Search Results

SA News | 30 March 2023 The use of technology commercialisation can contribute to economic transformation through the introduction of diverse new products and services in the market. This is according to Deputy Minister of Trade, Industry and Competition Fikile Majola who was addressing the Fourth Intellectual Property and Technology Commercialisation Colloquium on Wednesday at the North-West University. Majola said a well-designed and well-performing intellectual property regime could improve the innovative capacity and competitiveness of the economy. “Intellectual property is one of the key interests in the quest for growth, development and competitiveness in the digital world. “Advancement in knowledge as broadly conceived is a key driver of economic prosperity in the twenty-first century. The linkage of intellectual property and economic development contributes to international economic integration and more rapid innovation,” Majola said. The Deputy Minister said the country must move towards the creation of a new economic environment in which the management of knowledge plays an essential part in the creation of wealth and sustainable jobs. He said South Africa needs to embrace the Fourth Industrial Revolution as part of the ongoing economic recovery plan and to advance the industrialisation agenda. The Department of Trade, Industry and Competition (the dtic) and the Department of Science and Innovation co-developed the National Technology Commercialisation Strategy (NTCS) with the intention to accelerate commercialisation of locally developed novel technologies within South Africa and in foreign markets. This can ultimately result in the creation of new products, as well as the establishment of new businesses and industries, which can serve as a base for a full-scale localisation and industrialisation. Majola indicated that it was important for policymakers to ensure that practices and policies targeting improvements in the regime were consistent with and integrated into a larger effort to improve policies. “I am made aware that the dtic and the North-West University are in the process of concluding a Memorandum of Understanding that outlines strategic areas of collaboration. “These are inclusive of regular training and awareness raising on the importance of intellectual property protection and commercialisation. I am happy that among the areas of focus, this Memorandum of Understanding will also include the development of production capacity for small, micro and medium enterprises (SMMEs),” the Deputy Minister said. The Deputy Vice Chancellor of the North-West University, Professor Jeffry Mphahlele, announced that towards the end of 2022, the university received news from NIMPO based on the second survey of Intellectual Property and Technology Transfer. The survey employed specific indicators that government and its stakeholders use to measure the capacity, outputs, targeted outcomes and ultimately impact of publicity funded research and development. “It was a huge honour and great pleasure for the NWU to be ranked amongst the top three revenue earners amongst higher education institutions for 2012 and 2017 and top five revenue for 2018. The recognition affirms the cutting-edge research and innovation capacity at NWU and the fact that NWU is a leader in IP creation and commercialisation,” Professor Mphahlele said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sanews.gov.za/south-africa/transforming-economy-through-innovation

Editor | 29 March 2023 To continue celebrating International Women’s Day (IWD), Uber hosted an event for women drivers in Nairobi to launch GigSister, a community based initiative to empower women drivers and delivery people on Uber. GigSister, created by Women at Uber, is designed to connect, grow, and empower a community of women drivers and couriers on the platform through an array of initiatives. The program, which has already achieved success in parts of Europe and the UK, sees Uber teaming up with like-minded partners, including Google and L’Oreal, to uplift and empower women through mental health support, motivation and self-promotion, as well as self-defence training. As part of the GigSister initiative, Uber has teamed up with Google to host a series of #iamRemarkable training for women earners. The training is designed to equip the earners with leadership tools they can use to position themselves for success in running their businesses. With the gender gap in ICT in Africa being at 23%, the African Union strategy for Gender Equality and Women’s Empowerment aims to enable women and girls to become more active users and influencers of the technological space. The aim is for women to unlock greater gender enabling e-solutions for funding. This is the motivation behind Uber launching the GigSister initiative, to ensure that they are bridging this gap for women earners on the platform. Speaking at the event, Uber’s Head of Communications East, and West Africa Lorraine Onduru commented, “We are so happy and proud to launch this initiative to help eliminate barriers for women in the gig economy. We want to support women, provide them with a platform to network, and make them feel empowered to get into the tech space, and make a living out of it.” Dorothy Ooko Head of Communications & Public Affairs, Africa at Google added, “We are pleased to partner with Uber to roll out the #IAmRemarkable training which will help more women celebrate their achievements in the workplace and thrive in their businesses in the tech space. We believe this is a step in the right direction to ensure that women are equally equipped with the information, support and opportunities they need. Uber joins over 1000 companies that have implemented #IAmRemarkable in their organisations to empower the women drivers and couriers and drive allyship.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.africa.com/uber-announces-community-empowerment-initiative-for-women-earners-on-its-platform/

