Job Analysis

Job analysis is a process of determining the content of a job and what the job entails. It identifies tasks that make up the job as well as skills, abilities and responsibilities required of an individual to accomplish the job successfully. Most of the people-related activities that take place in every company would not be effective unless some form of job analysis is undertaken at the start of the exercise. It comprise of a Job Description and a Job Specification.

Job Evaluation and Job Grading

The organization needs to develop some way of determining the value of one job compared to that of another. Job grading systems are used by many organizations to measure jobs according to their content and to establish comparative worth between jobs.

Your organization will benefit from using any of the following methods:

    1. Job Ranking,
    2. Job Classifications (e.g. Paterson Method)
    3. Factor comparisons (e.g. Hay Guide Chart-Profile Method, T.A.S.K. Method)
    4. Point method (e.g. Peromnes Method)

Recruitment and Selection

Online Application / Jobs Online>>>

Recruitment and selection is the process of identifying a pool of candidates and selecting the candidate(s) that are most likely to perform the specific tasks and functions associated with the vacant position(s).

We strive towards addressing the economic imbalances of the past legacies through subscribing to the South African policy of Black Economic Empowerment. We provide the following services:

    Permanent Staff - Providing the services of permanent staff to a vast variety of businesses and government organizations.

    Temporary Staff - Providing temporary staffing services, for either short term or long term assignments.

    Disabled Talent - We aim to successfully integrate people with disabilities into various workplaces.

    Technical Placements - Talent in the manufacturing, warehousing, distribution, production, trades

Performance Management and Performance Appraisals

Performance Management is an approach to managing people. It comprises a set of practices used by managers to plan, direct, and improve the performance of employees in line with achieving the overall strategic objectives of the organization.

Performance appraisals play a key role in reward systems. It is the process of evaluating the performance of employees, sharing the information obtained from the appraisal with them, and searching for ways to improve their performance.

There are different methods to Performance Management to which your organization can benefit from such as the BSC, BARS, Forced Distribution, Critical Incident etc.

Skills Development Facilitation

The mission of the National Development Strategy I and II is to equip South Africa with the skills to succeed in the global market and to offer opportunities to individuals and communities for self-advancement to enable them to play a productive role in society.

We assist levy paying (SDL) organizations with the Sector Education and Training Authority (SETA) claim money from the SETA by submitting a Workplace Skills Plan (WSP) and Annual Training Report (ATR). A skills development plan is also a component of the Black Economic Empowerment (BEE) scorecard and is required when a BEE rating is obtained.

Training and Development | VIEW OUR PROGRAMMES >>

STADI is committed to the Outcomes Based Training (OBE) Methodology promoted by the National Qualifications Framework (NQF) through the South African Qualifications Authority SAQA.

We are an ACCREDITED TRAINING PROVIDER with the SERVICE SETA and this ensures that our training programmes are quality assured by the SSETA ETQA.


Labour legislation is comprehensively applied and strictly policed in this country and for businesses to operate within the law they require an in-depth and on-going knowledge of the full spectrum of new and existing Labour laws.

STADI professional, legal support releases our clients from the time-consuming, complex and unavoidable challenge of Labour issues in all businesses including:

    • Preparation of Employment contracts, letters of employment and policy documents.
    • BBBEEA plans (for Designated Employers), LRA, BCEA, UIF, OHSA

Organisational Development

Globalization, globalization, privatization, outsourcing, mergers and acquisitions are just some of the revolutionary changes encompassing organizations today, in addition to the rapid change in technology and higher levels of competition. The volatile environments in which corporations operate make it easy for senior management to ignore what is often called the ‘soft side’ of doing business.

Senior management’s fear of employee reaction often keeps them from successfully implementing change. Industry analysts believe that the ‘human aspect’ becomes the most important issue once change management initiatives are rolled out in any organization.

“Organisational Development (OD) is an effort (1) planned, (2) organisation-wide, (3) managed from the top, to (4) increase organisation effectiveness and health through (5) planned interventions in the organisation’s “processes”, using behavioural-science knowledge”.

We subscribe to the ACTION RESEARCH APPROCH to Organizational Development.

Kurt Lewin is generally credited as the person who coined the term ‘action research’.

The research needed for social practice can best be characterized as research for social management or social engineering. It is a type of action-research, a comparative research on the conditions and effects of various forms of social action, and research leading to social action. Research that produces nothing but books will not suffice.

This approach involves a spiral of steps, ‘each of which is composed of a circle of planning, action and fact-finding about the result of the action’

The cycle involves the following:

Psychometric Testing

The Board for Psychology established in terms of the Health Professions Act 1974 (Act 56 of 1974) restricts the use of psychological measures to appropriately trained professionals.

We attempt to eliminate “subjectivity” involved in assessment by introducing tighter definitions, with greater focus on behaviors and behavioral standards, hence the move to COMPETENCY-BASED ASSESSMENT, i.e., methodology specific and entirely open and transparent to all stakeholders (organization, unions, and employees) involved in the process.

Career Counselling

A person’s career can therefore be planned, organized and managed so that the path is one of growth, which ensures that new roles build on previous experience.

Career counseling is intended to assist individuals at every age and stage of their life to make choices about education, further studies and occupations.

This service is not only offered to school leavers and graduates – adults also benefit tremendously from this service.

Our services are provided based on the Diagnostic Framework for Career Services.