Tag: Industrial Psychology Consultants
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
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
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
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 […]
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 […]
Empower Managers to decide how much their subordinates should earn
It is very sad that in many organisations line managers have no say in how much their subordinates earn. Empower your managers to have a say in how much their subordinates should earn. Doing so will empower your managers and build a performance culture. If the company has a pay structure (showing each grade […]
Productivity Loses as a result of Bank Queues Survey Report
Introduction This report present the results of a survey to find out productivity loses emanating from bank queues currently being experienced in the banking sector as the government struggles to contain an acute cash shortage. Employees have been losing productive time trying to get cash from banks. Summary of Key Findings • 56.53% of the […]
9 “business strategies” that organisations must avoid at all cost
In this article I want to highlight nine (9) things that organisation should avoid at all cost in order to avoid a public fallout with key stakeholders. 1. Increasing salaries with the hope that business performance will increase- Avoid the temptation to increase staff cost with the hope that business performance or economic environment is […]
