Author: Kudzai Derera

 

Implementing performance based pay for your business

In a challenging economic environment like ours, the only way to ensure the continued viability of companies is to focus on performance and reward it accordingly. What should be on the minds of executives is how they can effectively measure and manage performance at all levels within their organisations. Organisations need to design performance incentives […]

The future of HR is in People Analytics

The human resources department is still struggling to assert its authority although tremendous progress has been made. Its biggest challenge is the inability to show its value through objective evidence. The key question always is how human resources practices are impacting positively on the business. While the human resources profession has tried to get representation […]

State of the Zimbabwean labour force: Employee confidence June 2017

We recently undertook a national employee confidence survey that assessed employees’ outlook and perceptions on a number of issues pertaining to the economy, employers, job security and employment opportunities. Most of the participants (51. 5 percent) believe that if they lose their jobs right now, they will not be able to get another similar or […]
The role of HR in organisational transformation: Q & A with Dave Ulrich

The role of HR in organisational transformation: Q & A with Dave Ulrich

I recently engaged the renowned Human Resources guru Dave Ulrich to get his thoughts on the role of HR in organisational transformation in our operating context and what organisations can to do leverage on their human resource. I once brought Dave Ulrich to Zimbabwe for the IPC Regional Human Resources Summit on the 23rd of […]

Zimbabweans are Educated but are poor Managers

We have all seen and experienced corporate scandals of unimaginable proportions in many companies in Zimbabwe since dollarisation. These failures cut across so many sectors of our economy today. In the financial sector it’s properly dressed and it’s called “curatorship,” in other sectors it’s called judicial management. Shareholders, clients and employees are left shell shocked […]
Advice to Employers and Employees: Work for a better employment relationship

Advice to Employers and Employees: Work for a better employment relationship

In today’s article I want to highlight some of the things that are taken for granted but have a big impact on the employment relationship. Retrenchment Employers when retrenching please consider the plight of your employees and how they have served your organisation for all these years. Stop being cruel when carrying out retrenchment. You […]

The Board Remuneration Committee – The Challenges

The Remuneration Committee of the Board is sometimes referred to as the Human Resources Committee. You need to have this committee properly constituted to enable it to effectively discharge its duties. If the committee is not performing its function effectively you will find a remuneration system that has no connection to the performance of the […]
Reviewing your Organisational Structures

Reviewing your Organisational Structures

Organisational structures can be a source of inefficiency that impacts on the ability of the organisation to deliver its mandate. If the process of how structures are designed is not managed properly, and allows for self-interest to dominate, it may encourage managers to engage in empire building. Executives must note that poorly designed structures are […]

Mistakes organisations make when carrying out a skills audit

A skills audit is a process of taking stock of what skills are within the organisation versus what is expected.  The skills audit should always cover the following, and this is in order of priority: cognitive ability; organisation specific competencies; technical competencies (specific to each job family or role, for example, finance employees must know […]

We should give organisational culture the seriousness it deserves

Manager and employees always face a dilemma when it comes to expressing their differences at work. Bosses also feel uncomfortable expressing their differences with subordinates. Subordinates feel the pressure to keep silent with their bosses. It is very difficult for managers, for example, to give negative performance feedback to subordinates especially in organisations that place […]
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