June, 2015
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The rise of tomorrow’s big spenders: why size in business doesn’t matter

Posted by on Jun 23, 2015 in Press Release | 0 comments

The rise of tomorrow’s big spenders: why size in business doesn’t matter

It is a fact that in today’s corporate space, in both the private and public sectors, businesses are no longer judged on size alone. In fact, this is no longer considered the main criteria say human capital management (HCM) and HR experts, because the reality is that any credible venture that has the resources, expertise and determination to stand its ground, can actually learn from others – irrespective of size. It is a lesson that small-to-medium and micro enterprises (SMMEs) have learnt very quickly. James McKerrell, CEO of HCM and HR services specialist CRS Technologies, says that the local business environment has evolved, the traditional dynamics of large enterprises swallowing up market share and making it impossible for smaller operators to survive simply doesn’t apply. “There are many markets and areas that reflect this … that show how smaller players are not only surviving, but are, in some instances, outdoing larger businesses,” says McKerrell. “Another dynamic is that partnerships are beginning to emerge involving all sized operators, that small and large businesses are working together in a symbiotic arrangement.” The arrangement is based on mutual benefit and equal opportunity. As McKerrell explains, smaller operators can obviously leverage the credibility, influence, resources and opportunities that come with big business association – it is, in most cases, a package deal. “Smaller businesses provide an input, either through manufacture or service or both, and an output in the form of sales, marketing and distribution function,” the CRS leader continues. “When this partnership works, the opportunities to trade, exchange and be responsible and reliable is bi-directional,” But another reality of the market is that these types of relationships take time to forge, to grow and to materialise into something that is transparent and sustainable. McKerrell says SMMEs need to be competitive, dynamic and service orientated and in pursuit of this, there is every possibility of larger organisations ‘leaning’ too heavily in the relationship, applying unnecessary pressure. “Often cash flow comes into play in these spaces – big business determines payment terms and often stretches these, putting the SMME under huge pressure,” he says. “A powerful ally can be detrimental to the SMME, fixed prices and hard payment terms can bury a business.” It is for this reason that McKerrell stresses the importance of open dialogue to be clear regarding expectations and undertakings – in addition to the need to avoid relying too quickly and too much on several large operators or just one. This will ensure that both parties benefit from the relationship. While already large enterprises will benefit from exposure to the agility and flexibility normally inherent in smaller operators (and take advantage of the large base that smaller operators are operating...

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A happy workplace… that’s the bottom line!

Posted by on Jun 9, 2015 in Blog | 0 comments

A happy workplace… that’s the bottom line!

In business, a solid bottom line makes all stakeholders happy. The emphasis is on the word ‘happy’ because it is possible to create a pleasant, stable work environment, be profitable and make customers happy. That is the main theme thoughtfully articulated in a recent blog by Gavin Sharples who expounded on the topic in his Happyology newsletter. Gavin believes a happy working environment stems from a balance between corporate responsibility and personal involvement. His reference to ‘A Happy Bottom Line’ is, as he puts it, “the secret to making massive profits can only truly be achieved with happy staff”. His argument makes sense, particularly given the increasing importance of HR and Human Capital Management in the market today. Effective people management, skills transfer, development and application, as well as employee-driven processes are pre-requisites to businesses having any chance of successfully transforming their environments and embracing digital. Most of us would have heard the saying ‘a happy employee is a productive employee’ and in today’s business world productivity is what sets competitors apart… that and enhanced technology-laden operations, processes and procedures. We can confidently say that Gavin is on to a winner here… his Happyology message is ringing home amongst decision makers. In a market that sways towards people-run businesses, who use technology for people by people and have the ability to retain talent – creating a satisfied, focused workforce makes all the...

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Leading from the front in business is an art – CRS Technologies

Posted by on Jun 4, 2015 in Press Release | 0 comments

Leading from the front in business is an art – CRS Technologies

HCM and HR services company asks whether leaders in businesses can be the disruptors. Leadership by example is a skilled practice, which few business leaders have mastered. It takes continuous dedication and commitment, and results in a strong, growing operation. Experts in the human resource and human capital management space continue to focus on the qualities required by those who want to manage and drive businesses in today’s market. James McKerrell, CEO of CRS Technologies, believes that true business leaders have an understanding and appreciation for the need to serve first and practice that which they ask of their employees. CRS Technologies is an established provider of services, support and solutions targeted at the HR and HCM markets. McKerrell says there are several skills that powerful leaders possess including communication, collaboration, mentoring, teamwork and enabling. As part of the general mandate handed to business leaders these skills are used strategically, in a balanced way, to address challenges and are applied in a way that enhances operations quickly and effectively “Some leaders may have these skills and be exceptionally strong in any number of them, but it is rare to come across someone in charge who has developed a keen understanding of the art of leadership,” he explains. This is mainly because they get caught up in operational matters and forget to actually lead, McKerrell continues. The company believes it takes more than skills to be a good leader. “A strong leader will acknowledge their own mistakes while a poor one will automatically blame others,” he adds. However, the demise of a business can only be put down to poor leadership to a certain extent. “Many successful organisations have poor leaders so it is difficult to blame a company’s demise on poor leadership only. If poor leadership is identified as a problem leading to a company’s decline, the leader should make way for someone else (difficult, as poor leaders often won’t acknowledge that they are the problem),” McKerrell...

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Think beyond convention to recruit top talent

Posted by on Jun 2, 2015 in Blog | 0 comments

Think beyond convention to recruit top talent

It is no secret that skills are in short supply, particularly technical skills, and the need is such that companies are looking for innovative ways to recruit top talent. Technology is at the centre of this recruitment drive and more companies are exploring the virtual route to secure the services of the very best the market has to offer. Online portals are more prevalent and now form part of the mainstream HR recruitment and placement services. We all know that social networks are undeniably influences within the recruitment process. But, in addition to social media, websites are being used to attract the right calibre people. One of the reasons behind the drive to apply technology to manage the recruitment process is because of the dire need for skills. The ‘brain drain’, while purported to be on the reverse, continues to impact most industries and sectors. Technical skills are sought-after, they represent the foundation of any enterprise that aims to be agile and this capability is in demand. We have to bear in mind that quick turnaround time in IT has become the norm, this is what differentiates business today – so skills are a prerequisite. The demand for highly developed social skills as well as technical capability are prevalent – in order to achieve quick results IT personnel are required to understand business needs more so today than before … so a good all round skill is required. And when we discuss the most sought after skills, we are referring to programming language, the ability to adapt, to interact with colleagues, customs and suppliers. Recruitment is an ongoing process and requires consistent review to ensure compliance, that all necessary steps are taken and that businesses are able to get the best possible results. Our advice to the market? Use technology to enable the process, be clear on the requirements, be transparent on outcomes and engage candidates so they understand the...

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