Sheldon Human Capital Solutions – All about people

4 Jul 2019
Sheldon Human Capital Solutions was recently re-branded to reflect the additional products and services offered to our clients – covering a wide range of human capital solutions.

Tough times are upon us, and Sheldon’s renowned and experienced team, are available to offer their services and advice in surviving these challenges.

We ensure a good understanding of your business and corporate culture prior to providing top candidates, who easily integrate into your organization, or offering solutions that address your specific human resources needs.

Sheldon HCS offers Activios, a high-performance leadership system that, through current, relevant data and timeous decision-making, leads to an agile environment of performance, accountability, transparency and trust – informing, engaging and empowering employees.

Activios is a proven methodology and enabling platform that creates and sustains a high-performance winning culture.

Sheldon HCS also offers a comprehensive product range provided by exprobico – the experts for career, training and competence. The Germany-based and women-owned consultancy business succeeds in identifying hidden potential, in sounding out competences, talents and skills as well as in developing customized career paths – across a wide range of industries and sectors.

exprobico clients benefit from more than 20 years of professional experience in consulting, coaching and determining competencies, backed by a global network of experts.

Within organisations, they specialize in matching individually required sets of competencies with suitable candidates, by conducting tailor-made competence checks. The results of the probico-checks are ideally complemented by a personality profile (R.O.L.E) check, which gives individuals the opportunity to understand their own personal, preferred behavioural styles.

To skilfully adapt to current and future challenges in a changing business world, it is crucial to identify, evaluate and develop individual competences, as ultimately these competences are and will always be, the key success factors for all businesses.

Together, Sheldon Human Capital Solutions, Activios & exprobico, all provide comprehensive business service solutions that no company should do without.

 

Business Hub – Benefits of Psychometric & Competence-based Assessments

25 Mar 2019
THE BENEFITS OF PSYCHOMETRIC TESTING AND COMPETENCE-BASED ASSESSMENTS

Competence-based assessments are becoming more popular in the corporate world. More organizations are beginning to invest resources in competence-based assessments, as they see the benefits of aligning their employees’ competence potentials with their strategic plans.

By putting assessment processes in place, organizations can measure critical competence and take the necessary steps to address areas that need development or to change the tasks that employees perform.

Ways that competence-based assessments can benefit the organization:

  1. Assists in the Recruitment Process: By conducting competence and personality trait assessments, management can use this data to make hiring decisions based on the closeness of fit between an applicant and the organization. (Find the right competence for the relevant work areas).

  2. Identifies Job-related Development Needs: Competence-based assessments can help evaluate employees’ competence potentials against specific job requirements and identify gaps for improvement. Employee development is a prerequisite to stay competitive in the global marketplace.

  3. Supports Continuous Improvement: Competence-based assessments allow you to check and document performance as it relates to organizational and job-specific competencies. This information can be used to support evaluations and for professional growth.

  4. Increases Job Satisfaction: Assessing competencies can help motivate and engage your employees. It assists organizations to recognize the skills, knowledge and potential that employees possess, and it empowers them to take control of their career development.


The Coffee & Muffin session at the Business Hub was on the above topic, was well attended and a lot of interest has been generated with our associated company exprobico (Germany) with regards to the probico competence check and the R.O.L.E (personality) check.

To find out more, please contact Tessa directly on 071 514 4277 or on e-mail: hr@sheldon.co.za

Finding your Power in Tough Times – Business Seminar (13th February 2019)

21 Feb 2019
Sheldon Human Capital Solutions is all about people. People make a community and we are all part of that community.  It is in supporting each other and sharing experiences that the strength of a community is found.

Tough times lie ahead for all of us.  It’s Sheldon’s wish, with their renowned and experienced team, to offer their services and advice to assist with surviving these tough times.

MC, Niels Andersen, set the scene and the speakers each conveyed a specific message:

Adv. Paul Hoffman – it’s election year, what can we expect, what are the risks, what are the positives - all is not lost but be prepared for post-election challenges.

Kim van Kets – what are you scared of? SA is magnificent, so engage and thrive!

Elise Burns-Hoffman – leadership with purpose, the benefits of business coaching, building trust and engagement in the workplace and attaining the best outcomes.

Peter van Kets – how to face adversity, prepare yourself mentally and face the challenges.

Aubrey Bahula – it’s not what you say, it’s what you do that counts. Equip your company with the right tools to get accountability at the lowest levels and create a winning culture.

The seminar ended with the message that it’s possible for organizations to be successful in tough times, with engaged and empowered employees.













     

 

WHY IMPLEMENT POLICIES AND PROCEDURES?

1 Dec 2018
For your policies and procedures to be effective, they need to address genuine needs within a business, making your employees willing and even eager to implement them because they make daily operations smoother and give the business added credibility.

It is easiest to implement policies and procedures, into your company, if they are well designed and relevant to the needs and goals of your business and your employees. (At Sheldon Human Capital Solutions, we are able to assist with the quality design and successful implementation of all your policies & procedures).

Suggested processes to follow:

1. The first step to ensuring compliance begins with involving the leaders of each section of the organization. This will ensure that:

  • policies are not misunderstood

  • the correct terminology is used

  • it makes sense to the employees


2. Prepare a document where you list the policies and procedures that you wish to implement. It is important to include the following information:

  • the purpose of each procedure, and

  • the objectives that they intend to accomplish


3. Hold an initial meeting with staff where you provide an overview of the policies and procedures that you wish to implement. Then hold smaller meetings with more specific instructions regarding how the policies and procedures apply to them.

4. Make sure that all relevant policies and procedures are easily accessible to your employees. That employees from any department and at any level are able to find the policies that apply to them. This will help ensure they do not get frustrated and abandon their attempt at being compliant.

