Phumelela Msomi, the CEO of Natal Razor and Wire, passion for business started at an early age. He explained that he has always loved trading and this led him to acquiring a wire supply and installation company which is based in New Germany, Pinetown. Phumelela was born in Durban in October 1992 and spent his early childhood in Richards Bay where he completed his primary school education. On his family’s return to Durban, he attended Durban High School (DHS) from where he matriculated. He then went on to study BCom Accounting at the University of KwaZulu-Natal Westville campus. While Msomi was at DHS, he ran the school tuck shop for three years and also cut hair. He added that his father recently reminded him that his love of trading started in primary school. “My cousin and I started a business called Cousin’s Car Wash – so there was always a fascination with business – in time this interest was able to manifest itself in the opportunities that we took.” Msomi explained, “My university direction was initially in the accounting field but this course of study was preparing me more for my own business. I was always studying to go into business, our family had a small construction business at that time, which I wanted to join.” However, says Msomi he actually started his own business when he was in second year university and completed his first project while he was still at university.” Msomi commented that after completing the project he had earned a decent amount of money for a student. “I realised that from that point on that I didn’t want to complete the whole CA route but that I would prefer to go into business.” After Msomi completed his studies at UKZN, he still had no real direction apart from knowing that he wanted to be in the construction industry. He explained, “Funnily enough a friend of mine was working for this business (Natal Razor and Wire) back at the time and there was an opportunity to do fencing for a mid-sized construction firm based in Pinetown.” “I will never forget. I arrived for the meeting dressed in a suit and a tie – which was hilarious in the construction industry. I went in and explained how I was going to do this fencing project never having done fencing in my live,” explained Msomi with a smile. “And yes, these guys were good to me and gave me the opportunity – I made a lot of mistakes on the project but eventually I ‘decked’ it. As they say the rest is history. Up until today – ten years later they are still my clients and we still do work for them.” That first opportunity allowed Msomi to learn about the fencing industry and opened the doors for him to grow in the industry. Natal Razor and Wire was established in 1995 by Dan van Niekerk who initially was a client of Msomi’s. “He was a very good man who recently passed away. He mentored me in the industry – teaching me the ins and outs of fencing. When he got sick, the opportunity arose for me to acquire the business – after a long period of time of engagement with him I was eventually able to acquire the entity which bought me to this point.” Commenting on the challenges that he has faced, Msomi explained that similar to most small businesses cash flow is an issue – especially as he is building up an entity. Another challenge includes growing the business beyond the direct work, which requires working on the business rather than in the business. Msomi explained that this was a major challenge as customers get used to dealing with you personally. He added, “There is goodwill because customers like to deal with you. Once you start putting other people as the face of the business or responsible for tasks that you would traditionally do, this does become a challenge. So, delegation was really a major hurdle but fortunately we are finding our feet.” Speaking about his strengths, Msomi says that he has always been really focused and really stubborn in his approach, which he believes has been important. He explained that a lot of people have come to him with opportunities to try and persuade him into different markets. “We have been resolute – we only do fencing – although we have a variety of different product types. We have always maintained that fencing is our core and I think that that has helped us to be successful. We have mastered fencing.” When asked about his management style, Msomi explained that this is directed at guiding people to find out who they are and where their strengths are. “As we have expanded, we have employed new people. So rather than giving people job roles and descriptions, I am flexible in my approach and see what tasks allow them to thrive. Once I see that they are strong in a particular area, I allow them to focus on that role. It is important to shift people in the direction where they will really grow. I really believe in not having a fixed approach but letting people grow into their capabilities.” Msomi’s own role he says is to network so that he can cultivate new and existing relationships in order to continue to bring work in. He explained, “We want to ensure that we continue to build and establish those relations to grow the company.” As growing the company is a major goal, Msomi says that he is really inspired by results. He said, “As the saying goes ‘you love it when a plan comes together’. When you start to see results, it’s positive reinforcement and gives you the edge that you are actually doing the right thing. Because we are focused on fencing, we found that when everyone else started to get quiet, we still had