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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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Join us as we explore the fundamentals of integrating performance management. You will gain a better understanding of your organizations strategy and how you can contribute to the achievement of strategic goals.\r\n&nbsp;\r\nRegister for this Event on Zoom <a href=\"https://us02web.zoom.us/meeting/register/tZEkfuutqz8vHtHQ5nYDY1l1HRtlOf4KCNZf\">click here</a>.&nbsp;

Especially with the support of leave management software is leave management possible? This article provides a detailed overview of absence management options and the reasons they are important.&nbsp; Moreover, how using yearly leave management software may assist your business save time and money while also keeping your staff's leave plan. <h2 style="text-align: justify;">A Leave Management Software: What Is It?</h2>Employees across your organization can seek time off for all sorts of leave more easily with the help of <a href="https://www.leavedates.com/leave-management-system">leave management software</a>.&nbsp; A great leave management program will accomplish two goals. First, it will give staff members the easy option to request time off, frequently from their phone or computer.&nbsp; It will also allow HR teams to track, approve, deny, and report absences. increasing the overall visibility of absences across the organization. It will play a great role as a <a href="https://www.leavedates.com/">staff leave planner</a>. <h2 style="text-align: justify;">What Precisely Does a Leave Management Software Do?</h2>A staff leave plan and historical data are detailed in reports produced by a leave management system, which also assists the human resources and payroll departments in tracking leave usage. To execute transactions automatically, the system can be connected with other applications, such as payroll or HRIS systems.<ul><li>When you track your departs you can see what types of leaves are available, their availability windows, who is permitted to use them, and how much longer they have until they expire.</li><li>It can compare the number of holidays taken by employees over a specific period or a year using reports with graphs.</li><li>You can export reports with graphs for your accounting department or additional software to process further.</li><li>You can process leave requests and payments automatically thanks to the connectivity with HRIS, payroll systems, and various other software.</li></ul> <h2 style="text-align: justify;">Features that Define Leave Management Software:</h2>The total number of employees who are taking leave, their reasons, and their anticipated return dates are tracked using leave management software in the absence management process. The attributes of leave management software are as follows:<ul><li>To increase communication and teamwork, information should only be shared amongst approved employees and management.</li><li style="font-size: 12pt;">Regardless of the location of the employee, provides precise information on their regular absences from work, shifts, performance, and cause for leaving. Whether inside or outside customer services are the issue, it assists a firm to fulfill its goals on time. The timely input on employee absences from the leave management software is essential to achieving those goals.</li><li style="font-size: 12pt;">monitors the use of scheduled time off and enables you to know who has access and for what reasons. You can more effectively prepare for an increase in absences using this information. It helps you to schedule their labor according to correct facts, such as setting up pay and break plans.</li><li style="font-size: 12pt;">Users with different permission levels may complete workflow features like rescheduling shifts, authorizing absences, and requesting time off from a single location with a single login, making it simpler to manage employees and also work as a staff leave planner.</li><li style="font-size: 12pt;">It provides ongoing input so that next absence notices can be planned and prepared in advance to assist manage absences in a company and increase productivity.</li></ul> <h2 style="text-align: justify;">The Benefits of Leave Management Software:</h2>You can better comprehend how much time you devote to each job with the aid of a leave management system. It will be simpler to recognize which tasks are most important and when you need to delegate work so that someone else can finish a project.&nbsp; Additionally, it will enable you to evaluate how productive your staff members are. Whether they ought to stay in their present position or go to one in which they can put all the talents they have picked up while working for your organization to use. Because there is no need for long office hours or extra compensation, this technique will help conserve vital resources. subsequently lets you create a manageable plan to determine how much time is required for staff to complete their tasks without being overburdened. You can also choose whether or not they ought to bring on more staff. to reduce the existing staff's burden and preserve personnel flexibility. Along with a more accurate sense of productivity, you'll also be aware of how much money the company is making from the time of its employees. They can keep track of how long their lunch breaks and extracurricular activities last. It is a tool that helps companies of all sizes save time. An average small business needs 5 to 10 hours per week to keep track of vacation time. While larger firms also struggle with tracking paid time off, vacation, time. By automating the entry of leave requests, leave management systems or staff leave planners are made to drastically minimize this workload. Employees are better able to concentrate on their normal work as a result of not having to bother about leave preparations. A strong leave management system should be put in place, failing which may result in time and money being wasted. It's challenging to find mechanisms for managing leaves of absence that work. As a result, you need to conduct a thorough evaluation of your company before choosing your next step.

