Category Archives: Business

Blended Learning – Without the numbers!

In the early noughties, when online learning (okay e-learning, but I am trying so hard to lose the “e”) started to take off, the shiny new thing was Blended Learning.

Right from my earliest days selling Computer Based Training (CBT) – this when the internet was little more than an idea – I would say to my customers “Using only CBT is as bad as only using Instructor Led Training”. Because it was always only common sense that there had to be some sort of mix or blend.

Then some smart aleck coined the term “Blended Learning”, and I was often amused when people said “E-learning doesn’t work – that’s why we need Blended Learning”. My standard retort “Well actually, when I was taught how to deliver classroom training, one of the good principles of Instructional Design was to use a variety of media, choosing the right medium for the learning objective”. So other than the fact that we now have computers as a delivery medium, what has changed. The basic principles stay the same. Read more


Seminar – Driving Business Results with Workforce Strategy

IITPSA / SABPP Human Capital Strategy Seminar 15 October 2013

Driving Business Results with Workforce Strategy, Information and Metrics

SABPP and IITPSA, in conjunction with TalentAlign, are delighted to announce our first combined HR and IT Strategy event, taking place on 15 October 2013 at The Wanderers Club in Illovo.

  • Do your IT, HR and Business Intelligence functions interface to create Human Capital analytics?
  • Does your HR data and information provide knowledge and business intelligence for improved decision-making on human capital?
  • Do you have the measures to understand and communicate the connections between HR investments, their effects on the workforce and organization, and the impact on sustainable strategic success?
  • Does your workforce measurement system motivate the conversations that drive strategic change?

This seminar will show you how to align human capital analytics with business and HR strategies, leveraging the data you have to build and deliver workforce and HR metrics that will improve results.


Terry Meyer, Strategy and Leadership Consultant looks at “The Art of Strategy: Why bad strategies get made and good ones fail”.  He will cover areas such as:

•             Strategy, leadership & change – the golden triangle

•             Strategy in a turbulent world – the future is not what you think

•             The power of “why” – how purpose makes the difference

•             The leadership lens – how leaders see the world

•             The art of strategy – it’s a political process

•             Why good strategies fail – capability is key

•             HR & IT – a marriage made in heaven or hell?


Rob Bothma, Industry Specialist – Human Capital Management Solutions at NGA Africa, looks at HR Informatics, whose stated goal is to fully integrate HR with Information Technology through data. There is an essential need to transform HR data into information and then transform this information in knowledge. The value lies in being able to use this knowledge in the decision-making process, which will assist the organisation in achieving its goals.

Organisations have been collecting huge amounts of data over several years through their traditional transactions systems, HR Informatics now provides a mechanism to transform the HR Information System into a Decision Support system by enabling users to analyse their data to identify trends, inefficiencies and assist in predictive analysis.

This session will cover the background to Informatics, how it can assist HR and the challenges and benefits HR can achieve by investing in the latest technologies available.


Gail Sturgess, A Senior Consultant, owner of TalentAlign and an IITPSA Director will cover key aspects of linking Human Capital to business success.

For many years, theories have existed about the contribution of people to company performance.  Some theories focus on productivity measures and how productivity increases and reduced costs are the consequence of adding more physical capital (e.g., computing technologies and smarter systems) to a company’s balance sheet.  Physical capital got all the credit and return-on-investment calculations for physical capital were widely used to show strengths and weaknesses of business performance.  Human capital was relegated to a secondary position and as a result, even basic headcount reporting practices can be widely inaccurate.

Recent research investigated the relationship between human capital management practices and the financial impact that those practices have on organization performance.  In the analysis it became evident that the key question to answer is not “does it matter if organizations manage their human capital well?” rather, it is, “how much and in what ways should companies invest in talent management practices to maximize shareholder return?”  In a nutshell, what level of resources should be devoted to managing or optimizing human capital?

The objective of this presentation is to stimulate discussion, create a rationale for greater interest in human capital metrics, and increase availability of human capital data.


Marius Meyer, CEO of the SABPP, will cover People Management, Human Capital and Technology: Integration, Alignment and Optimisation:

•             Organisational capabilities

•             Technology as an HR competency and standard

•             Workforce analytics and metrics

•             The 10 V’s of HR Technology Management


Event Details:

Date: 15 October 2013

Time: 08h30 – 13h00 (Registration from 08h00)

Venue: The Wanderers Club, 21 North Street, Illovo, Johannesburg

Cost: IITPSA and SABPP members: R798.00 – Non-members: R890.00

For more information, or to register, email Lerina Nel (

Driving Business Results with Workforce Strategy, Information and Metrics

Small Business Social Media Marketing

Until a few years ago, start-ups and small businesses, marketing was a pipe dream. There just was no budget and let’s face it, marketing was expensive. And sometimes out of desperation some money was spent on advertising, but because it did not form part of an integrated marketing plan it was a waste.

bigstock-Scratched-cardboard-card-with--31961567But now, an abundance of social media and the opportunity afforded to business for marketing and even public  relations, it’s a new dawn. Small businesses can take advantage of social media at little cost, and compete with much bigger businesses.

The phenomenon is experiencing incredible growth, so it is vital to have an online presence and a social media strategy.

You can find yourself wasting a lot of time though: to guard against this, and to make the most of the opportunity, you need a marketing plan which details how you will roll-out your strategy.

Some of the questions that might crop up are:

  • Is my business interesting enough? Of course it is, you would not put all your passion into a boring business would you? (It’s also peculiar that no-one asked this question when it came to traditional marketing.)
  • There are so many brands out there. How do I get my business noticed?
  • What’s so difficult about Social Media? (The “social” part of course!)
  • Which social media platforms should we use?
  • As a small business, with few people, how do we create content?
  • How do we get leads from social media?
  • How do we integrate social activities with our website and brochure ware?
  • How do we measure success?

Social Media Marketing is not rocket science, and there are literally hundreds of resources available to help you learn more. But it  still takes time. Get some help with the marketing and implementation plan. Without a plan, you’ll waste lots of time and have little success.

Without a social media strategy and team, even the best brands fail. Let me become part of the team that makes you successful.  Find out more.