work because people knew us as the fencing guys. We are the go-to guys for this service. The fact that we remained focused and consistent helped us achieve successful results.” Msomi explained that having to make the shift to getting more resources and more people was a scary process. He says that he was concerned whether or not this investment had the potential to work or if he was going to fall flat on his face. He says, “Business is not easy, it is a tough industry but the ability to persevere is the greatest piece of advice that someone can give to you… As the saying goes, ’You can’t lose what you don’t have’. A lot of people are afraid of losing but they haven’t even started. They are so caught up in fear that they don’t take opportunities. Persevere, be bold, back yourself in what you choose to do.” To relax, Msomi says that he has three outlets – family, friend and Flix (Netflix). He enjoys spending time with his family and with friends. In addition, he says that watching sport on television or bingeing on a series helps him destress. Msomi has a two and a half- year-old son with whom he loves to play. “These things help me get my mind right when everything is falling apart around me,” he commented. In conclusion, Msomi says that more than a motto he has a belief system that he lives by which is to ‘strive for excellence’. He explains, “As you strive for excellence, as you strive to do better, you begin to distinguish yourself from others. I think a lot of people are obsessed with getting opportunities and assistance from government but no one is focused on what value they give. As you develop excellence, as you work on your excellence, you begin to add value to others and give value.” E: info@mawalaholdings.co.za W: www.mawalaholdings.co.za

31 MAY 2023 | NATURAL RESOURCES AND ENERGY In a keynote address at Daily Maverick’s First Earth Edition of The Gathering, held in Cape Town on 26 May 2023, former Eskom CEO, Andre de Ruyter, spoke about the opportunities to our economy in embracing climate change. He stated that “… this is a huge opportunity, but it requires us to have a coherent policy environment, we need to have supportive industrial policies”. If we get this right, South Africa “can lead the world and can ensure that we become and remain a competitive country, from an environmental perspective, from an export perspective, but also from an energy perspective.” De Ruyter is correct. Climate change offers an enormous opportunity to South Africa. Instead of treating the electricity crisis as a threat to our economy, we should be seeing this as an opportunity for economic growth. Like the United States, South Africa, historically, has been reliant on coal as a source of fuel to generate electricity. This reliance on coal has made South Africa the twelfth largest contributor of greenhouse gases in the world. Instead of focussing on the loss of jobs that will follow, the closure of coal power plants, we should be focussing on the creation of a new economy and the building of new industries, on a massive scale. This will drive the transition to clean energy and address the climate crisis. In the US, the Republican Party, led by Trump, raised the same concerns about transitioning from fossil fuels to renewable energy. The focus was on increasing the US production of oil, natural gas and coal. In contrast, the EU has, for a long time, aspired to be a world leader – if not THE leader in fighting climate change. In July 2019, the European Parliament elected Ursula von der Leyen as President of the European Commission for the period until 2024. She has announced that she will focus on an ambitious climate agenda to make Europe the first climate neutral continent by 2050. In order to achieve this ambition, her agenda is to propose a European green deal that will include the first European climate law to enshrine the 2050 climate neutrality target into law. Since Biden came to power in the US, he has introduced two pieces of legislation that will have a major impact on reducing US carbon emissions. This may well make the US the new world leader in taking concrete action on combatting climate change. The US focus is also on using climate change as a lever for economic growth particularly through the introduction of tax credits on a massive scale. Like the EU and the US, can South Africa use climate change as an opportunity? Are the necessary policies going to be put in place to achieve this? By so doing, can South Africa lead the world economically and from an environmental perspective? The Climate Change Bill The Climate Change Bill (the Bill) was introduced in Parliament in February 2022. It is the policy instrument to achieve climate change. The Bill is undergoing extensive public consultation with civil society. The Bill follows the EU approach in regulating climate change and setting targets to be achieved. The object of the Bill is to provide for a co-ordinated and integrated response to climate change, to provide for the effective management of climate change impacts, make a fair contribution to the global effort to stabilise greenhouse gases and to ensure a just transition towards a low carbon economy and society. In addition, it aims to give effect to South Africa’s international commitments and obligations in relation to climate change and to protect and preserve the planet for the benefit of present and future generations of humankind. Every organ of State that exercises a power or performs a function affected by climate