What do you do when you catch an employee stealing? Most reasonable people would see this as grounds for immediate dismissal; however, this is not necessarily the case in the eyes of the law. Nikki Viljoen takes us through the basics of the procedure used in these instances.

When you catch an employee stealing, your initial knee-jerk reaction is one of “get them out of my sight and out of my company (preferably before I do them grievous bodily harm)”. Step away from the employee – no, seriously – step away from the situation. It is full of emotion, and that emotion will induce you to do something that you will regret.

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One of the challenges of talent spotting in business is knowing whether a seemingly talented individual will thrive if promoted to a new task or area. Once earmarked and moved into a talent pool, these individuals must also be managed properly, in terms of their own expectations and those of the employer.

One of the main challenges in spotting talent is being able to evaluate future performance in a new role, when we only have exposure to current and past performance against a different role. It is even more of a challenge to get accurate insight into a candidate who resides outside of the business.

It is not valid to consider current performance in a current role as an accurate predictor of future performance in a new role.

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Identifying potential future challenges helps to guide the sourcing of the talent to deal with them; but how much of that talent is already sitting in your own company, waiting to be identified and used? In this installment, Sarah Babb suggests a few ways of unearthing this talent.

Because one cannot always anticipate what the next business challenge will be, it is difficult to plan for talent management.

It is recommended that Human Resource professionals plan around scenarios, just as business leaders build strategy out of scenarios and environmental analyses.

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In order for talent to be managed, it first needs to be spotted. In the first of a 3-part series, Sarah Babb looks at how businesses can begin to identify the talent they need.

Albert Einstein once said “I have no particular talent. I am merely inquisitive”. Despite claiming to have no talent, he went on to win the Nobel Prize for Physics in 1921, and developed numerous groundbreaking theories of relativity.

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