HUMAN resources (HR) analytics refers to the process of getting business insights from HR data. This is new to most HR people in the sense that they have not fully embraced analytics. (more…)

The challenge We were recently hired by a local company that wanted to know if it was paying unnecessary labour costs as a result of overstaffing. The exercise required us to go into each department and establish if the department was overstaffed in its individual roles and job…

The human resources division is one of the most important departments in any organisation. However, sometimes due to poor design and staffing model, it is treated as a peripheral department by other executives. (more…)

ORGANISATIONAL structures can be a source of inefficiency that impacts on the ability of the organisation to deliver its mandate. The process of designing structures needs to be managed properly. Self-interest should never be a key consideration when designing structures. (more…)

A FEW years back we did a comprehensive study of the prevalence of stress among the Zimbabwean working population. We used the Four-Dimensions Symptom Questionnaire (4DSQ) developed by Terluin (1996). The questionnaire measures the following dimensions. (more…)

BROAD banding refers to a pay structure that has wide ranges between the minimum salary and maximum salary per grade. (more…)

Cognitive ability is defined as a “mental capability that involves the ability to reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly and learn from experience” (Gottfredson, 1997). (more…)

THE first thing any company does soon after being incorporated is to develop company values. These are meant to be aligned to the vision and mission statement. (more…)

The HR profession looks like an easy profession from the viewpoint of most outsiders. I took an opportunity to ask HR professionals to indicate the things that frustrate them the most. I list below some of the issues that HR people struggle with as they go about their…