Jeremy Maggs | 30 March 2023 Picture: 123RF/ROMAN MOTIZOV New proposals are aimed at achieving a substantial change in the racial composition of ownership and management. Continuing lack of access to market share and capital is one of the key motivations behind new proposals put forward by the marketing, advertising and communication (MAC) charter sector code that is out for public comment. The code affects the BEE scores of agencies that form part of the R30bn sector. According to research by the Sanlam Gauge, the BEE Commission and the Interactive Advertising Bureau South Africa that was presented to parliament, transformation targets set out in the 2016 sector code were “minimal and easily achieved”. The MAC council is made up of a number of industry bodies, including the Association for Communication & Advertising, the Marketing Association of South Africa, the Advertising Regulatory Board and the Public Relations Institute of Southern Africa. Several key proposals have been made, including those relating to voting rights by black people in the entity being raised to 75% from the current 50% to achieve five scorecard points. Additionally, voting rights by black women in the entity are raised to 51% from a current 15% to achieve three points. In the preamble to the proposal, the MAC council says a limited number of medium-sized businesses — let alone large businesses — are owned and controlled by black people in the sector. The document says most black entrepreneurs have indicated that access to market and capital has been the main challenge in acquiring equity in businesses or start-ups. The new proposals are aimed at achieving a substantial change in the racial composition of ownership and management, increasing effective economic participation for black-owned and black-managed enterprises and advancing the meaningful participation of black people in the mainstream economy. It’s also proposed that economic interest in an entity to which black people are entitled be raised to 51% from 30% to achieve four points and to 40% from a current 15% to be awarded three points. There are proposals that relate to supplier development, for example that broad-based BEE (BBBEE) procurement spend be raised to 80% from the current 15% to achieve five points on the scorecard. The proposals will no doubt we welcomed by the recently formed Black Agencies Network Association (Bana), created in the wake of calls to transform the industry by the South African Human Rights Commission, which conducted an inquiry into the sector. At the time, Bana chairperson Groovin Nchabeleng told the FM it was critical that unheard black voices in the industry be heard. The FM has reached out to several agencies for their reaction to the proposals and the effect they will have on business if they are activated. Most agencies declined, with some offering the traditional response of the proposals being studied carefully. Thabang Skwambane, CEO of Nahana Communications Group, which houses the big FCB agency, told industry website MarkLives: “We understand the viewpoints that have been raised by small up-and-coming agencies that it can be difficult to break into the market. We also recognise that this is especially the case for 100% black-owned entrepreneurs. We strongly believe that there needs to be significantly more successful 100% black South African-owned businesses in the marketplace.” Media strategist Gordon Muller believes advertiser BEE status needs to be measured based on the final transaction — “the place where I pay for the audience”. He says: “If the money doesn’t include the genuine small media owners or culturally aligned content creators, the whole thing is a farce. You can get your BBBEE status approved on 5% of your budget and I can give the other 95% to foreign companies like Meta and Google and not one cent stays in the country. How can that be considered transformation?” Muller says an industry measure needs to be created that aims for cognitive diversity, not demographic realignment. “Reward advertisers with BBBEE points for creating content in all 11 official languages, for instance. If the most important global development is brands with purpose, we need to support media with purpose and give points to advertisers who support community media — and double tax breaks for advertisers who shoot local television commercials rather than use global work. “If you start shooting television commercials in Zulu and Sepedi, you’ll have to employ black talent — that’s natural transformation. What’s the point of employing a black copywriter so that they can sit and back-translate bad concepts from Western Europe and North America?” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/redzone/news-insights/2023-03-30-advertising-industry-debates-new-bee-scorecard-targets/

An organisation’s ‘Leviable Amount’ is defined in the fourth schedule of the Income Tax Act . It is the total amount of remuneration, paid or payable or deemed to be paid or payable by an employer to its employees during any month for purposes of determining the employer's liability for any employee’s tax in terms of that schedule, whether or not such an employer is liable to deduct or withhold such an employee’s tax. Essentially, the determination of an organisation's ‘Leviable Amount’ is based on its payroll. Therefore, only employees on the payroll determine the variable amount of Skills Development over an organisation's measurement period. Thus, an employer must use the total amount of remuneration to determine the Skills Development Levy. As per the 2008 Verification Manual, the source of evidence of an organisation's ‘Leviable Amount’ would be payroll documentation and its annual statement. Skills Development Services are available to guide members on any issues relating to their ‘Leviable Amount’.