Especially with the support of leave management software is leave management possible? This article provides a detailed overview of absence management options and the reasons they are important.

Why Does Your Company Needs A Leave Management Software?

State laws play a crucial role in safeguarding the rights and interests of employees within their respective jurisdictions. When it comes to Texas, understanding the specific employment laws becomes essential to grasp the level of protection afforded to employees in the Lone Star State. This blog post delves into the various employment laws in Texas that prioritize and serve the needs of employees.&nbsp;
 With its own set of regulations complementing federal laws, Texas creates a unique landscape for employment rights. Analyzing the state-specific laws not only sheds light on the minimum wage and overtime regulations but also explores <a href="https://texaslawhelp.org/article/discrimination-work" alt="anti-discrimination and harassment protections">anti-discrimination and harassment protections</a>, workers' compensation and workplace safety, and family and medical leave. Recognizing the significance of these laws is pivotal in comprehending the extent of employee protections and their implications on the Texas workforce.&nbsp;
 By examining the strengths and limitations of the employment laws in Texas, we can gain insight into the experiences of employees operating within this framework. Furthermore, assessing potential reforms and the future outlook helps us envision a landscape where employee rights are even more robustly protected.<h2>&nbsp;
 Understanding Employment Laws in Texas </h2>Navigating the complex web of employment laws is crucial to comprehending the protections and rights available to employees in Texas. While federal laws provide a baseline for employee rights nationwide, state laws like those in Texas can add additional layers of regulations that shape the employment landscape.&nbsp;
 Texas employment laws draw from various sources, including statutes, regulations, and judicial decisions. While federal laws such as the Fair Labor Standards Act (FLSA) and Title VII of the Civil Rights Act apply in Texas, the state has its own unique regulations that govern the employer-employee relationship.
 It is important to recognize the significance of state-specific laws as they can offer additional safeguards beyond federal requirements. These laws influence aspects such as minimum wage and overtime, anti-discrimination and harassment protections, workers' compensation, workplace safety, and family and medical leave. By understanding the nuances of Texas employment laws, employees and employers alike can navigate the legal landscape and ensure compliance with the state's regulations.&nbsp;
 An in-depth understanding of employment laws in Texas is crucial for both employees seeking to protect their rights and employers striving to create fair and compliant work environments.<h2>&nbsp;
 Employee-Friendly State Laws in Texas </h2>Texas, known for its dynamic business landscape, has enacted several employee-friendly state laws that aim to protect the rights and well-being of workers. These laws cover various aspects of employment, providing important safeguards for employees operating within the state.&nbsp;
 One significant area of focus is minimum wage and overtime laws. While Texas adheres to the federal minimum wage of $7.25 per hour, certain cities and counties within the state have implemented higher local minimum wages to better align with the cost of living. Moreover, Texas law stipulates that eligible employees must receive overtime pay at a rate of 1.5 times their regular wage for hours worked beyond 40 in a workweek.&nbsp;
 While <a href="https://management.org/how-to-start-llc-in-texas" alt="the business landscape in TX" class="on">the business landscape in TX</a> is known for its pro-employer stance, the state has implemented several employment laws that prioritize and serve the interests of employees. These laws address key aspects of employment, ensuring fair wages, protections against discrimination and harassment, workplace safety, and potential avenues for family and medical leave. Employees and employers should familiarize themselves with these laws to create a harmonious and compliant work environment.&nbsp;
