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Join Memory Nguwi and the Industrial Psychology Consultants for a free, virtual, Balanced Scorecard Software presentation on zoom, on the 17th of November 2021 at 12 pm.&nbsp;

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A Preschool Teacher Job description is a crucial job profile for any preschool. They are in charge of educating and guiding young children in the years before they start attending an elementary or primary school regularly. They do this by creating a good curriculum or program for the children. Their primary responsibilities include educating children about essential concepts like numbers, colors, and shapes; assisting them in developing social skills; and maintaining a clean and secure classroom for students and teachers. A preschool teacher needs to know best practices and educational techniques to be effective. This will ensure they can successfully lead a class of young children, each of whom will have distinct needs, abilities, aptitudes, and emotions requiring patience, compassion, and enthusiasm. They should be able to engage children and win their respect and attention, which are requirements for teaching kids effectively. Preschool teachers coordinate the students' schedules to ensure they get the right amount of sleep, playtime, and education. Additionally, preschool teachers instruct their pupils on hygiene habits and routines. Preschool teachers must be able to work with additional specialists like counsellors, occupational therapists, and speech therapists. This ensures children receive the greatest upbringing and education possible. The objective is to support the child's healthy mental and emotional growth so they can transition to the next level of education smoothly. Preschool teachers with experience can advance to lead teachers, who may be in charge of numerous classrooms, or the director of a preschool or daycare facility.The Preschool Teacher Job descriptions should list the primary duties, the knowledge, skills, abilities, and other qualities (KSAO) necessary for an individual to perform the job well. <h2>Preschool Teacher Job description: Overall Purpose of the job</h2>They educate children about essential concepts, providing an educational foundation for children before they advance to primary or elementary school by developing a comprehensive education program. <h2>Preschool Teacher Job description: Primary duties</h2><ul><li>Develops a thoughtful, original program that is appropriate for preschoolers by using a variety of teaching methods;</li><li>Assists each child in enhancing their social skills and boosting their self-esteem by guiding them during games and role plays;</li><li>Encourages children to interact with one another and to settle disputes when they arise by acting as a mediator;</li><li>Assists children in developing their creative and practical skills by using carefully designed lessons and practical activities;</li><li>Schedules sleep and food hours by creating a weekly timetable;</li><li>Ascertains the potential, needs, and developmental stages of children by administering and marking tests;</li><li>Tracks children's progress and reports to parents by keeping a performance record and sharing performance reports;</li><li>Interacts with parents frequently to understand the children's background and psyche by hosting parent-teacher days or consultation days;</li><li>Maintains a clean and organized classroom by complying with health and safety regulations;</li><li>Is active in the lessons with the children by participating in creative learning activities, including conducting storytelling, supervised play, and arts and crafts;</li><li>Addresses the needs of early childhood development by creating extensive curricula;</li><li>Establishes a feeling of discipline and order in the classroom by giving the children house rules;</li><li>Ensures that the children are safe at all times by observing them during playtime in the playground and the cafeteria</li><li>Manages the inventory by choosing, storing, ordering, and distributing the supplies, materials, and equipment for the classroom;</li><li>Supports disabled children by providing them with access to supportive technologies, assistive devices, and assistance using facilities like bathrooms;</li></ul><h2> </h2><h2>Preschool Teacher Job Description: Educational Qualifications</h2>An individual in this role must have a background in teaching. Below are some educational requirements you should consider including in the Preschool Teacher Job description. <ul><li class="ql-align-justify">CPR training for children is required to be able to assist during emergencies</li><li class="ql-align-justify">BS/BA in teaching or a related subject is essential to provide you with a broad liberal arts education, as well as a firm foundation of teaching knowledge and expertise</li><li class="ql-align-justify">A current license to practice your profession is required to show that you are qualified for the role.</li></ul><h2> </h2><h2>Preschool Teacher Job description: Experience Required </h2>Individuals who succeed in this have practical experience in culinary management. Below are&nbsp;some of the experience requirements.<ul><li class="ql-align-justify">Two years or more in a position similar to develop the right level of patience and fully understand of the educational and emotional needs of the children; </li><li class="ql-align-justify">Experience working with young kids in a classroom is essential to use age-appropriate language while speaking with them;</li><li class="ql-align-justify">Familiarity with the rules for classroom hygiene and safety is necessary to be able to implement them</li><li class="ql-align-justify">Experience with Microsoft word and excel is essential to develop lessons and to take stock of the classroom inventory.</li></ul><h2> </h2><h2>Preschool Teacher Job description:&nbsp;Knowledge, Skills, Abilities, and Other Characteristics (KSAO)</h2> <h3>Knowledge</h3><ul><li class="ql-align-justify">Excellent knowledge of preschool educational techniques and child development principles is required as it aids inappropriately guiding the child's learning;</li></ul> <h3 class="ql-align-justify">Skills</h3><ul><li class="ql-align-justify">Written and Oral Communication skills are required to speak and write to parents effectively.</li><li class="ql-align-justify">Interpersonal communication skills are required as they help preschool teachers to comprehend each child's needs.</li><li class="ql-align-justify">Family and child relationship skills are required to communicate positively and can significantly aid in reversing undesirable results.</li><li class="ql-align-justify">Planning and organizing skills are required to be able to organize lessons and plan the activities for the children effectively</li><li class="ql-align-justify">Reading skills are essential to be able to read to the children during lessons in an appropriate manner</li><li class="ql-align-justify">Time management skills are required to manage time for a productive learning environment.</li></ul> <h3 class="ql-align-justify">Abilities</h3><ul><li class="ql-align-justify">The capacity to mediate disputes between children is necessary to be able to solve a conflict that arises in the classroom</li><li class="ql-align-justify">Ability to act as a good role model is necessary as this enables the preschool teacher to be able to guide the children effectively</li><li class="ql-align-justify">The capacity to design memorable, novel lessons is necessary to be able to teach children effectively</li><li class="ql-align-justify">The capacity to interact with young children on their terms is necessary to enhance the children's academic and behavioural outcomes and the classroom environment.</li></ul> <h3 class="ql-align-justify">Any other Characteristics</h3><ul><li class="ql-align-justify">A desire to mould and uplift young minds is necessary as it helps the teacher to develop programs and lessons that ensure they mould and uplift young minds</li><li class="ql-align-justify">A kind, outgoing personality with a patient, calm, amiable, and dependable approach is necessary as it makes it simpler for them to connect with and engage with children and parents</li></ul>&nbsp;<h2>Conclusion</h2>Preschool Teachers contribute to children's early development and education by designing engaging, age-appropriate curricula for the children with a healthy balance of learning time, playtime and rest time. They manage the classroom and promote students' social, emotional, and intellectual growth by implementing the rules, lessons and managing time. They provide parents and guardians feedback on the children's progress and development. The Preschool Teacher Job description cannot be ignored in the educational sector. As a result, it is important to make sure the primary activities and obligations you include in a job description of this kind are customized for your school. It is crucial to emphasize each component of the job description when creating one for this position.&nbsp;&nbsp;Natasha Chimphondah is an organizational development consultant at Industrial Psychology Consultants (Pvt) Ltd, a business management and human resources consulting firm.LinkedIn: <a href="https://www.linkedin.com/in/natasha-chikondi-chimphondah-9b62a9159/" rel="noopener noreferrer" target="_blank">https://www.linkedin.com/in/natasha-chikondi-chimphondah-9b62a9159/</a>Phone: (0242) 481946-9/481950Mobile: (+263) 783836901Email: natasha@ipcconsultant.comMain website: www.ipcconsultants.com&nbsp;

A Preschool Teacher Job description is a crucial job profile for any preschool. They are in charge of educating and guiding young children in the years before they start attending an elementary or primary school regularly.

