1st Runner Up

The Tricruit Team is proud of being awarded the 1st Runner Up Recruitment Solutions Agency of the year prize at the Inaugural AVUSA Media Annual Recruitment Awards (AMARA) the17th November 2012. With this award Tricruit was recognized once again for the valuable role played in ensuring the sustainable quality in service delivery, the success and development of the Recruitment Industry of South Africa, which in turn helps to further develop the South African economy.

Tricruit, now part of the EOH Group of companies, is looking forward in sustaining the quality of service offered to date and expanding the delivery of this service to a larger audience in South Africa.

Tricruit would like to thank all our valuable clients for their vote of confidence and for their much appreciated support and business throughout 2012. The Tricruit team assures you of their loyal commitment in the future.

The Tricruit Team is proud of being awarded the 1st Runner Up Recruitment Solutions Agency of the year prize at the Inaugural AVUSA Media Annual Recruitment Awards (AMARA) the17th November 2012.

“The ConterOffer”

<<Congratulations, you managed to secure a great new job opportunity!! Upon resigning, you may be made a counteroffer.>>

A counteroffer is an offer made to an employee by his/her current employer of, for example, a salary increase or more job responsibilities or a possible promotion to a “dream” job or another department, in order to try to prevent the employee (you) from moving to another company or organization.

Career changes are tough, leaving you with anxieties about leaving the comfort of your current job and having to prove yourself again in an unknown environment. One may even compare a “resignation” to a “break up of a marriage” or a strong long term relationship to say the least!

Clear thinking can be difficult, and counteroffers can create confusion and “buyer’s remorse”…

It is important to understand what’s being cast upon you:

Counteroffers are typically made as some form of flattery:

• “You’re too valuable to this firm. We need you.” “The team needs you”

• “You can’t desert the team/your friends and leave them hanging.”

• “We were just about to give you a promotion/raise, and it was confidential until now!”

• “What did they offer you? Why are you leaving? What do you need in order to stay?”

• “Why would you want to work for that company?”

• “The President/CEO wants to meet with you before you make your final decision.”

He or she may be sincere in their quest to make things right, but your manager may not have the authority to follow through. Therefore, don’t take promises at face value; get your counter offer in writing.

Counteroffers usually take the form of “more” of something…

• Money
• A promotion/more responsibility
• A modified reporting structure
• Promises or future considerations
• Disparaging remarks about the new company or job
• Guilt trips – (even hugs and kisses)

While counter-offers may be tempting and even flattering, be aware of following:

• Will your loyalty be in question from now on? Will you ever be considered a team player again?
• If there are future staff cutbacks, will you be the first to go because of concerns about your loyalty?
• If you accept the counter-offer for more money, are you just giving your employer the time they need to locate and select and train your replacement?
• Will your career progress remain blocked if you accept the counteroffer?
• Will your responsibilities really be expanded?
• Will you have to report to a person you don’t respect?
• Are you maybe just receiving next year’s raise or bonus early?
• Is the counter-offer a ploy to avoid a short-term inconvenience by your employer?
• What are your realistic chances for promotions now that you have considered leaving?
• Where did the additional money or responsibility you’d get come from? Was it your next raise or promotion – just given early?
• Will you be limited in the future? Will you have to threaten to quit in order to get your next raise?
• Will your employer feel like they’ve been blackmailed?
• Will your team view you as a traitor?

Your colleagues may become resentful that you were given a raise or company perks because, as they see it, you blackmailed the company into making a counter offer.

Counter Offer Statistics:

According to national surveys of employees who accept counteroffers, 50-80% voluntarily leave their employer within six months of accepting the counter-offer – because of “unkept promises”.

The majority of the balance of employees who accept counter-offers involuntarily leave their current employers within twelve months of accepting the counter-offer (terminated, fired, laid- off, etc.).

Accepting a counteroffer can have many negative consequences.

As attractive as they may appear, they can greatly decrease your chances of achieving your career potential.

Take into account the core reasons why you decided to begin searching for another position.

• Was it because you wanted a prime parking spot?
• Or was it because your efforts weren’t valued?
• Was it because you wanted extended lunches?
• Or was it because you want to get home at a reasonable hour?

When all is said and done, are the perks that you are being offered sufficient to overcome your initial objections that motivated your search for another job to begin with?

Prepare for all the possible scenarios that may arise in your “resignation meeting”, whether you decide to stay or make a clean break is up to you.

 Just be sure that your decision is an educated one.

Job Interview Tips

An interview is based on the exchange of Information in which people meet on equal terms.

The interviewer wants to assess:

• Training and experience
• Personality, temperament, behaviour, suitability for the vacant position, social adaptability and sense of responsibility.
• Talent, potential for growth and leadership.

The interviewee wants to:

• Present him/herself favourable, acceptably and confidently.
• Find out more about the position, growth opportunities, salary and get the job!

Interview Do’s:

The ability to write a great CV/Résumé or cover letter may help you land an interview, but that’s not all it takes to get the job. An outstanding CV/résumé can open the door for you, get you in to meet with your potential employer but once you’re sitting across from them in the interview you will have to start over in order to prove that you are the best candidate.

Most interview errors occur because of the lack of practice and preparation. Of course even if you are well prepared, the interview may not go perfectly well–we all make mistakes after all. However, the following mistakes can easily be avoided by developing strong interviewing skills and preparing properly for the interview.

