Tag: Memory Nguwi

 

People Analytics Q & A with Greta Roberts

In this question and answer session I talk to Greater Roberts from the USA on People Analytics. Greta Roberts is an acknowledged influencer in the field of predictive workforce analytics. Memory Nguwi (MN): What is people analytics? Greta Roberts (GR): (a) To me people analytics goes outside the domain of the workforce.  It can also […]
Executive’s Views on Economic Challenges

Executive’s Views on Economic Challenges

We recently undertook a research on the executive’s views on economic challenges. The aim of this particular research was to assess the executives’ views on economic challenges in Zimbabwe. 189 Executive responded to this survey. The participants from over 18 economic sectors. This report is part of a series of research we do on a […]

The best way to identify Talented Employees

How many times have you realised after promoting or recruiting and employee, that they do not have the level of potential you require to deliver on the job? The biggest challenge is that most of the companies want to go against what scientific evidence says about employee potential and performance. It costs the company money […]
Employee Confidence Drops Again

Employee Confidence Drops Again

In the third quarter of 2017 we undertook a national employee confidence survey. The aim of this particular research was to monitor four key indicators of employee confidence: job market optimism, salary expectations, job security and business outlook optimism. 292 employees drawn from over 19 economic sectors responded to this Q3, 2017 survey. We have […]
Do you know your employee engagement index?

Do you know your employee engagement index?

Employee Engagement drives business performance. When your employees are disengaged it affects the performance of your business significantly. The only way to know the level of employee engagement in your organisation is through carrying out employee engagement surveys using scientifically validated instruments. In his book Getting Engaged: The New Workplace Loyalty, Tim Rutledge noted that […]
Best Practice In Developing A Performance Management Policy

Best Practice In Developing A Performance Management Policy

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. However, there are two challenges that […]

Leadership Derailment – Lessons every organisation need to learn

General mental ability (42.3%) is the best predictor of individual employee performance followed by job knowledge (23%) and integrity (21.2%). All the other factors such as qualification and experience only contribute less than 3%. Despite this evidence from scientific research, we find that intelligent and very bright people do not always do well especially in […]
Competency Profiling – The First step in employee development

Competency Profiling – The First step in employee development

Competency profiling is the process of identifying, defining and assessing those competencies believed to lead to higher employee performance in a particular job within the context of your business. When you identify and define these competencies you are making a hypothesis that these competencies have the power to predict good performers in your business. You […]
Are millennials really lazy?

Are millennials really lazy?

  A total of 698 Zimbabwean employees participated in an online survey of protestant work ethic (PWE), internal locus of control and self-evaluated individual performance that we recently undertook.   The purpose of the study was to find out if there is any significant differences between Liberators and Born Frees in work ethic as measured […]

Current market practice in setting employment contracts for Executive Staff

We recently undertook a survey on employment contracts for Executive staff. The purpose of this research was to understand the trends in executive employment contracts in Zimbabwe. We collected data from 39 organisations. The participants represented 15 economic sectors amongst them: manufacturing, mining, financial services, agro-processing and agriculture, transport and logistics, non-governmental organisations, quasi-government, and […]
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