Preschool Teacher job description

A Budget Analyst Job description is a crucial job profile for any finance department. Budget analysts oversee the organization's budget and approve spending requests by conducting merit and authenticity studies based on solid evidence. They choose the appropriate distribution of funds by studying budget proposals and analyzing statistics. Budget analysts' employment is <a href="https://www.bls.gov/ooh/business-and-financial/budget-analysts.htm" rel="noopener noreferrer" target="_blank">predicted to expand</a> by only 3% between 2021 and 2031, which is slower than the average for all occupations. Budget Analysts create, examine, and implement budgets while projecting the amount of money they will require to address these issues. This can entail looking at the budget to discover fresh approaches to boost productivity and revenues. This can entail researching the most effective approach to distribute funding and resources among various programs and divisions for non-profit and governmental organizations. To examine budget plans, budget analysts also create reports annually and as needed.A budget analyst must have a good mathematical mind and the capacity for critical thought. They must also be familiar with any budgeting-related laws and regulations. Some of their tasks require them to appeal to and persuade management to support their proposals, which requires effective communication and interpersonal abilities. A budget 'analyst's job description must reflect these skills as requirements. The Budget Analyst Job descriptions should list the primary duties, the knowledge, skills, abilities, and other qualities (KSAO) necessary for an individual to perform the job well.<h2> </h2><h2>Budget Analyst Job description: Overall Purpose of the job</h2>The budget analyst will guide top management in the development, analysis, execution, and adaption of budgetary policies.<h2> </h2><h2>Budget Analyst Job description: Primary duties</h2><ul><li>Approves or rejects proposals and grant requests for funding by examining proposals to ensure they are accurate, thorough, and compliant with legal requirements. </li><li>Collaborates to create a budget with project management by providing statistical insights.</li><li>Establishes value by analyzing costs and benefits</li><li>Defends budget suggestions in the face of management by providing cost and benefit insights</li><li>Ensures expenditures stay within the budget by monitoring them.</li><li>Forecasts future expenditures and trends by calculating, identifying, compiling and sharing the data</li><li>Suggests improvements to increase profits (e.g. spending cuts) by analyzing past budgetary reports.</li><li>Oversees preparation of regular and special budget reports by monitoring and advising management</li><li>Informs the organization, legislators, and the public about funding demands by presenting the budget analysis and suggestions at the start of each budgeting cycle</li></ul><h2> </h2><h2>Budget Analyst Job Description: Educational Qualifications</h2><ul><li class="ql-align-justify">Bachelor of Sciences in accounting, finance, business, or a relevant field to read, analyze and interpret budget proposals, budget and expenditure reports.</li><li class="ql-align-justify">A master of sciences in accounting, finance, business or a relevant field is preferred to give insights on the implications of the budget on business operations.</li></ul> <h3 class="ql-align-justify">Budget Analyst Job description: Experience Required </h3><ul><li>A year of experience is required to ensure the employee can conduct the analytical investigation and reporting of complicated financial data</li></ul><h2> </h2><h2>Budget Analyst Job description:&nbsp;Knowledge, Skills, Abilities, and Other Characteristics (KSAO)</h2> <h3>Knowledge</h3><ul><li class="ql-align-justify">Knowledge of accounting software and Microsoft Office Suite or related software is required to create reports and run data analytics.</li><li class="ql-align-justify">Knowledge of statistical methods, accounting principles, and auditing standards, as well as accounting and budgeting principles and practices, are required to assess the budget's suitability to support the business. &nbsp;</li><li class="ql-align-justify">Comprehensive knowledge of economic and financial analytical fundamentals is required to take care of the financial resources and ensure that they are allocated properly to maintain budget balance.</li><li class="ql-align-justify">Basic knowledge of and proficiency with cost-benefit analysis is required to ensure that the objectives and results of agency programs are effectively supported.</li><li class="ql-align-justify">Knowledge of and aptitude for efficient methods for deciding a course of action is necessary to create suitable solutions and draw conclusions.</li><li>Foundational accounting knowledge is essential because budget analysts monitor revenue and expenses</li></ul> <h3 class="ql-align-justify">Skills</h3><ul><li class="ql-align-justify">Good analytical skills are essential to analyze financial data and financial performance;</li><li class="ql-align-justify">Excellent communication skills are essential to communicate effectively with staff, managers, organizations and the public</li><li class="ql-align-justify">Mathematical skills are essential to make accurate calculations and predictions.</li><li class="ql-align-justify">Active listening skills are essential as they help them comprehend the financial objectives and difficulties of firms so they can effectively plan and anticipate</li><li class="ql-align-justify">Critical thinking and problem-solving skills are essential to develop potential answers for challenging financial issues and assess several options to choose the best course for their organizations.</li></ul> <h3 class="ql-align-justify">Abilities</h3><ul><li class="ql-align-justify">Ability to perform in-depth statistical analysis of budgetary actions.</li><li class="ql-align-justify">The ability to write and present financial and administrative reports clearly and succinctly is needed to share information straightforwardly. </li><li class="ql-align-justify">Ability to analyze information from financial reports and ledgers.</li><li class="ql-align-justify">The ability to manage time is needed to adhere to deadlines;</li><li class="ql-align-justify">Capacity to establish and sustain cooperative working relationships with various stakeholders, vendors, and other interested parties.</li></ul>&nbsp;<h2>Conclusion</h2>A budget Analyst job description is an essential role for the finance department of an organization. Their primary duties are analyzing funding requests and budget plans, determining the need for expenditures, and doing cost-benefit evaluations. The role is also important as they help create, implement and maintain the organization's budget and ensure financial resources are used wisely. Natasha Chimphondah is an organizational development consultant at Industrial Psychology Consultants (Pvt) Ltd, a business management and human resources consulting firm.LinkedIn: <a href="https://www.linkedin.com/in/natasha-chikondi-chimphondah-9b62a9159/" rel="noopener noreferrer" target="_blank">https://www.linkedin.com/in/natasha-chikondi-chimphondah-9b62a9159/</a>Phone: (0242) 481946-9/481950Mobile: (+263) 783836901Email: natasha@ipcconsultant.comMain website: www.ipcconsultants.com

A Budget Analyst Job description is a crucial job profile for any finance department. Budget analysts oversee the organization's budget and approve spending requests by conducting merit and authenticity studies based on solid evidence.