• Dress appropriately for the industry. Err on the side of being conservative to show you take the interview seriously. Your personal grooming and cleanliness should be impeccable.
• Know the exact time and location of your interview. Know how long it takes to get there, park, find a rest room to freshen up, etc.
• Research the company and market before your interview.
• Know what you want to say. The interviewer will be asking you “situational type of questions” to get an idea of the depth of your competencies, attributes, likes and dislikes as well as your management requirements. All the requirements are mentioned on the advert/job specification-think back in your career and prepare examples of situations where you portrayed such competencies and attributes. For example: “Give me an example with your current employer where you were involved in a project that required a high level of multitasking and deadlines”.
• Arrive early to your interview; 5-10 minutes prior to the interview start time.
• Treat other people you encounter with courtesy and respect. Their opinions of you might be solicited during hiring decisions.
• Offer a firm handshake, make eye contact, and have a friendly expression when you are greeted by your interviewer. Be polite and courteous at all times.
• Be formal. Introduce yourself by name and greet interviewer by name (rather use formal address than just first name). Listen to be sure you understand your interviewer’s name and the correct pronunciation. Remember interviewers name throughout the interview. Even when your interviewer gives you a first and last name, address your interviewer by title (Ms., Mr., Dr.) and last name, until invited to do otherwise.
• Maintain good eye contact during the interview do small talk but always stick to the job and interview topic.
•  Sit still in your seat; avoid fidgeting and slouching.
• Respond to questions and back up your statements about yourself with specific examples whenever possible.
• Ask for clarification if you don’t understand a question.
• Be thorough in your responses, while being concise in your wording.
• Be honest and be yourself — your best professional self. Dishonesty gets discovered and is grounds for withdrawing job offers and for firing. You want a good match between yourself and your employer. If you get hired by acting like someone other than yourself, you and your employer will both be unhappy.
• Treat the interview seriously and as though you are truly interested in the employer and the opportunity presented.
• Exhibit a positive attitude. The interviewer is evaluating you as a potential co-worker. Behave like someone you would want to work with.
• Be preapred with questions. Have intelligent questions prepared to ask the interviewer. Having done your research about the employer in advance, ask questions which you did not find answered in your research.
• Investigate the company. Evaluate the interviewer and the organization s/he represents. An interview is a two-way street. Conduct yourself cordially and respectfully, while thinking critically about the way you are treated and the values and priorities of the organization.
• Do expect to be treated appropriately. If you believe you were treated inappropriately or asked questions that were inappropriate or made you uncomfortable, discuss this with your recruitment consultant or the director.
• Understand the recruitment process. Make sure you understand the employer’s next step in the hiring process; know when and from whom you should expect to hear next. Know what action you are expected to take next, if any.
• When the interviewer concludes the interview, offer a firm handshake and make eye contact. Depart gracefully.
• Take notes. After the interview, make notes right away so you don’t forget critical details.
• Write a thank-you letter to your interviewer promptly.

 Interview Don’ts & How to Avoid Them:

•  Poor presentation of portfolio documents: Don’t falsify application materials or answers to interview questions. Take certified copies of your CV, ID, drivers, certificates, letters of  recommendation and latest payslip.
• Weak communication skills.
  Non-verbal communication or body language plays a crucial role throughout the interview. A poor handshake may weaken your chances of getting hired right from the very beginning. Also remember to make eye contact, avoid fidgeting and looking at your watch or cell phone (which should not even surface in an interview). Be aware of your body language–it may not be obvious to you but the interviewer will easily notice it. Poor verbal communication skills will almost certainly decrease your chances of getting hired. Giving a long, rambling answer to a simple question demonstrates an inability to concentrate and process relevant information. Avoid using any slang language–stay professional no matter what. Listening skills are also vital: don’t spend so much time thinking about your answer that you’re not paying attention to the question. Don’t start your sentences by “to be honest with you”….
• Don’t go to extremes with your posture; don’t slouch, and don’t sit rigidly on the edge of your chair.
• Don’t chew gum or smell like smoke.
• Arrive to interview with other. Don’t take your parents, your pet (an assistance animal is not a pet in this circumstance), spouse, fiance, friends or enemies to an interview. If you are not grown up and independent enough to attend an interview alone, you’re insufficiently grown up and independent for a job. (They can certainly visit your new city, at their own expense, but cannot attend your interview).
• Don’t spread all your belongings on the interviewers table, respect their space.
• Failing to research the company.
  Be prepared to demonstrate an awareness of the company and the position for which you are applying. It’s going to be obvious that you did not do your research if you ask the interviewer to tell you more about the position or what the company does or the company vision etc. Read the job description advertised. Check out the company website. Know the organization the industry and competition. On the other hand, don’t go overboard with your knowledge and start showing off. When you know something about the company, wait for the right moment to share it. Do not interrupt the interviewer to tell them you already know the information. Wait until they have finished and then add a comment to what they just shared. 
• Dressing inappropriately.
  When in doubt, err on the side of too formal. It is unlikely that there will be a good reason to show up for the interview casually dressed. Every company has its own dress policy, and it is a good practice to dress one level above what is acceptable for company. When you get the job you can adjust your dress code accordingly. Opt to wear approachable colours to invite trust and conversation.
• Being late or too early.
  NEVER BE LATE. Develop a habit of being on time. It’s also important not to turn up too early because it creates the impression of having too much time on your hands and being desperate for the job. Five to ten minutes early is a good rule of thumb. Allow enough time for the interview (one hour is reasonable); the interviewer is taking the time to see you and you should award him or her the same courtesy.
• Being negative.
  It’s important to have the right attitude during an interview. Never complain about your current job or boss and stay enthusiastic throughout the interview. Don’t use negative words in the interview such as “can’t” or  “ unable” or “personality clash” or “weakness” or “issues”, etc. Be careful to treat everyone you meet with courtesy, including the receptionist. Many companies watch to see how you treat their staff. It gives them an indication of how well you might fit in to the company.
• A job search can be hard work and involve frustrations; don’t exhibit frustrations or a negative attitude in an interview.
• Asking inappropriate questions.
  At the end of the interview ALWAYS take the opportunity to ask questions. By paying attention during the interview, you will ensure that you don’t ask about something that was already discussed. It’s ok to make notes in the interview and also take some time before the interview to think about the position, what it involves and what kind of information you need to know to learn more about it. Have several questions prepared before you go into the interview. Avoid asking questions about salary and benefits during the initial interview as these are only appropriate once you have been offered the job.
• Reveal confidential info of your current employer.  Never reveal confidential information of your current employer to the interviewer. Your integrity is assessed this way. If the interviewer appears to probe brush him or her off politely and continue with the interview. Know beforehand what is confidential to your business and what isnt so you don’t come across as reserved and secretive in the interview.
• Blame others for your shortfalls. ake ownership of your successes and failures. It’s ok to make mistakes and to fail but not to take accountability in this regard is one of the biggest weaknesses one could have!
• Don’t act as though you would take any job or are desperate for employment.
• Don’t give the impression you are only interested in salary; don’t ask about salary and benefits issues until the subject is brought up by your interviewer.
• Don’t act as though you would take any job or are desperate for employment.
• Don’t make the interviewer guess what type of work you are interested in; it is not the interviewer’s job to act as a career advisor to you.
• Failing to follow up.
  Be persistent but reasonable. Send an email and thank you note after the interview, thanking the interviewer for their time. By following up and letting the recruiter know that you are still interested, you will increase your chances of getting a job.

