Ibhalwe U-Amogelang Montane, oyi-Human Resources Business Partner kwa-Business Partners Limited.
Yahunyushwa; uSHEILA MHLONGO
Ucwaningo lwakamuva olubizwa nge-The Great Retirement luveze ukuthi kulindeleke ukuthi u-51% wabasebenzi emhlabeni wonke bathathe umhlalaphansi noma bashiye imisebenzi yabo eminyakeni emihlanu ezayo.
Kumabhizinisi amancane nasafufusa aseNingizimu Afrika (ama-SME), asevele ebhekene nenkinga yokushoda kwamakhono, lokhu kungafaka ingcindezi eyengeziwe ekuqhubekeni kahle kwamabhizinisi, ekukhiqizeni nasekukhuleni kwawo.
Njengoba amabhizinisi aseNingizimu Afrika angaphezu kuka-60% esevele ekhala ngokuthi ukushoda kwamakhono kuyisithiyo enqubekelaphambili, ukulahleka kwabasebenzi asebenesikhathi eside benolwazi akugcini nje ngokushiya izikhala zemisebenzi, kodwa kwandisa inkinga evele ikhona.
“Ema-SME ikakhulukazi, ukuhamba kwabasebenzi asebenesikhathi eside kungasho ukulahleka kolwazi olubalulekile, ukuqonda okujulile kokusebenza kwebhizinisi kanye nobudlelwano namakhasimende, okuyizinto okunzima – noma okungenakwenzeka – ukuzivala ngokushesha,” kusho u-Amogelang Montane, oyi-Human Resources Business Partner kwa-Business Partners Limited.
“Lokhu kubeka la mabhizinisi engcupheni yokuphazamiseka okukhulu okungaba nomthelela ekukhuleni kwawo kwesikhathi eside.”
Ngokusho kukaMontane, ukuhlela kusenesikhathi ukuthi ngobani abazothatha izikhundla zabasebenzi abahambayo (succession planning) kudlala indima enkulu ekunciphiseni le ngozi.
“Lokhu akufanele kuthathwe njengento eyenziwa kanye kuphela uma sekusondele isikhathi sokuthi umuntu athathe umhlalaphansi. Kufanele kube yinqubo eqhubekayo futhi eyingxenye yokusebenza kwebhizinisi. Ukuhlela kusenesikhathi kuvumela amabhizinisi ukuthi abone izikhundla ezibalulekile, aqeqeshe abazongena kuzo futhi aqinisekise ukuthi kuba noshintsho olushelelayo uma abasebenzi sebegcina behambile.”
Ngaphandle kokuhlela abazothatha izikhundla, kubalulekile nokuthi ukwabelana ngolwazi kube yingxenye yokusebenza kwansuku zonke kwebhizinisi.
“Ezikhathini eziningi ukudluliselwa kolwazi kuqala kuphela uma umsebenzi esesulile noma esememezele ukuthi uzothatha umhlalaphansi. Indlela engcono neqhubekayo wukwakha isiko lapho ulwazi namakhono kwabelwana khona njalo phakathi kwamaqembu abasebenzi.”
Izinhlelo zokweluleka abasebenzi (mentorship programmes), ukufundela umsebenzi ngokulandela nokubheka umsebenzi owenziwa ngumuntu onolwazi (job shadowing), kanye nokuqeqeshwa emisebenzini ehlukahlukene (cross-training) kungasiza kakhulu ekudluliseleni amakhono abalulekile.
Lezi zindlela zivumela abasebenzi abangenalo ulwazi oluningi ukuthi bafunde ngqo kulabo asebenesipiliyoni, babone izimo zangempela ezenzeka emsebenzini futhi bafunde indlela izinqumo ezithathwa ngayo – okuyizinto ezingeke zihlale zikwazi ukufundiswa ngezincwadi noma ngezinto zokuqeqesha kuphela.
Le mizamo ingaqiniswa nangaphezulu ngezinhlelo ezifana ne-SME Youth Jobs Fund, esiza amabhizinisi ukuthi andise abasebenzi bawo ngokwakhela abantu abasha amathuba emisebenzi.
Ngokuletha intsha emabhizinisini bese ihlanganiswa nabasebenzi asebenolwazi ngezinhlelo ezihlelekile zokufunda emsebenzini kanye nokwelulekwa, ama-SME angakwazi ukubhekana ngesikhathi esisodwa nokuhlelwa kwabazothatha izikhundla, ukudluliselwa kwamakhono kanye nokwakhiwa kwamathuba omsebenzi entsheni.
Amabhizinisi kufanele futhi athathe izinyathelo zokubhala phansi izindlela zokusebenza kanye nokugcina ulwazi abasebenzi asebenolwazi abaluthole ngokusebenza iminyaka eminingi.
Ulwazi oluningi lwabasebenzi asebenesipiliyoni – kusukela ekwazini izidingo zamakhasimende kuya ezindleleni ezisheshayo zokuxazulula izinkinga – luvame ukuhlala kubo lungabhalwanga phansi.
“Ngokugcina lolu lwazi ngokusemthethweni emibhalweni, ngokusebenzisa amathuluzi edijithali kanye nezinhlelo zokuphatha ulwazi, izinhlangano zingakwazi ukulondoloza ulwazi olubalulekile, zinciphise ukuncika kumuntu oyedwa futhi ziqinise amandla ebhizinisi okuqhubeka nokusebenza uma kunezinguquko.”
Kwezinye izimo, ama-SME angazuza nangokuqhubeka esebenzisana nabasebenzi asebethathe umhlalaphansi njengabeluleki noma abaqeqeshi ngezikhathi ezithile noma ngezivumelwano zenkontileka.
Lokhu kuvumela amabhizinisi ukuthi aqhubeke nokusebenzisa ulwazi lwabo olubalulekile, ngesikhathi esifanayo kunikeza labo asebethathe umhlalaphansi ithuba lokweseka nokuthuthukisa isizukulwane esisha sabasebenzi.
“Ukugcina ulwazi lwebhizinisi akusho ngaso sonke isikhathi ukuthi kufanele ugcine abasebenzi besebenza ngokugcwele,” kusho uMontane. “Izindlela zokusebenza eziguquguqukayo zingasiza amabhizinisi ukuvala igebe ngesikhathi eqinisa amakhono angaphakathi.”
Okubalulekile wukuthi ukudluliselwa kwamakhono ngendlela efanele kuqinisa ukukhiqiza, kusekele ukukhula futhi kuthuthukise ukusimama kwesikhathi eside kwamabhizinisi amancane nasafufusa.
“Amabhizinisi aseNingizimu Afrika abeka eqhulwini ukuhlela abazothatha izikhundla kanye nokugcina ulwazi lwabasebenzi asesimweni esingcono sokuzivumelanisa nezinguquko, ukusungula izinto ezintsha nokuhlala encintisana namanye,” kusho uMontane.
“Ukwehluleka ukuphatha kahle ukudluliselwa kwamakhono kufana nokulungiselela ukuthi ibhizinisi lakho ligcine lihluleki
