HomeTalent Management (Page 8)

By Marius Meyer -  On 5 December 2013 South Africa and the world lost one of the greatest leaders of mankind, Nelson Mandela.   It is now three years later, and the question is whether the world

By Agustina Mendez -  Succession management is vitally important to an organisation’s sustained success. But, to drive future strategy, you must develop a robust leadership pipeline. It is clear that succession does not go deep or

By Marius Meyer -  Since the end of 2014, the SA Board for People Practices (SABPP) has audited 20 companies against the National Talent Management Standard. These audits have revealed some interesting outcomes.  While pockets of

By Carol Butcher -  Many multinationals and retailers and banks in South Africa are looking to invest in Africa; this is not surprising since Africa has some of the world’s fastest growing economies. Africa is a

By Marius Meyer -  On 19 November 2016, HR Managers from the SA Board for People Practices (SABPP) visited the offices of the Harambee Youth Employment Accelerator to conduct mock interviews with the country’s youth.  These

By Ursula Fear -  There are a lot of privileges that go along with being part of the Talent Talks team.  One of them is the exciting people we have the opportunity to meet and interview. 

Training the rookies, coaching the pros and hiring the best. ALAF Limited is Tanzania’s largest roofing sheet producer. The company was incorporated in 1960 and is part of the SAFAL Group. Visit SAFAL Group’s website www.safalgroup.com

by Marius Meyer -  Over the last ten years, the role of CEO’s has changed to become a much broader and all-encompassing position than solely managing an organisation and its people. The new expanded role of CEOs

By Conrad Viedge -  As a business school, our aim is to improve the prospects of our students. One means of doing so is to help them become great business leaders. There can be no doubt

By Patrick Thabo Kheswa -  The reason many organisations are not seeing a shift in their bottom line is an inability to attract, engage and retain top talent. Many talent management professionals are still scratching their