change is required to review, co-ordinate, amend and harmonise their policies, measures and programmes to ensure that the risks of climate change are taken into account. The Bill provides for provincial and municipal forums on climate change. The provincial forums on climate change are then required to provide a report to the President’s Co-ordinating Council regarding the climate change responses, actions and considerations in the various provinces. The Bill provides that the President establish a Presidential Climate Commission to advise government on its climate change responses and the mitigation of climate change impacts.Obligations are imposed on the Minister of Forestry, Fisheries and the Environment to determine national objectives, establish indicators for measuring progress and for setting a date by which the adaptation objectives should be incorporated into policies, planning instruments and programmes. The Minister is obliged to develop a national adaptation strategy and plan. One of the most important aspects of the Bill is for the Minister to determine a National Greenhouse Gas (GHG) Emissions Trajectory which is a pathway that manages the reduction of greenhouse gasses emissions progressively over time. The National GHG Emissions Trajectory must specify a national GHG emissions reduction objective which is consistent with South Africa’s international obligations. In addition, the Minister must, within one year of the Act coming into operation, publish a list of the GHG Emitting Sectors subject to sectoral emissions targets. These targets must be implemented by the Ministers responsible for the administration of the relevant sectors. The targets must set goals for the first five years, the subsequent five to ten years and for a ten to fifteen year period thereafter. In that way, the Bill seeks to facilitate a just transition towards a low emissions and climate resilient economy. The Minister must publish a list of GHGs which cause, or are likely to cause or exacerbate, climate change and a list of activities which emit one or more of the listed gases. The GHG emission thresholds must be expressed in carbon dioxide equivalents in order for the Minister to identify entities to be assigned a carbon budget. The carbon budgets must be reviewed every five years. If an entity has been allocated a carbon budget, it must prepare a GHG mitigation plan which outlines the mitigation measures that the entity proposes to implement in order to remain within its allocated carbon budget. It is likely that the introduction of the Bill and the implementation of the Carbon Tax Act of 2019 will accelerate South Africa’s move to a low carbon, climate resilient and ecologically sustainable economy and society. It will also aim to ensure that South Africa achieves its commitments under the Paris Agreement and the goals set during the United Nations Climate Change Conference of the Parties (COP26) in November 2021. Will these measures provide the platform for a competitive and sustainable energy sector? Will the opportunities which De Ruyter speaks about be fulfilled? The US Approach The US approach is to focus on the effect of policies. The Trump America First Energy Policy sought to remove all bureaucratic and political barriers to energy development. All regulations were tested against whether these were “good for the American worker”. Regulations implemented under the Obama Administration were rolled back and the return of coal fired electric generation was favoured to the disfavour of renewable resources. In his 2015 book “Great Again: How to Fix our Crippled America”, Trump wrote: “The whole push for renewable energy is being driven by the wrong motivation, the mistaken believe that global climate change is being caused by carbon emissions. If you don’t buy that – and I don’t – then what we have is really just an expensive way of making the tree huggers feel good about themselves”. It was initially felt that President Biden had high aspirations but it was unlikely that much would be achieved by him on the renewable front. As it turns out, the Biden Presidency has achieved passage of two highly significant pieces of legislation that will make a major impact on reducing US carbon emissions. They are: 1. The Bipartisan Infrastructure Investment and Jobs Act of 2021 (BIIJA); and 2. The Inflation Reduction Act of 2022 (IRA) The two laws represent an energy transmission and climate change package that will benefit from more than US$2 trillion in spending. Once fully deployed, these investments are predicted to reduce US greenhouse gas emissions by nearly 1 150 million metric tons in 2030. These reductions are about equal to the annual combined emissions from every US home. It is estimated that the two pieces of legislation will reduce greenhouse gas emissions across the entire economy to 40% below 2005 levels. This, however, is still below the Biden announced target in 2021, to reduce emissions by 50% from 2005 levels, and by 2030. The BIIJA and IRA combined will probably bring US climate change related spending to be nearly equal to the European Union’s climate related budget and may well place the US as the singular global leader in climate change (the European Union has had to take a step backwards following the Russian invasion of Ukraine and the subsequent need to burn more coal). BIIJA provides for: - US$65 billion for electricity transmission grid upgrades to expand the amount of renewable energy on the grid; - US$7.5 billion over 