Budget Analyst job description

Budget Analyst Job Description

The Analyst job description describes the job of people who gathers and analyzes data to assist a business in making decisions that will improve performance and help it reach its objectives. They are responsible for gathering firm data and statistics, creating graphs and charts to show findings to management, and identifying ways to increase a company's efficiency. Analysts typically operate in an office setting, gathering and analyzing data on a company's performance and other pertinent information. They transform this data into workflows, graphs, and charts so that leadership teams can better grasp the information. Analysts use current data to identify areas where the firm's performance, effectiveness, or financial standing can be improved. They will then give their recommendations to executives, informing business decisions. &nbsp;<h2 class="ql-align-justify">Analyst Job Description: Primary Purpose</h2>Boosts productivity and maximizes outcomes by collecting, analyzing, and using data to create actionable insights to meet organizational objectives. In addition to producing reports and presentations, analysts will also identify trends, patterns, and anomalies from the collected data. Data management, data analysis, data modelling, data profiling, data visualization, reporting, and analytics are just a few of the business operations that analysts support.&nbsp;<h2 class="ql-align-justify">Analyst job description: Primary Duties</h2>An analyst's day-to-day responsibilities vary depending on the firm, but they generally include the following:<ol><li class="ql-align-justify">Informs business decisions by analyzing data and providing business insights.</li><li class="ql-align-justify">Transforms information into actionable insights by conducting market research and trend analysis.</li><li class="ql-align-justify">Identifies areas of improvement by analyzing financial data.</li><li class="ql-align-justify">Prepares reports on operational performance by collecting data from various sources within the organization's operations.</li><li class="ql-align-justify">Verifies the accuracy of reports and assists in correcting any inaccuracies in the business data by developing and ensuring standard operating procedures (SOPs) are followed.</li><li class="ql-align-justify">Offers suggestions and direction to help guide decision-makers by providing actionable insights trends by using charts and graphs.</li><li class="ql-align-justify">Interprets data by using analytics, research methodologies, and statistical techniques</li><li class="ql-align-justify">Serves as liaison between staff and management by analyzing and interpreting data for company procedures, policies, and workflows</li><li class="ql-align-justify">Prepares, analyzes, and summarizes operational results for use by various key stakeholders, creating reports, specifications, instructions, and flowcharts</li><li class="ql-align-justify">Participates in meetings with managers to assess issues and to identify and implement improvements by engaging them frequently.</li><li class="ql-align-justify">Provides expertise and support to internal departments, external partners, and clients by generating and delivering reports from data analysis.</li><li class="ql-align-justify">Establishes new data gathering and analysis techniques within the organization by always looking for innovative ways to improve the analysis process.</li></ol>&nbsp;<h2 class="ql-align-justify">Analyst job description: Academic Qualifications</h2><ul><li class="ql-align-justify">A minimum of a Bachelor's degree in mathematics or computer science is required. </li><li class="ql-align-justify">Mathematical proficiency is required, as is the ability to convert complex mathematical data into reports that are easy to grasp.</li><li class="ql-align-justify">Expertise in data analytics and statistics (using SPSS, SAS, and Excel)</li></ul>&nbsp;&nbsp;<h2 class="ql-align-justify">Analyst job description: Experience Required</h2><ul><li class="ql-align-justify">1-5 years of experience is needed to ensure that the Analyst has the necessary experience to boost productivity and maximizes outcomes by collecting and analyzing data.</li><li class="ql-align-justify">Deep experience in managing budgets is needed to ensure that the Analyst has the necessary experience to analyze financial data and create budgets for operational costs. </li><li class="ql-align-justify">Functional experience with database and spreadsheet software, such as MySQL and Excel, is needed to ensure that the Analyst has the necessary experience arranging, formatting, and computing data in a spreadsheet.</li><li class="ql-align-justify">Experience conducting various online searches is needed to ensure that the Analyst has the necessary experience to problem-solve challenges commonly occurring during data collection.</li><li class="ql-align-justify">Previous teamwork experience and a desire to take on leadership responsibilities within a team are needed to ensure that the Analyst has the necessary experience to work with and lead staff.</li></ul>&nbsp;<h2 class="ql-align-justify">Analyst job description: Academic Qualifications: KSAOs</h2><ul><li class="ql-align-justify">A business-minded mindset with a creative approach to planning.</li><li class="ql-align-justify">Practical knowledge of data analysis and visualization software, such as Microsoft PowerBI and Tableau.</li><li class="ql-align-justify">Knowledge of data mining tools and procedures, or the capacity to quickly learn them.</li></ul>&nbsp;<h2 class="ql-align-justify">Analyst job description: Skills </h2><ul><li class="ql-align-justify">Analytical skills are needed to collect, organize, and disseminate abundant information accurately </li><li class="ql-align-justify">Interpersonal skills are needed for staff management and conflict resolution.</li><li class="ql-align-justify">Collaborative skills are needed to ensure that IT understands the business requirements for collaboration by creating a strategic relationship between the business and IT.</li><li class="ql-align-justify">Communication skills are needed to communicate effectively with staff, customers, and other stakeholders.</li><li class="ql-align-justify">Leadership skills are needed to provide direction and guidance to subordinates.</li><li class="ql-align-justify">Organizational skills are needed to maintain order, manage projects, meet deadlines, and solve problems.</li><li class="ql-align-justify">Flexibility skills are needed to adjust to any work environment and changing targets/trends.</li><li class="ql-align-justify">Report writing and presentation skills are needed to help write reports, which are brief documents about a topic and provide insights.</li></ul><h2 class="ql-align-justify">&nbsp;</h2><h2 class="ql-align-justify">Analyst job description: Abilities</h2><ul><li class="ql-align-justify">The ability for oral and written communication is needed to increase communication effectiveness and efficiency.</li><li class="ql-align-justify">The ability to quickly learn data mining tools and techniques to adjust to any tool required to be used. </li><li class="ql-align-justify">The ability to understand and follow specific instructions and procedures to ensure that values are applied consistently, define clear expectations, and help provide a framework for employees.</li><li class="ql-align-justify">The ability to write reports to provide insights in a summarized manner.</li><li class="ql-align-justify">The ability to have attention to detail to carry out/complete work while exhibiting careful consideration for all areas involved, regardless of how little the area.</li></ul>&nbsp;<h2 class="ql-align-justify">Conclusion</h2>An analyst job uses numerical data and computer systems to identify trends, develop business insights, and help companies optimize processes, reduce costs, and create business strategies. This position's main responsibilities are to collect and interpret data to help a company take actionable steps to improve its performance and meet goals. As a result, the duties and obligations for such a post must be clear to select the right candidate.&nbsp;&nbsp;Richard Mapfuise is an Organizational Development Consultant at Industrial Psychology Consultants (Pvt) Ltd, a business management and human resources consulting firm. LinkedIn: linkedin.com/in/Richard-m-299612129Phone: +263 242 481946-9/481950Mobile: +263 779 683 299&nbsp;Email: richard@ipcconsultants.com Main Website: www.ipcconsultants.com

The Analyst job description describes the job of people who gathers and analyzes data to assist a business in making decisions that will improve performance and help it reach its objectives.

