Dear Members,

As we approach the end of 2023, we would like to take this opportunity to reflect on the achievements and challenges of the past year and share our plans and goals for the next one. We are proud of the progress we have made as an association and an industry, and we are grateful for your continued support and involvement.

Some of the highlights of 2023 include:

• Securing funding for the 3rd year of industry-specific programmes with our partners CAPES and WITS, which provide valuable training and development opportunities for our members and staff.
• Hosting a successful conference in Cape Town in March, with over 150 participants from across the country and the region, who shared insights and best practices on various topics related to recruitment and staffing.
• Improving the CPD compliance for the individual professional body by more than 50% demonstrates our commitment to maintaining high standards and ethical practices in our industry.
• Achieving a green status for the PB data upload to SAQA for the 5th year in a row confirms our alignment with the national qualifications framework and our recognition as a professional body.
• We welcomed a week-long board visit from the World Employment Confederation (WEC), the global voice of the employment industry, who praised our achievements and offered their support and guidance for our future endeavours.
• Conducting bi-laterals with key stakeholders, such as government, labour, education, and media, to demonstrate the global support of our association and industry, and to advocate for our interests and concerns.
• We learnt from the best practices and benchmarking from the WEC and other global professional bodies, who shared their experiences and challenges in dealing with the changing dynamics and demands of the labour market.

Looking ahead to 2024, we have some exciting plans and initiatives that we hope will benefit our members and our industry, such as:

• Launching the APSO Placement Share Portal on 1st February 2024 will enable our members to collaborate and share placements with each other, increasing their revenue and reach in the market.
• Organising another recruitment conference in Cape Town on 7th March 2024, which will feature local and international speakers, workshops, and networking opportunities for our members and partners.
• We are applying for funding for the industry programmes (CAPES WITS) for 2024, which will allow us to continue offering high-quality and relevant training and development programmes for our members and staff.
• Bidding for the WEC Global Conference for 2025, which will be a great opportunity to showcase our industry and our association to the world, and to attract more visitors and investors to our country.
• Launching the APSO Recruitment & Staffing Awards Programme, which will recognise and celebrate the businesses and individuals who have made outstanding contributions to our industry and our association.
• Launching the Business Partner Programme, which will add value to our members with additional tools and services, and discounted member rates, from our trusted and vetted business partners.

We also have some research projects planned for 2024, such as in-depth member research, which will help us understand your needs, expectations, and satisfaction levels, and improve our service delivery and value proposition.

We hope you are as excited as we are about these plans and initiatives, and we look forward to your participation and feedback. We also welcome any suggestions or ideas that you may have to improve our association and our industry.

We wish you a happy and prosperous 2024, and we thank you for being part of the APSO family.

Sincerely,

The APSO Team

Confused about annual leave? You're not alone! Whispers of "forced leave," "unpaid breaks," and mysterious leave quotas fill office air, sparking tension among colleagues. Let's clear the confusion and answer the questions everyone's secretly wondering:

• Can my boss force me to take leave?
• Do I get paid if I take annual leave?
• Exactly how much leave do I deserve?

Based on BCEA law, we've compiled the most frequent annual leave head-scratchers and provided straightforward answers. So ditch the water cooler rumours, and get informed!

You're entitled to annual leave, and understanding your rights and responsibilities is crucial. Here's a breakdown of what you need to know:

Minimum Entitlement:

• 21 consecutive days of annual leave on full pay per annual leave cycle (equal to 15 working days for a 5-day week or 18 working days for a 6-day week).
• Accrual:
  • 1 hour for every 17 hours worked
  • 1 day for every 17 days worked
  • 1.25 days per month
• You can accumulate leave and take it all at once (consecutive days) over a 12-month period.

Important Points:

• Leave cycle: Your employer determines the leave cycle (usually a calendar year or your employment anniversary).
• Public holidays: If a public holiday falls during your leave, it doesn't count as annual leave.
• Sick leave: You can't take annual leave and sick leave concurrently.
• Termination: If your employment ends before you use all your leave, you're entitled to payment for the accrued leave.
• Carrying over leave: Some employers allow carrying over unused leave to the next cycle, but it's not mandatory. Check your contract or company policy.
• Notice period: You usually need to give your employer reasonable notice (as stipulated in your contract) before taking leave.

