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Broad Based Black Economic Employment

B-BBEE: Is Your Strategy Transactional or Transformational?

B-BBEE: Is Your Strategy Transactional or Transformational?

by Anusha Mariemuthu

Are you shifting paradigms, changing behaviour, and making valuable long-term strategic contributions to the economy or are you just transacting on your scorecard on an operational level to achieve the required points in your organisation?

Is your organisation a good corporate citizen who continuously contributes towards South Africa’s progress as a country, economically and socially through empowering communities, small businesses, individuals and creating jobs?

Companies must understand that economic transformation is a national economic priority, and that B-BBEE (Broad-based Black Economic Empowerment) is every South African corporates’ responsibility.

A company’s transformation initiatives at a high level needs to focus on the below broad areas

  • Ownership : Ensuring that equity are made available to black communities and assisting them access financing/ funding to fund their equity.
  • Skills Development : Empowerment through education and creating opportunities for previously disadvantaged employees and youth, through accelerated skills development programmes (learnerships, apprenticeships, internships, bursaries and employment opportunities).
  • Employment Equity: Employees must be afforded the opportunity to advance their knowledge, skills and abilities in order to be promoted. This process should be linked back to Talent Management and Succession Planning and not tokenism. Employment Equity and your employees should be viewed an integral element of a company’s overall transformation strategy for the removal of the economic legacies of structural inequality. 
  • Procurement : Procuring goods and services from South African black-owned enterprises, who are EME’s and QSEs while working with them to develop their businesses.
  • Responsible sourcing: According to the International Chamber of Commerce is “a voluntary commitment by companies to take into account social and environmental considerations when managing their relationships with suppliers”.
  • Small business Development and Communities : I​nvesting in communities, in black entrepreneurs and in projects that support small business growth and development thereby stimulating economic growth

So how do we start doing this?

Before you even begin this journey, chose a good change management model , like ADKAR to enable your business transformation to take place.

The first step is to establish a B-BBEE related Organisational Transformation Strategy, that is aligned to your business Strategy. Talk to business through their Profit and Loss (P and L) and show them how transformation makes good business sense.  Below is a high level view of how this journey in your business should look like. Create a road map for a  successful Transformation journey , by showing people how to make this transition as  a company together.

  • Shared Vision: Within your company, co-create and establish a Shared Vision for an organisational transformation related to B-BBEE.
  • Establish leadership over the process and ensure ownership, responsibility and accountability is in place so that your people can make this happen.
  • Knowledge  is powerful and an enabler: Create capacity in the Leadership and support functions by sharing information and ensuring that they acquire the required level of knowledge and skills to be able to implement the organisational transformation vision (Use Change management programmes, like ADKAR to achieve this).
  • Ensure Ownership is shared by key individuals in strategic positions across the business by ensuring that they have B-BBEE related Key Performance Indicators (KPIs) and that these individuals cascade responsibility into their respective areas in order to ensure accountability can be held.
  • Good Governance: Align all related operational governance which will empower and enable all related business managers to support the implement the organisational transformation process. Create an effective monitoring, measurement and reporting structure to ensure accurate visibility is achieved and maintained allowing for effective performance management over the process, show progress on the B-BBEE objectives and to manage the associated risk.
  • Ensure the transformed organisation is maintained through periodic assessments of the levels of compliance with the Compliance Framework and the progress of the company’s B-BBEE Score.

Lastly, keep your people informed (through townhalls, performance reviews, newsletters), get feedback and tell them how this journey is proceeding. This will keep them engaged and energised to make it a success.  Make B-BBEE Transformation part of your company DNA.

More importantly, keep the passion.

Anusha Mariemuthu is a passionate, seasoned Transformation and Human Resources professional with a myriad of experience that spans across all pillars of the scorecard. For more information on our B-BBEE consultancy services, contact us here.

Managing By Project with Davis & Dean

Managing By Project with Davis & Dean

Practical project management experience is difficult to gain in a classroom. Ideally, we would like our project management teams to have prior experience however, this is not always possible.

Davis & Dean, project management training experts, have developed Managing By Project (MBP), an extensive workshop where students are able to navigate through online project management scenarios, combining both the science and art of project management.

i-Fundi has partnered with Davis & Dean to give students a holistic training experience when completing their Project Management NQF 5 qualification. The three-day workshop is built into the 12 month programme where students take the concepts and principles taught and put them into practice.

MBP is a simulation of actual management processes programmed in artificial intelligence allowing participants a complete, realistic experience. Projects unfold differently based on each learner’s decisions upon randomised situations. Learners have a realistic experience applying the principles of project management.

The MBP workshop achieves the following outcomes:

  1. Core Skills Integration: –
    Integration of leading, managing and team work as learnable soft skills that each student develops.

    • Leadership: Building strong relationship with relevant stakeholders to later leverage off;
    • Management: Planning, organising and controlling project approach with a time-phased and task-oriented approach;
    • Teamwork: Introduction to science of teamwork and develop teamwork skills for a high-performance team.
  2. Project Fundamentals: –
    Fundamental project planning tools.