Analyst job description

Creating a work plan that is effective and efficient requires careful consideration and planning. In this article, we will detail each step of the process and offer tips and suggestions to help you create a work plan to help you achieve your goals. <h2>Step 1: Define Your Objectives</h2>Before developing your work plan, you must first define your objectives. Write out your goals and your definition of success. This will form the basis of your work plan. When formulating your objectives, keep the following in mind:&nbsp;<h3>Be Specific</h3>When it comes to defining objectives, being specific is key. The more specific your objectives are, the more likely you are to achieve them. When being specific, consider the following: <ul><li>Use Specific Metrics: Define your goals in terms of particular indicators, such as money generated, new clients recruited, or percentage sales increase. This will allow you to track your progress and determine whether you're on pace to reach your objectives.</li><li>Define Measurable Targets: Set clear, measurable goals for each of your goals. Instead of just saying, "raise sales," identify a precise cash figure or percentage increase you want to accomplish.</li><li>Consider Time Frames: Define a specific time frame for each objective. This will help you prioritize and stay on track.</li><li>Make Objectives SMART: Make your goals SMART, or Specific, Measurable, Achievable, Relevant, and Time-Bound. Making your objectives SMART will guarantee that they are clear, attainable, and aligned with your overall aims.</li><li>Get Specific with Steps: Break down your objectives into specific steps that need to be taken to achieve them. This will help you see the tasks that need to be completed and prioritize your work.</li></ul>&nbsp;In summary, being explicit when describing your goals is critical. You will have a clear picture of what you need to accomplish and how you will gauge your success if you are detailed. This will assist you in remaining focused and motivated while you work toward your objectives.&nbsp;<h3>Make Them Measurable</h3>Your goals should be measurable to measure your progress and evaluate if you have met them. Making objectives quantifiable is critical while developing them. Measurable objectives allow you to measure your progress and assess if you're on track to meet your objectives. Here are some tips for making your objectives measurable: <ul><li>Use Specific Metrics: Define your objectives in terms of specific metrics, such as dollars earned, number of new customers acquired, or percentage increase in sales. This will help you measure your progress and see if you're on track to meet your goals.</li><li>Set Measurable Targets: Specify specific, measurable targets for each objective. For example, instead of just saying "increase sales," specify a specific dollar amount or percentage increase you'd like to achieve.</li><li>Use Data and Analytics: Utilize data and analytics to track your progress and measure the success of your objectives. This will help you make data-driven decisions and adjust your strategy as needed.</li><li>Regularly Review Progress: Regularly review your progress and track your metrics. This will help you stay on track and make adjustments as needed.</li><li>Celebrate Milestones: Celebrate milestones along the way, no matter how small they may be. This will help you stay motivated and on track.</li><li>Making your goals quantifiable can help you stay focused and motivated as you work towards them. Measuring your goals allows you to see your progress, appreciate your victories, and stay inspired. You'll be able to identify what's working and what isn't by measuring your progress and making modifications as required. Making your objectives quantifiable increases your chances of meeting your aims and realizing your vision.</li></ul><h3> </h3><h3>Keep Them Relevant</h3>Maintaining relevance in your aims is critical to your success. Relevant objectives guarantee that your efforts focus on what is most important and are aligned with your overall goals and vision. Here are some tips for making your objectives relevant: <ul><li>Align with Overall Goals: Ensure your objectives align with your overall goals and vision. This will ensure that your objectives are relevant and support your long-term success.</li><li>Consider Stakeholders: Consider the interests and needs of stakeholders, such as employees, customers, and partners. This will help you ensure that your objectives are relevant to their needs and priorities.</li><li>Stay Focused on What Matters Most: Prioritize your objectives and focus on what matters most. This will help you ensure that you're not spreading yourself too thin and that your efforts are aligned with your goals.</li><li>Be Relevant to the Current Situation: Consider the current situation and ensure your objectives are relevant to current needs and priorities. This will help you stay relevant and respond to changing circumstances.</li><li>Consider Resources: Ensure your objectives are realistic and achievable within your available resources. This will help you ensure that your objectives are relevant and that you have the necessary resources to achieve them.</li></ul>&nbsp;Maintaining relevance in your objectives can help you stay focused and inspired while you work toward your goals. You will boost your chances of success by focusing your efforts on what is most important and aligning with your overall goals. Relevant objectives guarantee that your time, energy, and resources are invested in what genuinely matters and that your efforts support your long-term vision and success. <h3>Set Realistic Expectations</h3>Setting realistic expectations is crucial when defining objectives. Realistic expectations help you stay focused, motivated, and on track as you work towards your goals. Here are some tips for setting realistic expectations: <ul><li>Consider your resources: Consider the resources you have available, including time, money, and personnel, and make sure your objectives are achievable within those constraints. This will help you set realistic expectations and increase your chances of success.</li><li>Be Realistic with Timelines: Set realistic timelines for your objectives and make sure you have enough time to achieve them. Don't set timelines that are too short or too long.</li><li>Set Priorities: Prioritize your objectives and focus on what's most important. This will help you set realistic expectations and focus on what matters most.</li><li>Be Open to Adjustments: Be open to adjusting your expectations as needed. If circumstances change or your objectives prove unrealistic, be willing to make adjustments to keep your expectations in line with reality.</li><li>Celebrate Successes: Celebrate your successes, no matter how small they may be. This will help you stay motivated and keep your expectations aligned with reality.</li><li>As you work towards your goals, it is easier to stay motivated and focused if you have reasonable expectations. Realistic expectations enable you to prioritize what's most crucial, move closer to your objectives, and make sure that you're putting your time, effort, and money where it counts. You'll boost your chances of success and prevent disappointment and frustration by considering your resources and being reasonable with your timetables.</li></ul>&nbsp;<h3>Determine a Timeframe</h3>Determining a timeframe for your objectives is crucial for your success. A clear and specific timeframe helps you stay focused, motivated, and on track, as you work towards your goals.Here are some tips for determining a timeframe for your objectives:&nbsp;<ul><li>Set a Deadline: Set a clear deadline for each of your objectives. This will help you stay focused and motivated as you work towards your goals.</li><li>Make Timelines Specific: Make your timelines specific and concrete. Instead of saying "sometime this year," specify a specific date.</li><li>Consider your resources: Consider the available resources, including time, money, and personnel, and make sure your timelines are realistic within those constraints.</li><li>Prioritize Timelines: Prioritize your objectives and determine the timeline for each, taking into account their importance and urgency.</li><li>Schedule Regular Check-Ins: Schedule regular check-ins to assess your progress and adjust your timelines as needed. This will help you stay on track and make progress towards your goals.</li></ul> Setting a deadline for your goals will keep you motivated and focused while you work toward them. You'll improve your chances of success and prevent disappointment and frustration by establishing a clear deadline and prioritizing your timelines. A clear and realistic timetable lets you focus your efforts on what matters and advance toward your objectives.&nbsp;<h2>Step 2: Identify Tasks</h2>Once you have defined your objectives, it's time to break them down into smaller, manageable tasks. Make sure each task is specific, measurable, attainable, relevant, and time-bound (SMART). When identifying tasks, consider the following: <ul><li>Focus on Actionable Steps: Make sure each task is something you can take action on.</li><li>Keep Tasks Manageable: Break larger tasks into smaller, manageable chunks, so you don't get overwhelmed.</li><li>Consider Dependencies: Consider any dependencies between tasks and make sure you have a plan in place for how you will handle them.</li></ul><h2> </h2><h2>Step 3: Prioritize Tasks</h2>Not all tasks are equally important. Determine which tasks need to be completed first and allocate your time accordingly. When prioritizing tasks, consider the following:<ul><li>Urgency: Consider the urgency of each task and prioritize accordingly.</li><li>Impact: Consider the impact each task will have on your overall objectives.</li><li>Difficulty: Consider the difficulty of each task and prioritize the ones that are easier to complete first.</li><li>Available Resources: Consider your available resources and prioritize tasks based on what you can realistically complete, given your resources.</li></ul>&nbsp;<h2>Step 4: Establish a Timeline</h2>Determine the deadline for each task and create a timeline that shows when each task should be completed. When establishing a timeline, consider the following:<ul><li>Consider Deadlines: Make sure you consider any deadlines you may have, such as project deadlines or meeting dates.</li><li>Build in Flexibility: Make sure you add flexibility to your timeline so you can adjust if needed.</li><li>Be Realistic: Make sure your timeline is realistic, and you have enough time to complete each task.</li></ul> <h2>Step 5: Allocate Resources</h2>Identify the resources you'll need to complete each task, such as time, money, and personnel. When allocating resources, consider the following:<ul><li>Consider Time: Make sure you have enough time to complete each task.</li><li>Consider Money: Make sure you have the budget to complete each task.</li><li>Consider Personnel: Make sure you have the personnel to complete each task.</li></ul>&nbsp;<h2>Step 6: Monitor Progress</h2>Regularly review your work plan and track your progress. Make adjustments as needed to ensure you're on track to meet your goals. When monitoring progress, consider the following:<ul><li>Regularly Review: Set aside time to review your work plan and track your progress.</li><li>Celebrate Milestones: Celebrate your successes along the way, no matter how small they may be. This will help keep you motivated and on track.</li><li>Adjust as Needed: Adjust your work plan to ensure you're on track to meet your goals.</li><li>Be Honest with Yourself: Be honest about what is working and what isn't. If something isn't working, make changes to get back on track.</li></ul>&nbsp;<h2>Step 7: Celebrate Milestones</h2>Celebrating your successes along the way is important, no matter how small they may be. This will help keep you motivated and on track. When celebrating milestones, consider the following:<ul><li>Celebrate Small Wins: Celebrate small wins along the way to help keep you motivated.</li><li>Recognize Achievements: Recognize your achievements and take the time to reflect on how far you've come.</li><li>Share Your Successes: Share your successes with others to help build momentum and keep you motivated.</li></ul>&nbsp;In conclusion, creating a work plan that works requires careful consideration and planning. Following these steps, you can create a work plan to help you achieve your goals. Remember to stay flexible and adjust your plan to ensure success. Celebrate your milestones along the way and stay motivated by focusing on the positive and celebrating your successes. With a well-thought-out work plan in place, you'll be well on your way to achieving your goals and making your vision a reality.

