We supply all categories of staff to businesses in the warehousing and distribution sector including:
Fractional services are important when a company is in need of an ongoing service(s), But a full time employee would not be a suitable solution, either because there is not enough work to defend employing a senior person to handle the process or alternatively it would cost too much to hire the infrastructure needed to handle the task.
Imagine managing the HR, IR, and risk for 100 employees, Finding and employing competent employees (Legal person, Human resources practitioner and Risk assessor) would be expensive compared to outsourcing that fraction of your business needs.
Having a fractional professional or team becomes part of the organization makes a lot more sense in the above example.
BPO has its roots in the manufacturing industry. Manufacturers hired third-party vendors to handle parts of their supply chain after determining that the vendors could bring more skills, speed and cost efficiencies to those processes than an in-house team could deliver. Over time, organizations in other industries adopted the practice.
A BPO can be tasked to deliver a result within you operations, This is especially beneficial with specialized processes, Lagging process or process that is having a detrimental output on the rest of your operation.
A learnership is a work based learning programme that leads to an NQF registered qualification. Learnerships are done in line with the field of work the learner is looking to go into. Learnerships are managed by Sector Education and Training Authorities (SETAs).
There are 21 SETAs in South Africa providing different learnerships for a wide range of occupational fields.
Learnerships are a great way to upskill and empower both active staff members as well as unemployed members of society.
As well as benefits to the company itself.
SARS offers companies attractive tax incentives for participating in Learnerships.
Increased grant disbursements from Skills Levy contributions.
entering into learning contracts with unemployed people, contributes to building up the skills pool, from which employers may recruit relevant skills as needed.
In the pursuit of a truly paperless solution 3rdforce has partnered and integrated with market leading cloud-based software companies to allow your company to break free of the endless paper heap that consumes so much time in the employee management environment. From Contracts to Conduct, PPE acceptance to Leave forms everything stays online all the time.
This approach also allows for absolute transparent management of our clients most important resources in a cloud-based environment that is always open for review from our clients.
Cultural alignment is the likelihood that a job candidate will be able to conform and adapt to the core values and collective behaviours that make up an organization.
Candidates that are an appropriate cultural alignment are more likely to remain at the hiring organization, thereby improving productivity while cutting down costs. While a candidate’s skills gap can be filled in with training, a lack of cultural alignment may quickly lead to job dissatisfaction, poor productivity, excessive absences and turnover. Cultural alignment is the likelihood that a job candidate will be able to conform and adapt to the core values and collective behaviours that make up an organization.
We at 3rdforce strive to implement culture alignment as good as possible, by making use of Industrial Psychologist that assess sites, in order to profile the correct staff for the environment.
Interviews are done by qualified supervision on a standard designed template, to ensure the optimum candidate is selected for the environment.