director
Lucille Braaf
Human Resources Director
Company Name
Zensar South Africa Pty Ltd. zensar.com
Veolia Services Southern Africa veolia.co.za
HDS Global SA hdsglobal.co.za
DANONE SOUTHERN AFRICA corporate.danone.co.za African Bank africanbank.co.za
The Capital Hotels, Apartments and Resortsz ber.co.za
Nthabiseng Thaba
Human Resources Director
Ronalda Pillay
Human Resources Director
Tiber Construc on z ber.co.za Campari Group camparigroup.com
Leroy Merlin SA leroymerlin.co.za
Marley Roofing South Africa marleyroofing.co.za
Descrip on Human Resource Leader with reasonable func onal and domain experience with specializa on in Talent development, Talent Management, Performance Management, HR Digital, Talent Experience, and Business Partnering.
Andrew has over 30 years experience in the Human Resource Management field. Servicing the mining industry in South Africa and interna onally
Charlene has over several years experience in the Administra ve/Office Administra on field. During that me, she has developed a diverse skills set in Office Administra on and the various departments.
A dynamic and innova ve business leader and execu ve with extensive Human Resources Management experience within the broadcas ng, retail and consumer goods industries.
Gcobisa Ntshona is a dynamic Human Resources Professional with experience in enabling business delivery in both the Petrochemical and Banking sectors.
With a comprehensive professional background spanning almost three decades, John's journey in HR has been fueled by a passion for fostering dynamic workplace cultures.
Leonora has innate ability and passion for developing, and equipping people with leadership skills which has resulted in building strong professional rela onships with all stakeholders.
Lucille is Human Resources Director at Campari Group, a major player in the global spirits industry, with a por olio of over 50 premium and super premium brands, spreading across Global, Regional and Local priori es.
A seasoned HR professional with vast experience in Learning and Development and Human Resources within the wholesale and retail environment, manufacturing and Bio Medical Engineering.
Ronalda is Human Resource Director at Marley Roofing, with more than 65 years of roofing exper se and heritage, it con nues to shape the roofscapes of South Africa.
South Africa's HR leaders are pivotal figures in the realm of organiza onal management, steering their companies through a landscape marked by con nuous change and evolu on. These professionals exhibit a steadfast commitment to excellence, innova ve thinking, and resilience as they navigate through both challenges and opportuni es.
The Vanguard of Sout h A f r aci s' pihsredaeL RH Deeply a uned to the intricate socio-economic fabric of South Africa, HR leaders in the country play a pivotal role in fostering inclusive workplaces that honor diversity and empower individuals from all walks of life. Their focus on diversity and inclusion not only mirrors the mul faceted nature of South African society but also fuels a culture of innova on and ingenuity within corporate se ngs.
Furthermore, South Africa's HR leaders are adept at leading change, embracing technological advancements, and leveraging cu ng-edge solu ons to streamline opera ons, enhance decisionmaking processes, and elevate the overall employee experience. Through strategic deployment of technology, they spearhead digital transforma on ini a ves that ensure organiza ons remain compe ve in an everevolving market landscape.
Beyond their strategic prowess and technical proficiency, HR leaders in South Africa priori ze the well-being and professional development of their employees, recognizing that a flourishing workforce is integral to organiza onal success. Through targeted ini a ves aimed at bolstering mental health, fostering work-life balance, and facilita ng ongoing learning opportuni es, they cul vate environments where employees can thrive and unleash their full poten al.
Through the latest edi on of South Africa's 10 HR Leaders Reshaping Workplaces in 2024, HR leaders epitomize resilience, adaptability, and an unwavering dedica on to driving posi ve change. Their visionary leadership and steadfast commitment are instrumental in shaping the future of work and ushering in a more inclusive, prosperous future for all stakeholders involved.
Gcobisa Ntshona Fostering an Employee-Centric HighPerformance Culture ABHISHEK DUBEY Advocating a Sense of Belonging at the Workplace
JOHN SKELTON Steering the Strategic Direction for a Better Workplace Environment
LEONORA CHETTY Cultivating a Healthier Workplace Environment with Unparalleled HR Strategies
TRAILBLAZERS OF TALENT South Africa's HR Leaders Redening the Workplace
TO CHANGE Strategies from Resilient HR Leaders in South Africa
C O V E R S T O R Y Fostering an Employee-Centric High-Performance Culture Gcobisa places a high priority on upholding cultural stewardship within the organiza on as an integral component of the leadership compact and the ongoing culture journey.
ISA SHONA Driving a Cultural Revolution through HR Leadership!
Inthedynamicrealmof contemporaryworkplaces, employeesfacevariouschallenges thatinfluencetheirjobsatisfaction, productivity,andoverallwelfare. Addressingthesemattersrequires thoughtfulandstrategicsolutionsto fosteranenvironmentwhere employeescanflourish.Intoday’s businesslandscape,workdynamicsare shifting,andconsequently,soare workforceexpectations.Organizations arecontinuallyworkingtowards retainingtheirmostvaluabletalents.
HRleadersserveasthedesignersofa company’speople-centricstrategy, formingthefoundationofawelloperatingorganization.These strategieshaveafar-reachinginfluence onvariousaspects,includingtalent acquisition,development, performance,andengagement, ultimatelycultivatingamotivatedand proficientworkforce.Furthermore,HR strategiesplayapivotalrolein upholdinglegalcompliance, minimizingrisks,andoptimizingHR operationsthroughtechnology When integratedeffectively,thesestrategies empowerorganizationstofunction seamlesslyandproductively,thereby promotingemployeecontentmentand facilitatingtheattainmentof overarchingbusinessobjectives.
Whilediscoveringtheprominent namesinthefieldofHRLeadership, wecameacross African Bank Group Chief People Officer -Gcobisa Ntshona,aluminaryinthefieldofHR whosededicationandvisionary leadershiphasleftanindeliblemarkon thesector.GcobisaNtshonaisatthe forefrontofaculturalrevolutionthat notonlyrespectsandintegrates businessvaluesintotheorganizational fabricbutalsoensuresaninclusiveand cohesiveworkenvironment.
It’sthiskindofleadershipthathas playedaninstrumentalroleinAfrican Bank’sconsistentrecognition, solidifyingitspositionasatop employerthreeyearsinarowand beingnamedTopEmpowered CompanyforEnterpriseandSupplier Development.
GcobisaNtshonaplaysacrucialroleat AfricanBank,wheresheleadsthe HumanCapitalfunctionwithaspecific focusonshapingtheHumanCapital Strategy,deliveringstrategicHuman Capitalguidance,andfosteringan employee-centrichigh-performance culturealignedwiththeBank’s strategicobjectives.
UpholdingCulturalStewardship Inhercapacity,sheisresponsiblefor theoversightofallhumanresources peoplepractices,whichencompass cultureperformance,PPIdevelopment, talentacquisition,development,and thecultivationofemployee engagement.Gcobisaplacesahigh priorityonupholdingcultural stewardshipwithintheorganizationas anintegralcomponentofthe leadershipcompactandtheongoing culturejourney
This not only means respecting and integrating business values, beliefs, and traditions into our organizational framework but also creating an inclusive and cohesive work
environment. In addition, my role is to assist in fostering an environment that not only encourages diversity but also boosts employee morale and overall productivity, said Gcobisa.
