Tag Archive: business development


Anja Hartman-Weitz, HR Director at Sage VIP

Anja Hartman-Weitz, HR Director at Sage VIP

 

- By Anja Hartman, HR Director at Sage VIP

Talent management adds strategic value to a business and if implemented correctly will help a company to achieve its business goals. In a nutshell it is all about placing the ‘right people in the right role’ for current and future business plans.

A company’s talent management strategy should form part of the overall HR strategy and in the end align with the company’s overall business plan. For example, if the company is building a brand of confidence for the external customers; this confidence will have to be demonstrated by the leaders inside the business. Creating a leadership brand is therefore central in supporting the brand internally. This will help the leaders to focus not only on achieving financial targets but also think of how to motivate and engage employees to achieve these financial goals.

Company culture, forms an integral part of talent management and will attract the right talent for future success. For instance, if you work towards being an employer of choice, your employees are more likely to be loyal, and in the end this will make you as a company a favourable option for the people you want to attract. A company’s culture is not established overnight and links in strongly with the behaviours of the business leaders, the way decisions are taken, the processes and the day to day running of a business.

In Sage VIP, we have found great value in conducting anonymous employee surveys. In these surveys, employees had the opportunity to tell us how they rate certain dimensions in the business, but more importantly indicate which dimensions will make them more loyal towards the company. This formed the foundation in our journey on becoming an employer of choice and we are fortunate to be in a position where talented graduates approach us and want to work at our company.

Building a talent pipeline

One of the main responsibilities for any manager is to ensure a strong talent pipeline.  They have to identify critical skills and competencies required for current and future business goals. In addition to this, the manager also has to identify critical positions and determine which individuals will be capable of taking up these key positions in future.

An analysis of your current talent can be based on discussions with individuals, the output from assessment tools and evaluating the performance of employees over the last few years.

The following should be taken into consideration when determining an employee’s potential:

  • The ability to easily progress to higher and more complex levels
  • Displaying learning agility and is readily adaptable
  • The ability to perform cross-functional assignments and not be limited to geographical or functional discipline
  • Personal aspiration and commitment to succeed

This evaluation process is followed by developing people according to a structured plan, based on the gaps identified between the business plan and the current talent available. It is also referred to as a succession plan.

In any organisation, there will always be employees with a specific talent or critical ‘know how’, on which the company relies heavily. If these employees should exit the business, the impact is usually huge because the skill is not always easy to replace. Managers should aim to reduce the dependency on these critical workers as far as possible.

The succession plan will help to reduce the business risk and the company should have a supply of talent ready to fill this role or be capable of doing broader roles. Replacement plans should be reviewed annually and action plans followed up rigorously – particularly in areas where there are critical gaps.

Talent management and confidentiality

A question regularly asked is, is whether an employee should know if they have been identified as “high potential?” It is important to encourage an open and honest approach with the employee at all times and to communicate with employees where they are in the talent pipeline and what it means to them.

Talent management is not just another HR process. It is important to the survival of any business and managers have a responsibility to ensure talent is managed, effectively and continuously.

Jeremy Waterman

Jeremy Waterman

A New ‘Customer Day’ is Introduced for 2013

Sage will be holding its third annual Sage ERP X3 Global Convention from 8-11 April 2013, in Berlin, Germany. The event will host Sage ERP X3 partners and internal teams for its duration and for the first time will also welcome Sage ERP X3 customers from around the world for the final day of the Convention.

The Marussia F1 Team, a customer and partner of Sage, will be attending the Convention, exhibiting its Show Car and sharing how it has put Sage ERP X3 at the heart of its operations, linking every part of its business for the first time.

