AgriBEE Guidance Note: What sugar companies need to know about claiming levy contributions under BEE
The Amended AgriBEE Sector Code 2017, acknowledges the diversity and particularity of...Read More
The value for clients when dealing with us is that we provide both the talent attraction, as well as the retention components required for your success, based on our knowledge of the best retention mechanisms for transformation talent.
The aim of this programme is to address the underlying causes of potential labour turnover and help companies with the ability to sustain their workforce to continuously meet the business strategy in a manner befitting the corporate culture. It is unrealistic to attempt to retain all employees, as there must be some movement of talent and labour in the organisation.
The influx of talent and fresh ideas from new employees is valuable, as it is a contributing factor for remaining innovative. This does not mean, however, that an overarching customer and employer value proposition should not exist, as this framework should unite current staff with those wanting to join. Instead of setting a strictly quantitative goal for increasing employee retention, companies should focus instead on encouraging key employees to stay. An example would be to set a goal for retaining the highest-performing staff that are aligned to the company’s business strategy and organisational culture.
Companies face the dilemma of what messaging to present to the market and employees when trying to keep “Baby Boomers”, Gen X and Ys engaged, whilst trying to attract and retain Gen Zs, underpinned by what’s important to retain transformation talent.
MD, Transcend Talent Management
Background on Skills Development In an ideal world, the workforce should be fairly...Read More
After a long period of uncertainty, the Minister of Trade, Industry and Competition...Read More
We are dedicated to deliver transformation training, advisory and relevant content during the South African COVID-19 lockdown period.