5. Once the policies and procedures are finalized, meet with all department managers to ensure that they have a plan in place for ensuring that all their employees are trained on each relevant procedure.

When implementing new policies and procedures, it is important to note that open communication is the key to their successful implementation. It is also pertinent to ensure employees have full understanding and sign a register or document to acknowledge this understanding.
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Tips on Submitting your CV to a Recruitment Agency

10 Sep 2018
Searching for a job can be a tricky business. If you are applying through a Recruitment Agency, you need to ensure that your CV stands out, as they receive 100’s of CV’s every day.

The first step towards getting your dream job is to make sure your CV impresses the person reading it.

To increase your chance of getting noticed, try following these tips:

  1. Make your CV easy to read – due to the large volume of CVs that are received daily, recruiters only have enough time to scan through them to find any relevant information. To have a poorly laid out CV is a sure-fire way to confuse the person reading it and it will increase the chances of your CV being overlooked.


DO:




  • Make sure the layout of your CV is easy to follow, and that you clearly distinguish between your personal information, your education history and your work history.

  • Check that everything listed under your education history clearly states what type of qualification you’ve achieved e.g. Degree, Diploma, Certificate, etc.

  • Ensure your work history begins with your most recent position first, and then travels back to your earliest positions.

  • For every position on your CV, under your work history, ensure that you clearly state the dates you started and ended, the duties you performed and your reasons for leaving.

  • Finally, look at your CV from an outsider’s perspective – could you follow your CV?



  1. Avoid submitting a scanned or photographed CV – most recruiters use recruitment software to help them deal with the large volume of CV's they receive. Unfortunately, these programmes cannot read scanned documents and so your scanned CV might get lost in the crowd.


DO:




  • Submit your CV as a Microsoft Word document.

  • If you’re worried about your formatting getting displaced if submitted as a Word document, save the document as a PDF and submit this instead.



  1. Fill in all fields when applying online – when submitting your CV online, you are often dealing directly with the agency’s recruitment software, so the more details you fill in here, the easier it is for recruiters to find your CV later and/or the easier it is for them to match your skills with a current vacancy.


DO:




  • Make sure you have either attached a (non-scanned) CV or you have filled in your full work and education history.

  • List all your possible contact details, correctly.

  • Complete as many fields as you possibly can.

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TIPS ON BEING PREPARED FOR YOUR INTERVIEW AND HOW TO MAKE A LASTING IMPRESSION

19 Jul 2018

When you have been invited to attend an interview, you will need to ensure that you are prepared. Generally, you will be one of many applicants applying for a job, so preparation is key and bear in mind, that this is your opportunity to sell yourself.


You will want to make a great FIRST and LAST impression!


FIRST IMPRESSIONS:




  1. Dress appropriately for an interview – wear professional attire and ensure your clothes are not too revealing, too tight or too baggy. Ensure you are clean and avoid wearing too much perfume or aftershave lotion.

  2. Arrive on time – aim for 10 minutes before the scheduled time but don’t arrive too early as you might seem over-eager plus the interviewer may feel rushed. Whatever you do, DO NOT BE LATE! Leaving THAT first impression will make you seem unreliable.


How to arrive on time:




  • Google (and print out if possible) the directions to the interview

  • Prepare what you are going to wear the day before

  • Start getting ready with enough time available should something go wrong

  • Allow enough time to get there and anticipate traffic



  1. Know the contents of your CV – when the interviewer asks any questions related to your CV, make sure you know all the details of your CV.

  2. Research the company and the position you are applying for – during the interview, you will have an opportunity to ask questions, so ensure that you ask relevant questions about the position and company. This will show that you put in effort to prepare for your interview.


LASTING IMPRESSIONS:




  1. Be Yourself – Don’t get caught up in trying to impress that you forget to show your true self. You cannot pretend to be someone else for too long, so just make it easy on yourself and be yourself!

  2. Keep the interviewer interested – people enjoy being in the company of others who make them feel energized, so don’t be negative and dull about everything, instead be positive and interesting.

  3. Be humble and confident – you need to be confident and secure about your abilities but do not come across as arrogant, as nobody appreciates an arrogant person. You need to be confident but humble at the same time.

  4. Listen carefully – when the interviewer is asking you a question, listen carefully to the question, pause and think of your answer, then answer confidently. Don’t let them have to repeat the question.

  5. Body Language – face the person who is talking to you (body language needs to be engaging), sit up straight and make good eye contact with whoever is speaking to you. SMILE as often as you can and shake the persons hand when you leave the room.

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Update on the National Minimum Wage Bill (29th May 2018)

30 May 2018

The National Minimum Wage Bill, which was expected to be passed before the May 1 deadline, is still not finalized as further consultation is needed to make it pass a Constitutional test.


What does the National Minimum Wage Bill state?


According to the Department of Labour, all workers should not be paid less than the set R20 minimum wage per hour. The below three sectors are however, excluded from the R20 per hour level for now, and the minimum wage for these sectors are as follows:


1. Farm/Forestry workers – R18 per hour (90% of the set minimum wage)


2. Domestic workers – R15 per hour (75%)


3. Workers on the Expanded Public Works Programme – R11 per hour (55%)


Learnerships will also have a separate arrangement, as set out in Schedule 2 of the National Minimum Wage Bill.


It should be noted that the National Minimum Wage does not include payment of allowances, payments in kind, tips, bonuses or gifts.


Could some companies be exempt from paying the minimum wage?


The Department of Labour is in the process of developing an online system to help analyse data submitted by employers when applying for national minimum wage exemptions. The exemptions cover employers who can demonstrate that they are not able to pay the national minimum wage.


Employers must note that there would be serious consequences in the case of misrepresentation of facts.

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