Paramount to the success of any B-BBEE Strategy is the holistic knowledge of the definitions and interpretations held in Schedule 1 . The core reason is that definitions contained within other pieces of legislation, in some instances, differ from Schedule 1. Schedule 1 directs that: Interpretation of the Codes must be according to the provisions in Schedule 1 unless the context requires a different meaning. In interpreting the provisions of the Codes, any reasonable interpretation consistent with the objectives of the Act must take precedence. Words importing persons shall, where the context so requires or admits, include individuals, firms, partnerships, trusts, corporations, governmental bodies, authorities, agencies, unincorporated bodies of persons or associations and any organisation having legal capacity. Technical Compliance Services are available to assist members with understanding definitions.

Many organisations opt to use third parties in the implementation phase of their B-BBEE Strategy, which the Codes of Good Practice allow for. However, an organisation may only claim the spend from the time the Beneficiary, not the third-party facilitator, receives it. In addition, a B-BBEE claim is reserved for the originator of the funds and not the third-party facilitator. Essentially, a B-BBEE Verification will follow the money and evaluate the claim from the time it reaches the end Beneficiary. Scorecard Monitoring Services are available to guide members on third-party facilitators.

Thank you for attending the session we hope to see you again soon. for upcoming events follow this link https://www.bee.co.za/training

Staff Writer | 29 March 2023 Rectron says internship and learnership programmes are crucial to South Africa’s effort to combat unemployment. The company notes that according to Stats SA, as of the end of February 2023, the country’s unemployment rate is 32.7%, one of the highest globally. “While this figure may have dropped slightly in recent months, there is still a high unemployment rate among the youth. According to Stats SA, 43.4% of people between the ages of 15 and 34 are unemployed – a concerning amount given that this age range makes up more than half of the country’s employable workforce,” the company adds. According to André Witbooi, learning & development manager at Rectron, the company's development programmes are aimed at addressing ICT sector scarce skills. Lebogang Dire, talent acquisition specialist at Rectron, says the company's internship programme focuses on developing people from previously disadvantaged communities, aiming to "equip school leavers with the necessary skills to have a career and earn a living for themselves and provide for their families.” According to Lebogang the programme is intended to absorb all of the interns into Rectron’s business as full time employees at the end of the year-long internship. Since the initiative was started in 2022, Rectron has been able to offer permanent positions to all its interns across its different departments including IT and technical solutions, finance, HR, logistics and supply chain management, she says. Much needed breakthough For Mpho Molete, 26, becoming a Rectron intern as a graduate was the opportunity he needed to enter the formal employment space. “Before joining the programme, I was actively in the job market, searching for learnerships, internships, any entry-level positions. I even took a chance and applied for some managerial positions,” says Molete. “By the time I saw the Rectron Internship advertisement, I had applied to 60-something different roles and jobs.” While on LinkedIn one day, Molete saw Rectron was looking for a human resources (HR) graduate and sent off his CV. Two weeks later, he went through a couple of screening questions on the phone before he was invited to two more rounds of interviews. Molete was then offered a spot on Rectron’s 12-month internship programme with 11 other graduates and joined the HR department as an intern. During his first year at Rectron, Molete was exposed to the different job functions within HR including recruitment, learning and development, payroll, and health and safety. “My experience as an intern was amazing,” says Molete. He believes the Rectron Internship Programme prepared him for the more challenging transition to permanent employment ithrough not only exposing him to the different HR job functions, but also letting him pick up important soft skills such as time management, communication, and goal setting." ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.itweb.co.za/content/PmxVE7KEaY2qQY85

