"Today's high performers are like frogs is in a wheelbarrow: they can jump out at any time."
Fortune 500 Magazine

Turning Vision into Value through people

STRATEGIC TALENT MANAGEMENT

The PBS Talent Management approach details the connection between organisation excellence and effective people management. The PBS approach to Strategic Talent Management gives an explicit methodology on how to link organisational excellence to people management by systematically identifying, keeping, developing and promoting the organisation's best or high potential people. The Talent Management philosophy is all about aligning the organisation's employees with the current and future needs of the organisation by placing employees in positions that maximise their value. The PBS' proactive talent management approach for the creation and sustenance of organisational excellence, assist organisations to articulate three major issues

The identification, selection, development and retention of "water walkers"
The identification and development of high quality replacements for those positions designated as key to current and future organisational success.
The classification and investment in each employee based on his / her actual and / or potential for adding value to the organisation.

With greater numbers of organisations competing for a declining workforce, organisations can ill afford to lose their talent.
At PBS we assist organisations to create continuous value for stakeholders and maintain competitive advantage by proactively managing their human capital.

SKILLS BASED PAY, MULTISKILLING & SKILLS AUDITS

How does one get the involvement of the shop floor employees such as operators, engineering craftsmen and others within the team working environment and / or work situations where the priorities are maximum plant utilisation and speed of response? How do you motivate Workers Unions / Committees and get that all important buy-in, while requiring that they learn new skills?

Unlike traditional compensation programmes which pay employees based on their specific jobs, skills based pay is tied to the skills individuals can apply in their roles. What makes this concept more attractive at Workers Union / Committee level is that employees with similar skills sets can fill in for each other, maintaining continuity and ultimately productivity, even during absences. Rotating activities also adds variety to the job, eliminating monotony that lowers both moral and efficiency. In interventions that PBS has been involved implementing, a skills audit that entails taking a thorough analysis of both the technical and behavioural competencies as well as the outputs required will commence the project. This provides the platform from which individual skills can be compared.