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HCI Africa Blogs Overview |
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HCI Africa blogs act as a reference library of thought provoking articles and opinions. Our blogs offer thought leadership, and networking opportunities for human capital professionals, and talent-centric line managers and executives.
Feel free to contact our bloggers with questions, ideas, opinions and suggestions about real world-of-work human capital & talent management problems and opportunities.
Current Bloggers & Blog Topics
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Gerhard Badenhorst
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HR Transformation in the Age of Talent: The demands on business to remain competitive in the age of talent wherein the power of Human Capital is fully validated, necessitates the continual repositioning and alignment of Talent Management tactics from the HR organisation. This blog is devoted to thought provoking subjects ranging from new possible mandates for HR in the age of talent through to Human Capital Architecture as an approach to ensure successful HR transformation and continuous HR operational improvement.
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Engineering High Performance Organisations: Performance Consultants have become the new 'Engineers' of business life, & specialise in engineering high performance from a combined people and work processes perspective. Performance consultants are not human resource generalists. Whereas the HR generalist supports the broad human resource needs of individuals and their departments in the context of fair policies and practices for all, the Performance Consultant focuses on helping organisations find systemic-based performance solutions that advance business goals. This blog explores the tools and processes to help organisations find systemic-based performance solutions that advance business goals.
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Mags Shapiro
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Workforce Effectivness: In the face of significant business challenges such as global competition, emerging skills shortages and the need for product and process innovation, companies are looking for ways to enhance workforce effectiveness. Business leaders are exploring ways to deploy people more creatively to meet business priorities, develop talent to achieve potential, engage talent to unlock discretionary effort, and inspire talent to deliver their best performance. Best practice companies are developing comprehensive workforce strategies involving new sources of talent, improved approaches to building skills and managing knowledge, and clear lines of sight from daily tasks to business strategy.
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Ruwayne Kock
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Talent Management: A growing number of today's companies are recognising the need to break down HR silos. These organisations would like to unite multiple internal groups and processes under a strategic enterprise talent management direction-and they acknowledge the importance of measuring business impact. When it comes to transforming the talent management promise into a reality, however, many questions stand in the way: How do you move past planning and into execution? What process, talent or technology investments will be necessary? How can stakeholders work together to chart a course of action, execute on it and measure the results?
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