    • Project definition: defining the scope of work;
    • Task List: tasks to achieve project objectives;
    • Work breakdown structure: List of tasks are grouped or ordered;
    • PERT: Relationships between the tasks are defined and the critical path found;
    • Gantt: project timeline developed from PERT diagram, start to finish.
  3. Analytical Techniques: –
    Applying analytical techniques during the iterative process of planning, executing and monitoring and control to overcome project deficits and take advantage of opportunities.
  4. Stakeholder Plan:
    Identifying stakeholders and their interest and influence to develop a stakeholder plan which then is implemented through workplace simulation.
  5. Communication Plan:
    Developed alongside stakeholder plan, followed through project implementation.
  6. Human Resource Planning: –
    Ensure optimal usage of available resources through a levelling exercise.
  7. Financial Plan: –
    The human resource plan together with additional budgetary items are developed into a financial plan using a bottom up and top down process.
  8. Project Implementation: –
    Planning reports are generated, results analysed and control tools updated on a weekly basis.
  9. Project Reporting: –
    Effective project reporting from task managers to projects teams, thereon to management.
  10. Project Controls: –
    Additional control tools are introduced for maximum effect.
  11. Risk Management and Contingency Planning: –
    Integrating risk management and contingency planning exercise.
  12. Project Management and Leadership: –
    Level, timing and influence of management and leadership principles.
  13. Project Monitoring and Control: –
    Key Performance Indicators established are used in managing the monitoring and control processes.
  14. Project Closure: –
    Complete necessary administrative duties and prepare final project report.

Proposed Changes to BBBEE Codes of Good Practice

The proposed amendments to the DTI Sector Codes were issued for public comment on the 29 March 2018. Many companies are struggling to maintain their existing scorecard levels under the amended codes, let alone now understand these proposed amendments. Join our next Community of Experts event led by Reabetsoe Nengwenani, Technical Specialist at the BEE Chamber to understand what these proposed changes mean as well as the resultant impact on your business if gazetted. You will also have the opportunity to ask questions to the BEE Chamber in this regard in order to clarify your understanding.

Programme outcomes

  • Introduction to Ifundi  and Ubuntu initiative ( 9.00-9.30am)
  • Discussion on the Proposed amendments to the BBBEE  codes(9.30-10.30am)
  • Q and A session with Industry Technical Expert (10.30-11.00)
  • Presentation by Anusha Mariemuthu on BEE Chamber ( 11.00-11.30)
  • Closing

Speaker's Details

Reabetsoe Nengwenani, Technical Specialist at The BEE Chamber holds a  B Com Accounting Degree (WITS), B-BBEE MDP (Unisa), Postgraduate Diploma in Business Administration (WBS). Reabetsoe has extensive experience in B-BBEE transformation with previous experience in consulting and Transformation lead at a IT multinational company and also serves as a Trustee Member  on a Board Based Black Empowerment Trust. She is passionate about contributing towards initiatives that driving Economic Development for South Africa & driving initiatives that will see economic participation and growth for those previously disadvantaged.

Anusha Mariemuthu holds a B Com(Hons)-Cum Laude from the University Of Durban Westville and is an expert in the Transformation space , specialising in skills Development. Anusha has 13 years of  specialised experience implementing  sustainable  BBBEE and Transformation strategies, Change Management and Learning and Development.

Getting Skills Development, Employment Equity and Broad Based Black Economic Employment right

Many executives feel overwhelmed by never ending compliance demands. Just when you thought you have come to terms with the current requirements of government, the goal post are shifted again.  No wonder many companies choose to do only what is necessary, no more. This workshop explores what companies can do to master the challenge and make the legislation work for themselves and the country.

This event seeks to answer:
  • How three pieces of legislation – Skills Development, Employment Equity and Broad Based Black Employment Equity – can be implemented in a way so that they support each other.
  • Why the problem of skills shortages remains largely unanswered even though the Skills Development Act was passed already 1997? Are we looking for solutions in the wrong places and stuck with a rearview mirror view of the future?
  • And if we are using skills development as one of the contributors towards achieving employment equity, why isn’t transformation happening more rapidly and why is there still so much unemployment and lack of entrepreneurship skills within the designated group of our society?
Join our ‘Community of Experts’ event to:
  • Explore how as HR business partners you can shape solutions to these challenges in 2013
  • Optimize the use of time, money and energy to get desired results in terms of compliance with legislation whilst achieving business objectives and making a profit.
The workshop is presented by Debbie Kennedy who has been consulting to HR business partners since 1998. She believes that if we could see opportunities for solutions, in spite of the obvious challenges, it would change the way we respond. Collectively we can make a meaningful difference and contribute towards our rainbow nation moving forward in terms of its biggest asset, our people.

Compliance 2013

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