BR Reporter | 29 March 2023 Kgomotso Sekhu (YES Alumni), a business intelligence data analyst Nedbank (right to left), Ravi Naidoo, the CEO of the Youth Employment Service (YES) and Mawanda Faniso (YES Alumni), an advanced Aerial Drones pilot. Photo: Supplied The Youth Employment Service (YES) has deployed 100 000 young South Africans into the private sector within just four years, the private sector funded non-profit said in a statement on Wednesday. YES works with businesses to place or sponsor unemployed youth in 12-month quality work experiences that are fully funded by the private sector, giving them the critical experience and skills that they need to secure future employment. In the process, these work experiences have seen R6 billion in salaries injected into local economies across South Africa. “With most of these youth coming from disadvantaged backgrounds, they have the chance to not just change the course of their lives but also that of the country," said YES CEO Ravi Naidoo. He said YES hadn’t just created 100 000 jobs, it had given young people the skills, work experience and social networks they needed to contribute to the economy for the next 40 years and beyond. “It is these future professionals, entrepreneurs and change-makers who will drive our economic prosperity in the years to come,” said Naidoo. “The fact that two out of three youth are currently unemployed keeps us awake at night. It must do the same for all of South Africa, especially corporates,” he added. This as 61% of YES Youth coming from social grant-recipient households and 77% with dependants, their incomes benefit entire families and even communities. These youth also work in industries and roles that build their local villages, towns and economies. Given the low rates of economic growth, Naidoo said South Africa was currently producing neither the volume nor type of jobs required to reverse the current unemployment trend. Currently, more than 400 000 new job-seekers entered the market every year, but the country has only created an average of 150 000 net jobs per year over the past 10 years. “What we need are jobs and initiatives that have a multiplier effect down the line. We must find ways to turn one job into 10, or more. This can only be made possible by unleashing the potential of the country’s youth, creating a talent pipeline for young people from poor households to enter the economy and become the drivers of the changes that the country so desperately needs. “If South Africa is to succeed over the next 10 years, we need to get as many of your talented youth as possible into meaningful roles in the economy,” he said. Research showed that 40% of YES alumni were currently employed and 15% were involved in entrepreneurial activity – higher than the national average. Data released earlier this month from Statistics South Africa (Stats SA), looking at the last quarter of 2022, showed that the youth unemployment rate measuring job-seekers between 15 and 24 years of age rose to 61%, up from an over two-year low of 59.6% in the previous period. YES said one of them, 25-year-old Chulumanco Lonwabo Nomtyala, a Microsoft YES alumnus based in the Eastern Cape, had designed an app called Soft 4IR Apps that would help people apply seamlessly for housing subsidies. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/business-report/companies/yes-reaches100-000-jobs-mark-giving-youth-vital-access-into-private-sector-1ba0bf5f-85a1-4f29-82f1-e872ebb84411