5 years to establish a national charging infrastructure for electric vehicles; - US$6 billion over 5 years for battery storage efforts; - US$3 billion for advance demonstration projects for nuclear energy; - US$2.5 billion for developing large scale carbon capture demonstration projects; - US$1 billion for electric school busses. The IRA was signed into law on 16 August 2022 and is aimed at supercharging the clean energy industry. The law calls for the investment over a 10 year period of nearly US$400 billion in tax credits aimed at steering consumers to electric vehicles and prodding electric utilities towards renewable energy sources like wind or solar. It contains numerous provisions designed to encourage automakers and battery makers to buy lithium, nickel and other key materials from suppliers in North America or from the United States trade allies. Gina McCarthy, Biden’s national climate advisor, stated in the New York Times: “Over the past 20 months, as America’s first ever National Climate Advisor, I have witnessed a paradigm shift: the private sector no longer sees climate action as a source of job losses but rather as an opportunity for job creation and economic revitalisation. It is a striking shift after 4 years of the Trump Administration, which threw science out of the window and backed out of the Paris Climate Agreement. In 2020, the future seemed grim. But today, States and companies are running towards a clean energy future”. The EU Approach Following the crisis in the Ukraine, the EU announced in March 2022 its REP Power EU Plan. A key element of the REP EU Plan is the diversification of energy sources and accelerating the green transition through a substantial investment in renewable energy. This includes increased production of bio-methane and hydrogen projects. Before the crisis, Europe imported 83% of its natural gas requirements, of which 41% was of Russian origin. The plan addressed an immediate need, in the short term, to procure alternative supplies of gas, oil and coal and develop renewable hydrogen. The EU approach is based on the Treaty on European Union (TEU), the Treaty on the Functioning of the European Union (TFEU) and the Charter of Fundamental Rights of the European Union. These primary laws and framework treaties set out the competencies and procedures for EU secondary law. The objectives set out in the TEU and the TFEU are carried out in secondary law, which is drafted and adopted by the three main bodies of the EU’s legal system: - The European Parliament; - The Council of the European Union; and - The European Commission. The EU’s plan to address climate change is found in the 2020 Climate and Energy Package which aimed to reduce GHG emissions by 20%, obtaining 20% of EU energy from renewables and have a 20% improvement in energy efficiency by 2020. These objectives were re-inforced by the 2030 Climate Energy Framework which further set targets for 2030 to reduce GHG emissions by 40%, obtain 32% of EU energy from renewables and have a 32.5% improvement in energy efficiency. To achieve these targets, the EU adopted a multipronged approach comprising of an Emissions Trading System, an effort sharing decision for non-ETS sectors, a renewable energy directive, a carbon capture and storage directive and an energy efficiency directive. Climate Change related Judicial Decisions The courts are likely to play a far more active role in enforcing climate change. Two landmark decisions are likely to fundamentally affect the legal landscape with respect to climate change litigation. In Urgenda vs Kingdom of the Netherlands, the Court of Appeal of the Hague in the Netherlands issued an order that the Dutch State be required to reduce its greenhouse gas emissions by 25% by 2020. The judgement handed down in October 2018 involved a claim by a Dutch citizens environmental organisation whose aim was to stimulate and accelerate the transition process to a more sustainable society. The organisation claimed that the Dutch State had failed to commit to an emission reduction target so that the cumulative volume of Dutch greenhouse gas emissions would have reduced by at least 25% from the base of 1990, by the end of 2020. The Hague Court of Appeal upheld a ruling that the State was under a duty of care to limit the GHG emissions. The second case was in Australia where the Land and Environment Court of New South Wales decided, in Gloucester Resources Limited vs Minister for Planning, that a coal mine development should be blocked in part because of its potential impact. The court held that an open cut coal mine was being proposed at the wrong time because the GHG emissions of the coal mine will increase global total concentrations of GHG at a time when what is now urgently needed, in order to meet generally agreed climate targets, is a rapid and deep decrease in GHG emissions. Conclusion Climate change provides an opportunity for addressing the South African electricity crisis. If South Africa creates the right environment, the State and the private sector can solve the electricity crisis and address the challenge of climate change. The Bill is currently before Parliament. It is supposed to be the document which is to achieve these objectives. It sets targets which are aimed to address South Africa’s excessive GHG emissions. The approach adopted is quite similar to the EU approach. It requires companies to comply with targets. The US approach adopted by the Biden Administration seems to be more effective. In a very short period, it has reversed the conservative policies that were introduced by Trump. If South Africa is to address its electricity crisis and create sustainable economic growth, it would do well to follow the approach adopted in the US and in that way, the optimism expressed by De Ruyter may well be achieved. MICHAEL JACKSON PARTNER Tel: 031 536 8512 Email: mjackson@coxyeats.co.za