Anotherkeypartofherroleistoassist indevelopingprogramsandinitiatives thathelpretainstaffandbuildtop talent,asindividualsarenaturally drawntoorganizationsthatembrace diverseculturalperspectives.
EmpoweringEmployees Gcobisa’svisionforHRinshapingthe workplaceofthefutureiscentered aroundagility,innovation,and inclusivity.Sheaimstofosteran environmentwhereemployeesfeel empoweredtoadapttochangeand bringnewideastothetableandwhere diversityandinclusionarecorevalues. ThisvisionalignswithAfricanBank’s strategicobjectivesbyensuringithas therighttalentandculturetonavigate evolvingfinanciallandscapesand deliverinnovativesolutionstoits customers.
AfricanBankhasconcludeda significanttransformationmilestoneby mergingthreeBanksintoone,andasa result,ithascommencedonaculture andleadershipjourneythatensuresits visionofembeddingasteward leadership“DNA”intotheBankwill notstopwithitsleadersbutextendsto allAfricanBankers.
We stay agile by proac vely monitoring industry trends, conduc ng regular skills assessments, and ensuring a close alignment to best prac ce or bestknown methods. We also encourage crossfunc onal collabora on to address emerging challenges and iden fy growth opportuni es.
RecognizingCollectiveValues Inalignmentwithherrole,thebank hasinitiatedtheReinspiredValues campaignaimedatrecognizingand commemoratingitscollectivevalues. Thiscampaignservesasthe foundation,underscoringthe importanceofhavingtheright colleaguesandthenecessitytoconduct workinamannerconsistentwiththese values.Italsohighlightstheimperative forleaderstodemonstratealignment withtheorganization’sleadership compact.
TheleadersandAfricanbankershave raisedtheir#AudaciousVoices, eloquentlyexplainingtheir interpretationsoftheorganization's ideals.TheReinspiredValues campaignactsasaforerunnertothe #MovementMakercultureactivation, promotingtheideathatthesevalues areessentialfororganizational leadership.Theyhaveasignificant impactonworktechniquesandhow servicesaredelivered.
FosteringCross-Functional Collaboration Theorganizationmaintainsitsagility throughaproactiveapproachinvolving theregularmonitoringofindustry trendsandtheconductofskills assessments.Thisensuresacontinuous alignmentwithbestpracticesand methodsrecognizedastheindustry standard.Thereisalsoastrong emphasisonfosteringcross-functional collaborationtotackleemerging challengesanddiscoveravenuesfor growth.
Furthermore,significantinvestments aremadeinemployeedevelopmentto equiptheteamwiththerequisiteskills forsuccesswithinthedynamic businesslandscape.Throughoutthese efforts,theorganizationremains committedtolinkingmilestonestoits
Gcobisa Ntshona Group Chief People Officer African Bank
overarchingstrategicdirection,as firmlyrootedinitsExcelerate25 strategy
Employeedevelopmentisatop priorityatAfricanBank.Itprovides ongoingtraining,mentorship,and groomingfuturesleaderstoday The bankencouragesemployeestoset personaldevelopmentgoalsand providesopportunitiesforthemto applynewskillsthroughchallenging projects,ensuringacultureof continuouslearningandgrowth.Ithas commenceditsjourneytobecominga high-impactlearningorganization,and thisentailsarobustofferingaround learninginterventionsofferedthrough variousplatforms.
Theorganizationhasimplemented diversityandinclusiontraining, establisheddiversity-focusedhiring practices,andcreatedEmployee ResourceGroups(ERGs)tofostera senseofbelonging.Thishasledtoa morediverseworkforce,enriched perspectives,andimprovedinnovation andproblem-solvingcapabilities, positivelyimpactingtheiroverall performance.
PrioritizingEmployeeEngagement Theorganizationhasinitiateda progressivejourneytowardsthe integrationofadvancedHRtechnology acrossvariousfunctionssuchas recruitment,onboarding,performance management,andemployee engagement.Thisstrategicmoveis anticipatedtoyieldseveralbenefits, includingheightenedefficiency, improvedemployeeexperiences,and theabilitytomakedata-driven decisionsforenhancedtalent management,development,andoverall businessprocesses.
Additionally,theorganizationhas embracedflexibleworkingpractices thataffordemployeesthefreedomto workbothremotelyandin-office.This
approachiscomplementedbytools designedtofacilitatein-person meetingsandencourageteam collaboration.However,acrucial aspectofthisinitiativeinvolvesthe continuousrefinementandwidespread adoptionoftheBank’snewdigital workmethods.Leveragingcrossfunctionalteamsandcollaborationis pivotalinensuringthatemployees consistentlymaintainhighlevelsof productivity
AmalgamatingHRStrategieswith BusinessObjectives GcobisaNtshonacollaboratesclosely withtheexecutiveleadershipteam throughregularengagements, meetings,andstrategicdiscussions. ShealignsHRstrategieswithbusiness objectivesbyensuringthatthe company’stalentstrategysupportsthe company’sgrowthplans,andshe continuouslyevaluatesandadjuststhe HRinitiativesbasedonthecompany’s evolvingneeds.Anessential componentofthecompany’speoplefocusedagendacentersaroundits concertedeffortstopromoteand enhancetheorganizationalculturein
The role I play at African Bank is one that leads the Human Capital func on with a par cular emphasis on developing and shaping the Human Capital Strategy, providing strategic Human Capital advice, and crea ng an employee-oriented highperformance culture that enables the Bank’s strategic objec ves.
Abhishek Dubey Advoca ng a Sense of Belonging at the Workplace Acultureoftrustandrespectintheworkplace encouragesinnovationandcreativity When employeesfeelvaluedandrespected,theyaremore likelytobemotivatedtoperformtheirbestandremain committedtotheorganization.Organizationscangivethis senseoffulfillmenttotheiremployeeswitheffectiveHR strategies.
WithHRstrategies,organizationscancreateaworkplace environmentwhereemployeesfeelvalued,respected,and includedintheworkingprocess.AbhishekDubey,the DirectorofHRofZensarSouthAfricaPtyLtd,has implanteduniquetacticseffortlesslyinhislongcareerin thisfield.Withapassionforfosteringapositiveand productiveworkenvironment,Abhishekbringsadiverse backgroundandexpertiseinHumanResourcestothetable.
Throughouthiscareer,Abhishekhashadanopportunityto workinvariousHRcapacities,gainingvaluableexperience andlearningfromsomeofthebestandfinestintalent acquisition,employeerelations,performancemanagement, legal&compliance,andorganizationaldevelopment.His purposeistocontributetocreatingaworkplacethatnot onlyattractstoptalentbutalsoensuresthegrowthandwellbeingofeveryindividualwithintheorganization.
