HR Business Partner Series

Description

“After decades of corporate discourse about the war for talent, it appears that the battle is over, and talent has won. Employees today have increased bargaining power, the job market is highly transparent, and attracting top-skilled workers is a highly competitive activity. Companies are now investing in analytics tools to figure out why people leave, and the topics of purpose, engagement, and culture weigh on the minds of business leaders everywhere.” This is according to a Deloitte’s article titled, Becoming irresistible: A new model for employee engagement. 

An employee value proposition (EVP) is a comprehensive ecosystem of rewards, support and recognition that a company provides its employees for them to reach their true potential. Creating, implementing and maintaining an organizations EVP requires a thorough understanding of the organization’s culture and values as well as the needs and expectations of its employees.  

Studies have already shown that organisations that offer growth and development opportunities achieve higher success in recruitment and retention of talent. Having an Organisational EVP in itself is a commitment from an organization to recruit, hire and retain and develop employees. 

The Companies EVP systems has a significant influence on the economic value that the HR department produces for a Company. The HR practitioner plays a crucial role in the successful implementation of an Employee Value Proposition (EVP) plan. They are responsible for defining and crafting the EVP in collaboration with a cross-functional team from the HR department.  

However, there is no one size fits all, thus specialist understanding is required to leverage methods to maximise production, efficiency and strategic alignment, The HR Practitioner must first understand what the organization currently offers and identify its selling points. In case there is already an EVP in place, they need to evaluate its efficacy and identify any changes that need to be made. They need to be part of employee survey programs and they need to understand HR data analysis, reporting and be able to consult focus groups with current and former employees to extrapolate accurate, valuable and translatable information to review and support the organisations EVP. They must also ensure that the right people define the EVP to hold it in good shape and keep it valuable to the organisation. 

To this end, the SEIFSA Human Capital and Skills Development Division will be focussing a series of programmes that together aim to capacitate and empower current HR Practitioners to understand the key elements of a value adding EVP and how to leverage their organisations current systems to enhance and unlock this economic value. A series of 2-hour webinars will cover these key elements and cover current relevant practices that can enhance the HR Practitioners value add. 

Interested HR Practitioners can attend individually or sign up to attend the full series of five (5) webinars that will be run during April 2024. 

Topics that will be covered include: 

• Culture and an Efficient Employee Value Propositioning Programme – Key Elements and how to Leverage these – 08 April 2024 
• Innovative and Impactful Recruitment – Attracting and Retaining Top Talent when resources and skills are scarce. – 10 April 2024 
• Employee Engagement – Key elements and how to survey and intervene for these – 13 May 2024 
• Career Development – The elements, systems and processes to leverage these for Employees, including succession and talent management. – 14 May 2024 
• Benefits and Compensation Management – Job Profiling, Job Evaluation and Grading Systems, Benchmarking and its impact for EVP. – 15 May 2024 

Duration 

Breakfast 

Time 

10:00 – 12:00 

Enquiries 

Tel: 011 298 9400 

Email: sales@seifsa.co.za