2012 is the year of Change and Transformation! Transform yourself from within – Look into your Personal Branding…

Are you part of the group of people who need to re-look at their personal branding in order to achieve?

Personal Branding is an INTERNAL process that drives EXTERNAL performance and results.

There are 2 main types of people in this group:
POSITIVE (glass half-full outlook) or NEGATIVE (glass half-empty outlook) and ALL of them search outside of themselves for the things, items, places, positions or people that will “fix” their problems for them.

The type of solutions that these groups find most appealing is a “one size fits all” solution; one that fixes all of their problems – or if not all, then many.

But whether these solutions promise to “make them” – happier – more attractive – more popular
or “get them” – a promotion – a better job – a new business – a financial windfall…there’s something missing from these sorts of fixes.

These solutions distance people from their need to address how their internal perceptions
and performance impact their external reality – and that’s a problem.

While all of the goals listed above ARE totally achievable, a person’s INTERNAL perceptions
and performances need to change if they want to get significantly different EXTERNAL results.

But when an individual who wants their own personal brand is supposed to “get it” by listening to numerous branding metaphors and examples, all they “get” is frustrated!

Hearing an inspiring success story that you’d like to emulate gives you MOTIVATION, but it doesn’t give you the KNOWLEDGE, PROCESS or MECHANICS you need to ACHIEVE your desired result.

The famous quote, “Those who can — do. Those who can’t — teach.”
coined by Henry Louis Mencken, “an American journalist, essayist, magazine editor, satirist, and acerbic critic of American life and culture.” often rings true.

Many people think that personal branding is exclusively for celebrities such as Beyonce Knowles or Kim Kardashian, yet each and every one of us is a brand.

Personal branding, by definition, is the process by which we market ourselves to others. As a brand, we can leverage the same strategies that make these celebrities or corporate brands appeal to others and we can build brand equity just like them. We can also have just as much presence as most startups and mid-size companies and products.

Follow these simple 3 steps to revamp your “Personal Branding”:

Step 1: Discover your brand:

The single biggest mistake people make is that they either brand themselves just for the sake of doing it or that they fail to invest time in learning about what’s in their best interests.

The key to success, and this isn’t revolutionary, is to be compensated based on your passion. In order to find your passion, you need a lot of time to think, self-reflect, and research online to figure out what’s out there.

Brand discovery is about figuring out what you want to do for the rest of your life, setting goals, writing down a mission, vision and personal brand statement (what you do and who you serve), as well as creating a development plan, a work-in-progress plan.

Have you ever been called intelligent or humorous by your peers or co-workers? That description is part of your brand, especially if you feel those attributed pertain to you.

To know if you’ve discovered your brand, you need to equalize the following:

Your self-impression = How people perceive you

Step 2: Create your brand:

Now that you know what you want to do and have claimed a niche (your area of expertise and specialization), at least in your mind, it’s time to get it on paper and online. The sum of all the marketing material you should develop for your brand is called a Personal Branding Toolkit. This kit consists of the following elements that you can use to highlight your brand and allow people to easily view what you’re about.

Network your personal brand! Follow these simple steps and begin networking yourself the right way…

1. Wardrobe: Your personal style is tangible and is extremely important for standing out from the crowd. Select clothing that best represents and express you, because it will be viewable through your pictures/avatars online, as well as when you meet people in reality. Get a makeover if you feel it’s necessary.