Additional Resources:

• Labour Guide South Africa: https://www.labour.gov.za/DocumentCenter/Pages/Basic-Guide-to-Annual-Leave.aspx
• Department of Employment and Labour: https://www.labour.gov.za/DocumentCenter/Pages/Basic-Guide-to-Annual-Leave.aspx
• GoLegal: https://labourguide.co.za/general/annual-leave-a-comprehensive-guide

Remember, these are general guidelines. Always refer to your employment contract and company policy for specific details regarding your annual leave.

If you have any further questions or require specific advice, feel free to ask!

The results of the first 4-day workweek pilot in South Africa, which started on 1 March 2023, have been published – and while the well-being metrics were encouraging, there were some unique challenges faced with the new work model.

“Contrary to initial scepticism, the first ever pilot of the 4-day week in a developing country – and the first in Africa – has shown huge benefits for both employees and employers,” said 4 Day Week South Africa.

The model prescribes 100% of the pay for 80% of the time in exchange for a commitment to delivering 100% of the output. 28 South African businesses and one Botswanan business participated in this first pilot.

These businesses included tax and finance services, marketing agencies, employment services companies, and IT software companies, among others.

The report noted that companies rated their experience an impressive 8.0 out of 10, with 92% definitely intending to continue the 4-day week or considering it.

“Employees value their time off so much that 51% say they would need a 21 – 50% pay increase to revert to a 5 day week at their next job. Additionally, 13% report that no amount of money would induce them to return to the 5-day formula,” said 4 Day Week.

Other notable outcomes of the first trial in South Africa include the following:

• A 10.5% average increase in company revenue over the course of the trial period;

• Almost half (49%) of employees reported an increase in productivity during the trial;

• Resignation rates decreased by 11%;

• The number of sick and personal days taken by employees also decreased during the trial, with a 9% weighted decrease in absenteeism; and

• A third of participants experienced a decrease in work stress during the trial period, with rates of burnout dropping for 57% of people. This is despite an increase in workload for 31% of the sample.

“The 4-day week presents a rare combination of benefits for both employees and employers by enhancing well-being, productivity, and work organisation.

“It is exciting to see South African results showing similar benefits to those we observe around the world while also having unique aspects that leave us enthusiastic about its potential for future participants and the wider economy,” said the local research lead Professor Mark Smith of Stellenbosch Business School.

It hasn’t been without its challenges

According to the findings, South African companies are not as progressive as their global counterparts regarding the ability to reduce their weekly working hours by 20%, and some have found it a challenge.

South African companies managed around a 12% reduction in the work week for 100% of productivity, while others have been able to creep towards the 20% mark.

The pilot has found that South African companies are not taking the reduced work hours by taking off the conventional Friday or a Monday off.

They have been more creative in approaching the 20% work hours reduction by choosing to take Wednesdays off, fortnightlies (day off every two weeks), or structuring the time off through two half days.

Alternatively, some companies have taken the weekly hour target of 32 hours and structured office hours throughout the week to make up the 20% reduction – meaning, while they work Monday to Friday, they’ve shortened the office hours per day.

However, many South African companies couldn’t continue with the model when public holidays were added into the mix, which was noted in April. The report also noted that two companies stopped the trial midway through the six-month period.

The report also highlighted that organisations that faced the demand for continuous or long operating hours faced additional challenges, but there were a number of organisations successfully rolling out the 4-day week that also had long and even continuous operating times.

The most notable challenges faced by companies that participated include:

• Those who had a shorter time to plan and prepare for the transition seemed to struggle;

• Those who only partially rolled out the 4-day week to certain employees or certain departments faced challenges. For example, organisations where senior managers and leaders had explicitly excluded themselves from the 4-day week working arrangements as they were “too busy” were unable to role model the behaviours; and

• Organisations had to address the management of leave arrangements and how to deal with the cliff edge at the end of the pilot. In terms of the leave arrangements, a number of organizations found they had to review their policies and practices.