In this conversation, Prof. Justin Barnes provides a comprehensive explanation behind the creation of the TWIMS Management Sandbox demonstration space within TWIMS. The future of manufacturing is poised for remarkable disruptions driven by emerging technologies, evolving customer preferences, and shifting market dynamics. Several pivotal trends are expected to shape the manufacturing landscape in the coming years. These include the rising wave of digitalization and automation, the pressing need for sustainability, the demand for personalized and customized products and services, as well as new manufacturing models fueled by the Internet of Things, artificial intelligence (AI), Virtual and Augmented Reality, Additive Manufacturing, and smart materials. To thrive in this rapidly evolving environment, manufacturers must devise effective business strategies that enable them to adapt to emerging trends and overcome challenges. They need to leverage technology to optimize their existing processes and products, while also exploring innovative changes to their fundamental approaches. For instance, harnessing the power of AI can enhance quality assurance processes, while integrating Virtual Reality and Augmented Reality can revolutionize production and product development methods. Drawing on years of research within the manufacturing sector, TWIMS has identified a crucial need for a dedicated demonstration space in KwaZulu-Natal. This space will serve as a platform where diverse technologies can be showcased and experienced firsthand. In response to this need, TWIMS has invested in establishing the Future Manufacturing Management Sandbox at its Campus in Kloof. The Management Sandbox was launched in September 2022. The primary objective of the Sandbox is to introduce students and delegates from visiting firms to the cutting-edge manufacturing technologies that are currently reshaping the industry. This innovative space features a fully IoT-enabled assembly line, complete with Augmented Reality, Virtual Reality, Artificial Intelligence, Visual Recognition Technology, and Radio Frequency Identification demonstrations. Additionally, the Sandbox allows for 3D printing of components using Additive Manufacturing equipment, further showcasing the possibilities of this transformative technology. We firmly believe that the Management Sandbox at TWIMS will play a vital role by providing a safe and supportive environment for management to experiment, innovate, and gain practical knowledge about Industry 4.0 technologies that will reshape their organizations significantly and enhance the competitiveness of the local industry.

This Week@Work Pavlo met with a business owner who is deeply frustrated because his business has outgrown the ‘chassis’ or business model that it was originally built on. As our business’s grow, we’ll all face this, we can’t stop running the business to rebuild the chassis, we have to build while we fly. Your prosperity is largely in your hands. It's also in the wellbeing of your suppliers, customers, friends and family who run their own businesses. You're welcome to share This Week@Work with them. Subscribe to receive This Week @ Work www.aurik.com

Kamantha Naidoo, the HCM Product Manager at Labournet, delves into the Labournet HCM solution, emphasizing its significance in human capital management. Our comprehensive offering provides a fully integrated HR and payroll solution, catering to the diverse needs of businesses. At Labournet, we understand the pivotal role that effective human capital management plays in driving organizational success. Our HCM solution is designed with this in mind, empowering businesses to streamline their HR processes and optimize their workforce management. Through our fully integrated HR and payroll solution, we provide a seamless experience for our clients. By centralizing HR and payroll functions, businesses can leverage real-time data, enabling informed decision-making and enhancing operational efficiency. The Labournet HCM solution offers a wide array of features and functionalities, ensuring comprehensive support for all aspects of human capital management. From recruitment and onboarding to performance management and employee engagement, our solution covers the entire employee lifecycle, with ease of online accessibility. Employees are also able to download the Employee Self Service and Manager Self Service, an online App, which allows them to access their personal details only. One of the key advantages of our HCM solution is its ability to automate critical HR processes. By automating tasks such as leave management, time tracking, and performance evaluations, we empower HR teams to focus on strategic initiatives and employee development, rather than being burdened by administrative tasks. In conclusion, Labournet's HCM solution, provides a fully integrated HR and payroll solution. By leveraging our comprehensive features, automation capabilities, and advanced analytics, businesses can enhance their human capital management practices, drive operational efficiency, and foster a motivated and engaged workforce.