2. Your CV/Resume/cover letter: These are typical documents that you need for applying for jobs and securing interviews. Be sure to prioritize each document with information custom to the target position. Take your CV/resume online and add social features to it promoting your personal brand to the world and making it shareable.

3. Business card: It doesn’t matter if you’re a college student, a singer, a CEO, or a consultant, everyone should have their own business card. The card should contain your picture (personal preference), your personal brand statement (such as Systems Financial Accountant), as well as your *preferred* contact information and your corporate logo if necessary.

4. Portfolio: Whether you use a CD, web or print portfolio, it’s a great way to showcase the work you’ve done in the past, which can convince someone of your ability to accomplish the same results for the future.

5. LinkedIn profile: This is a combination of a resume, cover letter, references document and a moving and living database of your network. Use it to create your own personal advertising, to search for jobs or meet new people in the professional space.

6. Facebook profile: Over 160 million people have profiles, but almost none of them have branded themselves properly using this medium. Be sure to include an appropriate profile picture i.e. avoid any obscene gestures or unnecessary vodka bottles. Also, input your work experience and fill out your profile, while turning on the privacy option that disables people from viewing personal pictures and videos while also untagging yourself.

7. Twitter profile: This profile should have an avatar that is carved out of your Facebook picture and used in your LinkedIn profile. You need to use a distinct background, fill out your profile and include a link to either your blog or LinkedIn profile. Twitterbacks.com, developed by internet mogul Jim Kukral, has templates you can use to sculpt your very own Twitter background (Photoshop skills not included). Twitbacks.com is another solution that also lets you promote your Twitter profile.

8. Video resume: A video resume is a short video of you talking about why you are the best for a specific job opportunity. You get about a minute or so to communicate your brand and are able to send the link, once you upload it to YouTube, to hiring managers.

9. Email address: Don’t overlook your email address as not being a significant part of your toolkit. Most people use email over all social networks and when you connect with someone on a social network, you are notified via email, so get used to it. Your email address poses a great opportunity for your brand. For your address, use “firstname.lastname@gmail.com”.

10. Blog/website: You need to own yourname.com or a website that aligns with your name in some fashion. Depending on who you are, how much time you have on your hands and if you can accept criticism, you should either start a blog or stick with a static homepage. Those who blog will have a stronger asset than those who don’t because blogs rank higher in search engines and lend more to your expertise and interest areas over time

Step 3: Verbal and Non Verbal Communication – Communicate your brand:

VERBAL COMMUNICATION: Deliver the message that you want received – Often, this is easier said than done. Doing so means understanding the communications process and the potential “noise” that could derail the delivery of your message. The key is to capture your audience’s attention, establish and maintain credibility, and to be clear and concise in delivering your message.

You will need to understand:

The communications process; Words you should and shouldn’t use; Vocal skills (e.g. voice tone/pace); and  The impact of non-verbal communications (e.g. body language/gestures) and how to use it to your .advantage.

Use the 30-Second Elevator Speech: Get your point across quickly – In today’s fast-paced society, where every second counts, it is critical that you be able to verbally convey your message about who you are, what you offer and how it’s unique (your value proposition), and what you want very quickly, succinctly and with confidence. Not being able to do so may well result in a missed opportunity!

Develop and hone your personal statement and coach yourself in your own quiet time on delivering an effective speech.

Etiquette: Know when to do or say what – Displaying proper etiquette in various business and social settings is a reflection of your overall image. Whereas in the past, etiquette for many people meant which fork or glass to use in a formal table setting, today, etiquette has evolved to include important topics like email and phone etiquette, what order to introduce a group of business colleagues and much more. Find out of the latest etiquette dos and don’ts so that you have the confidence to navigate in the business or social setting before attending.

Never use words that have negative connotations or are too general and are irrelevant to a position description.

Watch your intonation. Remember, intonation comes across in all media including emails and telephone conversations. I personally have a love-hate relationship with Blackberry’s for this very reason. Emails sent in a hurry can be not so well thought out and hurtful to your client relationship. When we text and email in a hurry, we leave off valuable punctuation and salutations that can make or break deals and relationships.

NON VERBAL COMMUNICATION: Many people think of communicating as talking. However, there is so much more to effective communication using your personal brand.

Image is unavoidable. If you have an online presence, people are making assumptions and forming opinions about you. They’re putting you into categories. It’s what people do. The conclusion they reach constitutes your image, whether you like it or not.

Maybe you don’t care. Not caring is certainly an option. But if you’re a professional, and I’m assuming you are if you’re reading this, you should probably care.  Image is like a shirt. Every morning you get up and pick out clothes that will be appropriate for what you’re going to do and who you’re going to see that day. So you just have to decide if the “online you” that you present is a guy in flip-flops with two days of stubble, or a well-groomed guy in a smart suit, or something in between. And you can have an “off-duty online you” and a “professional online you,” no problem! It doesn’t hurt someone’s image to seem like a well-rounded, multi-faceted person.

Image shouldn’t be artificial. A lot of people seem to have that sickliness reaction because they perceive that a personal brand is a facade. But the general consensus is that you have to be genuine in this day and age. So, just be yourself. Or, more accurately, your image should reflect the parts of yourself that you want to show the world. If your image is a fabrication, people will figure it out eventually, so honesty is the best policy.