Creating a work plan that is effective and efficient requires careful consideration and planning. In this article, we will detail each step of the process and offer tips and suggestions to help you create a work plan to help you achieve your goals.

Workplan: How To Create A Workplan That Works

Employers are always looking for ways to improve the productivity and effectiveness of their employees. Financial literacy is a skill that can help employees in many ways, including improving their overall financial situation, making them better consumers, and helping them to save money. Unfortunately, this is not taught in schools. Some parents teach their children about money, but most folks end up learning the hard way. Financial literacy education can help employees make more informed financial decisions, increasing job satisfaction and loyalty.&nbsp; Here are some reasons you should step in and help. <h2>Money Management</h2>A basic understanding of money management is essential for success in the workplace. Showing employees how exactly their 401(k) works and explaining the benefits of <a href="https://www.sofi.com/financial-insights/credit-score-monitoring/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">checking credit scores</a> can accomplish more for them than you think. You’ll be surprised at just how many people don’t know how. When employees are financially literate, they understand how to use credit and debt responsibly, practice good budgeting habits, and save for future needs. This helps them make better financial decisions that can benefit their personal and career. <h2>Increased Productivity</h2>Helping your employees become more financially savvy can lead to improved job performance.&nbsp; Financial stress is a major distraction source, with employees constantly worrying about everything from student loan debt to rent, and it <a href="https://www.forbes.com/sites/colleenreilly/2020/09/09/why-financial-wellbeing-at-work-is-more-important-than-ever/?sh=37543b7078dc" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">reduces productivity</a> in the workplace and at home.&nbsp; Employees who are more informed about their finances and have fewer worries over money can focus on their work instead of fretting over bills. <h2>Reduced Risk Taking</h2>How do you feel about running an organization full of degenerate gamblers? If the thought of half your workforce spending their weekends at a poker table or using their lunch break to check the Wall Street Bets Reddit, then educating employees about the dangers of risk with their money could do them a lot of good. Financial literacy can reduce the chances of employees taking risks with their own money. People who understand basic investing principles are <a href="https://delawarebusinesstimes.com/news/delaware-gambling-problem/" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">less likely to gamble with company funds</a> or engage in risky business activities that could negatively affect the organization. <h2>Improved Job Satisfaction and Loyalty</h2>When employees feel more secure and better informed about their financial situation, they are more likely to stay with the company for longer.&nbsp; Financial literacy can also make employees feel valued and appreciated by their employers, further increasing job satisfaction and <a href="https://www.thehumancapitalhub.com/articles/Employee-Loyalty-Programs-That-Every-Organisation-Need-To-Offer" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">loyalty</a>. <h2>Improved Financial Situation</h2>It can help employees improve their overall financial situation. By learning more about money management and budgeting, they can better plan for the future and reach their goals, leading to greater job satisfaction and a better quality of life. Financial literacy is a skill that every employer should encourage in their workforce because it helps employees manage their finances better and can also benefit the business.&nbsp; By investing time and money into the financial well-being of your employees, you are ultimately investing in the future of your business. <h2>Better Consumers</h2>You have the power to provide employees with an education that can turn them into informed consumers.&nbsp; When employees understand how credit works, they can better manage their debt and avoid being taken advantage of by lenders. They will also be able to spot scams, compare financial products, negotiate deals and make wise purchase decisions. <h2>Conclusion</h2>Employers who invest in financial literacy for their staff are ensuring a future of greater prosperity and stability for their company. These are just a few reasons employers should consider offering financial literacy programs to their workforce. Increased confidence, reduced risk-taking, improved job satisfaction, and better productivity come with increased knowledge. All of these factors can positively affect the organization as a whole. Financial literacy is an important skill, and everyone from entry-level employees to senior management should be encouraged to learn more about their finances. Thanks for stopping by, and if you enjoyed this post, check out this one on <a href="https://www.opengrowth.com/resources/the-best-passive-investing-strategies" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(17, 85, 204);">the best passive investing strategies</a>.