Despite these challenges, 4 Day Week said the 4-day week is not a panacea for all challenges. If an organization is already under-resourced or has other difficulties, these weaknesses are unlikely to disappear.

The organisation added that a successful implementation requires management commitment, planning and leadership, as well as the buy-in from employees.

“With many of the organizations continuing with the 4-day week arrangements, and others awaiting top management approval, it will be interesting to follow the trajectory of both the organizations and their employees as the arrangements mature,” it said.
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Source > Business Tech

By Karl Smith: SAIPA Senior Manager – Education, Training and Member Support 

In the current business landscape, small- and medium-sized practices (SMPs) face an array of challenges, including operational complexities, competitive markets, and ever-evolving regulations. These challenges also extend to their small- and medium-sized entity (SME) clients. To help SMPs navigate these hurdles and thrive in their endeavours, here are seven essential tips for successful practice management.

Craft a compelling purpose and strategic plan

Begin your journey to success by creating a purpose statement that encapsulates your core values and objectives. A statement like "empowering small businesses to achieve big dreams" can resonate with potential clients. Your mission statement should be more than words; it should be the guiding force behind your strategic plan. Develop a clear strategy and a comprehensive plan to ensure that every action aligns with your mission.

Find your horizon and create specialized market position

Evaluate your practice's strengths and capabilities to determine what sets you apart from the competition. Continually explore ways to differentiate your services by offering additional value or becoming specialists in a particular domain. Once you've identified your unique selling points, pinpoint your target clientele. Are they concentrated within a specific industry or category? Leveraging your expertise in a niche market can be a strategic move to attract a dedicated client base.

Support business sustainability

While traditional accounting services like bookkeeping, tax compliance, and payroll processing remain essential revenue sources, consider expanding your horizons by providing business advisory services. Offering guidance in areas such as financial management, business performance monitoring, risk management, assistance with government grant applications, human resources, and compliance and regulations such as environmental, social, and governance (ESG) reporting can add significant value to your clients' businesses. Satisfied and well-informed clients are more likely to bring repeat business and contribute to increased revenue.

Cater to small businesses through their business growth cycle

SMPs are well-suited to serve small businesses, given their shared aspirations and challenges. Focusing on small businesses allows you to develop in-depth understanding and expertise in this sector, positioning your practice as a go-to resource for these enterprises. The Banking Association of South Africa reports that SMEs make up 91% of formalised businesses in South Africa, so focusing on this segment can prove to be a lucrative wellspring of clients for practices that know how to cater to their unique needs.    

Market and promote your practice

Accountants may not have marketing expertise as part of their core training, but embracing promotional efforts is essential for SMP growth. Consider working with external marketing consultants or training in-house staff to develop and implement a marketing strategy. Tailor your promotional activities to suit your target audience, whether through presentations, radio interviews, writing articles for newspaper columns and blogs, or speaking at local business associations. Establishing a leadership position in these forums can attract new clients.

Forge resource collaboration with other firms

Resource collaboration can be a powerful strategy for achieving shared objectives, optimising resource use, and fostering innovation. To offer comprehensive solutions to clients outside your expertise, build relationships with other professional firms, including legal, HR, and IT services. Collaborative efforts can expand your capabilities and give clients confidence in your practice's ability to handle diverse needs. These partnerships may also lead to valuable client referrals. Consider joining an accounting network or merging with another practice to capitalise on economies of scale and synergies, ensuring alignment in mission and values with your partner firms.

Use technological tools to improve efficiency and effectiveness

To stay competitive, automate your processes to enhance efficiency and reduce costs. Keeping abreast of emerging technologies is crucial, both for your own operations and for advising clients on technological solutions. Assisting clients in identifying and implementing new technologies can be a valuable service, generating additional revenue and fostering client loyalty.

Achieving success as an SMP requires a strategic approach and a commitment to continuous improvement. By defining your mission, highlighting your unique strengths, expanding your services, and targeting the right clients, you can set your practice on a path towards growth and prosperity. Effective marketing, collaboration, and the adoption of technology further enhance your chances of success in today's dynamic business environment. With these strategies in place, your SMP can thrive and provide exceptional value to your clients.