Watch your body language in meetings and events. We never put enough importance on body language, yet roughly 90% of what you communicate to people is done through your body language, via non-verbal communication. So by the time you’ve got all the “perfect” words and sentences, you’ve already made your point- non verbally. The key is to watch your body language and communicate with intention. Are your arms titly crossed? Open up your arms and show people you are open to receiving their communication. Are your hands balled up in fists? Open up your palms to release tension and be open to receiving communication and gesturing. Are you leaning in to the other party, showing that you are listening and actively engaged, or are you sitting back?

Lastly, be selective about the words you use, choose your words carefully. As lawyers and professionals we are taught to word-smith in law school. However, we are never really taught to monitor what comes out of our mouths and account for the impact our words can have on our clients, colleagues and support staff. Our words combined with our body language and intonations are powerful. Have intention behind your actions so that your personal brand is well reflected.

Deliver your brand: Once you have established your personal brand, it’s time to showcase it to the world, especially your target audience. Don’t be fooled by the myth that if you build it, they will come. Unless you’re the luckiest person on earth, you’ll have to actually communicate to other’s everything you’ve created.

Written by Sylvia Thomaides – Operations Director in Tricruit (Jan 2012)

Source: The internet and personal experience

Tricruit wins AVUSA Award!

Tricruit Recruitment Specialists of Edenvale, Johannesburg, South Africa was awarded the Top Recruitment Solutions Agency Award at the recent Inaugural AVUSA Media Annual Recruitment Awards (AMARA) hosted by AVUSA Media on the 30th of October.  The spotlight shined on the biggest and best of the Recruitment Industry and leaders in HR and recruitment were recognised and honoured with a dazzling gala event held at The Campus in Bryanston. With a high calibre of entries, awards were given for the valuable role these industries play in ensuring the success and development of organisations, which in turn helps to further develop the South African economy.
The management and staff of Tricruit extend their heartfelt gratitude to their clients who voted and supported the team; their vote of confidence, positive comments and guidance has resulted in this prestigious award finding a home with Tricruit. Tricruit’s clients are the pillars on which Tricruit is built and without them Tricruit would not be standing firm as it is today. They are the real winners!! Hand- picked for their leadership values, principles and standards, business ethics, vision, devotion to employee wellness and their pioneering operations, the Tricruit clients set the recruitment quality standard that leads Business in South Africa.

Started in 1996, Tricruit is a total solutions recruitment service provider for the IT industry, and has been making waves ever since! The Tricruit team is comprised of mature, intelligent and ethical professionals experienced in the business sector in which they specialize.  Tricruit is a specialist in Permanent and Temporary employment services nationally in the following sectors: Information Technology, Financial services, Human Resources, Payroll, Sales and Marketing and Engineering.

Tricruit is committed to their clients and as they pledge their continuous loyalty and value added contribution to the industry, they strive even to surpass what they have achieved over the past 14 years. Tricruit assures their clients that their recruitment solutions needs shall continue to be their priority as the wellness of their business is Tricruit’s goal.

Tricruit wishes for a mutually successful 2011.

Contact Tricruit for your recruitment solutions needs 011 453 3001 or visit their website www.tricruit.co.za.

Tricruit Article in the Star Newspaper

StoryFrontPage

Decent Work in South Africa

Decent Work in South Africa

ITA (The Information Technology Association of SA) recently launched the Inaugural Annual Conference and Exhibition, a two day conference to bring the IT industry up to speed on the use of innovative technology and how it can transform lives, support economies, promoting increased productivity and performance to meet the objective of “Building tomorrow’s South Africa”.

The ITA conference was a huge success and focused on the government’s priority programmes, and unpacked issues that South Africa is currently facing by bringing together a number of industry leaders to chart the way forward.

The conference facilitated open and robust discussions on all economic, social, business and technology issues.

• Decent work
• Health care
• Education
• Rural Development
• Crime and Corruption

Sylvia Thomaides, Tricruit’s representative was a panellist with the “Decent Work” forum and a moderator with the “Crime and Corruption” forum.

What is decent work?

The International Labour Organization (ILO) defines decent work as:

•  Opportunities for work that is productive and delivers a fair income,
• Security in the workplace and social protection for families,
• Better prospects for personal development and social integration,
• Freedom for people to express their concerns,
• Freedom for people to Organize and participate in the decisions that affect their lives and
• Equality of opportunity and treatment for all women and men.

 The 4 pillars of the International Labour Organization (ILO): 

• Standards and rights at work
• Employment creation and enterprise development
• Social protection
• Social dialogue

The International Labour Organization’s (ILO) Ideals for Decent Work:

• Regulation of the hours of work including the establishment of a maximum working day and week.
• Regulation of labour supply; prevention of unemployment and provision of an adequate living wage.
• Protection of the worker against sickness, disease and injury arising out of his employment.
• Protection of children, young persons and women.
• Provision for old age and injury, protection of the interests of workers when employed in countries other than their own.
• Recognition of the principle if equal remuneration for work of equal value.
• Recognition of the principle of freedom of association.
• Organization of vocational and technical education. 