EnsuringOverallWell-being AbhishekstartedworkingwithanITorganizationand thereafterworkedwithaTalentAcquisitionfirm,followed byamanufacturingorganizationbeforejoiningZensarin 2007.
Hisroleencompassesawiderangeoffunctionsthat contributetotheoverallsuccessandwell-beingofthe
organizationanditsresources;itspansStrategicPlanning, ResourcePartnering(employeerelations),Performance management,learning&Development(Skilldevelopment), Compensation&Benefits,Compliance,DE&I,HR Technology(focusonemployeeexperienceacrossthe employmentlifecycle.),businesspartnering,employee wellness,successionplanning,branding,andchange management.
HisvisionfortheworkplaceofthefutureinSouthAfrica centersoncreatinganenvironmentthatseamlesslyblends technologicaladvancementswithhuman-centricvalues. Zensarforeseesaflexibleandinclusiveworkplacethat prioritizeshybridworkoptions,allowingemployeesto achieveaharmoniouswork-lifebalanceandpromoting wellnessprogramstosupportthementalhealthandwellbeingofemployees.Embracingdiversity,equity,and inclusionisintegraltofosteringaculturethatcelebratesthe uniquecontributionsandsuccessofeveryindividual.
ImpactingLiveswithaBetterWorkplaceEnvironment SouthAfricahasapooloftalent,andmanymoregetadded tothetalentmixonanannualbasis;thereareafewsectors withintheITspacewhereSouthAfricaholdstheedgeand keytodominateinthefuture.Zensarisdeterminedtobring adifferentialimpactonindividuals’lives(whochooseto joinZensar).
Zensar’sHRprocessesarestreamlinedthroughthe integrationofadvancedtechnologies.Thecompany leveragescutting-edgeHumanResourcesInformation Systems(HRIS)tocentralizedatamanagement,automate routinetasks,andenhanceoveralloperationalefficiency Continuousfeedbackmechanismsarestrengthenedwith
Our vision for the workplace of the future in South Africa centers on creating an environment that seamlessly blends technological advancements with human-centric values.
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Abhishek Dubey Director HR Zensar South Africa Pty Ltd
technology,fosteringtransparentcommunicationand supportingemployeegrowth.Abhishekregularlyevaluates thecompany’sHRprocessestoimprovetheexperienceof candidatesandemployees.
AComprehensiveandEmployee-centricApproach Thecompanyactivelyparticipatesinexternalevaluationof itsprocessesandpolicyagainstnationalandglobal benchmarking.Ithassecureda“TopEmployer–South Africa”accoladeforthethirdtimeinarow.Thisaccolade complimentsandaddscredentialstoitsHRpracticesand policies.Learningfromtopemployers’bestpracticeshelps thecompanytobethebest.
TheHRteam’stalentacquisitionstrategyatZensar revolvesaroundacomprehensiveandemployee-centric approach.Toattracttoptalent,theteambeginswitha robustemployerbrand,showcasingacompellingnarrative ofitsorganizationalculture,values,growthopportunities, andaccolades,including“ProudlySouthAfrican”&“Top Employer–SouthAfrica.”Zensar’sjobpostingsarecrafted withprecision,emphasizingtheuniqueaspectsofthe workplace.Leveragingsocialmediaplatforms,theteam engagesinstrategictalentmarketingcampaigns,reaching potentialcandidateswheretheyactivelyparticipate.
MeetingtheEvolvingNeedsoftheWorkforce Retention,forZensar,hingesonasupportiveandinclusive workplaceculture.Employeerecognitionprograms,regular feedbacksessions,andmentorshipopportunitiescontribute toasenseofbelonging.Thecompanyinvestsincontinuous learninginitiatives,ensuringemployeesstayaheadintheir careers.Flexibilityinworkhoursandremoteworkoptions furtherenhancework-lifebalanceandtheopportunityto participateandcontributetoCSRactivities.Abhishekand histeamhaveimplementedaninternallycraftedHappiness Frameworktofocusonemployeeengagement. Additionally,thecompanyregularlyreassessesitsbenefits offeringstoalignwiththeevolvingneedsofitsworkforce. Thiscomprehensiveapproachnotonlyattractstoptalent butfostersaculturewhereemployeeschoosetostayand grow.
EnhancingProductivitywithTechnologicalIntegration Zensarhasprioritizedtechnology,providingrobust collaborationtoolsandremoteaccesstoensureseamless workflow.Regularvirtualcheck-ins,bothone-on-oneand teammeetings,fostercommunicationandmaintainasense ofconnectionandbelonging.Employeeengagementis upheldthroughvirtualteam-buildingactivities,recognition
We foresee a flexible and inclusive workplace that prioritizes hybrid work options, allowing employees to achieve a harmonious work-life balance and promoting wellness programs to support the mental health and well-being of employees.
programs,anddigitalwellnessinitiatives.Flexibilityin workhoursaccommodatesdiverseschedules,promoting work-lifebalance.Abhishekandhisteamemphasizeclear communicationchannels,utilizingvideoconferencingand messagingplatforms.Tosustainproductivity,theteamhas focusedonsettingtransparentexpectations,providing necessaryresources,andsupportingemployeeswithvirtual trainingopportunities.Regularfeedbackmechanismsand performancereviewscontinuetoguideprofessionalgrowth. Zensar’scommitmenttoemployeewell-being,coupledwith acultureoftrustandflexibility,hasbeeninstrumentalin sustaininghighlevelsofproductivityandengagementinits remoteworkenvironment.
Toensureemployeesthriveinarapidlychangingbusiness environment,Abhishekimplementedamultifaceted approach.Regularskillsassessmentsidentifycurrent competenciesandgaps,guidingtargetedtraininginitiatives. Zensar’sLearningmanagementteamworksveryclosely withbusinessteamstooutlinetechnicalgrowthplansand thenworkswithvendorstoaligncourseofferingstothem.
ItsLearningManagementSystemoffersadiverserangeof onlinecourses,workshops,andcertifications,promoting continuouslearning.Mentorshipprogramsfacilitate knowledgetransfer,whilecross-functionaltraining
broadensskillsets.Thecompanyallocatesbudgetsfor professionaldevelopment,empoweringemployeestoattend conferencesandpursueexternalcourses.Performance reviewsincorporatefeedbackonskillsdevelopment, emphasizingagrowth-orientedmindset.During performancereviews,employeesagreeonadevelopment actionplanalongwithmilestonesandcollaboratewiththe managertoachievethem.TheHRteamprioritizes technologyadoptiontraining,ensuringproficiencyinthe latesttools.Healthandwellnessprogramscontributeto overallwell-being,andaflexibleworkculture accommodatesdiverseneeds.Byregularlyassessing industrytrendsandbenchmarkingagainstbestpractices,the companystaysattheforefrontofskillrequirements.
