Tag: ipcconsultants
Nepotism in companies must stop
The results show that there is high prevalence of nepotism in Zimbabwean organisations. When asked to indicate the prevalence of nepotism in their current organisation, of 718 employees who answered this question, 31.3% said there is high prevalence of nepotism in their organisation, 30.1% indicated moderate prevalence, 24.9% indicated low prevalence and 13.6% indicated no […]
Company vehicle benefit: Is it still necessary?
Remuneration is at the heart of most governance problems. There are various cases locally and internationally to support this assertion. Those charged with crafting remuneration systems consider their personal interest first before that of the organisation and its shareholders. Some local organisations are in an embarrassing situation where they have to cut salaries because they […]
Executive Management – Board Relations Survey Report
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 improve the performance of their organisations. The aim of this particular research was to understand the relations between executive management and board members. Summary of Key Findings Most […]
“Follow your Dreams” is wrong career advice
I hear a lot of people when giving career advice even for high school students saying “follow your dreams”. This works in a few careers but does not work in many careers. Here is why. Instead in choosing a career people must be guided by their natural ability (aptitude/cognitive ability), interests, values and personality. As […]
Frequently Asked Questions on Employee Remuneration
Today we focus on frequently asked questions in relation to how employees are remunerated. These questions are often asked by employees and employers and in some cases by job seekers. 1. Who determines how much I should earn between the human resources department and my manager The manager should have input into how much their […]
Remuneration Challenges & Recommendations – A Country Perspective
Country Wage System overview Staff costs take a big junk of what every business generates in revenue hence the high level of attention it attracts from senior corporate leaders and shareholders. Despite the significance of optimal staff costs in running a successful business most organisation have no coherent strategy to harness the value from what […]
The Assessment Centre Approach: The Best Way to Select Managerial Employees
How do you know if the candidates are really appropriate? Promoting individuals who are not ready may fill a short term hiring need, but building a strong management team should be a long –term strategy of any organisation. The first step in addressing management concerns is to ensure that you hire the right candidates for […]
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 […]
Most commonly used job evaluation systems in Zimbabwe
We recently undertook a survey to appreciate the most commonly used job evaluation systems in Zimbabwe. 82 Zimbabwean organisations employing a total of 54 964 employees participated in the survey. The smallest participating organisation employed 12 people and the largest employed 16 000 people. In basic terms, job evaluation is a process of comparing jobs […]
Are they Groups or Teams we find in Organisations?
One of the key challenges facing organisations today is building effective teams that will help the organisation achieve its goals. The need for teamwork at all levels of the organisation cannot be over emphasized. For organisations to achieve superior performance, employees need to work together. However getting people to work together towards achieving a common […]