ADCORP ANNUAL REPORT STATISTICS 2009

According to the Adcorp Annual report for 2009, South Africa has close to: 

• 48 million citizens
• A Labour force of approximately 31 million
• Just over 4 million people are unemployed (23.8%)
• Nine and a half million people are employed in the formal sector (30%)
• Two million people are employed in the informal sector (7%)
• Close to 1.3 million people are employed in private households (4%)
• 738, 000 are employed in the agricultural sector
• About 5.6 million people are in educational institutions
• Around 13.5 million people are on social welfare
• And we have 1.8 million disabled people in South Africa

South Africa – Factors to be overcome to achieve decent work

As a developing country, South Africa faces unique challenges in the arena of decent work. 

The challenges we face are: 

1. Unemployment
2. Skills Development
3. Forced Labour
4. Child Labour
5. Safe Working Environments
6. Minimum Wage
7. Social Protection
8. Equality
9. Social Dialogue
10. 10.  Informal Economy 

Unemployment: 

The unemployment rate in South Africa is 23.5%

Statistics show that between 1981 and 2001, the worldwide number of people living on less than $1 a day declined from 1.45 billion to 1.1 billion, while in sub-Saharan Africa, the number increased from 164 million to 314 million. 

What are some factors contributing to unemployment? 

• Unskilled labour: 

Unskilled labour is probably one of the biggest contributing factors to unemployment. The skills development programs currently in place are not sufficient to combat this problem. South Africa has a large unskilled work-force, and the only possibility of lowering the unemployment rate is for private companies, in conjunction with the Services SETA, is to provide internship and skills development programs that provide on the job training as well as liveable income. Skills development programs are not sufficient to combat this problem. Internship programs that provide on the job training, both in manufacturing, as well as follow up internship programs for graduates are essential and the only possibility of combating the unemployment rate.

•  Incomplete / Inadequate education: 

An education that is incomplete or inadequate and does not adequately prepare students for the working environment or any skilled trade causes a shortage or disadvantage for the working environment. The poverty has filtered down through the generations, and many children do not complete their education because they have to stay home and help look after sick, elderly or younger family members. It is often not possible for children, even those who have excelled at school and shown great potential, to further develop their skills and intellectual abilities at university or technikon, because of limited financial means. Often this talent is not recognized and rewarded at a local level, as should surely be the case, but is fostered at an international level. South Africa should implement adequate skills development programs, bursaries and internships at a Secondary and Tertiary level, so that this potential does not go unrecognised or unrewarded, as is too often now the case. 

• Poverty and HIV / AIDS:

Often children, especially girls, do not finish school because they are forced to stay home to look after sick parents and younger siblings. 

Skills Development 

Lack of skilled labour is probably one of the biggest challenges we face. While there are bursaries available, and university education has become more accessible to the disadvantaged, this in itself is not proving to be an adequate solution to the problem of unskilled labour. The Private Sector, in conjunction with the government needs to implement comprehensive internship programs and learnership on a much larger scale. Individuals need to be educated and up-skilled. We are even finding that people with University qualifications are unable to find work due to lack of experience and training. 

It is essential that on every level, both in the formal and informal sector, people are up-skilled, given on the job training, and provided with opportunities to constantly improve in terms of the level of skill they possess. We cannot leave things as they are if we wish for South Africa to achieve an acceptable standard of decent work. Policies and systems need to be put at every level of any organizations offering employment, from SME’s (where the majority of the South African work-force is employed), to the larger companies and corporations. It has been said that if you catch a man a fish, you feed him for a day, but if you teach him how to fish, you feed him for a lifetime. Although it is important in certain cases for us to subsidise and compensate, it is essential for us in every instance to teach and empower through knowledge and skill that will provide opportunities for individuals not only now, but 10, 20, 30 years into the future. 

Forced Labour

Forced labour is an issue especially when it comes to vulnerable groups such migrant labourers, women and youngsters. Although skilled labour immigrating to other parts of the world is a factor in South Africa, most migration is still between African countries, where people move from one African country to another, seeking better working and living standards, or better opportunities for their families. Migrant workers often leave their families in search of better working and living conditions, with the hope of sending them money and eventually having their families join them. This, more often than not, doesn’t materialise. Migrant labourers are taken advantage of. Even if they receive a salary, and not just room and board for their labour, their working hours and conditions are often of an unacceptable standard. They are often forced to work extremely long hours and extra shifts, or to perform their duties of employment in an environment that is hazardous to their health. 

Child labour 

Child labour – More than 200 million children world-wide are involved in child labour. Nearly three quarters of working children are engaged in the worst forms of child labour, including trafficking, armed conflict, slavery, sexual exploitation and work that are hazardous to their physical, mental and emotional development.

Some children in South Africa are forced to stay home to help care for sick, elderly or younger family members, and so deprived of an essential education. 

Many children who have been orphaned or abandoned or run away from unbearable home situations are on our streets, and, without an education or any learning opportunities, will find it nearly impossible later on in life to successfully integrate with society. They will be unable to sustain themselves through employment, and will turn to crime or live a life of abject poverty. Children are often forced by their parents to stay home and help care for sick or elderly family members, or to look after younger siblings. Some children are forced to earn a living while they should still be at school, while there are many orphaned children on the streets who earn their way through drugs and prostitution. 

Safe Working Environments: 

Each South African should have the right to work in an environment that is not hazardous to their health or safety. This includes exposure to elements that could cause sickness, injury or disease, excessive working hours, Manual labour without necessary protective gear, or allowing employees to do work without being properly educated / trained. Again, especially migrant workers, women and youngsters are prone to be taken advantage of in this manner. Many South African’s work in hazardous environments, and compliance to certain standards should be monitored and enforced. 