 Anti-discrimination and harassment protections are also central to Texas employment laws. The state prohibits discrimination based on protected characteristics, such as race, color, sex, national origin, religion, disability, and age. Texas law also outlines measures to address workplace harassment, including reporting mechanisms and provisions for employers to address complaints promptly.<h2> Challenges and Limitations&nbsp;</h2>While Texas has implemented certain employee-friendly state laws, it is crucial to acknowledge the challenges and limitations that exist within the current framework. These challenges can affect the level of protection and rights afforded to employees in the state.&nbsp;
 One notable challenge is the absence of a state minimum wage law in Texas, which means the federal minimum wage of $7.25 per hour prevails. This wage level has faced criticism for not adequately keeping pace with the rising cost of living, potentially impacting the financial well-being of many workers.&nbsp;
 Additionally, Texas has been perceived by some as having fewer employment protections compared to other states. For instance, the state does not explicitly prohibit discrimination based on sexual orientation or gender identity, which can leave some employees vulnerable to discrimination in the workplace.&nbsp;
 Furthermore, Texas does not require employers to carry workers' compensation insurance, granting them more flexibility but potentially limiting the financial support available to employees in the event of work-related injuries or illnesses.&nbsp;
 Despite these limitations, it is important to recognize that Texas employment laws are continuously evolving, and efforts to address these challenges are underway. Advocacy groups and lawmakers are pushing for reforms to enhance worker protections and bridge these gaps, aiming to create a more equitable and inclusive work environment for all employees in Texas. <h2>Potential Reforms and Future Outlook</h2>Looking ahead, there are potential reforms and a changing landscape that could shape the future of employee protections in Texas. While the current employment laws in the state have certain limitations, ongoing efforts are being made to strengthen and expand these protections.&nbsp;
 Advocacy groups and lawmakers have proposed reforms to address the gaps in Texas employment laws. These reforms may include initiatives to establish a state minimum wage higher than the federal standard, expand anti-discrimination laws to encompass sexual orientation and gender identity, and consider measures to encourage more employers to provide workers' compensation insurance coverage.&nbsp;
 The future outlook for employee rights in Texas is influenced by a variety of factors, including societal shifts, changing attitudes, and evolving legal interpretations. The increased awareness and demand for workplace fairness and equality, both locally and nationally, contribute to an evolving landscape that could result in more robust employee protections.&nbsp;
 Additionally, as the workforce becomes more diverse and inclusive, there is growing recognition of the need to adapt laws to reflect these changes. This recognition may lead to further discussions and potential reforms aimed at providing comprehensive safeguards for employees, regardless of their background, orientation, or identity.&nbsp;
 While the path toward stronger employee protections in Texas may take time, it is important for employees and advocates to stay engaged and informed. By participating in the dialogue, supporting initiatives for change, and staying aware of developments, individuals can play an active role in shaping the future of employee rights in Texas and contribute to a fair and equitable work environment for all. <h2>Conclusion</h2>In conclusion, understanding the employment laws in Texas is vital for both employees and employers operating within the state. While Texas provides certain employee-friendly laws, there are challenges and limitations that need to be addressed to enhance worker protections. The potential for reforms and the evolving landscape offer hope for a brighter future for employees in Texas. It is essential for individuals to stay informed, actively engage in advocacy efforts, and participate in discussions surrounding employee rights.

