UPCOMING CONFERENCES AND NEW RELEASES
AGILE CERTIFICATION WORKSHOP
Two-day Workshop 15 and 16 November 2018
Protea Hotel (By Marriott), Stellenbosch | Cape Town
Become one of the first people in the world to hold the ICAgile Certified Professional – Agile Talent (ICP-TAL) Certification! Regardless if you are an agile coach, a line manager or an HR professional, you need to understand how people strategy and people operations need to change when working in a company embracing the agile value structure. How do performance management, recruitment, learning and development, compensation and benefits and the way we perform employee engagement surveys change? What are the specific skills that we need to use to run an agile transformation from a people perspective? And is there still a need to do succession planning in the future?
NEW BOOK: AGILE PEOPLE
In Agile People
, management consultant Pia-Maria Thoren outlines how managers, human resources professionals, company decision-makers, and employees can adopt the flexible, fluid, customer-focused mindset of modern tech companies to inspire their workers and strengthen their organisations. This essential handbook explains both the theories and practical applications behind the Agile framework.
THE 2018 EDITION OF THE SA HUMAN CAPITAL & LABOUR REPORT IS NOW AVAILABLE
The 2018 edition of this report provides in-depth and comprehensive data of the latest human capital and labour trends and developments in South Africa. The report will provide you with a better understanding of: Labour market efficiency, employment levels and trends, wage and salary trends and more! This is a must-read report if you want to analyse labour market trends and identify human capital business risks!
ARTICLES FROM HUMAN CAPITAL REVIEW
Interactive Culture Change Model
*BEST SELLER* In my new book, A Journey of Diversity & Inclusion in South Africa which has just been published, I discuss the interactive culture change model. This is a 10-step model routed in direct and active engagement from leadership. This model relies on the critical interplay between the Head (the ‘knowing’ or intellectual buy-in), the Heart (the ‘being’ or emotional buy-in), and the Hands (the ‘doing’ or visible behaviour change). — Nene Molefi, Author, Lecturer, Diversity Collegium member and internationally Thought-leader in diversity and inclusion, values-driven leadership and transformation and author of A Journey of Diversity & Inclusion in SA
Restructure or Reconfigure?
Continuously changing markets dictate that companies have to reorganise. The advice that leaders receive, however, is just as fluctuating, as they constantly receive differing advice on when and how to reorganise. Some will say that the company requires a new structure, some will say that the current structure should be revisited, some may say that the benefits of reorganisation outweigh the costs, some will be more skeptical, some might say that the work can be accomplished before the conditions change again, while others will claim that it’s too risky. — Dr Mark Bussin, Chairperson, 21st Century, Author of Organisation Design for Uber Times