Minimum wage 

Minimum wage should firstly be of a liveable standard. Secondly, compliance to minimum wage should be more closely monitored and strictly enforced. This is especially true for those working in the informal, agricultural and domestic sector. Overtime, paid leave, maternity leave and minimum wage are all issues in that need to be firstly addressed, and secondly enforced. The unemployed are especially vulnerable to the violation of minimum wage, because they are often forced out of desperation to “take what they can get.” Often their remuneration is barely enough to cover transportation costs and basic food for the day. Employers of day labourers, or “Piece” workers, should pay a minimum wage for a day’s work, should have valid “permits” for day labours, which hold them at least to a minimum wage, safe working conditions, and certain working hours. Minimum wage should especially be enforced when it comes to those working in the informal sector of South Africa, where those employed are often ignorant of their rights and the basic conditions of employment. 

Social Protection 

Social protection is a powerful instrument that should be implemented at every level, in order for decent work and the reduction of poverty to be achieved. Social securities where put in places so as to limit the abuse on workers such as Access to Medical Care, Pension Funds for Retirement, Security of income in case of injury, prolonged sickness or disability and Maternity benefits for women. In South Africa, it is only those that work in the formal sector that even have the option of Private Medical Care or Provident Funds, and even to some of these, basic social security is a not a reality. 

These necessary Protections are considered to be “Benefits,” not rights, as long as this is the case; our country will not achieve an acceptable standard of decent work. Many South Africans do not have access to basic Medical Facilities, much less specialists such as dentists, surgeons, optometrists, etc. Especially those working in South Africa’s informal and agricultural sectors, will never have access to these “social protections,” that should be the right of every working citizen. We should strive to implement and give workers access to Preventative Health Care services and provide Basic Education and prevention in the area of occupational health and safety. Social protection is a powerful instrument that should be utilised for the long term benefits it can provide in terms of poverty alleviation, lower crime rates, increased productivity, and a healthier work force. 

Every person should have the right to income security in the face of disease, disability, and old age. Here something must be said of the effects on our work-force of HIV/AIDS. Over 5 years ago, the average life expectancy for a person in Sub-Saharan Africa was 47 years; it has decreased since then. Without HIV / AIDS, the average person in Sub-Saharan Africa could be expected to live to 62. HIV /AIDS has had a devastating effect on our work-force and the future generation. More efforts must be made to implement education and training when it comes to basic healthcare and Preventative health care in the face of HIV.

Equality

People should have equal opportunities for growth in their careers, further educational development, training, promotions and salary increases, regardless of gender or race. Discrimination can take many forms, be it race, gender, religion or age. Every individual should have the right to have their potential recognized and their talents developed. 

Social Dialogue 

Social Dialogue is the idea that each person has the right to be heard, and to have a say in the decisions that affect their lives. Most people spend an average of at least 45 hours a week at their place of employment. Places of employment should offer opportunities in the forms of short and long term career plans, career education, training and development, study leave and bursaries. Each person should have the right to fulfil their potential in the workplace.

Informal Economy 

Informal economy comprises half to three quarters of all non agricultural employment in developing countries, such as South Africa.

Some of characteristic features of informal employment are:

• Lack of protection in the event of non payment of wages (In cases of old age, injury, sickness, invalidity, maternity, etc)
• Compulsory overtime or extra shifts (there is a need to limit excessive working hours, and provide adequate periods of rest and recuperation, including weekly rest and paid annual leave in order to protect the employee and ensure continued health and safety)
• Lay-offs without Notice or Compensation
• Unsafe working conditions
• The absence of Social Security benefits such as Pensions, Health Insurance and Sick pay. Women, migrant labourers and vulnerable groups of workers are most prone to this form of informal employment. 

South Africa faces many challenges in the future but with the help of the ICT sector our continent can confront obstacles by interconnecting on a national level and speed up the process of globalisation. The largest barrier South Africa faces is in the skills development sector and once we encourage new business to proliferate and expand in order to pave way for industry growth we will be able to tackle the barricade around growth. South Africa would be able to assist with job creation and contribute to the social upliftment of our country. 

A comment made by a delegate attending the ITA conference had stuck to mind: “The level of unemployment in SA is rising and having a job is descent work!” As per the statistics presented by Mr Jacob Zuma at the BUSA AGM, South Africa has lost 1mil jobs to date due to the global economic crisis and Africa was not been effected as severely as many other countries in the world.  

“It’s your future. It’s your innovation. Use your voice.”

 

References:

1. http://www.ita.org.za/
2. http://www.ilo.org/global/About_the_ILO/Mainpillars/WhatisDecentWork/lang–en/index.htm
3. http://www.ilo.org/public/english/standards/relm/rgmeet/10afrm/dg-rep2.pdf
4. http://en.wikipedia.org/wiki/Decent_work
5. http://www.ilo.org/global/About_the_ILO/Mainpillars/Socialprotection/lang–en/index.htm
6. http://www.ilo.org/global/About_the_ILO/Mainpillars/Workingoutofpoverty/lang–en/index.htm
7. http://www.ilo.org/global/About_the_ILO/Mainpillars/Socialdialogue/lang–en/index.htm
8. http://www.ilo.org/global/About_the_ILO/Mainpillars/Therightsatwork/lang–en/index.htm
9. http://www.engineeringnews.co.za/article/govt-commitment-to-decent-work-for-all-laudable-2009-06-05

Cementing Generational Gaps

It’s inevitable…the workforce consists of multiple generations who are working together despite the difference in age group ideals. Today, in the new millennia we can see up to four completely different generations co-existing in the workplace to what it seems like in a civilised manner but in reality we are working in a strenuous environment. Conflict tends to arise between the different age groups due to a diverse way of thinking, provoked by the distinct era in which they were born in. “One of the biggest struggles companies have is with people who are not playing well in the sandbox,” says Jim Lanzalotto, vice president of strategy and marketing for Yoh, an IT talent and outsourcing services firm.