PursuitofEmployeeSatisfaction QuantifyingtheimpactofHRinitiativesinvolvesadual approach.Firstly,fororganizationalsuccess,metricssuch askeyperformanceindicators(KPIs),revenuegrowth,and productivitychangesaretrackedalongsidecost-efficiency analysestoevaluatethereturnoninvestment.Zensarhasa dashboard(s)builttoprovidestakeholderswithreal-time informationontheseparameterstoassisttheminmaking betterdecisions.Additionally,talentacquisitionmetrics, retentionrates,andinnovationindicatorsofferinsightsinto thestrategicalignmentandeffectivenessofHRprograms. Secondly,employeesatisfactionisassessedthrough Happinesssurveys,retentionandturnoverrates,and absenteeismmetrics.
Regularfeedbackmechanisms,includingperformance reviewsandrecognitionprograms,contributetoa qualitativeunderstandingofjobsatisfaction.Integrationof technology,likelearningmanagementsystemsand analyticstools,aidsindata-drivendecision-making. Continuousimprovementisachievedthrough benchmarkingagainstindustrystandards,fosteringa cultureoffeedback,andensuringthatHRinitiativesalign withorganizationalgoals.Thisholisticevaluationenables HRprofessionalstodemonstratethetangibleimpactof theirinitiativesonbothorganizationalsuccessand employeesatisfaction.
StayingupdatedwithevolvingHRregulationsinvolves continuousmonitoringoflegalchanges,subscribingto industrynewsletters,andparticipatinginprofessional forums.Regularcollaborationwithlegaladvisorsand attendanceatrelevantseminarsfurtherenhances understanding.
Utilizingtechnologyforautomatedcompliancetracking andinvestingintrainingprogramsensuresthatHR
professionalsremainwell-informed.Additionally,fostering aproactivecomplianceculturewithintheorganization, whereemployeesareencouragedtoreportconcerns, enhancesoverallcomplianceefforts.Regularauditsand assessmentshelpidentifyandrectifypotentialcompliance gapspromptly.Thismultifacetedapproachensuresthatthe organizationremainsabreastofHRregulations,promoting acompliantandethicalworkenvironment.
UpholdingEthicalStandards • AbhishekprovidesvaluableadvicetoallaspiringHR professionals:
• Makeapositiveimpactandprioritizebuildingstrong relationshipsacrossalllevelsoftheorganization.
• ActivelylistentoemployeeconcernsandalignHR strategieswithorganizationalgoals.
• Embracecontinuouslearningandstayingupdatedon industrytrendsandemergingtechnologiestoenhance expertise.
• Beanadvocatefordiversityandinclusion,creatinga workplacethatvaluesuniqueperspectivesandfostersa senseofbelonging.
• Cultivateemotionalintelligence,empathy,and effectivecommunicationtonavigatecomplexhuman dynamics.
• Demonstrateadaptabilityinthefaceofchangeandbe proactiveinproblem-solving.
• Prioritizeemployeedevelopment,offeringtrainingand mentorshipprogramsthatcontributetoprofessional growth.
• Upholdethicalstandards,ensuringcompliancewith HRregulations.
• MeasuretheimpactofHRinitiativesusingdataand metricstoshowcasethetangiblevalue.
• Beapositiveforceforchange,drivinginitiativesthat enhanceworkplaceculture,employeewell-being,and organizationalsuccess.
South Africa's HR Leaders Redefiningthe Workplace InthedynamiclandscapeofSouthAfrica'scorporate world,humanresources(HR)leadersplayapivotal roleinshapingthefutureofwork.Withrapid technologicaladvancements,evolvingdemographics,and shiftingemployeeexpectations,HRprofessionalsarefaced withtheformidabletaskofredefiningtheworkplaceto meetthedemandsofthemodernworkforce.
Further, we delve into the innovative approaches adopted by South Africa's HR leaders, who are not only adapting to change but are also trailblazing new paths in talent management!
EmbracingDiversityandInclusion SouthAfrica'shistoryismarkedbydiversity,andHR leadersareleveragingthisrichtapestrytofosterinclusive workplaces.Recognizingthatdiversitygoesbeyondrace andgender,theseleadersarechampioningdiversityof thought,background,andexperience.Bycreating environmentswhereallemployeesfeelvaluedand respected,HRleadersarenotonlynurturingasenseof belongingbutalsounlockingthefullpotentialoftheir workforce.Initiativessuchasunconsciousbiastraining, diverserecruitmentstrategies,andemployeeresource groupsarebeingimplementedtopromotediversityand inclusionacrossorganizations.
FlexibleWorkArrangements Thetraditional9-to-5workmodelisgraduallygivingway toflexibleworkarrangements,andHRleadersinSouth Africaareattheforefrontofthisshift.Understandingthe needforwork-lifebalanceandaccommodatingindividual preferences,theseleadersareimplementingpoliciesthat allowemployeestoworkremotely,adoptflexiblehours,or jobshare.Byembracingflexibility,organizationsarenot onlyattractingtoptalentbutalsoenhancingemployee satisfactionandproductivity.Moreover,flexiblework arrangementsareprovingtobeinvaluableduringtimesof crisis,suchastheCOVID-19pandemic,enabling businessestomaintaincontinuitywhileprioritizing employeesafetyandwell-being.
PrioritizingEmployeeWell-being Intoday'sfast-pacedworkenvironment,employeewellbeinghasemergedasacriticalpriorityforHRleaders. Recognizingthathappyandhealthyemployeesaremore engagedandproductive,theseleadersareinvestingin comprehensivewell-beingprogramsthataddressphysical, mental,andemotionalhealth.Fromonsitewellness facilitiesandmentalhealthresourcestomindfulness workshopsandflexibleleavepolicies,organizationsare adoptingholisticapproachestosupporttheiremployees' well-being.Byprioritizingemployeewell-being,HR leadersarenotonlyfosteringapositiveworkplaceculture butalsoreducingabsenteeism,turnover,andhealthcare costs.
EmbracingTechnology Thedigitalrevolutionhastransformedeveryaspectof business,includingHRpractices.SouthAfrica'sHRleaders areharnessingthepoweroftechnologytostreamline processes,enhancedecision-making,andimprovethe employeeexperience.Fromcloud-basedHRsystemsand predictiveanalyticstoartificialintelligence(AI)and
chatbots,organizationsareleveraginginnovative technologiestoautomateroutinetasks,identifytalent trends,andpersonalizeemployeeinteractions.By embracingtechnology,HRleadersarenotonlyincreasing operationalefficiencybutalsodrivingstrategicinitiatives thatenableorganizationstostayaheadinacompetitive market.
InvestinginLearningandDevelopment Inarapidlyevolvingjobmarket,continuouslearninghas becomeimperativeforbothindividualandorganizational success.HRleadersinSouthAfricaarerecognizingthe importanceofinvestinginlearninganddevelopment initiativesthatequipemployeeswiththeskillstheyneedto thriveinthedigitalage.Frome-learningplatformsand skillsassessmentstomentorshipprogramsandleadership developmentworkshops,organizationsareofferingawide rangeofopportunitiesforemployeestoupskillandreskill. Byprioritizinglearninganddevelopment,HRleadersare notonlyfuture-proofingtheirworkforcebutalsofosteringa cultureofinnovationandgrowthwithintheirorganizations.