We recently attended an in-person Professional Body Forum hosted by SAQA (South African Qualifications Authority) in Muldersdrift. At this event, Zanele Njapha 'The Unlearning Lady' spoke about aspects of unlearning within our professional spheres and lives. A nugget from her presentation was 'Look and Look Again'. This implies that when you look at a person or object, it is easy to form an opinion based on your assumptions but this is outside of the facts and stories behind that person. Hence, how can we unlearn some beliefs and assumptions to grow new neural paths which aid us in growth and success?    

In response to that we decided to take a look at and discuss some key unlearning principles that can be used to build gainful company cultures within organizational change.
  
Unlearning plays a crucial role in building company cultures that support organizational change. By encouraging employees to let go of outdated beliefs and assumptions, organizations can foster a more adaptable, innovative, and inclusive work environment. Here are some specific ways unlearning can be used to build company cultures within organizational change:

1. Identifying and Addressing Underlying Issues: Unlearning can help organizations identify and address underlying issues that may be hindering change. By examining past practices and assumptions, organizations can pinpoint areas where change is necessary and develop effective strategies for moving forward.

2. Encouraging Open Communication and Feedback: Unlearning promotes open communication and feedback, creating a culture where employees feel comfortable sharing their ideas and concerns without fear of judgment. This open dialogue facilitates collaboration, innovation, and a willingness to embrace new approaches.

3. Promoting Psychological Safety: Unlearning fosters a culture of psychological safety, where employees feel safe to take risks, experiment, and learn from mistakes. This sense of security encourages innovation and adaptability, enabling organizations to navigate change effectively.

4. Building a Growth Mindset: Unlearning cultivates a growth mindset, encouraging employees to believe that their abilities can be developed through effort and learning. This mindset empowers individuals to embrace challenges, adapt to change, and continuously improve their skills.

5. Celebrating Successes and Learning from Failures: Unlearning encourages organizations to celebrate successes while also learning from failures. This approach fosters a culture of continuous improvement, where setbacks are seen as opportunities for growth and adaptation.

6. Fostering Diversity and Inclusion: Unlearning promotes diversity and inclusion by encouraging employees to challenge their own biases and assumptions. This creates a more inclusive workplace where diverse perspectives are valued and considered, leading to better decision-making and innovation.

7. Empowering Employees to Drive Change: Unlearning empowers employees to take ownership of their learning and development, encouraging them to seek out new information and actively participate in change initiatives. This active engagement fosters a sense of ownership and commitment to organizational transformation.

8. Creating a Culture of Continuous Learning: Unlearning integrates continuous learning into the company culture, encouraging employees to embrace lifelong learning and adapt to the ever-changing business landscape. This commitment to continuous learning ensures that the organization remains agile and responsive in the face of new challenges and opportunities.

By incorporating unlearning principles into their organizational culture, companies can create an environment that supports effective change, fosters innovation, and drives long-term success.

For individuals, unlearning is a crucial process for personal and professional growth. It involves letting go of outdated beliefs, assumptions, and habits that may be hindering our progress. While it can be challenging, unlearning is essential for adaptability and innovation in a rapidly changing world.

Here are some key unlearning principles:

1. Embrace Curiosity and Openness: Approach new information and experiences with a curious and open mind. Be willing to challenge your own assumptions and perspectives.

2. Recognize and Confront Limiting Beliefs: Identify beliefs that are holding you back. Acknowledge that these beliefs may not be accurate or relevant anymore.

3. Seek Diverse Perspectives: Actively seek out information and opinions from people with different backgrounds and experiences. Engage in meaningful conversations with others.

4. Practice Reflective Thinking: Regularly reflect on your thoughts, actions, and experiences. Identify patterns and areas where you may need to make adjustments.

5. Experiment and Learn from Mistakes: Don't be afraid to experiment and try new things. Embrace mistakes as learning opportunities rather than failures.

6. Embrace Discomfort: Unlearning can be uncomfortable as it challenges your existing worldview. Be willing to step outside your comfort zone for personal growth.

