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Strategic Human Resource Initiatives

We assist companies in integrating Human Resources with everyday routine operations.

HR Strategy - Human Resources Pretoria

To ensure the HR becomes a strategic and support partner, for both staff and management, the following strategies can be implemented:

1.   Recruitment strategy

Taking into account elements such as organisational culture & working environment.

The recruitment strategy cannot be just designed. The good design of the recruitment strategy contains the basic recruitment measures to evaluate the effectiveness of the recruitment strategy.

The recruitment process has many opportunities for the measurement, and it can be improved almost on a daily basis. The recruitment strategy should be a part of the daily improvement process. The small improvements help to build the competitive advantage.

2.   Benchmarking current organogram against best practise and functional requirements to achieve the required output.

The success of an organisation achieving its goals largely depends on whether its internal structure is geared towards its strategy. The right people with the appropriate responsibilities affirm the achievements of any organisation.

3.   BEE strategy alignment.

In the South African context, the legislative framework and guide for transformation is found in the B-BBEE Act and supporting Codes of Good Practice. We provide transformation services that supports our clients in developing a sustainable, business aligned, transformation strategy.

4.   Delegation of authority strategy/ Change management strategy

Once managers establish a span of control, they must decide how much responsibility and authority individuals should have to do their jobs.
Responsibility is the obligation to carry out duties and achieve goals related to a position.

Authority is the right of managers to direct the activities of subordinates and demand accountability. The amount of authority possessed by manager is related to his position in the hierarchical command structure of the company.

When decision-making power is vested in a subordinate by a superior, authority has been delegated. Accountability is the requirement to provide satisfactory reasons for significant deviations from duties or expected results.

5.   Succession planning strategy.

Every key position and key person in your organization is a candidate for a succession plan. The important impact is that it is virtually impossible to successfully promote someone unless there is a trained person to take over the position being vacated.

6.   Employee recognition and retention strategy.

All employees are different, and each has unique desires and goals. They want to feel that they are appreciated by their employer and treated fairly. They want to be challenged and excited by the job they're asked to do.

An effective employee retention program addresses all of these concerns. But it also goes beyond the basics. In fact, your efforts should start on a new employee’s first day on the job. The training and support you provide from Day One sets the tone for the employee's tenure at the company and boosts job satisfaction.

7.   Employee wellness strategy.

Every wellness program contributes to the strides being made toward a healthier corporate environment. Workplace wellness programs have the potential to strengthen an organization’s culture and to build employee pride, trust, and commitment.

The inherent nature of workplace wellness—a partnership between employee and employer—requires trust. Because personal health is such an intimate issue, investment in wellness can, when executed appropriately, create deep bonds.

8.   Communication strategy.

Regardless of the structure or process, employees need to feel like their thoughts and opinions are heard. This process also helps the organization identify areas that can be improved upon.

9.   Employment Equity strategy.

The aim of the Employment Equity Act, is to regulate how people within an organisation are managed in terms of their skills, roles and remuneration in a fair and non-discriminatory manner.

Furthermore, an organisation’s processes around recruitment and advancement within the business also need to be managed with the Act in mind.

This raises a critical issue for businesses in that, while endeavouring to meet their strategic objectives, they are also driven by an element of compliance.

Ukomelela HR Solutions - Human Resource Management Pretoria

For more information about how Ukomelela HR Solutions and how we can help your business, please contact us.