ChampioningAgileHRPractices ThetraditionalHRmodelisgivingwaytoagilepractices thatarebettersuitedtothefast-paced,ever-changingnature oftoday'sbusinessenvironment.SouthAfrica'sHRleaders areembracingagilemethodologiessuchasscrum,kanban, andleantodriveinnovation,improvecollaboration,and respondquicklytomarketdynamics.Bybreakingdown silos,empoweringcross-functionalteams,andadopting iterativeapproaches,organizationsareabletoadaptmore effectivelytochangeanddelivervaluetobothcustomers andemployees.AgileHRpracticesarenotonly revolutionizingtalentmanagementbutalsopositioning organizationsforlong-termsuccessinavolatileworld.
In conclusion,
SouthAfrica'sHRleadersareredefiningtheworkplaceby embracingdiversityandinclusion,promotingflexiblework arrangements,prioritizingemployeewell-being,embracing technology,investinginlearninganddevelopment,and championingagileHRpractices.Byembracingthese innovativeapproaches,thesetrailblazersoftalentarenot onlydrivingorganizationalsuccessbutalsoshapingthe futureofworkinSouthAfrica.Asthebusinesslandscape continuestoevolve,HRleaderswillplayanincreasingly crucialroleinnavigatingchange,unlockingpotential,and creatingworkplaceswhereemployeescanthrive.
John Skelton Chief People Officer
The Capital Hotels, Apartments and Resorts
John Skelton Steering the Strategic Direc on for a Be er Workplace Environment Humancapital,encompassingtheskills, knowledge,andcreativityofaworkforce,isa criticalassetthatcanpropelanorganizationto successorleaditintochallenges.Successfulorganizations understandthathumancapitalmanagementisnotmerelyan administrativetaskbutastrategicimperative.Itinvolves aligningtheworkforcewiththeorganization’soverarching goalsandobjectives.Byrecruiting,developing,and retainingtalentthatcomplementsthestrategicvision, organizationscanensureaharmoniousandpurpose-driven workforce.
TheCapitalHotels,Apartments,andResortsisaprime exampleofthesesuccessfulorganizationswitheffectiveHR Strategies,managedbyChiefPeopleOfficerJohn Skelton
JohnSkelton,theChiefPeopleOfficeratTheCapital Hotels,ApartmentsandResorts,hasbeenrecognized amongSouthAfrica’stopHRleadersreshapingworkplaces in2023.Withacomprehensiveprofessionalbackground spanningalmostthreedecades,hisjourneyinHRhasbeen fueledbyapassionforfosteringdynamicworkplace culturesandempoweringindividualstothrivewithin organizations.
BringingCompleteCulturalTransformation Johnjoinedtheorganizationin2016withaclearvisionto completeculturaltransformationwithinthecompanyand leadthepeoplestrategy Withextensiveknowledgeof entrepreneurialcultureswithinSouthAfricanbusinesses,he bringsawealthofexperienceinorganizationdesignand changemanagementtohisrole.PriortojoiningThe
Capital,heheldnotablepositionsatDimensionDataand NandosSA.Hispassionforunderstandingthemotivations ofpeopletobehaveandlinkwithhumaneconomicsstarted whenhecompletedhisBSScfromRhodesUniversitywith adoublemajorinOrganizationalPsychologyand InformationSystemsin2004.
Johnisentrustedwithsteeringthestrategicdirectionofthe organization’speopleandculture.Heprovidesdirectionfor allaspectsrelatedtoHRandoverseesthepeopleand cultureofTheCapitalHotels,ApartmentsandResorts.
Inhisrole,hespearheadsinitiativestoattractandretaintop talent,aswellascultivateaninclusive,innovative,and growth-orientedworkplace.
Additionally,hehasbeeninvolvedinleveraging technology,suchasAI-poweredplatforms,toanalyze employeeperformancemetricsandmarketbenchmarksfor theidealcandidate,emphasizingtheimportanceofadatadrivenapproachinshapingHRroadmaps.
EnvisioningtheworkplaceofthefuturewithinSouth Africa’sevolvingbusinesslandscapeentailsembracing agility,diversity,andastrongfocusonemployeewellbeing.Iadvocateforaworkplacethatseamlesslyintegrates technology,fosterscontinuouslearning,andchampionsa cultureofcollaborationandadaptability.
LeveragingCutting-edgeTools
Technologyanddigitaltransformationarepivotalin enhancingHRprocessesandelevatingemployee experiences.Byleveragingcutting-edgetools,he
I advocate for a workplace that seamlessly integrates technology, fosters con nuous learning, and champions a culture of collabora on and adaptability. streamlinesHRoperations,fromtalentacquisitionto performancemanagement,ensuringamoreagile andresponsiveapproachtomeetevolving organizationalneeds.
Inacompetitivejobmarket,John’sapproach revolvesaroundaholisticemployeevalue proposition.Itemphasizescareerdevelopment,a supportiveworkenvironment,andinnovative benefitstoattractandretaintop-tiertalent,fostering aworkforcethatisnotonlyskilledbutdeeply engagedintheorganizationalmission.
Theriseofremoteworkhasgeneratedtheneedto implementrobustcommunicationchannels,virtual collaborationtools,andflexibleworkpolicieswhere needed.TheCapitalprioritizesmaintainingopen linesofcommunication,encouragingahealthy work-lifebalance,fosteringasenseofconnection, andensuringsustainedproductivityandemployee engagement.Theorganizationalsomeasuresoutput andnottimespentintheoffice.Employeeswhodo notperformaremanagedaccordingly
FosteringaContinuousLearningEnvironment Innavigatingarapidlychangingbusiness environment,TheCapitalinvestsincontinuous learninginitiatives.Throughtrainingprograms, mentorship,andpartnershipswitheducational institutions,itempowersemployeeswiththeskills andknowledgeneededtothriveinanever-evolving landscape.
TheorganizationhasadedicatedTrainingAcademy, namedTheHotelAcademySchool,where employeesaretrainedinapurpose-builttraining facility.Itsvisionistodisruptthehotelindustryby buildingtalentthatthecompanyisconfidentwill leadthechangeitwantstosee.Ithasanumberof coursesavailabletoallpotentialstudentslookingfor acareerinthehospitalityspace.
EnhancingEmployeeSatisfaction AtTheCapitalHotels,ApartmentsandResorts, thereisastrongemphasisongatheringfeedbackand hearingthevoiceofthestaff.TheimpactofHR initiativesonorganizationalsuccessandemployee satisfactionismeasuredthroughacomprehensive approach,whichincludeskeyperformance
expectations,regularfeedbackmechanisms,anddata analytics.AnannualEmployeeSatisfactionSurveyis conductedtogatherhonestfeedbackfromthestaff,whichis thenusedtoinformthepeopleinitiativesforthefollowing year.
JohnSkeltonhasbeeninstrumentalinleveraging technology,suchasAI-poweredplatforms,toanalyze employeeperformancemetricsandmarketbenchmarks, emphasizingtheimportanceofadata-drivenapproachin shapingHRroadmaps.
