Temporary employment service provider meets many challenges
The seasonal staff challenge
The political and economic landscape has shaped the agricultural sector, resulting in consolidation, with large producers buying out smaller ones and diversifying their activities. Employment in the sector is heavily regulated by a number of bodies in an attempt to prevent exploitation of farm workers and improve working conditions which is a positive move. However this, combined with the seasonal nature of the agricultural industry, leads to several employment challenges.
Farmers need to dramatically increase the number of employees in season, specifically for physical labour such as picking, pruning, packing and more. The contracts, human resources and industrial relations around this can be complex, particularly since many seasonal workers do not have bank accounts or other relevant documentation.
Often, farmers will employ seasonal staff from outside their province, yet this means they need to be housed for the season in accommodation that complies with regulations.
It can also create tension within the local communities, as local workers may feel their employment opportunities are being usurped by outsiders. Cultural differences may also prove to be an issue with migrant seasonal workers.
Moreover, during the season, there is a large amount of work to be performed in a limited period of time. Absenteeism, industrial action and even weather can cripple operations. Seasonal employment is fraught with risk. A temporary employment service (TES) provider can assist to resolve these challenges.
Holistic staffing solutions
The right TES provider can deliver a holistic staffing solution that allows farmers to focus on their core business, rather than spending time on seasonal workers.
With a national footprint and database of available resources across the country, the right TES providers will be able to address non-core staffing on a national level, ensuring workers are always available whenever and wherever they are needed.
The TES provider will also ensure that staff have the skills to perform the tasks required, upskilling and cross-skilling, helping to improve the employability of candidates. A national pool of skills also ensures that local candidates have access to local jobs, minimising resentment and culture clashes. Absenteeism is no longer an issue, since additional workers can be deployed should one or several be unable to work. In addition, should weather be inclement, farmers need not pay for workers they will not be able to use.
A TES provider will ensure that staffing conditions and contracts are compliant with relevant local and international regulations, including the agriculture sector. All payroll, administrative, human resources and industrial relations functions are managed, along with statutory benefits, to ensure fair wages are paid and contracts are structured correctly. One further challenge for seasonal workers is that they are often unemployed for the remainder of the year. A TES provider can help them to find work in other seasons, upskilling them.
Employment options that grow and scale on demand
The agricultural sector is growing, thanks to a focus from the National Development Plan, which has earmarked it for the generation of a further 1 million jobs by 2030.
Many opportunities are temporary and managing these large fluctuating workforces can be immensely challenging. A TES provider can help to create the jobs required in a sustainable manner, helping to optimise the labour costs and provide ongoing employment beyond a single season and across the value chain.
William Pienaar is an agri-business development specialist at Workforce Staffing