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      ThinkSales State Of B2b Sales In South Africa 2021 Survey

      The 7 Strategies of SA’s Strongest B2B Sales Performers for 2021

      ThinkSales State Of B2b Sales In South Africa 2021 Survey

      3 Sales Strategies SMEs Can Borrow from SA’s Strongest Performers

      ThinkSales State Of B2b Sales In South Africa 2021 Survey

      SA’s Strongest Salesforces Focus on Value, Not Discounting

      ThinkSales State Of B2b Sales In South Africa 2021 Survey

      ThinkSales State Of B2b Sales In South Africa 2021 Survey

      Devastating Financial Gender Gap Has Grown: Women Are Better Investors, But Retire With 30-40% Less Than Men

      Why SMME’s Need To Think Small

      Devastating Financial Gender Gap Has Grown: Women Are Better Investors, But Retire With 30-40% Less Than Men

      Five Money Management Principles To Start 2021 On The Right Financial Footing

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      Home BUSINESS Staff Managing Staff

      HR Management Basics For The Small Business

      Madelein Taljaard by Madelein Taljaard
      Mar 13, 2016
      in Managing Staff
      0
      Madelein-van-der-Watt-Sage
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      RelatedTopics

      7 Steps To Building The Perfect Team In Your Business

      How Outsourcing HR Can Optimise Your Human Capital

      How You Can Give Back To Your Employees


      Figuring that they can’t afford to hire full-time human resources (HR) specialists and thinking that outsourcing this function is more pain than its worth, many SMEs deal with HR management by ignoring it as best as they can. But small businesses owners that want get to the best possible results from the people they hire must take HR seriously.

      If you manage them well, your people can be your biggest asset. But if you don’t follow labour regulations and procedures to the letter and fail to unlock your employees’ potential, they can quickly become a drain on the health and profitability of your business.

      Here are five steps to healthier HR for small businesses:

      Draw up employment contracts and workplace policies

      You need to put in place a company policy that covers your basic terms and conditions of employment, including leave, working hours, remuneration and rewards, workplace conduct and a disciplinary code.

      Encode this policy in an employment contract signed by you and your employee. Ensure that your employment contracts and policies are aligned with South African labour law by consulting the Department of Labour for free advice or paying a professional to draw up proper documentation.

      Enforce your policies firmly and fairly

      Once you have drawn up your policies, enforce them fairly and consistently. Don’t let small breaches of your policy slide unless you want set precedents for poor workplace discipline – if someone is late for work without permission, reprimand them the first time.

      The same rules should apply to all employees and they should be enforced without favouritism or exception as far as possible. If you do need to make exceptions to a workplace rule or policy, explain why.

      Performance management

      staff-meeting

      Though performance management at an SME does not necessarily need to be as formal as at a large organisation, do take the time every six months or so to discuss workplace performance with each employee.

      Discuss your requirements, help them set goals, evaluate performance and examine opportunities for training and development. And align bonuses and increases with performance so that employees will regard these as a reward rather than a standard entitlement.

      Put a disciplinary code in place

      You might require professional help in setting a clear disciplinary code for when employees are in breach of your policies. It’s important to consider the guidelines set out in South African labour law when disciplining an employee and to thoroughly document the procedures you follow in case you end up in a hearing at the Commission for Conciliation, Mediation and Arbitration (CCMA).

      Be fair and reasonable – you can’t fire someone the first time you suspect they’ve called in sick because they’re off to watch the cricket.

      Take the wellbeing of your employees seriously

      Healthy, happy and financially secure employees are likely to be more productive. So try to ensure everyone has some basic medical cover, offer them retirement funds, and even consider income loss cover.

      Remember that your employees are people with families, financial problems and bad days. You don’t need to shoulder all their personal problems, but you do have a responsibility to treat them with fairness and empathy.

      Closing words

      You probably did not start your business to deal with the woes of managing people but to reach your goals you need other people to take care of day-today business while you grow your passion.

      Managing your employees’ expectations, performance and actions are important to get the best possible results and at all times you need to operate within the boundaries of the law.

      Failing to follow the right procedures will get you in as much trouble with the CCMA as outright exploitation of your workers. It’s a good idea to understand your rights and responsibilities so that you can enjoy harmonious and productive relationships with the people you employ.

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      Madelein Taljaard

      Madelein Taljaard

      Madelein Taljaard is an expert in areas of employee tax and legislative changes affecting payroll. Madelein joined Sage Pastel Payroll in 2000. She is currently Group R&D Development Manager for Sage Australia, Asia, Middle East and Africa, as well as Senior Product Manager for Sage Pastel Payroll & HR. She is responsible for the development of Sage Pastel Payroll & HR software as well as Sage Pastel Accounting’s desktop products. In addition, she manages the integration of Sage Pastel desktop products in South Africa into other Sage initiatives like Sage Pay. Madelein has a BCom in financial management and has 16 years’ experience in personal income tax and employee tax.

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