Author: Jerry Ndemera

 

How to improve your recruitment procedure for graduate trainees

It does not make business sense to waste company resources training people who are not trainable or who do not have the qualities to fit into your organisational culture. When selecting people for trainee positions such as Graduate Trainees or Apprenticeship candidates it pays to invest in the selection of the right candidates.    Employees […]

Employee Confidence Index Report March 2018

This report is part of a series of research we do on a regular basis to assist business leaders and employees make better decisions that uplift the performance of their organisations. The aim of this particular research was to monitor four key indicators of employee confidence: job market optimism, salary expectations, job security and business […]

Windfall for workers fired on 3 months’ notice

Daniel Nemukuyu Senior Court Reporter Thousands of workers whose contracts were arbitrarily terminated on notice pursuant to the infamous Zuva Petroleum judgment of July 2016, will now be paid damages for loss of employment. Dismissing a challenge by Greatermans Stores today, Chief Justice Luke Malaba said the amendments to the labour laws that compel employers […]

Should individual employee salaries be confidential?

We recently published a research on salary transparency in Zimbabwe. 337 participants responded to this survey. Participants currently occupy various managerial and non-managerial jobs. Participants were drawn from over 18 economic sectors. Recent studies have shown that employees’ negative perception to the pay structure of their respective companies may prove to be harmful to their […]

Salary Transparency Report 2018

Introduction This report is part of a series of research we do on a regular basis to assist business leaders and employees make better decisions that uplift the performance of their organisations. The aim of this particular research was to measure how transparent remuneration is in the market. Our research study is aimed at giving […]

The right way to set performance goals KPIs and targets for employees

Never assign a performance rating to any employee without first agreeing on what needs to be achieved in terms of goals, key performance indicators and targets.   Before you start setting your performance targets, start by identifying the top priorities for your business, department and individual roles. This makes the process more focused instead of […]

Every Manager is an HR Manager

I have heard line mangers referring most if not all of the people issues to the person designated as the Human Resources Manager. If this is how your people are managed in your organisation you have a long way to go. If your organisation is in the situation highlighted above you have probably experienced an […]

Holding People Accountable For Results

Having employees who are accountable for results the organisation is aiming to achieve is one of the key concerns for any CEO. A number of organisations find themselves struggling to instil the discipline of accountability in their staff members. It is important to note that the discipline of accountability goes hand-in- hand with the organisational […]

Is the Balanced Scorecard Approach better than other systems of Managing Performance?

To those who have no knowledge of the balanced scorecard approach to performance management I encourage you to read my previous articles on the same subject. There has been debate in both the corporate world and academic circles on whether the balanced scorecard approach is better than other systems of managing performance. My answer to […]

Productivity Based Wage System: Now Is The Time for Government, Employers and Labour To Work Together

The general feeling is that the above social partners are not working together for the good of the country. The obvious reason is that they have competing interests. However there is more that can unite these partners than divide them. Each social partner can contribute to the success of the country if they work together. […]
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