Employers are always looking for ways to improve the productivity and effectiveness of their employees. Financial literacy is a skill that can help employees in many ways, including improving their overall financial situation, making them better consumers, and helping them to save money.

Why You Should Consider Financial Literacy For Employees

Before diving deep into performance management goals, we must clearly understand what performance management is all about. Performance management is the systematic process of setting goals, tracking progress on the same goals and taking corrective measures where performance is below expectations. This process can happen at all levels of the organization; company, business unit, department and individual. Performance management goals vary from organization to organization, although overall goals apply across all organizations. The scope and processes can vary depending on the priorities of the organization. Performance management goals help to direct the organization in the direction they would want to manage their performance management system. On the basis of these goals an organization can then structure the performance management system to support the business strategy. The first performance management goal is to assist the organization in setting, tracking and taking corrective action on all performance issues. Whether this goal can be achieved depends on several factors, and chief among them is how the organization uses empirically proven goal-setting and feedback mechanisms processes. For example, when setting goals, make sure the goals are challenging but achievable. This <a href="https://www.researchgate.net/publication/51482445_The_Effect_of_Goal_Setting_on_Group_Performance_A_Meta-Analysis" rel="noopener noreferrer" target="_blank">study</a> shows that goal setting has a positive effect on performance. The impact was greater when goals were set at the group level rather than individually. The <a href="https://psycnet.apa.org/record/2013-00428-002" rel="noopener noreferrer" target="_blank">value</a> of goal setting to employers is massive in terms of output and monetary benefits. The findings mentioned above collaborate with many other studies that show that setting challenging goals leads to better performance. There is enough research evidence to show that <a href="https://psycnet.apa.org/record/2013-00428-001" rel="noopener noreferrer" target="_blank">goals provide motivation</a>, <a href="https://psycnet.apa.org/doi/10.1037/0003-066X.57.9.705" rel="noopener noreferrer" target="_blank">redirect effort</a>, <a href="https://psycnet.apa.org/fulltext/1985-29966-001.html" rel="noopener noreferrer" target="_blank">foster persistence</a> and <a href="https://psycnet.apa.org/record/2013-00428-001" rel="noopener noreferrer" target="_blank">allows individuals to use their knowledge</a> to achieve the set goals. You can <a href="https://www.taylorfrancis.com/books/edit/10.4324/9780203082744/new-developments-goal-setting-task-performance-edwin-locke-gary-latham" rel="noopener noreferrer" target="_blank">start here</a> for those interested in further readings on the impact of goal setting on performance. The second performance management goal is to give feedback to staff on how they are performing against agreed expectations. There is enough research evidence to show the impact of feedback on employee performance. The feedback on performance needs to be given more frequently, regardless of the level of focus. Some <a href="https://journal.psych.ac.cn/xlkxjz/EN/10.3724/SP.J.1042.2020.00549#:~:text=Results%20of%20the%20meta%2Danalysis,Inquiry%20FSB%20correlated%20with%20individual" rel="noopener noreferrer" target="_blank">research</a> has shown that feedback-seeking behaviour positively affects job performance. This <a href="https://www.tandfonline.com/doi/abs/10.1080/01608061.2020.1823300" rel="noopener noreferrer" target="_blank">study</a> went a step further to look at the impact of feedback on performance and confirms the huge impact that feedback has on employee performance. While feedback has been found to improve performance, take note of some studies that have shown a decrease in performance. The third performance management goal is to align employee effort with the organization's goals. This goal assumes that there will be a proper process for aligning employees' goals with higher-level goals. We know that, in practice, this is not an easy process. The fourth performance management goal is to reward performance. This insightful study shows that there was a <a href="https://www.researchgate.net/publication/227519897_The_Effects_of_Incentives_on_Workplace_Performance_A_Meta-analytic_Review_of_Research_Studies_1" rel="noopener noreferrer" target="_blank">22% gain</a> in performance due to the implementation of a performance incentive. Performance was much better under a group incentive than an individual-based incentive. Under the same study, monetary incentives had a bigger impact on performance than non-monetary incentives. This <a href="https://bpspsychub.onlinelibrary.wiley.com/doi/10.1111/joop.12039" rel="noopener noreferrer" target="_blank">study</a> looked at the impact of financial incentives on performance, and the results were positive. The only credible process for implanting a performance-based pay system is through a performance management system. &nbsp;The fifth performance management goal is to identify training needs. Through performance management and appraisal systems, employers can identify training needs, especially in cases where employees are failing to meet the expectations set by the supervisor. Identifying training needs will allow managers to create development plans to address performance shortcomings.&nbsp;The sixth performance management goal is to allow the employer to take corrective measures when employees fail to achieve agreed performance targets. There is no better way of identifying performance targets than using a performance management system. &nbsp;The seventh performance management goal is to operationalize the company's strategy. A company's strategy can be tracked only through a performance management system which allows the employer to take corrective action. A performance management system can be used to breakdown down and cascade strategic goals down the levels of the organization. The eighth performance management goal is to increase overall business performance. There is a consensus among academics and practitioners that performance appraisal can positively impact a wide range of organizational outcomes. Some notable outcomes include individual employee task performance, productivity, organizational citizenship behavior, job satisfaction, and commitment. The ninth performance management goal is to ensure that setting goals, tracking, assessing and giving feedback are fair. Empirical research consistently shows that when performance management procedures are perceived as fair, employees react favourably to the outcome of such a process. Whether a performance management system achieves the intended outcomes depends on other variables. For example, the perceived fairness of the process affects the impact of such systems on performance outcomes. <h2 class="ql-align-justify">Conclusion </h2>Performance management goals vary from company to company. Companies use performance management systems to evaluate their employees' work and devise ways to make them more effective. Companies can benefit from performance management systems by giving their employees clear goals to work toward, measuring their progress toward those goals, and receiving feedback from the company on their performance. Performance management systems help businesses determine which areas their employees are doing well in and which require additional training or assistance. These systems also assist businesses in determining which areas of their employees require additional training or support. Some benefits of implementing performance management systems include increased employee engagement, increased productivity, improved communication between managers and employees, and better alignment between individual and organizational goals. Companies can achieve their goals more effectively with the help of performance management systems, which also aid in identifying areas for improvement.

Performance management goals help to direct the organization in the direction they would want to manage their performance management system. On the basis of these goals an organization can then structure the performance management system to support the business strategy.

