The concepts of labour broking and
outsourcing are often misinterpreted and are used
interchangeably; however, there are several differences between the two. The key difference is the type of employment generated.
Labour broking is more inclined towards temporary or casual employment. Outsourcing creates fixed-term or permanent employment, and employees are entitled to the benefits and full protection under the Labour Relations Act.
We ‘break’ the ‘broking’ by entering the casual workers on a 12-month learnership. The obvious benefits are the SARS 12H incentive as well as the Employee Tax Incentive, provided all requirements are met.
In addition, there is no obligation from the employer to offer permanent employment. If the working relationship is a match, the employer can enrol the casual worker on the next learnership.
Should the business prefer to move away from casual / temporary labour, Labour Breaking is the way to go.
Social intrapreneurs combine a cause
with a business solution. They build initiatives inside of the workplace that yield social and/or environmental good, all while supporting the organization's mission.
Should the business have sustainability targets which need to be addressed, this context can be included in the candidate’s programme.
Centre of Relevance
Relevant behaviour would be to do what
satisfies everyone at the work place.
Throughout the programme, the mentor and managers assigned to the candidates, continuously influence relevant behaviour. Example: It is not satisfying to receive no communication from a candidate when not clocking in at work as expected.
The candidates are not overwhelmed by extraordinary expectations and are praised for relevant behaviour. This builds confidence to achieve the extraordinary, which is relative for all.