Tag: Mr Nguwi

 

What are the most commonly used job evaluation systems in Zimbabwe?

What are the 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 […]
What Makes Teams Successful in Organisations

What Makes Teams Successful in Organisations

When people work together as a team in every endeavor of life they tend to achieve more than individuals. Most organisations have a budget item on team building every year for various teams in the organisation, including executive teams. What is surprising though is that most of the team building interventions fail. They fail because […]

Designing a Recruitment and Selection Policy that drives business performance

Every business should have a recruitment and selection policy. The purpose of a recruitment and section policy is to ensure that the business get the right people for each role in the organisation.  The right people means employees who can on day one, start adding value according to the requirements of each job.  However there […]

State of the Nation Address: An HR Perspective

In the state of the nation address the President highlights a number of areas where human resources can play a part.  The human resources implications are all derived from the business imperatives also highlighted in the same statement. The President indicated that “Zimbabwe is open for business.” We are likely to get investors from all […]

Crafting the Right Human Resources Policies for Your Organisation

In many organisations human resources policies and procedures are non-existent and if they are there, they are hopelessly outdated as to be practically useless. Some companies prefer not to develop written policy statements, arguing that if they put policies in writing, the company must follow these under all circumstances, even if doing so may be […]
Human resources issues that SMEs need to take note off

Human resources issues that SMEs need to take note off

Small to Medium Enterprises like large organisations face a number of human resources challenges that need to be tackled for the organisation to work efficiently. Unlike large organisations, small to medium enterprises normally take human resources issues for granted. They normally start taking action when things are already out of control. Small to medium enterprises […]

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 […]
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 […]

Companies seriously need to reconsider their remuneration systems

The biggest challenge facing Zimbabwean organisations today is to manage wages and salaries against the worsening economic environment. This is the time for the country, industry and individual organisations to rethink their remuneration systems. The major problems which I have alluded to in my previous articles are that wages and salaries are based on grade […]

Why Zimbabwean Products are not Competitive- A Productivity Perspective

The OECD defines country or national competitiveness as “the degree to which a country can, under free and fair market conditions, produce goods and services which meet the rest of the international markets, while simultaneously maintaining and expanding the real incomes of its people over the long term.” In order for Zimbabwe to achieve this […]
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