7. Seek Support: Surround yourself with supportive individuals who encourage your growth and willingness to unlearn.

8. Continuous Process: Unlearning is an ongoing process, not a one-time event. Be committed to continuous learning and personal development.

Remember, unlearning is not about erasing your past knowledge or experiences. Instead, it's about making room for new ideas, perspectives, and ways of thinking. By embracing unlearning, you empower yourself to adapt, grow, and thrive in a dynamic world. As The Unlearning Lady put it, "...kind of like a cup that is full and overflowing, it does not have room to receive more. It is always spilling nothing new. So rather aim for a cup half full because you have room for more after you have drank from it (learn to unlearn to learn anew."

Here is our nugget; always check our training calendar for new learnings :)  

Recruitment process outsourcing (RPO) is a business strategy in which an organization contracts with an external service provider to manage all or part of its recruitment process. RPO providers offer a range of services, including:

• Sourcing and candidate engagement: RPO providers have access to a wide range of sourcing channels and can use their expertise to identify and attract top talent. They can also help to engage candidates and build relationships with them.
• Screening and shortlisting: RPO providers can screen candidates' resumes and applications and conduct initial interviews to identify the most qualified candidates for hiring managers to interview.
• Interviewing and assessment: RPO providers can conduct in-depth interviews with candidates and assess their skills, experience, and cultural fit. They can also administer assessments to measure candidates' abilities and knowledge.
• Onboarding and integration: RPO providers can help to onboard new hires by providing them with training, orientation, and support.

• RPO can be a valuable tool for organizations of all sizes, as it can help them to:

  • Improve the quality of their hires: RPO providers have access to a wider pool of candidates and can use their expertise to identify the best talent for the job.
  • Reduce time to hire: RPO providers can streamline the recruitment process and reduce the time it takes to fill open positions.
  • Reduce costs: RPO providers can often handle the recruitment process more cost-effectively than internal recruitment teams.
  • Improve compliance: RPO providers can help organizations to comply with all relevant employment laws and regulations.

  The decision of whether or not to outsource recruitment is a complex one, and there are a number of factors to consider, such as the size and complexity of the organization, the types of positions being recruited for, and the organization's budget.

  If you are considering RPO, it is important to carefully evaluate your needs and select a provider that has a proven track record of success. You should also make sure that the provider has a strong understanding of your company culture and values.

  Here are some additional elements of RPO to consider:

  • Technology: RPO providers can use a variety of technologies to streamline the recruitment process, such as applicant tracking systems (ATS), video interviewing platforms, and artificial intelligence (AI) tools.
  • Metrics and reporting: RPO providers should be able to provide you with regular reports on the progress of your recruitment efforts. These reports should include data on the number of candidates sourced, the time to hire, and the cost per hire.
  • Communication: RPO providers should communicate with you regularly and keep you informed of any issues that arise during the recruitment process.

  By carefully considering these elements, you can ensure that you are choosing an RPO provider that is the right fit for your organization.

The key to business development is a combination of strategic planning, relationship building, and effective execution. It involves identifying and pursuing opportunities for growth, expanding into new markets, and building partnerships that can help businesses achieve their goals.

Here are some of the key elements of successful business development:

1. Clearly defined goals and objectives: Having clear and measurable goals is essential for any business development initiative. These goals should be aligned with the overall business strategy and should be specific, attainable, relevant, and time-bound (SMART).

2. Target market research: Understanding your target market is crucial for developing effective business development strategies. This includes identifying your ideal customer, their needs and pain points, and their buying behavior.

3. Identifying and evaluating opportunities: Once you have a clear understanding of your target market, you can start to identify and evaluate potential business opportunities. This may involve researching new markets, developing new products or services, or expanding into new distribution channels.

4. Building relationships: Business development is all about building relationships. This includes networking with potential customers, partners, and influencers. It also involves cultivating strong relationships with existing customers to encourage repeat business and referrals.

5. Effective communication: Communication is essential for every aspect of business development. This includes being able to clearly articulate your value proposition, negotiate deals, and build relationships.