Brad Fisher | 30 March 2023 Picture: 123RF/ELNUR The proposed amendments fall short of the mandate to drive meaningful participation and may even have the opposite effect. In an effort to drive meaningful participation among black South Africans in the marketing, advertising & communications (MAC) industry, the department of trade, industry & competition recently proposed updates to the broad-based BEE (BBBEE) sector code. The intent behind the updated legislation is to accelerate the rate of transformation and address social injustice in the sector by improving ownership, management control, skills development, enterprise development and supplier development initiatives, while contributing to socioeconomic development in the country. However, we believe the amendments fall woefully short of the code’s mandate to drive “meaningful participation” and may, in fact, have the opposite effect. The MAC sector code applies to organisations that derive more than 50% of their profit from advertising, public relations and marketing communication across all media, including digital platforms. The updated regulations will, among other stipulations, require sector companies to boost the BEE contribution to company ownership and procurement from 50% to 70% to remain compliant. With these proposed amendments the sector has a unique opportunity to drive meaningful reform and positively contribute to socioeconomic upliftment, as small-, medium- and micro-sized enterprises (SMMEs) are the key drivers of economic growth and development. The National Development Plan forecasts that SMMEs will generate more than 90% of all new jobs by 2030. However, rather than take up the mantle and lead the way for other key economic sectors, the proposed sector code updates will simply perpetuate the narrow enrichment that creates industry fat cats. While the intent of the proposed changes is laudable in principle, the reality is that the BEE model in SA is defunct, and the codes do not work to support grassroots development, especially regarding enterprise development and supplier development initiatives. Fronting structures Little or no money generated from the BEE codes through ownership and preferential procurement reaches sectors that need it most — the two lowest-income categories comprising the informal and microbusiness sectors. Unsurprisingly, the new proposed legislation for the MAC sector will also fail to reach the grassroots level to empower more people, particularly among microenterprises, independent contractors and the informal sector. The proposed amendments to the terms of ownership that apply more rigid criteria for a larger proportion of black ownership, will most likely lead to more arbitrage opportunities for unscrupulous businesspeople to create fronting structures that allow companies to maintain the status quo. The amended legislation makes little provision to create a broader ownership base by only allocating three points to genuine broad-based grassroots participation in companies. Applying heavier weightings to this ownership category is vital to broaden the financial impact of this legislation and drive meaningful change through a transfer of ownership in the sector. Regarding procurement, there is nothing in the updated legislation that pushes companies in the industry to preferentially use small businesses, microenterprises or informal sector businesses. In its current guise the legislation awards points for procuring goods and services from businesses from qualifying small enterprises — 51% black-owned businesses that generate less than R50m in annual turnover — and exempted microenterprises with annual revenues of less than R10m. These criteria in effect disincentive companies from working with the most important yet largely marginalised sector of the economy — small businesses generating less than R1m per annum in revenue and informal sector businesses, including all traders or service providers that are not in full-time, secure or stable employment and generate less than R200,000 in annual revenue. Remains trapped The issue is that companies can simply accumulate the required points by procuring from a few qualifying small enterprises and exempted microenterprises rather than distributing procurement budgets across hundreds or even thousands of smaller enterprises or individuals. As such, money remains trapped at the top of the funnel and none filters down to those operating at the bottom end of the revenue spectrum, which is what is ultimately needed to drive meaningful enterprise development and provide genuine support to economically vulnerable individuals, while bringing new entrants from the informal sector into the industry. If the department of trade, industry & competition is serious about driving transformation in the sector it will award procurement bonus points to any business contracting with microenterprises and informal traders. It will also mandate that companies incrementally increase the proportion of spend to these categories over time to remain compliant. Some large corporates and fund managers may argue that the administrative burden of administering procurement spend or empowerment funds across thousands of enterprises is onerous, impractical and fails to meet corporate governance requirements. However, technology-based solutions exist that create the economies of scale needed to administer and distribute procurement budgets effectively and at low cost. Estimates suggest there are already more than 1.5-million informal service providers registered on on-demand platforms such as Uber, Bolt, Mr Delivery, SweepSouth and Money4Jam, which provides access to 1-million members who possess smartphones and are available at short notice to perform pieces of work for corporates, from promotions work to quantitative research or market surveys. Allocating at least some budget to digital platforms and aggregators can provide access to tens of thousands of informal businesses and microenterprises at scale without the complexity and administrative burden. Yet the broader industry and government continue to hide behind their straw man argument that this level of grassroots empowerment is not feasible. The reality is that we have access to a broad array of enabling digital platforms in SA that effectively and efficiently aggregate microservices. These platforms can give the corporate market access to microenterprises and informal sector business at scale, creating opportunities for companies to leverage the multiplier effect for greater impact while aligning their BEE and environmental, social & governance efforts to craft shared value solutions. If the government is unwilling to mandate this level of transformation it is incumbent on the sector to lead the way with a discretionary approach to true grassroots enterprise and supplier development that will finally achieve meaningful transformation within the sector. • Fisher is founder of the Adreach Group and SDI Trust. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/bd/opinion/2023-03-30-brad-fisher-marketing-and-communications-codes-fail-to-empower-smmes/

