Human Capital Solutions

Enhance human capital processes to streamline workflow and increase performance.


Potential Unlimited offers a multitude of human capital solutions to companies who either do not have an in-house human resource department or to human resource managers wishing to update skills or seek expert advice on specific matters.

Although we value best practice and believe in the “concept” of critical mass, we believe when it comes to solutions, each client’s situation is unique and that each organisation does things differently.

We work closely with our clients to understand their specific business objective and then translate that requirement into a solution that works specifically for them. We do not believe in a ‘one size fits all’ solution for our clients and are interested in truly understanding their needs.


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    Job profiling refers to a systematic study of a role to determine what activities and responsibilities are included, its relationships with other roles, the personal attributes and qualifications necessary for performance of each role, and the conditions under which work is performed, The context in which the role is performed is also an important variable to be understood; therefore, the job analysis should conducted by trained and experienced job analysts in order to ensure that the data obtained int he job analysis process is valid. 

    One of the reasons for job analysis is to compile a competency based job description. A competency based job description reflects the relevant skills, knowledge and abilities that assist organisations in establishing and documenting the interconnectedness of employment procedures such as training, selection, compensation, performance appraisal, recruitment and selection. 


    The Employment Equity Act accentuate the importance of equitable working conditions, particularly referring to income differentials. It has now become necessary for employers to prove that differences in wages and salaries are based on fair and objective criteria such as skills, responsibility and experience. A proven method of ensuring this objectivity is by means of job grading, which demonstrate the rationale for offering different levels of pay. Job Grading is a process of determining the worth or value of one job in relation to or compared to another, regardless of the characteristics or experience of the specific individual occupying the position at any given time.


    Policies and procedures are important in a workplace as it helps reinforce and clarify the standards expected of employees and help employers to manage staff more effectively as it defines what is acceptable and unacceptable in the workplace. It also demonstrates that the organisation is being operated in an efficient and business-like manner, raise stability and ensure consistency in the decision-making and operational procedures.


    An Employment contract regulates the terms and conditions of employment between the employer and the employee. It stipulates what the employer will provide in terms of benefits in terms of labour legislation and it specifies what the employee is entitle to receive in terms of company policy, company benefits, and labour legislation. It also regulates the behaviour of the employee in the workplace. If there is no contract regulating these matters, it s extremely difficult to take action against  the employee when needed.


    The recruitment and selection process is one of the most important HR functions which makes a great impact on the revenue growth and the profit margins of a company. this is the time you not only identify a candidate who has the experience and the aptitude to do the job that you are looking ro fill, but also to find someone who shares and endorses your company’s core values. The candidate will need to fit in well within your company’s culture. Your selection and recruitment process should provide you with an employee who adapts and works well with other s in your small business. Failure to recruit and select for the long term can result in high turnover. Psychometric assessment and competency-based interviews are effective ways to assist in the selection process.


    Employees are an integral and indispensable part of running a company smoothly and efficiently. using performance management, it can ensure that employees not only fulfill the their responsibilities bt do so to the best of their abilities and up to the expectations of the company. Performance management allows an employer to tap the ful potential of monitoring and developing the desired traits to rating their progress and rewarding them for their achievements. Managing employees’ performance can increase an orgasation’s competitiveness and maximise its productivity. Not only that, it can also increase morale and create stronger teams and propel top performers onto successful careers. All stakeholders in an organisation stand to gain from the implementation of a performance management system.


    Succession Planning and Talent Management are key mechanisms for building a dynamic organisation. Talent management addresses competency gaps, particularly in mission critical positions and occupations, by implementing and maintaining programs to attract, acquire, develop, and retain quality talent. Succession planning is proactive and systematic process where organisations identify those positions considered to be at the core of the organisation and then create a strategic plan to fill those positions with qualified and capable employees.


    While holding an orientation for new employees is a well- established human resources practive, “onboarding” is more comprehensive process by which new employees are socialised into a company’s culture, in addition to being oriented to their specific job tasks and associated work expectations. Research has supported the idea that effective onboarding can have a dramatic effect on job performance and satisfactions, organisational commitment and retention. It is important to make sure the relationship starts off on the right foot, since the first experiences of a new employee in the organisation are critical. If executed correctly, a successful onboarding program will “maximise the new employees’ understanding of their specific roles and responsibilities, boost their confidence, and help them to become active and welcome participants in the organisation and its unique culture.”


    The reason that companies have exit interview is to gain valuable information which can prove to be useful in all aspects for the work environment, including aspects such as the work culture, day to day concerns, processes, issues around management style, workplace ethics and employee morale. An exit interview will give the company the opportunity to get the opinions of those leaving the company in terms of how they perceive the company, and most importantly, why they would want to leave the company. By the company examining and keeping track of the outcome of exit interviews over a period of time, employers can begin to identify trends and patterns over time, as to why people are wanting to leave the company. It also gives the company the opportunity to discover why turnover may be particularly high in certain departments, and to identify problem areas such as management issues, or whether the company’s remuneration offered is maybe not in line with their competitors.


    A skills audit is essentially a process for measuring and recording the skills of individuals in an organisation. The main purpose for that is to identify the skills and knowledge that the organisation requires, as well as the skills and knowledge that the organisation currently has. the outcome of the skills audit process is a skills gap analysis. The information will enable the organisation to improve by providing the appropriate training and development to individuals to cater for the identified skill gaps.