6. Adaptability and agility: The business landscape is constantly changing, so it's important for business development professionals to be adaptable and agile. This means being able to pivot your strategies as needed and respond to new opportunities and challenges.

7. Data-driven decision-making: Business development should be driven by data. This means tracking your results and using data to inform your decisions.

8. Continuous learning: The business world is constantly evolving, so it's important for business development professionals to be committed to continuous learning. This means staying up-to-date on industry trends, new technologies, and best practices.

By following these key principles, businesses can increase their chances of success in the ever-competitive business landscape.

Register for Business Development Training and further your skills.

Effective interviewing skills are crucial for both interviewers and interviewees to ensure a successful hiring process. These skills encompass a range of abilities that enable individuals to conduct meaningful and informative interviews, leading to well-informed hiring decisions.

For interviewers, effective interviewing skills involve:

1. Thorough Preparation: Conducting thorough research on the role, the company, and the candidate's background demonstrates professionalism and preparedness.

2. Clear Communication: Articulating questions clearly and concisely ensures that the candidate understands the intent of each question and can provide accurate responses.

3. Active Listening: Paying close attention to the candidate's responses, both verbal and nonverbal, demonstrates genuine interest and allows interviewers to gather valuable insights.

4. Effective Questioning: Utilizing a variety of open-ended, behavioral, and situational questions elicits comprehensive information about the candidate's skills, experience, and problem-solving abilities.

5. Building Rapport: Creating a comfortable and engaging atmosphere puts the candidate at ease, fostering open communication and a genuine connection.

6. Objective Assessment: Evaluating candidates based on their qualifications and job fit, rather than personal biases or preconceptions, ensures fair and impartial hiring decisions.

7. Clear Expectations: Providing clear expectations about the role, company culture, and next steps in the hiring process sets the stage for a positive candidate experience.

8. **Feedback and ** Providing timely feedback to candidates, even if it's not a positive outcome, demonstrates respect and professionalism. Following up with any additional questions or clarifications demonstrates thoroughness and attention to detail.

For interviewees, effective interviewing skills involve:

1. Research and Preparation: Thoroughly researching the company, the role, and the industry demonstrates interest and preparedness.

2. Professional Communication: Articulating responses clearly, concisely, and confidently conveys professionalism and effective communication skills.

3. Enthusiasm and Engagement: Expressing genuine enthusiasm for the role and the company demonstrates passion and motivation.

4. Highlighting Relevant Skills and Experience: Tailoring responses to emphasize skills and experiences that align with the job requirements showcases suitability for the role.

5. Asking Insightful Questions: Preparing thoughtful questions about the role, company culture, and expectations demonstrates curiosity and engagement.

6. Positive Body Language: Maintaining good posture, making eye contact, and displaying active listening cues conveys confidence and engagement.

7. Thanking the Interviewers: Expressing gratitude for the opportunity and reiterating interest in the role leaves a positive lasting impression.

Recruitment fundamentals refer to the essential principles and practices that form the foundation of effective recruitment processes. These fundamentals are crucial for organizations of all sizes to successfully attract, select, and hire top talent.

Key recruitment fundamentals include:

1. Identifying and defining the role: Clearly understanding the job requirements, responsibilities, and desired skills is essential for attracting the right candidates.

2. Crafting compelling job descriptions: Well-written job descriptions accurately reflect the role's expectations and attract qualified individuals.

3. Leveraging multiple sourcing channels: Utilize various recruitment channels, including online job boards, social media platforms, employee referrals, and professional networks, to reach a wider pool of candidates.

4. Screening and shortlisting candidates: Effectively assess candidates' qualifications and experience to identify those who best match the job requirements.

5. Conducting structured interviews: Utilize structured interviews to evaluate candidates' skills, knowledge, and cultural fit.

6. Making informed hiring decisions: Carefully consider all relevant factors, including candidate assessment results, background checks, and references, before making hiring decisions.

7. Onboarding new hires: Integrate new employees into the organization seamlessly by providing comprehensive training, orientation, and support.

8. Evaluating recruitment effectiveness: Regularly assess the effectiveness of recruitment processes to identify areas for improvement.