StayingabreastofevolvingHRregulationsisnonnegotiable.Regularengagementwithindustryforums, ongoingprofessionaldevelopment,andmaintaininga robustnetworkoflegalandcomplianceexpertsensurethat theystaynotonlycompliantbutalsoproactiveinadapting toregulatorychanges.TheCapitalpartnerswithindustry expertswhoassistwithensuringthatitiscompliantinall HRmatters.
TheOptimisticFutureofHR JohnoffersadvicetoaspiringHRprofessionals, emphasizingtheimportanceofembracingchange,staying curious,andprioritizingempathy.Hehighlightstheneedto developadeepunderstandingofanorganization’sunique dynamics,fosterstrongrelationships,andchampion inclusivity.SkeltonemphasizesthattheroleofanHR professionalisnotjustaboutmanagingprocessesbutabout nurturingaculturewhereindividualsthrive,and organizationsflourish,alwaysputtingpeoplefirstand havingfun.
Hebelievesthatintheever-evolvinglandscapeofthe professionalworld,HumanResources(HR)standsoutasa dynamicandvitalfield,constantlyadaptingtothechanging needsofbothorganizationsandemployees.Forindividuals seekingacareerthatisinherentlypeople-oriented,the futureofHRisnothingshortofincredibleassomeonewho hasbeenrecognizedinthefieldwithprestigiousaccolades suchastheSouthAfricanRevenueAssociation(SARA) ProjectoftheYearforUnlimitedLeaveandaCHRO nominationforCHROoftheYearin2023,hisjourney aheadinHRpromisesevengreateropportunities.
OneofthemostfascinatingaspectsofthefutureofHRlies initsinnovativeapproachestoemployeewell-being.The implementationofgroundbreakingprojects,suchasthe UnlimitedLeaveinitiativecelebratedbySARA,showcases aforward-thinkingmindsetinHR.Asorganizationsstrive
tocreateinclusiveandemployee-centricenvironments,The roleofHRprofessionalsbecomespivotal.Theyareatthe forefrontofdesigningpoliciesthatnotonlyattracttop talentbutalsoprioritizetheoverallhealthandhappinessof theworkforce.
Theparadigmshifttowardsamoretechnology-driven workplacefurtherenhancesthesignificanceofHR. Automationandartificialintelligencearereshaping traditionalHRfunctions,allowingprofessionalstofocuson strategicandpeople-centricinitiatives.Theabilityto leveragedataanalyticsforinformeddecision-makingis becomingacrucialskillforHRpractitioners,enablingthem toidentifytrends,predictemployeeneeds,andcontribute significantlytoorganizationalsuccess.
Asorganizationsrecognizetheintrinsiclinkbetweena motivated,engagedworkforceandbusinesssuccess,the roleofHRintheC-suitebecomesmoreprominent.The futureholdsaplethoraofopportunitiesforHR professionalstoascendtoleadershippositionsandmakea lastingimpactontheoverallsuccessandcultureoftheir organizations.
JohnbelievesthatthefutureofHRisanexcitingjourney forthoseseekingacareerdeeplyrootedinhuman interactions.Withtechnologicaladvancements,innovative projects,andagrowingacknowledgmentofthevitalrole HRplaysinorganizationalsuccess,thisfieldoffersapath forindividualstomakeameaningfulimpact. South
Strategies from Resilient HR Leaders in South Africa Adap ng to Change Inthefaceofconstantdisruptionanduncertainty, humanresources(HR)leadersinSouthAfricaare demonstratingremarkableresiliencebyadaptingto changeandleadingtheirorganizationsthroughturbulent times.Fromeconomicfluctuationstotechnological advancementsandglobalpandemics,theseHR professionalsarenotonlyweatheringthestormbutalso drivinginnovationandgrowth.
EmbracingChangeastheNewNormal ResilientHRleadersinSouthAfricaunderstandthatchange isinevitableandhaveembraceditasthenewnormal. Insteadofresistingorfearingchange,theyviewitasan opportunityforgrowthandtransformation.Byfosteringa culturethatvaluesadaptabilityandagility,theseleaders createenvironmentswhereemployeesareempoweredto embracechange,learnnewskills,andinnovate.Whether it'simplementingnewtechnologies,restructuringteams,or pivotingbusinessstrategies,resilientHRleadersapproach changewithconfidenceandresilience,inspiringtheirteams todothesame.
CultivatingaGrowthMindset CentraltotheresilienceofHRleadersinSouthAfricaisa growthmindset–thebeliefthattalentsandabilitiescanbe developedthroughdedicationandhardwork.Theseleaders encouragecontinuouslearninganddevelopmentamong theirteams,fosteringacultureofcuriosity, experimentation,andinnovation.Byproviding opportunitiesfortraining,mentorship,andskills development,theyequipemployeeswiththetoolsthey needtoadapttochangingcircumstancesandthrivein dynamicenvironments.Agrowthmindsetnotonlyenables individualstoovercomechallengesbutalsofuels organizationalresilienceandsuccessinthelongrun.
PrioritizingCommunicationandTransparency Effectivecommunicationisessentialduringtimesof change,andresilientHRleadersinSouthAfricaunderstand theimportanceofkeepingemployeesinformedand engaged.Theyprioritizeopen,transparentcommunication
channelsthatfostertrust,collaboration,andalignment acrosstheorganization.Whetherit'ssharingupdateson businessobjectives,solicitingfeedbackfromemployees,or addressingconcernsanduncertainties,theseleadersensure thateveryonefeelsheardandvalued.Bymaintainingclear linesofcommunication,theyminimizeambiguityand resistance,enablingsmoothertransitionsduringperiodsof change.
BuildingAgileandAdaptiveTeams ResilientHRleadersrecognizethatthekeytonavigating changeliesinbuildingagile,adaptiveteamscapableof respondingquicklyandeffectivelytoevolving circumstances.Theyprioritizediversity,equity,and inclusioninteamcomposition,recognizingthevalueof differentperspectivesandexperiencesindrivinginnovation andproblem-solving.Throughcross-functional collaboration,flexibleworkarrangements,andagile methodologiessuchasScrumandKanban,theseleaders empowerteamstoadapttochange,experimentwithnew ideas,anditerateonsolutionsrapidly.Bybuildingresilient teams,theypositiontheirorganizationstothriveinaneverchanginglandscape.
LeveragingTechnologyforStrategicAdvantage Technologyhasbecomeapowerfulenablerofchange,and resilientHRleadersinSouthAfricaareleveragingitto drivestrategicadvantage.Fromcloud-basedHRsystems anddataanalyticstoartificialintelligenceandautomation, theyharnessinnovativetechnologiestostreamline processes,enhancedecision-making,andimprovethe employeeexperience.Byembracingdigitaltransformation, theseleadersnotonlyincreaseoperationalefficiencybut alsounlocknewopportunitiesforgrowthandinnovation. Whetherit'soptimizingrecruitmentprocesses,enhancing employeeengagement,orfosteringremotecollaboration, technologyplaysacentralroleintheirchangemanagement strategies.