Irfaan Ahmed, Health & Safety Product Manager at Labournet, discusses the significant role of the Occupational Health and Safety (OHS) Act in establishing comprehensive guidelines for ensuring safety and promoting a good health environment within businesses. The OHS Act is a pivotal legislation that plays a crucial role in safeguarding the well-being of employees, customers, and the general public. It sets forth a framework that employers must adhere to in order to maintain safe and healthy working environments. One of the primary objectives of the OHS Act is to prevent workplace accidents and occupational illnesses. By outlining clear standards and requirements, the legislation helps organizations identify potential hazards and implement effective control measures. This proactive approach ensures that risks are minimized and workers are protected from harm. Moreover, the OHS Act mandates employers to establish robust safety management systems, including policies, procedures, and protocols. These systems provide a structured framework for managing health and safety concerns in a consistent and efficient manner. By implementing such systems, businesses can demonstrate their commitment to protecting their workforce and complying with legal obligations. Additionally, the OHS Act promotes employee engagement and participation in matters concerning health and safety. It emphasizes the importance of communication, consultation, and cooperation between management and workers. This collaborative approach fosters a safety culture where everyone is involved in identifying hazards, proposing solutions, and continuously improving workplace conditions. Furthermore, the OHS Act establishes guidelines for training and education programs. It mandates employers to provide adequate training to employees, enabling them to understand potential risks, utilize safety equipment, and follow proper procedures. By investing in training initiatives, businesses can empower their workforce with the knowledge and skills needed to ensure a safe working environment. In conclusion, the OHS Act serves as a vital framework for creating guidelines that prioritize safety and health within businesses. By adhering to its provisions, organizations can proactively address workplace hazards, establish effective safety management systems, foster employee engagement, and promote a culture of continuous improvement. Ultimately, the OHS Act plays a pivotal role in protecting the well-being of individuals and maintaining a safe and healthy work environment.

As a Client Relationship Consultant at Labournet, we need to understand the vital role that training and learnerships play in shaping successful professionals. Training and learnerships hold a paramount position in cultivating skilled individuals, and as a Client Relationship Consultant, I have witnessed their transformative impact firsthand. In the realm of professional development, these invaluable tools serve as catalysts, propelling individuals towards fulfilling careers and enabling businesses to thrive. At Labournet, we recognize the importance of equipping our clients with the necessary expertise and knowledge to excel in their respective fields. Through comprehensive training programs, we empower individuals with practical skills and theoretical understanding, nurturing their abilities and enabling them to adapt to the ever-evolving landscape of their industries. Labournet takes pride in offering tailored training and learnership programs that address the unique needs of our clients. By partnering with industry experts and utilizing cutting-edge methodologies, we ensure that our clients receive the highest quality education and practical exposure. In conclusion, I witness the profound impact of training and learnerships on individuals and organizations alike. These initiatives unlock potential, empower professionals, and propel businesses towards success in a rapidly changing world. Labournet remains committed to providing top-notch training and learnership opportunities, enabling our clients to thrive in their chosen fields.