State laws play a crucial role in safeguarding the rights and interests of employees within their respective jurisdictions.

Which state laws are the best serving for employees rather than employers?

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Top Grain vs. Full Grain Leather Briefcases: Which Is Best For Office Use?

Discover the ultimate guide to wellness incentives and learn how they can transform your workplace into a healthier and happier environment. Explore effective strategies, incentives, and programs that promote employee well-being and boost productivity. Start your journey towards a more vibrant and engaged workforce today!

Wellness Incentives: A Complete Guide

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Ecommerce Website Packages | Boost Your Online Presence

Ecommerce Website Packages | Boost Your Online Presence - Comprehensive Guide

The success of any organization is intricately linked to the potential and capabilities of its human resources. In today's competitive business landscape, organizations that prioritize and maximize the potential of their employees, especially <a href="https://www.thehumancapitalhub.com/articles/high-potential-employees-what-you-need-to-know">high-potential employees</a>, have a distinct advantage. Human potential encompasses a wide range of factors, including skills, abilities, motivation, mindset, and emotional intelligence. By understanding and nurturing these aspects, organizations can create an environment that empowers individuals to perform at their best. This article will explore various strategies organizations can employ to foster a culture of maximizing human potential. Join us as we delve into the strategies that can help organizations unlock the full potential of their workforce, ultimately propelling them to greater heights of achievement. <h2>Understanding Human Potential</h2><a href="https://www.betterup.com/blog/human-potential">Human potential</a>, within the context of organizations, refers to the untapped capabilities, skills, talents, and qualities that individuals possess and can contribute to the success of an organization. It represents the inherent capacity of employees to learn, grow, and perform at their best, both individually and collectively. Human potential encompasses a range of factors that directly influence an individual's ability to contribute effectively to an organization. These factors include:<ul><li style="color: rgb(0, 0, 0);">Skills and Abilities: Human potential is intimately correlated with the information, abilities, and skills that people bring to their professions. This includes technical understanding, the ability to solve problems, communication skills, and other knowledge pertinent to their particular work tasks.</li><li style="color: rgb(0, 0, 0);">Motivation and Engagement: People's potential is substantially impacted by their level of motivation and engagement in their tasks. Employees are more inclined to go above and above, show initiative, and strive for excellence when they are inspired and enthusiastic about their jobs.</li><li style="color: rgb(0, 0, 0);">Growth Mindset: A growth mindset is the notion that abilities and intelligence can be enhanced by tenacity, diligence, and study. A growth mindset allows one to accept criticism, be open to new experiences, and see failure as an opportunity to learn. A growth mindset must be promoted in order for employees to perform to their full potential.</li><li style="color: rgb(0, 0, 0);">Emotional Intelligence: Emotional Intelligence, commonly referred to as EI, is the aptitude to comprehend, control, and skillfully navigate both personal and others' emotions. Those who possess elevated levels of EI are more proficient in fostering constructive relationships, communicating efficiently, resolving conflicts, and assuming leadership roles within teams, thus enhancing their overall potential..</li><li style="color: rgb(0, 0, 0);">Work-Life Balance: Acknowledging the significance of maintaining a work-life balance is essential for optimizing human potential. When individuals strike a harmonious equilibrium between their professional commitments and personal well-being, they tend to exhibit heightened productivity, creativity, and engagement in their work.</li></ul> Appreciating and harnessing human potential yields advantages not only for the organization but also for the individuals involved. When employees perceive that their potential is esteemed and their contributions are acknowledged, they tend to exhibit greater motivation, engagement, and job satisfaction. Consequently, this fosters elevated levels of productivity, enhanced performance, and increased employee retention.&nbsp; <h2>Creating a Supportive Organizational Culture</h2><h3>A. Importance of a supportive culture</h3>1. Encourages collaboration and innovation:<ul><li>Foster an environment where employees feel comfortable sharing ideas, collaborating, and working together towards common goals.</li><li>Promote cross-functional teamwork and create platforms for knowledge sharing and idea generation.</li></ul> 2. Fosters employee well-being and satisfaction: <ul><li>Prioritize employee well-being by promoting work-life balance, providing adequate resources and support, and recognizing and addressing stressors.</li><li>Cultivate a positive work environment that promotes inclusivity, respect, and psychological safety.</li></ul> <h3>B. Strategies for fostering a supportive culture</h3>1. Transparent communication: <ul><li>Establish an open and transparent communication channel throughout the organization.</li><li>Provide regular updates, share organizational goals, and seek input from employees. </li></ul>Encourage feedback and actively listen to employee concerns and suggestions. ​2. Empowering leadership: <ul><li>Develop leaders who empower and trust their teams, delegating responsibility and providing autonomy.</li><li>Encourage leaders to act as mentors and coaches, supporting employee growth and development. </li></ul>Lead by example, demonstrating fairness, integrity, and ethical behavior. 3. Recognition and rewards: <ul><li>Establish a comprehensive recognition program that acknowledges and expresses appreciation for the contributions made by employees.</li><li>Recognize and celebrate both individual and team achievements, cultivating a sense of accomplishment and fostering motivation.</li><li>Ensure that the rewards offered align with the values and objectives of the organization, reinforcing desired behaviors and actions.</li></ul> 4. Learning and development opportunities: <ul><li>Allocate resources towards continuous learning and development programs aimed at enhancing employees' skills and knowledge.</li><li>Grant access to training, workshops, and resources that facilitate personal and professional growth.