HBC Member Profile | Jacquelene Swanepoel

Business Questionnaire

1. What motivates you?

As HR practitioners we ask this question also in job interviews, expecting an easy answer from the applicant at the other end of the table. In reality, it is actually a very complicated question. It requires some introspection and understanding of oneself to find what drives us most. Is It success? Is it money? Is it status? Is it the rush of the corporate world or to climb the corporate ladder as quickly as possible? Is it being good at your job or is It simplicity, family, flexibility, and a home-work balance?

For me it Is probably all of the above, because every next level of your life will demand a different you. Currently, I am focusing on establishing my business, raising two little girls, being a wife to a husband that works full time as well, and staying on top of my game. But mostly, I am inspired to create something new and unique that will reflect my name, passion and hard work; something I can be proud of and something that I can one day leave to my kids and say – this is yours.

• Why did you choose HR / LABOUR?

Human Resources and employee relations management is not something I chose exactly. I have always been intrigued by human behaviour and I finally decided to study B.Com Behavioural Science at the North West University of Potchefstroom.  

As an HR practitioners, we encourage employees to perform and to adapt the ability to be self-motivated towards completing a task, or a job, to create and to achieve. To be self-motivated is not dependent on any outside agents. It is the behaviour of independent internal energy that drives the individual towards doing something. This drive can also be activated or encouraged by employers, management styles, the environment and development. This fascinates me and today I am constantly investigating and finding the reason behind people’s behaviour. My work daily involves investigating why misconduct occurred – Why did the employee take that short-cut that resulted in an injury? Why is the employee not reaching production targets? Why are we here in this disciplinary hearing? What motivated the employee to act in a certain why, and how can we fix it!

• What is your strongest skill as Entrepreneur?

I believe being a successful entrepreneur means more than starting new ventures every other day. It means the right attitude towards a business and the determination and grit to achieve success. I think my strongest skill is my passion for what I do and an inner drive to succeed.

• What do you think is the most important advice for Entrepreneurs?

Accepting change. It has been particularly important this year as the nationwide lockdown and COVID 19 pandemic completely changed the way we could work and probably will work in future. Change is the only thing that is constant in business. An entrepreneur should have an open mind and eagerness to learn new things, to adapt and to evolve.

• How can Business owners’ re-structure their Business during difficult times?

To re-structure a business inevitably implies that the basic conditions of employment may be affected and that certain roles and responsibilities will change. It requires thorough planning, the considering of alternatives, and consulting with employees and employee representatives. To increase organisational effectiveness and to facilitate personal – and organisational change will require the use of interventions and business owners will need the guidance of an employee relations expert when considering the possibility of restructuring in terms of section 189 of the Labour Relations Act. Business owners and employers must consult their HR Business Partner to drive the social and behavioural aspect when restructuring their businesses

• What makes your Business unique?

With so many service providers available how do you decide on the exact one for your business?

What makes us unique is that we offer effective HR solutions to small and medium sized businesses (SME’s), providing objective and accurate employee relations management and dispute resolution services for your company.  We recognise that our services contribute to the performance of your business by determining your employee relations needs. We understand how these elements of employee relations can have an impact on your business and therefore aim to resolve conflict and performance issues swiftly and effectively to prevent and manage serious labour disputes.