Global solutions for Productive Human Capital


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Any government department and blue chip company, seeks to avoid leadership problems by identifying and selecting the best people for its management positions. However, sometimes people are promoted to leadership positions before they have a chance to master the management skills they need. This is especially true in enterprises/organisations that are experiencing rapid growth and expansion and need to move people up the ranks quickly. Transformation demands or rapid promotion calls are some of the key highlights that pressure executives to use a gut feel in upward hiring of best performers. If you do find that you already have people in these positions who don’t have the level of skills needed to perform at the level you demand, then you need to take steps to help them attain those skills and develop them into the kind of leaders you need in your company.

Nurturing competent leaders and managers

If your current workforce lacks sufficient employees with strong management skills or leadership potential, you may struggle to fill these positions. Even worse, you may end up with people in these important roles who lack the management skills needed to serve as effective leaders. This has a trickle-down effect, as it is likely that the staff who report to (and are supervised by) these ineffective leaders will in turn not perform at their best, either. By nurturing and developing competent managers among your staff, your entire operation benefits. In addition, this ensures that the team members they manage will perform to their full potential, thus ensuring an ongoing cycle of competent performers, and a robust, yet dynamic management pipeline.

Succession planning & talent management

Even the most well run organisations can encounter serious problems during a change in leadership, especially if it happens suddenly. If the transition is unexpected or poorly managed, it can lead to confusion, insecurity and distractions at all levels of the company.
Enterprises that fail to properly plan for a change in leadership can risk serious problems if a member of the executive team departs. Strikes and transformation demands may compel the departure of an executive or manager in a government or private sector company. This may set off a period of disorganisation, during which teams at all levels lack leadership or direction. Worse, it can cause employees to become nervous or fearful about the direction of the company and its current state. All of this creates an environment that isn’t conducive to productivity and success.

Poor Selection Process
An inefficient or disorganised selection process can lead to costly hiring mistakes, wasted resources, higher employee turnover, and a work environment that isn’t ideal. Even worse, if your hiring process doesn’t include adequate background checks, you risk bringing someone into your organisation that may expose your company and employees to a variety of risks and problems.

At PEBS we support and encourage inclusivity in hiring where suitable employees are given a fair chance to compete for available positions. Our range of suites will turn even the most sceptical of employees to accept both the hiring process and outcomes. Our services will turn the most militant trade union or unionist in your organisation to support your management decision when it’s based on sound and impartial practices.

Job Matching
In business as in government, there is nothing worse than hiring a competent person and placing them in a position in which they are destined to fail. Using the PEBS suite of profiling, hiring, leadership and performance monitoring is just what you need to sustain your best performers and give confidence to perform to your sub performers.

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