Performance Management Goals

Performance Management Goals: What you need to know

Production Supervisor

&lt;p&gt;&lt;strong&gt;Qualifications and Experience:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;3 years in Dairy Industry at supervisory Level and experience in food industry&lt;/li&gt; &lt;li&gt;Degree in Food Science, Food Safety, Dairy Technology or any other related qualification&lt;/li&gt; &lt;/ul&gt;

Procurement Manager

&lt;p&gt;&lt;strong&gt;Responsibilities &lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Establishes and implements, procedures, purchasing policies and best practices&lt;/li&gt; &lt;li&gt;Monitors ongoing compliance with purchasing procedures and policies&lt;/li&gt; &lt;li&gt;Ensure significant cost savings for the organisation.&lt;/li&gt; &lt;li&gt;Directs procurement policies to ensure all items are purchased and delivered timeously and within the stipulated budget&lt;/li&gt; &lt;li&gt;Monitors supplier compliance with contractual agreements&lt;/li&gt; &lt;li&gt;Superintends supplier compliance with internal quality standards and external regulations&lt;/li&gt; &lt;li&gt;Facilitates timely placement of purchase orders&lt;/li&gt; &lt;li&gt;Reviews purchase orders for proper authorization and compliance in line with organizational policy and standard operating procedures&lt;/li&gt; &lt;li&gt;Identifies and sources new suppliers in line with procedures&lt;/li&gt; &lt;li&gt;Manages supplier selection process based on price, quality, support, capacity and reliability&lt;/li&gt; &lt;li&gt;Establishes and updates an approved supplier database&lt;/li&gt; &lt;li&gt;Develops, negotiates and administers purchasing agreements and contracts with suppliers in support of organizational requirements&lt;/li&gt; &lt;li&gt;Evaluates contracts to ensure compliance with legal requirements and organizational policies&lt;/li&gt; &lt;li&gt;Manages risk relating to quality, cost, delivery and supply of purchases.&lt;/li&gt; &lt;li&gt;Works with relevant Departments / Business Units to manage inventory requirements&lt;/li&gt; &lt;li&gt;Monitors and reduces purchase variances to meet profit objectives&lt;/li&gt; &lt;li&gt;Oversees the operations and daily activities of the purchasing department&lt;/li&gt; &lt;li&gt;Directs continuous improvement of purchasing processes in line with changing organizational needs and market conditions&lt;/li&gt; &lt;li&gt;Prepares monthly and quarterly procurement reports&lt;/li&gt; &lt;li&gt;Develops and manages procurement budgets and forecasts&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt;Qualifications&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Bachelor&amp;rsquo;s Degree in Purchasing and Supply Chain Management or equivalent.&lt;/li&gt; &lt;li&gt;Master of Purchasing and Supply Chain Management an added advantage.&lt;/li&gt; &lt;li&gt;C.I.P.S membership is a must&lt;/li&gt; &lt;li&gt;At least 5 years of experience in a similar senior position.&lt;/li&gt; &lt;li&gt;Proven experience in managing supply chain operations&lt;/li&gt; &lt;li&gt;Knowledge of the Public Entities procurement process and regulations.&lt;/li&gt; &lt;/ul&gt;

Human Resource Manager

&lt;p&gt;&lt;strong&gt;Duties/Responsibilities:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Develops and implements the HR strategy in with business strategy;&lt;/li&gt; &lt;li&gt;Manages recruitment and selection;&lt;/li&gt; &lt;li&gt;Develops, reviews, and oversees the implementation of performance management system and policy for the entire company;&lt;/li&gt; &lt;li&gt;Manages industrial relations in the company and is responsible for maintaining employee discipline;&lt;/li&gt; &lt;li&gt;Complies and manages the Human Resource Departmental budgets;&lt;/li&gt; &lt;li&gt;Develops and updates the HR policies as and when;&lt;/li&gt; &lt;li&gt;Develops and presents HR reports.&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt;Qualifications and Experience:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;BSc in any relevant social science degree;&lt;/li&gt; &lt;li&gt;At least 3 years relevant experience in a managerial role;&lt;/li&gt; &lt;li&gt;Experience in the FMCG industry;&lt;/li&gt; &lt;/ul&gt;

Brand Manager

&lt;p&gt;&lt;strong&gt;Duties/Responsibilities:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Develops strategic brand direction and longer-term brand vision that is consistent with the organization&amp;rsquo;s priorities and objectives.&lt;/li&gt; &lt;li&gt;Monitors all marketing and branding activities for the organization.&lt;/li&gt; &lt;li&gt;Directs the evaluation of brand portfolio including brand definition, proposition and promotion.&lt;/li&gt; &lt;li&gt;Plans and executes annual marketing campaigns to grow sales revenue.&lt;/li&gt; &lt;li&gt;Attains monthly sales targets through a motivated sales force.&lt;/li&gt; &lt;li&gt;Develops and implements business plans for the territory.&lt;/li&gt; &lt;li&gt;Ensures effective implementation of all sales and marketing programs to build brand visibility and profitable brands.&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt;Qualifications and Experience:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;BSc in Marketing.&lt;/li&gt; &lt;li&gt;At least 3 years relevant experience in a managerial role.&lt;/li&gt; &lt;li&gt;Experience in the FMCG industry is an added advantage.&lt;/li&gt; &lt;/ul&gt;

Test

Electrician

&lt;p&gt;&lt;strong&gt;Duties/Responsibilities:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Installations, maintenance and repairs of all electrical equipment and machinery.&lt;/li&gt; &lt;li&gt;Manages Junior Staff members&lt;/li&gt; &lt;li&gt;Recommends cost saving best practices to the Maintenance Manager&lt;/li&gt; &lt;li&gt;Checks on health and safety compliance&lt;/li&gt; &lt;li&gt;Install, maintain, and enhance electrical systems and components, including fuses, lights, and wiring&lt;/li&gt; &lt;li&gt;Perform all work in a manner that meets and follows electrical codes, blueprints, and standards&lt;/li&gt; &lt;li&gt;Test electrical systems and components to ensure proper functioning&lt;/li&gt; &lt;li&gt;Performs preventative maintenance on electrical systems and components&lt;/li&gt; &lt;li&gt;Troubleshoots problems and make timely repairs&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;&lt;strong&gt;Qualifications and Experience:&lt;/strong&gt;&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Degree or Higher Diploma in Electrical Engineering/ Apprentice Program&lt;/li&gt; &lt;li&gt;At least Four (4) years in similar role in the FMCG Industry&lt;/li&gt; &lt;/ul&gt;

