Operational Human Resources

Operational Human Resource Management is an institutional process that maximizes performance levels and competency for an organization. The process includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics. (Wikipedia)

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Job Analysis, Design & Profiling

Our Job Profiling framework allows for easy job grading / evaluation and competency profiling.

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Job Evaluation

We facilitate the Job Evaluation process; it is a critical component of internal and external parity, ensuring the attraction, engagement and retention of talented employees.

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Employment Contracts

We support organisations in the design of employment contracts, ensuring compliance to best practice and legislative requirements.

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Performance Management

We provide an easy way to performance manage your employees with minimum red tape. The focus is on creating a performance culture where the focus is on good feedback.

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Talent Management

We assist with the identification of High Potentials & Succession Planning and maintenance of a database. In doing so, organisations can track the progress of their high potentials and plan succession accordingly.


What our customers are saying about us

Kobus Erasmus

Drawing Office Manager - Thyssenkrupp Industrial Solutions

I have had the honour of working with Karlien for more than five years, during which time she was the HR Business Partner for the Sandvik Mining Systems business unit based in Bedfordview, South Africa. Our industry was subject to serious market instability and this made our task of providing a service very difficult and had a negative effect on our employees. Despite the problems this presented in sourcing and keeping talented and experienced staff, Karlien guided the management team and me through these turbulent times with competence. She provided me with mentorship, assisting growth in my management skills and capabilities. Her support made my job much easier and I always had the freedom to discuss my departmental challenges with her. She combined two very difficult roles, that of being a company representative in ensuring proper processes were implemented and followed in the HR department, and that of being a champion for the wellness of our employees, managing the conflict these situations sometimes created. I really enjoyed working with her and regard her as a valued mentor, colleague and most of all, a friend.