</li><li>Encourage employees to embrace new challenges and provide opportunities for diversifying their skill sets.</li></ul> Creating a supportive organizational culture requires a deliberate and ongoing effort. By fostering open communication, empowering leadership, recognizing employee contributions, and providing ample learning and development opportunities, organizations can cultivate an environment that nurtures human potential. A supportive culture not only enhances collaboration, innovation, and overall employee well-being but also attracts and retains top talent, positioning the organization for long-term success. <h2>Building Effective Teams </h2>The formation of effective teams plays a pivotal role in organizational success. These teams harness the collective potential of their members, leading to enhanced outcomes and driving innovation. By achieving synergy, effective teams combine individual efforts to elevate productivity and efficiency. They also benefit from diverse perspectives, as team members with varied backgrounds and expertise contribute unique insights to problem-solving and decision-making processes. To build effective teams, it is crucial to establish well-defined goals and roles. This ensures that every member comprehends their responsibilities and understands how their contributions contribute to the team's objectives.&nbsp; Open and inclusive communication serves as a cornerstone, fostering an environment where team members can freely exchange ideas, collaborate, and provide feedback. Regular team meetings, brainstorming sessions, and the use of collaboration platforms facilitate effective communication. Additionally, cultivating trust and psychological safety within the team promotes open dialogue and encourages active participation from all team members, regardless of their position or seniority. <h2>Promoting Individual Growth and Development </h2>Promoting individual growth and development is vital for organizations seeking to maximize human potential. It is through individual growth that employees can enhance their skills, knowledge, and capabilities, leading to higher job satisfaction and retention. By providing opportunities for personal and professional development, organizations demonstrate their investment in employees' long-term success. Encouraging personal development is also essential for creating future leaders within an organization. Organizations can create a pool of competent people who are prepared to take on leadership duties by spotting and developing internal talent. Offering opportunities for ongoing learning through training programs, workshops, and conferences is one of the strategies aimed at encouraging personal development. Employees' personal and professional growth might benefit greatly from the implementation of mentorship and coaching programs. Regular performance reviews and frank criticism are also crucial for assisting workers in their quest for improvement. Additionally, offering access to a <a href="https://www.skillsuccess.com/" alt="comprehensive online learning platform" class="on">comprehensive online learning platform</a> can empower employees to engage in self-paced learning and acquire new skills conveniently. By leveraging the benefits of an online learning platform, organizations can foster continuous growth and development among their workforce. <h2>Embracing Diversity and Inclusion</h2>Embracing diversity and inclusion is a crucial aspect of maximizing human potential within organizations. By actively valuing and incorporating diverse perspectives, organizations can reap numerous benefits. Diversity fosters creativity and problem-solving by bringing together individuals with different backgrounds, experiences, and viewpoints. This diversity of thought and approach leads to innovative solutions and better decision-making. Organizations that prioritize diversity and inclusion are better equipped to navigate the ever-changing business landscape. They are more adaptable and responsive to diverse customer needs and market dynamics. Embracing diversity and inclusion involves implementing strategies such as diverse hiring practices, ensuring equal opportunities for all, promoting awareness and understanding of biases, establishing employee resource groups, and creating inclusive policies and practices. <h2>Final Thoughts</h2>Maximizing human potential is essential for organizational success in today's competitive landscape. By understanding and harnessing the capabilities and talents of individuals, organizations can create a culture that encourages collaboration, innovation, and growth. In this article, we explored various strategies for maximizing human potential, including creating a supportive organizational culture, building effective teams, promoting individual growth and development, and embracing diversity and inclusion. A supportive organizational culture fosters collaboration, innovation, and employee well-being, leading to increased productivity and satisfaction. Building effective teams involves establishing clear goals and roles, promoting open communication, and fostering trust and inclusivity. Promoting individual growth and development ensures employee satisfaction, retention, and the development of future leaders within the organization. Embracing diversity and inclusion not only enhances creativity and problem-solving but also enables organizations to adapt and compete in diverse markets. In conclusion, prioritizing and maximizing human potential is not only a strategic advantage for organizations but also a reflection of their commitment to creating a supportive, inclusive, and thriving workplace. By investing in the growth and development of employees, fostering effective teams, and embracing diversity and inclusion, organizations can unleash the power of their workforce and achieve sustainable success.

The success of any organization is intricately linked to the potential and capabilities of its human resources.

Maximizing Human Potential: Strategies for Organizational Success

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 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>

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.

This is an overview of Performance Manager, an automated Balanced Scorecard System that was developed by Industrial Psychology Consultants. Book a demonstration today

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.

In this video, Memory Nguwi takes Marianne Roux through a question and answer session on Leadership Development.&nbsp;Q and A on Leadership Development with Marianne Roux

"Evidence-Based HR" by Prof. Rob Briner presents a methodology for making human resources decisions based on rigorous, up-to-date evidence to improve outcomes and effectiveness in organizations.

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