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Ethics is not just about corruption and compliance

Managing misconduct is often described as 'a fight', be it against corruption, bribery, fraud or a range of other unethical and illegal behaviours. This illustrates that looking to eliminate, or even reduce, misconduct isn't an easy task: it can feel like an ongoing battle. However, this can lead to a major imbalance when organisations focus virtually all their attention in the field of workplace ethics on curbing misconduct. While this focus is vital, it isn't enough.

Managing misconduct is often described as 'a fight'. This illustrates that looking to eliminate, or even reduce, misconduct isn't an easy task: it can feel like an ongoing battle. However, this can lead to a major imbalance when organisations focus virtually all their attention in the field of workplace ethics on curbing misconduct. While this focus is vital, it isn't enough.

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Induction: it can be great!

After recruitment, induction is the next vital step in any business strategy because when not done well, induction can greatly affect your bottom line. This means that you'll want to create a high-performance environment right from the start. One of our large clients recently commented: "When the company started, we used to run induction programmes. Every consultant had to attend BEFORE arriving at our customers. It was SO successful and increased our business... Now we have become too busy to conduct inductions." WHY has the induction programme been left to... rot?

After recruitment, induction is the next vital step in any business strategy because when not done well, induction can greatly affect your bottom line. This means that you'll want to create a high-performance environment right from the start. One of our large clients recently commented: "When the company started, we used to run induction programmes. Every consultant had to attend BEFORE arriving at our customers. It was SO successful and increased our business... Now we have become too busy to conduct inductions." WHY has the induction programme been left to... rot?

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Transform your induction process for new employees

Employee engagement is an issue that needs to be made a top priority for HR in South Africa. This can be seen by the millions of disengaged workers across South Africa's businesses. Gallup's 2013 State of the American Workplace Report indicates that 70% of American workers are "not engaged" or "actively disengaged". But what is the case in South Africa?

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A high-potential programme must have a specific timeline

Different high-potential programmes need their own time horizons. For example, you've got to ask yourself: How can I capitalise on my senior staff members' remaining time at my organisation? If you take something like graduate recruitment where ultimately – unless the skills are highly technical and you can match the person into a specific role – you're taking a long-term view of that person's potential. You will start to look at indicators of a longer-term value-add to the organisation, which may only be realised 10 – 15 years down the line. What sort of criteria will you look for in this situation?

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How to measure high potential in your employees

When you look for high potential in your organisation, you need to answer the question: potential for what? David Conradie, executive head of the Top Talent Solutions, says that when you're recruiting for high-potential talent in your organisation you need to ask yourself what role the particular person will perform in the organisation. If you don't know this, you won't know what specific skills to look for. However, once you've identified the need for a high potential in your organisation, you need to know how you would measure an individual's ability for this attribute.

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