Liesl Phillips, Industrial Relations Manager at Labournet, sheds light on the concept of industrial relations and its significance in the dynamic relationship between employees and employers. Industrial relations encompass the complex interactions, negotiations, and regulations that govern the interactions between workers and management within a workplace. In the realm of employee and employer relationships, industrial relations play a pivotal role in maintaining harmonious and productive work environments. It involves establishing fair and equitable conditions for both parties, ensuring that the rights and interests of employees are respected, while considering the objectives and constraints of the employer. From an employee's perspective, industrial relations involve various aspects of their working lives. These encompass fair wages, working hours, job security, health and safety regulations, and opportunities for growth and development. Industrial relations strive to protect and advocate for the rights of employees, ensuring that they are treated fairly, have access to grievance procedures, and are free from discriminatory practices. On the other hand, from the employer's standpoint, industrial relations encompass managing a diverse workforce, developing policies and procedures that align with legal requirements, and maintaining a productive and engaged workforce. Employers have the responsibility to provide a safe working environment, establish clear communication channels, address employee concerns, and manage disputes effectively. By effectively managing industrial relations, employers can enhance productivity, build positive employee morale, and foster a culture of mutual respect and cooperation. Industrial relations also involve collective bargaining, where trade unions or employee representatives negotiate with employers on behalf of the workforce. These negotiations typically focus on matters such as pay and benefits, working conditions, and employment policies. Through this process, both employees and employers have the opportunity to voice their concerns and reach agreements that benefit all parties involved. In summary, industrial relations recognise its critical role in facilitating a harmonious and productive relationship between employees and employers. It encompasses a wide range of factors that impact the working lives of employees while considering the objectives and limitations faced by employers. By prioritizing fairness, open communication, and collaboration, industrial relations can contribute to the creation of a thriving work environment that promotes the well-being and success of both employees and employers.

As the Regional Manager of KZN Labournet, Johan van Deventer discusses the comprehensive spectrum of HR solutions offered by Labournet. Delving into the topic, Johan sheds light on the array of services and expertise provided by the company. Johan introduces us to the diverse realm of HR solutions available through Labournet. With passion and knowledge, Johan illuminates the wide range of services and professional acumen that define the company's offerings.

As the weekend action approaches for the Sappi Karkloof Classic trail festival, the event organisers are once again taking time to thank their sponsors and partners for their valuable support. The two-day mountain biking and trail running event's title sponsor, Sappi, has helped the event survive the hardships of the past few years and maintain its place as one of KZN's premier trail events, but the benefits of their sponsorship go way beyond the sporting event. "The Sappi Karkloof Classic allows us to showcase the work we do in the Karkloof Forests and other Sappi forests," said Zelda Schwalbach, External Communications Lead for Sappi Southern Africa. "We have been a supporter of the Karkloof Classic since its inception, firstly via the local forester at Karkloof giving small prizes and allowing the participants access to the trails in the Karkloof area, and now for the past few years we have become the naming sponsor. "It is an important event for us because it brings so much value to the area and allows us to showcase what we are doing with the Sappi Trails Programme and participants can see the benefits to the surrounding areas. "Through well-established partnerships and collaboration, the trails on Sappi’s land have become a safer and more enjoyable option for riders, runners and walkers. "The Sappi Trails Programme was initiated in 2011 in response to the growing interest amongst mountain bikers wanting to access and build trails in our forests. Strategic workshops with our partners have helped shape the programme to ensure that our investment in this initiative today truly benefits the local economies and communities surrounding our forests, delivering shared value and social impact for neighbouring communities. "These trails have grown from being exclusive to cyclists, to also include trail runners and walkers. "Sappi’s Trail Programme – which has resulted in partnerships with trail custodians such as the Karkloof Country Club and Tranquilitas in Mpumalanga – dovetails neatly with Sappi’s 2030 Sustainable Development Goals (SDGs). "Through focusing on the SDG, we aim to promote the responsible use of our land through providing access to recreational users. By providing access to the land, visitors to the trails experience the biodiversity and natural scenic beauty that this land has to offer and what we are doing to preserve it for future generations. "These trails have also provided much needed economic support for surrounding communities, bringing about work and economic