Researchers from Debt Rescue highlighted seven of the most in-demand jobs in South Africa, with some considered among the top-earning careers in 2023.

Debt Rescue compiled a list of the top-earning careers in South Africa based on research and data from various expert sources.

“These careers are in high demand, have good prospects, and require skills and qualifications that are relevant and valuable in the modern world,” it said.

According to Debt Rescue, these seven careers garner an annual salary of between R240,000 and R949,000, with the top job being a Data Analyst.

Debt Rescues list of these careers, what the job entails, and what the pay per annum is listed below – ranked from least to highest paid, as outlined by Debt Rescue.

It must be noted that average annual salaries for the below positions were aggregated from multiple sources and not just taken from one. The precise salary will always depend on the company and the amount of experience that the person has.

Nursing / Professional Caregiving

Nursing or professional caregiving is another rewarding and well-paying career. Nurses/professional caregivers provide health care services to patients in hospitals, clinics, homes, and other settings.

These professionals can specialise in different areas, such as paediatrics, geriatrics, oncology, psychiatry, and more. They can also pursue further education and training to become registered nurses or nurse practitioners.

The average salary of a nurse / professional caregiver in South Africa is R240,000 per annum.

Database Designers / Developers / Administrators

Database design/development/administration is another high-paying and in-demand career in South Africa. Database designers create and manage databases that store and organise data for various purposes.

They use various software tools and languages to design, build, maintain, and optimise databases. They also ensure data security, integrity, availability, and quality.

Database designers can work in various sectors like banking, retail, government, education, and more. They can also work as consultants or freelancers.

The average salary of a database designer/developer/administrator in South Africa is R360,000 per annum.

Tax Professionals

Tax professionals help individuals and organisations comply with tax laws and regulations. They prepare and file tax returns, calculate tax liabilities or refunds, advise on tax planning strategies, represent clients in tax audits or disputes, and keep abreast of tax changes and updates.

Tax professionals can work as accountants, consultants, auditors, lawyers, or educators. They can work for public or private sector entities or run their own businesses.

The average annual salary for a tax professional with 1 to 3 years of work experience in South Africa is R379,323.

Software Development

Software development is one of the most lucrative and exciting careers in South Africa and the world. Software developers create applications, systems, and platforms that run on computers, mobile devices, and the Internet.

They use various programming languages, tools, and frameworks to design, code, test, and deploy software solutions.

Software developers can work in various industries like finance, education, entertainment, health care, etc. They can also work as freelancers or entrepreneurs, creating their own products and services.

The average salary of a software developer in South Africa is R462,144 per annum.

Systems Analyst

Systems analysts study an organisation or business’s current systems and processes and propose solutions to improve their efficiency, functionality, and usability.

They analyse various systems options’ requirements, specifications, costs, benefits, risks, and feasibility.

They also design, test, implement, and maintain new or improved systems. Systems analysts can work in various domains that use information technology systems, such as finance, health care, education, manufacturing, and more.

The average annual salary for systems analysts in South Africa is R500,000.

Data Analyst

Data analysts and data warehouse specialists collect, cleanse, transform, and analyse large and complex data sets to extract insights and value for various purposes.

They use different tools and techniques to manipulate and visualise data, such as spreadsheets, databases, programming languages, and software applications.

They also design and maintain data warehouses that store and organise data from multiple sources and support data analysis and reporting. Data analysts and data warehouse specialists can work in various industries that use data-driven decision-making, such as marketing, retail, health care, education, and more.

The average annual salary for data analysts and data warehouse specialists in South Africa is R552,099.

Actuaries

Actuaries use mathematics, statistics, and financial theory to analyse the risks and uncertainties of future events that affect insurance, pensions, investments, and other financial products or services.

They calculate the probabilities and costs of claims, benefits, or returns and design and evaluate policies and plans that minimise or manage these risks.

Actuaries can work in various sectors that deal with risk management, such as insurance, banking, health care, government, and more.

The average annual salary for entry-level actuaries in South Africa is R949,000.
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Source >BusinessTech