NurturingResilienceandWell-being ResilientHRleadersunderstandthatresiliencebeginswith individualwell-beingandprioritizeinitiativesthatsupport themental,emotional,andphysicalhealthoftheir employees.Whetherit'sofferingwellnessprograms, promotingwork-lifebalance,orprovidingaccesstomental healthresources,theycreateenvironmentswhere employeesfeelsupported,valued,andempoweredtothrive. Bynurturingresilienceattheindividuallevel,theseleaders strengthentheoverallresilienceoftheirorganizations, enablingthemtonavigatechangemoreeffectivelyand sustainably
In conclusion, resilientHRleadersinSouthAfricaare adaptingtochangebyembracingitasthenewnormal, cultivatingagrowthmindset,prioritizingcommunication andtransparency,buildingagileandadaptiveteams, leveragingtechnologyforstrategicadvantage,and nurturingresilienceandwell-being.Byemployingthese strategies,theynotonlyweatherthestormbutalsoemerge stronger,moreagile,andbetterpreparedtotacklewhatever challengesthefuturemayhold.Aschangecontinuestobea constantinthebusinesslandscape,resilientHRleadership willbeessentialfordrivingorganizationalsuccessand sustainabilityinSouthAfricaandbeyond.
Leonora Chetty Employeesarethepillarsofanorganization.Their skills,dedication,andcollectiveeffortsdrive success,innovation,andsustainedcompetitiveness. Recognizingandprioritizingthewell-being,development, andsatisfactionofemployeescontributetotheoverall successandsustainabilityofacompany Tomakethis possible,everyorganizationneedseffectiveHRStrategies.
ThealignmentofHRstrategieswiththebroaderbusiness strategyensuresthattheworkforceiseffectivelymanaged andleveragedasakeydriveroforganizationalsuccess. LeonoraChetty,arenownedleaderinthisfield,has demonstratedaninspiringmodelofHRstrategies.
LeonoraistheHumanResourcesDirectorofTiber Construction,along-standing,privately-owned constructioncompanybasedinSandton,Johannesburg. Withapproximately20yearsofHRgeneralistexperiencein diversecompaniesandindustries,sheholdsqualifications inHumanResourcesManagement,LaborRelations,and Coaching.InherroleasHRDirectoratTiberConstruction, LeonoraChettyoverseesthecompany’shumancapital managementandorganizationaldevelopment, demonstratingherexpertiseinthefieldofhumanresources.
PromotingHighEthicalStandards InhercapacityastheHumanResourcesDirector,Leonora oversees,directs,andcoordinatesallfacetsofthe organization’shumanresourcesfunctions.Sheisadeptat cultivatingprofessionalrelationshipswithrelevant stakeholderswhileupholdingandpromotinghighethical standardswithintheorganization.Thisincludesmanaging recruitment,selection,compliance,andemployee-related initiatives,inlinewithherextensiveexpertiseand qualificationsinthefieldofhumanresources.
Leonoraisactivelyinvolvedinoverseeingandmanaging theorganization’sperformancemanagementsystem,
conflictresolution,andtheestablishmentofstrong stakeholderrelationshipsthrougheffectivecoachingand communicationstrategies.Sheisalsoengagedinthe implementationofonboardingandwork-readiness programs,aswellasthefacilitationandconductoftraining sessions,amongotherduties.
IncorporatingPositiveWorkplaceCulture HerprimaryobjectiveistoconsistentlysynchronizeHR andbusinessstrategiesbyspearheadingcommunication strategiessuchascoaching,counseling,mentoring,conflict resolution,disputemediation,andthefacilitationof challengingsituations.Leonoraderivesgreatsatisfaction frominspiringpersonalgrowth,cultivatingpositivehabits andbehaviorinindividuals,andcollaboratingwith executivestoaligntheirmanagementandcommunication strategieswiththeorganization’sstrategicprioritiesand missionstatement.Herextensiveexperienceand qualificationsinHumanResourcesManagement,Labor Relations,andCoachingequipherwiththeexpertise neededtofulfilltheseresponsibilitieseffectively
Afterthe‘GreatResignation’trendin2022,theretentionof toptalenthasremainedasignificantriskfactorformost businesses,includingTiberConstruction.Thecompanyhas sourcedexternalassistancetorefreshandfleshoutits successionplanwithafocusonContinuingProfessional Development(CPD)training,developmentofmanagement andleadershipskills,enforcingrecruitmentprocessesbased onthecompanyvalues,andadvocatingforwork-life balanceforallemployeesincludingpromotionofwellness initiatives.
Leonora’sstrategicvisioncentersontherecruitmentand retentionoftoptalentthroughtheimplementationof holisticandflexibleworkingarrangementsinapositive, officeworkingenvironment,accompaniedbytheprovision ofmarket-relatedcompensationandbenefits,amongstother advantages.
IntegrationofTechnologytoEnhancePerformances TiberConstructionisincreasinglyleveragingdigital technologiesforenhancedproductivityandefficiencyby integratingautomation,AI,anddataanalyticsintovarious businessprocesses,leadingtoademandfordigitalskills amongouremployees.
AnareawhereAIhasimpactedherdailyworkasanHR professionalistheuseofemployeeengagementsurveys. Monthlyengagementsurveys,life-cyclesurveys,and annualengagementquestionnairesaretoolstoassistin draftingemployeesurveysquickly,analyzingresponsesto open-endedquestionsfasterandmoreaccurately,and better-protectingemployeeconfidentiality,thereby increasingsurveyresponserates.
MaintainingEffectiveCommunication Aspartofthecommunicationstrategy,thesesurveytools easilygenerateasummaryoffeedbackfromidentified groupssotopmanagementcanbetterunderstandhowthese employeesarefeelinginthoseareasandrespond accordingly
TheuseofWhatsAppgroupsonconstructionsiteshas tremendouslyimprovedandincreasedcommunicationand productionandhascertainlyenhancedcollaborationamong employeesandmanagement.Leonorasaysitisamazingto witnessthetransformationalgrowthintheworkforce, embracingtheuseofdigitaltoolsandapplicationsto enhancesiteproductivity
Inaworldofconstantchangeandtechnologicalinnovation, wherevolatilityandresponsetimearecriticalfactors,a constructioncompanylikeTiberisconstantlylookingfor newwaystorespondtothesechanges.
Tiberisofferingcompetitivesalariesandbenefitstotop talentwhoseskillsandexperiencearevalued.
EnhancingJobSatisfaction Leonorabelievesthatprovidingopportunitiesfor continuouslearningandprofessionalgrowth(CPD),which includestrainingprograms,workshops,andsupportfor furthereducation,isessential.Shealsoprioritizes promotingahealthywork-lifebalance,flexibleworking hours,andgenerousvacationpoliciestocontributeto employeesatisfaction.