During the Convention participants will hear from members of the Sage Executive Committee including Guy Berruyer, Chief Executive, Klaus Michael Vogelberg, Group Chief Technology Officer, and Christophe Letellier, CEO, Mid-Market Europe and CEO, Sage ERP X3. Jeremy Waterman, Managing Director for Sage ERP Africa & Middle East will give an update on the implementation of Sage ERP X3 in Sub-Saharan Africa. He will be joined by Keith Fenner, senior vice president for sales at Sage ERP Africa, who will share some interesting case studies. A great representation of more than 25 Sage Solution Providers from the Sage ERP Africa territory will be attending

Christophe Letellier, commented, “Our customers are at the heart of everything we do and this year we wanted to give them the opportunity to experience the dynamism of the global Sage ERP X3 community and participate in our Convention. There will be a specific event track for customers which will allow for networking, learning and meeting partners and members of our global network. Our partners are an integral part of our success in increasing our business globally and the aim of the Convention is to bring together Sage ERP X3 sales teams and partners so that we can better serve our customers and provide a forum to drive knowledge sharing and growth.

Preactor and Tema Business Systems are confirmed Gold sponsors of the Convention and Ortems are Silver sponsors.

Mike Novels , Chairman and Managing Director, Preactor said, “Being a lead sponsor of the Sage ERP X3 Global Convention 2013 in Berlin is an excellent opportunity for Preactor to promote its partnership with Sage, showcase our innovative solutions to a global audience and network with some of the leading figures in the ERP community. And this year, we anticipate some more good news to be announced about our Sage partnership at the Convention! As in 2012 we expect the Convention to be very dynamic, with a big emphasis on knowledge sharing and relationship building and we look forward to actively participating.”

Batcha Noordin, VP Business Development at Tema Business Systems said: “Our business model is exclusively focused on Sage ERP X3 partners worldwide.  As such, TBS is an active exhibitor at various Sage events throughout the world. However the Sage ERP X3 Global Convention is definitely the most important event having all the active players of the Sage ERP X3 community under the same roof for a few days. This year, Tema Business Systems is a gold sponsor and that reflects our continued commitment towards the Sage ERP X3 ecosystem to whom we provide a value added service ranging from pre-sales support to a dedicated 24/7 helpdesk. We are very much looking forward to connecting with Sage ERP X3 community members again.”

For more information on the Sage ERP X3 Global Convention, go to http://www.sageerpx3.com/gsc

Saul Symanowitz (Divisional Manager: Sage Pastel BEE123) , Hon. Rob Davies (Minister: Department of Trade and Industry), Thulani Fakude (Business Development Executive: Sage Pastel BEE123)

Saul Symanowitz (Divisional Manager: Sage Pastel BEE123) , Hon. Rob Davies (Minister: Department of Trade and Industry), Thulani Fakude (Business Development Executive: Sage Pastel BEE123)

Sage Pastel, has donated R7.5 million of software, training and other support interventions to the newly formed Black Management Forum (BMF) SMME Programme.

Launched this week by the Minister of Trade and Industry, Rob Davies, the BMF is extending its support for the development and empowerment of black businesses in the SME sector.

“With a 70% first-year failure rate amongst local start-ups, small business owners need as much support as possible,” said Saul Symanowitz, head of Sage Pastel’s BEE123 division. “Foundational business systems and basic business knowledge are not always part of an entrepreneur’s skill set and the Sage Pastel business toolkit will go a long way to providing that support.”

Sage Pastel will contribute to the BMF SMME Programme by donating 500 toolkits to participating small businesses.  This business support system, which is dubbed the BMF SMME Business Bundle, covers the key areas of accounting, legal, human resources, BEE and marketing. The retail price of the toolkit would be prohibitive for most small businesses.

Sage Pastel has been the leading developer of business and accounting software for small, medium and growing businesses for over 23 years and acknowledges the importance of this sector in building the local economy.  “This donation is part of our on going support for small businesses in South Africa. SMEs play a vital role in economic growth and employment creation. It is essential to ensure that businesses operating in this sector are viable and sustainable in the long term.” comments Symanowitz.

Minister Davies stated that his department supports the development of strong and productive enterprises, endorsing President Jacob Zuma’s position of the need to develop black industrialists. He also indicated the importance of encouraging symbiotic relations between small and big business, and using BEE codes to ensure small business development and the growth and expansion of a healthy SMME sector.