Sponsored Content

For most of its existence, HR technology answered a fairly narrow set of questions. Who works here? What are they paid? How much leave do they have left? Did they clock in this morning? Has payroll run on time? Those questions have not gone away, but they are no longer the questions that keep a CHRO up at night.

With the current scourge of corruption and other forms of unlawful conduct, it has become more important than ever to ensure the protection of whistleblowers. From a workplace perspective, the Protected Disclosures Act, 2000 (“PDA”) protects whistleblowers and provides that: ‘No employee may be subjected to any occupational detriment by his or her employer on account, or partly on account, of having made a protected disclosure’.

Mookho Kabi, founder and CEO of AppConverge, shares how HR leaders can use technology and AI to reduce administrative workloads, streamline processes and free up time for more strategic priorities.

Josua Joubert, CEO and principal officer at CompCare Medical Scheme, challenges HR leaders to look beyond the price tag of healthcare benefits and consider the value they deliver to employees and the business.

Sakeena Adams, regional people director for Africa and the Middle East at Sage, believes the future of HR is about giving people more time to do what they do best. By using technology to take care of repetitive tasks, she sees an opportunity for HR to focus on people, nurture talent and help businesses grow.

Employees don't experience their physical health, mental health and financial well-being separately. So why do organisations so often support them that way?

For years, Thuso Khoeli was known primarily as a creative. His work centred on ideas, storytelling, campaigns and brands. But after years of working with organisations, leadership teams and employees, he began to recognise a different challenge, one that was happening far beyond the traditional boundaries of marketing and external communication. The problem was often inside the organisation.

Workplace harassment is often discussed through familiar scenarios, but the legal principles protecting employees do not change with gender or hierarchy.

Rendani Baumgartner, managing director at RB Advisory Partners, says the biggest mistake companies can make with AI is adopting it simply because everyone else is. Before deciding what work to automate, she believes leaders need to first understand the problem they are trying to solve.

Recruitment teams can spend so much time getting to a shortlist that too little remains for the conversations that matter. Reviewing applications, repeating screening questions and chasing availability are necessary tasks. Yet the hours they consume can leave recruiters rushing the assessment of people who could make a real difference to the business.

Payroll is one of the promises employees expect their employers to get right. Sandra Crous, managing director at Deel Local Payroll, powered by PaySpace, unpacks what happens when that promise goes wrong and why the real cost extends far beyond fixing an incorrect payslip.

AI may be changing the way HR works, but Celeste Taljaard, country director at HR Path, says the human side of HCM is not going anywhere

Across the world, governance systems are under pressure. Institutions - public, private, and civic - are grappling with rising complexity, shifting stakeholder expectations, and the urgent need for more accountable, inclusive, and ethical leadership.

The term neurodiversity is becoming ubiquitous in a world where the diversity in peoples’ cognitive abilities is being highlighted in the mainstream. Current estimates show that as many as 15 percent to 20 percent of the global population is neurodivergent, meaning that one in five employees falls into this category.