growth in the area, aligned with the company’s commitment to create shared value by ensuring that the trail networks result in broad based economic beneficiation. "In certain areas such as the Karkloof where the trails are now visited by more than 7,000 recreational riders each year and where the annual Sappi Karkloof Classic Trail Festival draws approximately 1,500 entrants, an economic impact study by KZN Tourism indicated that the annual projected income in the Karkloof area was approximately R231 million. "In addition to the Sappi Karkloof Classic event, Sappi has also been providing land access over the last 18 years to other trail events such as the KAP sani2C – one of the world’s largest and most successful mountain biking stage races – which, besides generating more than R50 million per annum for the region (according to a KZN Tourism estimate), also benefits numerous schools and communities through generous donations and grants. "Projects such as the Karkloof Adventure Tourism Incubator (ATI) which led the formation of Nguni Trails – which helps build and maintain the more than 250 km of trails in the Karkloof – are further positive outcomes. A well-functioning trail team leads to better trails, which draw more visitors who support the local tourism economy including visiting tourism attractions such as the Karkloof Crane Conservation Centre, yet another proud legacy project in which Sappi has been involved, and which harbours all three of Southern Africa’s crane species. "These factors, along with the strong partnership between Sappi and the Karkloof Country Club have resulted in the Karkloof Trails being ranked number one in the The Top MTB Trails in South Africa for 2021; no small feat in a country where mountain biking has become the new golf. "With many of Sappi’s own employees being passionate riders, runners and conservationists, the trails on our land also provide excellent recreational opportunities for our own people. "Many of our employees are passionate cyclists and runners and the Sappi Karkloof Classic is a lovely family day for our employees. "The event ticks a lot of boxes for us," added Schwalbach. Other faithful partners of the weekend's trail festival include aQuelle, who have kept thousands of Karkloof participants hydrated through the years, as well as supporters Stihl, Marriott Investment Managers, Spring Meadow Dairy Farm and Timber Solutions. The Sappi Karkloof Classic Trail Festival 2023 will take place on Saturday 27 and Sunday 28 May. More info can be found at https://www.karkloofclub.co.za/events/sappi-karkloof-classic-trail-festival-2023/ Sappi Karkloof Classic Trail Festival 2023 SATURDAY 27th MAY 07h30 - 21km Trail Run 08h00 - 9km Trail Run SUNDAY 28th MAY 07h30 - 60km MTB 08h15 - 40km MTB 09h00 - 20km MTB 09h20 - 9km Trail Run 09h30 - 10km MTB

Lynelle Pillay, a Client Relationship Consultant at Labournet discusses the vital aspects of employment equity, skills development, and Broad-Based Black Economic Empowerment (BBBEE). These three pillars play a crucial role in fostering a fair and inclusive work environment while driving sustainable growth for businesses. When it comes to employment equity, it is imperative that organizations strive for a diverse workforce that reflects the demographics of the country. By promoting equal opportunities and fair treatment, we can break down barriers and create an inclusive workplace that values and respects individuals from all backgrounds. Employment equity not only aligns with legal requirements but also enhances innovation, creativity, and productivity within teams. Skills development is another fundamental aspect to consider. In an ever-evolving business landscape, it is essential for employees to continually enhance their skills and stay abreast of industry advancements. At Labournet, we understand the importance of investing in training and development programs that empower employees to reach their full potential. By offering access to relevant training initiatives, we enable individuals to contribute meaningfully to the organization while boosting their personal and professional growth. Labournet is committed to supporting the principles of BBBEE, recognizing its role in creating economic opportunities. Through our proactive approach to BBBEE compliance, we aim to contribute to a more equitable society. We believe that by embracing BBBEE, we not only fulfill our social responsibility but also gain a competitive edge in the market. As a Client Relationship Consultant at Labournet, I am dedicated to assisting our clients in understanding and implementing strategies related to employment equity, skills development, and BBBEE. By collaborating with our clients, we can develop tailored solutions that align with their unique needs and goals, fostering a harmonious work environment and driving sustainable business growth. Together, through the principles of employment equity, skills development, and BBBEE, we can create a brighter future that benefits individuals, organizations, and society as a whole. Website: www.labournet.com

Toyota Wessels Institute for Manufacturing Studies has had the benefit of research in these manufacturing disruptors over the last few years and has identified the need for a demonstration space in KwaZulu-Natal where the various technologies can be showcased and directly experienced. Consequently, #TWIMS has invested in a Future Manufacturing Management Sandbox at its Campus in Kloof. The Management Sandbox was launched in September 2022. Take a look at the video interview with Dale Wilson who is the IT Administrator at TWIMS, showcasing next-gen manufacturing.