HR Officer

&lt;p&gt;Role and Responsibility&lt;/p&gt; &lt;ul&gt; &lt;li&gt;Produces Human Resources performance measurement statistics&lt;/li&gt; &lt;li&gt;Implementation and administration of Human Resources standards (SABPP)&lt;/li&gt; &lt;li&gt;Responsible for employee engagement surveys and corrective action plans&lt;/li&gt; &lt;li&gt;Assists in the development of Personal development plans for individuals&lt;/li&gt; &lt;li&gt;Assists in the development of learning and development budgets and programmes&lt;/li&gt; &lt;li&gt;Implementation and administration of the department&amp;rsquo;s ISO protocols&lt;/li&gt; &lt;li&gt;Implementation of the Industry CBA and Code of Conduct&lt;/li&gt; &lt;li&gt;Assists in the recruitment and selection&lt;/li&gt; &lt;li&gt; Assists in Industrial relations matters&lt;/li&gt; &lt;/ul&gt; &lt;p&gt;Experience &lt;/p&gt; &lt;ul&gt; &lt;li&gt;Degree in any Social Sciences at 2.1 level or better&lt;/li&gt; &lt;li&gt;Ideal candidates must have a Professional diploma such as IPMZ or equivalent&lt;/li&gt; &lt;li&gt; A minimum of 3 years post University working experience&lt;/li&gt; &lt;li&gt;Knowledge of ISO 9001, 18001 and 45001 an added advantage&lt;/li&gt; &lt;li&gt; Knowledge of the Labour Act an added advantage &lt;/li&gt; &lt;li&gt;Knowledge of SABPP Human Resources Standards an added advantage&lt;/li&gt; &lt;/ul&gt;

A look at productivity linked wages

A discussion on the Balanced Scorecard

What every parent needs to know about Career Guidance For Children.

Dr Samir Asaf on Managing the Future Workforce

Hilton Barbour explains why culture matters.

Steve Hunt explains how to transform  HR to the benefit of the business: The role of HR Digitization.

Nic Gildenhuys explains the best time to implement  the Balanced Scorecard.

The death of Superman by Dr Richard Claydon

Open Talent Models to Plan For In 2020 & Beyond with Emma El-Karout{HR Director}

The Psychological basis of employee loyalty and productivity

Stagflation, People are Poorer, Inflation, Exchange Rates, Money Supply, Jobs, Wages

Government Finances, Policy DisArray, Promises, Currency of Choice, Scenarios for 2020, Poverty Data, Reduced Discretionary Spending

Threat to Social Stability, The Exchange Rate, QnA Session

Psychological wellbeing in the workplace in the face of COVID 19 Part 1

Sharon De Mascia, Director of Cognoscenti Business Psychologists Ltd, presents to a Zimbabwean audience on the Psychological wellbeing in the workplace in the face of COVID 19.  Look out for the Part 1 here: https://www.youtube.com/watch?v=5Bkj-PJgRtA\r\n\r\nThank you for watching! If you find this helpful please LIKE, SHARE and SUBSCRIBE to our channel and click the notifications bell to get notified whenever we post a new video. We post everyday except on Weekend.

Leading Organisational Change by A Mushayandebvu Part 1

Leading Organisational Change by A Mushayandebvu Part 2

Leadership judgement by A Mushayandebvu Part 1. 

Leadership judgement by Dr A Mushayandebvu Part 2. 

Organisational Culture by Fiona Robertson

Staff Capacity Assessment/Skills Audit by Memory Nguwi

Restructuring your Organisation by Memory Nguwi

Job Hunting Question and Answer Session by Memory Nguwi

In this video, Dr Naomi Stanford (an organisation design practitioner, teacher and author) has an Organisational Design Q&A with Memory Nguwi.

In this video, Memory Nguwi (a registered Occupational Psychologist, Data Scientist, Speaker) goes in-depth in exploring the concept of employee engagement, its manifestation, and overall impact on business performance.

In this video, Arthur Marara (A corporate law attorney. He has specialized in labour law matters having worked with corporates, trade unions, and individuals in their labour matters. He is also an acclaimed keynote, and transformational speaker, trainer, and author of several books.) goes in-depth in exploring how employees and employers can understand employment contracts.

In this video, Memory Nguwi (the Managing Consultant of Industrial Psychology Consultants (Pvt) Ltd, a Registered Occupational Psychologist) goes in-depth in explaining with examples how an HR Board Report should be developed. This will help the HR personnel to develop exquisite HR Board Reports.

In this video, Memory Nguwi (the Managing Consultant of Industrial Psychology Consultants (Pvt) Ltd, a Registered Occupational Psychologist) articulates salary trends and the interpretation of salary survey data.

In this video, Memory Nguwi takes Dr. Naomi Stanford through a question and answer session on Culture Transformation.

In this video, Memory Nguwi takes Marianne Roux through a question and answer session on Leadership Development.\r\n&nbsp;\r\nHere is a transcribed version of the video at <a href=\"../articles/q-and-a-on-leadership-with-marianne-roux-\" target=\"_blank\" rel=\"noopener\">Q and A on Leadership Development with Marianne Roux</a>

In this video, Memory Nguwi presents on the building of performance scorecards using performance manager, a new system developed by the Industrial Psychology Consultants.

In this TEDxHarare presentation Memory Nguwi shares more about an individual&rsquo;s working capacity, intelligence fools, and levels of work complexity, an architectural model of competence, personality and why we should invest in preschool education.\r\n&nbsp;\r\nEconomic development is a result of the people we have. Every job will be done if you put the right people in the right jobs. That&rsquo;s the biggest challenge facing Africa, especially. The key issue is a cognitive power. It&rsquo;s the capacity to think, to find solutions to problems.

Memory Nguwi and Industrial Psychology Consultants present on the Balanced Scorecard Software.

Memory Nguwi and Industrial Psychology Consultants present on Psychometric Testing.\r\nThis video covers the following:\r\n<ul>\r\n<li>What is psychometric testing?</li> \r\n<li>Why & when are psychometric tests used?</li>\r\n<li>Interpreting psychometric tests?</li>\r\n<li>Can a person fail psychometric tests and what does that mean?</li>\r\n<li>Who can use psychometric tests?</li>\r\n<li>Can you practice psychometric tests and improve your performance?</li>\r\n<li>Q & A</li>\r\n</ul>

This is an overview of Performance Manager, an automated Balanced Scorecard System that was developed by Industrial Psychology Consultants. Book a demonstration today, email: <a href=\"mailto:ipc@ipcconsultants.com\">ipc@ipcconsultants.com</a>&nbsp;

Memory Nguwi of the Industrial Psychology Consultants presents the Paterson Job Evaluation System. The session was a live recording on zoom.&nbsp;

Memory Nguwi interviews Dr. Naomi Stanford on Business Models and Organisational Design. Dr. Naomi Stanford is an organization design practitioner, teacher, and author. She is the author of six books: Organization Design: The Practitioner&rsquo;s Guide, Organization Design: Engaging with Change, Organization Design, the Collaborative Approach, The Economist Guide to Organisation Design, and Corporate Culture: Getting it Right (also an Economist publication) and Organizational Health: an integrated approach to building optimum performance.

Memory Nguwi interviews Professor Rob Briner on Evidence-Based HR. Rob Briner is a Professor of Organizational Psychology at Queen Mary, University of London, and co-founder and Scientific Director of the Center for Evidence-Based Management. His research has focused on well-being, emotions, stress, ethnicity, the psychological contract, absence from work, motivation, work-nonwork, and everyday work behavior.

Arthur Marara and Memory Nguwi discuss the Labour Amendment Bill &ndash; Provisions and Implications for Businesses and Organisations.

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