LeonoraChetty HumanResourcesDirector TiberConstruction
Leonoraisalsobuildingapositiveandinclusivecompany culture,fosteringacollaborativeenvironment,promoting diversityandinclusion,andhavingastrongsetofvalues. Sheaimstoofferclearpathsforcareeradvancement.She understandsthatpromotionsarecrucial,andemployees wanttoknowwhethertheirhardworkwillberecognized andrewardedornot.
Keepingopenandtransparentcommunicationchannels helpsbuildtrustwithTiberConstructionemployeesas theywanttobeinformedaboutthecompany’sgoals, performance,andfutureplans.
Encouragingfeedbackandinvolvingemployeesin decision-makingprocessesmakesthemfeelvaluedand engagedinthecompany’ssuccess.Thekey,accordingto Leonora,istocreateanenvironmentwhereemployeesfeel valued,supported,andchallenged,leadingtoincreasedjob satisfactionandretentionoftoptalent.
MatchingEmployeeExpectations AfterTiberonlyworkedremotelyfortwomonthsduring thehardlockdownperiod,itwasarequirementforall employeestoreportbacktotheirworkstationsimmediately andindefinitelythereafter.
ThebriefHybridworkingperiodcertainlydidnotsolicit empowerment,authorization,andtrustfrommanagement towardtheadmin/officestaff.Afterconductingafewonline surveys,theseweresomeoftheresults:
• 80%ofallofficestaffwantedflexibilityinwherethey work.
• 90%ofemployeeswantedflexibilityinwhenthey work.
• 50%ofemployeeswereopentolookingfornewjob opportunities,especiallythosewhoweredissatisfied withtheirlevelofflexibility
LeonorasaysItwasandstillischallengingtomanageand maintainstaffretention,especiallysincetheconstruction industryisnotamenabletoembracingremoteworkoptions onsiteandinvolveslongsiteworkinghours.
Thecompanyhadtofocusonclearcommunicationand transparencyofexpectations,goals,andprioritiestoall employees,buildingtrustingrelationshipsandembedding acultureofcollaborationandinvolvementamongst everyone.
Itsemployeesareprovidedwiththenecessaryresources, suchastrainingcourses,internalworkshops,training materials,books,andsoftwaretoolsrequiredforour employeestobeproductiveandthriveinachanging environment.Thecompany’sskillsdevelopmentand trainingbudgetisconstantlybeingreviewedasapriority foremployeeretention.
FosteringProfessionalGrowth TiberConstructionisexposingandinvolvingitsemployees totechnicalprogramson-site,providingaccesstoindustryspecificcertificationstokeepthemuptodatewithrelevant knowledge.Thecompanyisalsoinvestingandbudgetingin LearningManagementSystems(LMS)foreasyaccessto educationalresourcesthattrackandreportonemployees’ onlinelearningprogress.
Thecompanydrivesitsinternalperformancemanagement systemandmentorshipprogramtotrackemployeetraining needs,goals,andcareergrowthrequirements.Itsinternal mentorshipprogramsuccessfullyfostersprofessional growthandskillstransferbetweenemployeesand management.
TiberConstructionhasidentifiedspecificKPIsrelatedtoits organizationalsuccessandemployeesatisfaction,which assistsinpromotingandreportingonthecompany’s operations,employees,andfinancialperformance.
Leonoramakesuseofmonthlyengagementsurveystokeep trackofengagementlevelsandretentionratesaswellasto
trackemployeeexpectationsandgrowthrequirementsina rapidlychangingworkingenvironment.
Communicationandemployeeengagementhaveincreased bymorethan60%overthepastyear Tonegatethe historicallackofengagement,lowstaffmorale,lackof understandingofcompanystrategiesandconcerns,poor workperformance,andlackofteamwork,thecompanyhas implementedmoreeffectivecommunicationstrategiesand team-buildinginitiatives,aswellascelebratingemployee achievementsmoreoften.
MaintainingTwo-wayCommunication Monitoringloweremployeeturnoverratesoverthepast yearindicateshigheremployeesatisfactionand organizationalstability.Conductingacost-benefitanalysis onthefinancialimpactofHRinitiativeshasshown increasedproductivity,reducedturnovercosts,andoverall organizationalperformance.
Collectingqualitativefeedbackfromemployeesviaopenendedsurveyshasgiventhecompanyinsightsintotheir perceptions,ascertainingtheiralignmentwiththe company’svalues,mission,andculture.
LeonoraChettyisadedicatedmemberoftheSouthAfrican BoardofPeoplePractices(SABPP),abodythatupholds thehighestethicalandHRstandardsinSouthAfrica.She remainscommittedtostayingupdatedwithevolvingHR regulationsandensuringcompliancebyactivelyengaging incontinuousprofessionaldevelopment.
Leonora’sproactiveapproachtocomplianceincludes attendingCPDcoursesandworkshops,subscribingto newsletters,leveragingHRsoftware,receivingalertsfrom relevantgovernmentagencies,andnetworkingwithlikemindedprofessionalsandprofessionalorganizations.Her useofacompliancecalendarreflectshermeticulous attentiontodetailinmanagingregulatoryfilings,reporting requirements,andothercompliance-relatedtasks.This commitmenttoongoinglearningandcompliance underscoresherdedicationtoupholdingthehighest standardsinthefieldofhumanresources.
NurturingFutureLeaders HRTechnologyhasbeenanareaofinvestmentandpriority, providingtherequiredcompliance,analyticalreporting,and self-serviceforemployeesandmanagementalike.
AsanHRleader,Leonoraoffersthefollowingadviceto aspiringHRprofessionalsaimingtomakeapositiveimpact ontheirorganizations:
• TobeaneffectiveHRprofessional,it’scrucialtohave adeepunderstandingoftheorganization’sbusiness operations,goals,andchallenges.Thisknowledgewill enablethealignmentofHRstrategieswithoverall businessobjectives.
• Developstrongcommunicationskills,activelylistento employees,andfacilitateopenandtransparent communicationwithintheorganization.
• EmbraceculturaldiversityinSouthAfricawithvarious cultures,languages,andbackgrounds,fosteran inclusiveworkplaceculturethatvaluesdiversity,and promotesequalopportunitiesforall.
• Stayinformedaboutemploymentlegislationand regulationsinSouthAfrica,astheycanimpactHR practices.
• Investinemployeedevelopmentandtraining programs;askilledandengagedworkforcecontributes significantlytothesuccessoftheorganization.
• Implementeffectivetalentmanagementstrategies, includingrecruitment,onboarding,performance management,andsuccessionplanning,toensurethat theorganizationattracts,retains,anddevelopstop talent.
• Promoteemployeewell-beingbyrecognizingthe importanceofemployeewell-beingandwork-life balance.Implementprogramsandinitiativesthat supportmentalandphysicalhealth,creatingapositive andhealthyworkenvironment.
• Finally,buildstrongrelationships,utilizetechnology, anddemonstrateethicalleadership.Byfocusingon theseaspects,aspiringHRprofessionalscancontribute significantlytothesuccessandpositivecultureoftheir organizationsinSouthAfrica.