OLC Through the Line Communications | 29 March 2023 Africa's leading through-the-line agency is proud to announce its newly acquired Broad-Based Black Economic Empowerment (BBBEE) Level 1 certification. The high-engagement agency's Level 1 BBBEE status reflects the company's commitment to diversity and inclusion in the workplace and will offer clients enhanced procurement recognition and contribute to the broader economic transformation agenda. Through the years, OLC has recognised and continues to recognise the importance of creating a gender-inclusive workplace and commitment to empowering women. This sees OLC celebrate a watershed milestone – an agency 18-year first, where a substantial part of its executive talent are phenomenal female powerhouses who anchor various departments within the business. Founder and CEO Jerome Cohen believes that he's had the privilege of working with some genuinely unique teams: "But I have to say that our female executive team is absolutely exceptional. These women bring a level of intelligence, passion, and creativity that is truly inspiring. They can navigate the complexities of our industry with grace and agility, and their insights and ideas have been instrumental in driving our company's success. I'm honoured to work alongside them and am constantly amazed by their impact on our business and culture." Formidable names lead Strategy, Activations, Promotions, Finance, PR, and Operations with extensive industry know-how that navigates their path and helps them play an instrumental role in effectively driving progressive marketing solutions to diverse clients across various sectors. OLC's Level 1 BBBEE certification comes hot on the heels of a rigorous pitch process that led to the business being awarded a deserving contract as the tripartite lead agency for Coca-Cola's most extensive campaign – Unapologetically Coke No Sugar 2023. In addition to Coca-Cola, OLC has an expansive client base that services brands such as Huawei, SunBet, Pernod South Africa (GH Mumm, Avion, Martell), Tiger Brands, Bayer, Discovery, Johnsons, and Kia, amongst others, proving that OLC is on an unstoppable upward trajectory and looking to take your brand to the next level with it. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/423/237222.html

Pierre Bekker | 27 March 2023 For industries and organisations that do not specialise in recruitment, finding the right skills for a specific business or project can be extremely challenging and time-consuming. This is exacerbated when the skills sought are highly specialised and globally scarce. Once found, it is essential for the employing company to double-check the veracity of the candidates’ qualifications and skills. Often, businesses need to look abroad for skills that are in short supply, such as underwater welding, with no reliable means of knowing whether references and recent work experience is legitimate. This means that bringing in such individuals is done at high risk to the business, with the added strain of the employer having to bring in such workers, sponsor their visa applications and travel while still providing accommodation and covering other costs. Here, partnering with a Temporary Employment Services (TES) provider can turn the needle-in-a-haystack search into a seamless process, making it easier to recruit specialist skills from all over the globe safely and reliably. The skills search is on With so many renewable energy projects urgently due to start all over South Africa, and a growing shortage of skills in other established industries such as construction, engineering, mining, and manufacturing, companies are having to search farther and wider to locate the skills they need to get the job done. This can be a huge burden, both from a time and administrative perspective, not to mention highly risky for the business if they bring in resources from overseas only to discover that their skills are inadequate or lacking, or the candidate isn’t the right fit for the job. Making such a discovery after a project has already begun will cause huge, costly delays and the recruitment process will have to start all over again. Partnering with the professionals To avoid being put in such a situation where budgets are already tight and deadlines are beyond urgent, businesses seeking skills in short supply should partner with a TES provider. Specialising in the recruitment of scarce skills, TES providers have extensive databases of industry-relevant skills for candidates all over the world. These databases have already been checked and vetted, and TES providers have a wealth of experience in assisting businesses to get the exact resources they need, without undue delay. A TES partner will prove invaluable in assisting businesses through the entire process of bringing in the necessary resources, right from recruitment, through to the end of their contract when the workers must be repatriated. Mitigating risk and streamlining the search With a TES provider by your side, the risk and stress of hiring specialist skills is eliminated. The recruitment process becomes seamless, and the TES partner handles every aspect of sourcing, attracting, short listing, screening, interviewing and the assessment of suitable candidates. A reputable TES provider will have developed their recruitment brand to such an extent that it is easier for them to attract candidates, both nationally and internationally. TES providers also augment already-significant databases using tactics such as meta-search engines, social recruiting, print media and radio recruitment campaigns to ensure that both active and passive job seekers are targeted. Holistic employment management In addition to handling all aspects of finding and verifying the right skills, a TES provider also manages all aspects of employment. This is one less thing for the organisation to worry about, and they benefit from having access to the skills they need, while their TES provider oversees all Human Resources (HR) processes associated with these resources such as payroll, Industrial Relations management, health, and safety compliance, Broad Based Black Economic Empowerment (B-BBEE), and so forth. By partnering with a TES provider, businesses can get skilled, reliable resources that are entirely managed on their behalf, on demand. This means that projects are less likely to be delayed due to human resource issues, which further translates to time and cost savings that far outweigh the fixed costs involved in partnering with a TES provider. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.cbn.co.za/industry-news/skills-training-development/finding-specialised-skills-made-easy-with-a-temporary-employment-services-provider/