Imagine what companies can accomplish if we have a broad understanding of the ‘generation factor’. Companies could therefore have the building material to create a corporate culture whereby the strengths of each generation can be fully utilized. Thus we are able to ensure and maintain productivity – constructing a winning team!

But first we have to understand the characteristics of each generation in order to manufacture the blocks of success. We have to discover WHO is determined in which generation class and WHAT makes each generation uniquely different?

The Silent Generation

People born during WWII (1930 to1945) are classically known as the silent generation or veterans as they bring a traditional, heroic attitude to work. This generation is practical, respectful and accustomed to hierarchical leadership. They are a reliable and steadfast presence, but somewhat uncomfortable with the wild blender of technology and age/gender/ethnic diversity in today’s workplace.

The Baby Boomers

Boomers born between the years of 1946 to1958 are typically driven and optimistic—and somewhat self-centered. They grew up the center of attention and enjoyed the progress of television, the Space Age, and modern suburbia. While they hold some of the Veterans’ duty-driven work habits, they were also the originators of collaborative work and consensus-based leadership. They’re cautiously pro-technology and interested in helping younger generations learn, but can be frustrated by what looks to them like a less ambitious approach to work.

Generation X

This group sprung between the years 1959 to 1979 and is influenced by sweeping social change and sandwiched between the optimism of the post-WWII generation and the complexity of a globalised world. Often children of divorce, they grew up self-reliant and not nearly as trusting as the Boomers. They have a tendency to be skeptical and anti-personal commitment, however, given work that is meaningful to them, colleagues they respect, and schedules with work-life balance, they are highly creative and productive.

Generation Y

People born within the years 1980 to present are known as generation Y or Millennials. This age group has lived with unprecedented economic prosperity and the optimistic influence of “make-the-world-a-better-place” Baby Boomers like Bill Clinton and Oprah Winfrey. Raised by parents determined to provide them the best life experiences, they are smart and sophisticated, yet keep very close ties to their parents. This generation only knows a world with DVDs, iPods, wireless access, multiple cell phone families and homework done over the web. After years in play groups and organized after-school activities, they are natural collaborators.

Authenticity, foresight, resilience and efficiency are some of the examples that define the history of employment. However, in the corporate environment we lack one key element that could navigate us into a productive lifestyle and that is – communication. Each generation brings in a different work ethic which is essential in the corporate environment. Nevertheless, older and younger generations are constantly bombarded with the stereotypical age difference which causes conflict due to a diverse generational living principle that underlines basic thinking. This conflict is the cause to the lack of communication within our work surroundings and the main setback to a company who cannot achieve their full potential. Co-workers need to understand that the difference in each of us helps brings clarity to our businesses.

“If employers don’t help break down communication barriers now, they will find themselves short of talented workers when they are really needed.” – Unknown author.

5 Tips Employers Can Implement to Narrow the Generational Communication Gap.
1. Be aware! Consider your workforce make up and needs over the next several years – even decades – including costs due to turnover. Do you have multiple generations currently… will you in the near future?  The remainder of the tips assume the answer is yes.
2. Be enlightening! Educate your employees, including your managers, regarding the differences amongst the generations, and show this as a strength. Diversity of thought and approach makes an organization stronger and more appealing to more people and to more customers. If we all thought the same way, we would never develop new ideas, embrace change, and move our organizations forward.
3. Be open! Talk about generational issues in a friendly environment. Let employees share their experiences and viewpoints in a safe atmosphere. It’s ok to have these differences – but you need to know how to manage them. Listen to all viewpoints and don’t just talk once – engage in frequent discussions about the topic.
4. Be a good example. Model respect and understanding from the top down. Create a flexible cultural environment. For example, if a Generation Y employee works from home on projects that do not require interaction with others, do not downplay the importance of the employee or that employee’s contribution to the project. If a 20 year employee had the flexibility to work from home, imagine how the 50 year old employees will feel? In fact, take the opportunity to highlight how contributions can be made from anywhere.
5. Be creative. Establish multiple incentive programs tailored to your company’s various generations. Toss out the idea that one benefit package fits all. For example, an employer may entice a Generation Y employee to increase customer satisfaction by rewarding the employee with free Internet access for a month after a specified number of customers complete an online (favourable) evaluation of the employee. Determine what employees want and reward them with it.

Reference:

1. http://www.insightintodiversity.com/aarjobs/index.php?option=com_content&view=article&id=123:four-generations–one-workplace–can-we-all-work-together&catid=50:april-2009-issue&Itemid=109
2. http://www.skillsportal.co.za/human_resource_management/091021-workplace-generation-gap-article-quotes.htm
3. http://www.workinfo.com/free/Downloads/202.htm 

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