Key Performance Indicators (KPIs) are measurable metrics used to evaluate the performance and progress of individuals, teams, or organizations towards achieving specific objectives. They provide a clear and quantifiable way to track performance, measure success, and identify areas for improvement. KPIs serve as a vital tool in business management, enabling organizations to monitor their performance against set targets and make data-driven decisions. One example of a key performance indicator is the customer satisfaction score. This metric measures the level of satisfaction customers have with a product or service, often gathered through surveys or feedback systems. By tracking this KPI, businesses can gauge how well they are meeting customer expectations and identify areas where improvements can be made to enhance the overall customer experience. Customer retention rate is another critical KPI that measures the percentage of customers retained over a given period. This metric provides valuable insights into customer loyalty and satisfaction levels. A high customer retention rate indicates that customers are satisfied and loyal to the business, while a low rate may indicate issues that need to be addressed, such as poor customer service or product quality. Website traffic is a commonly tracked KPI for online businesses. It measures the number of visitors to a website, indicating the level of online visibility and the effectiveness of marketing and promotional efforts. By analyzing website traffic data, businesses can identify popular pages, track visitor behavior, and optimize their online presence to attract more visitors and convert them into customers. These are just a few examples of the wide range of KPIs that businesses utilize to measure performance and drive success. By carefully selecting and monitoring relevant KPIs, organizations can gain valuable insights into their operations, make informed decisions, and continuously improve their performance to achieve their goals.

Discover the power of Key Performance Indicators (KPIs) in measuring and improving performance. Explore examples such as customer satisfaction score, sales revenue, employee productivity, customer retention rate, and website traffic. Learn how KPIs can provide valuable insights, drive data-driven decision-making, and optimize business performance.

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Example Key Performance Indicators | Whitepaper

When it comes to measuring business performance, metrics and key performance indicators (KPIs) play a crucial role. While often used interchangeably, metrics and KPIs have distinct characteristics and serve different purposes. In this article, we dive into the world of metrics and KPIs, exploring their definitions, differences, and how organizations can effectively leverage them to drive success. Metrics are quantitative measurements that track various aspects of business operations. They provide objective data points, such as revenue, costs, production output, customer satisfaction scores, and employee turnover rates. Metrics offer a broad view of performance, allowing organizations to monitor trends, identify patterns, and evaluate overall health. On the other hand, KPIs are specific metrics strategically selected to measure progress toward predefined goals and objectives. KPIs align with the organization's strategic priorities and reflect critical success factors. They provide a focused and actionable view of performance, enabling organizations to track performance against specific targets and drive improvement. While metrics provide a comprehensive understanding of business performance, KPIs offer a more targeted approach. Organizations should carefully define and select KPIs that align with their strategic objectives and provide meaningful insights. KPIs should be measurable, relevant, time-bound, and linked to specific actions or decisions. When used effectively, metrics and KPIs offer valuable insights that drive informed decision-making and continuous improvement. They help organizations identify areas of strength, pinpoint areas for improvement, and take proactive measures to optimize performance. In this resource, we delve deeper into the world of metrics and KPIs, providing examples and practical tips on selecting, measuring, and leveraging them effectively. By understanding the differences between metrics and KPIs and harnessing their power, organizations can gain a competitive edge, achieve their goals, and drive success.

Unlock the power of metrics and key performance indicators (KPIs) in driving business success. Understand the difference between metrics and KPIs, and learn how to effectively leverage them to measure performance, make informed decisions, and achieve strategic objectives.

Metrics vs Key Performance Indicators | Whitepaper

Human Resources Management Systems (HRMS) have revolutionized the way organizations manage their human capital. With integrated software applications that streamline HR operations and enhance employee management, HRMS has become a vital tool in today's fast-paced business landscape. From recruitment and onboarding to performance management and payroll administration, HRMS provides a comprehensive solution to optimize workforce efficiency and drive organizational success. At the core of HRMS lies the centralization and automation of HR processes. By housing employee data, job profiles, and organizational structures, HRMS enables HR professionals to efficiently manage employee records and track essential details. Recruitment and applicant tracking modules simplify the hiring process, while performance management modules provide a framework for ongoing feedback and goal alignment. One of the key benefits of HRMS is its ability to streamline processes, eliminating manual tasks and reducing administrative burden. By automating repetitive tasks, HR professionals can focus on strategic initiatives and value-added activities that drive the organization forward. Additionally, with a centralized repository of employee data, HRMS ensures data accuracy and supports informed decision-making. HRMS also enhances compliance with legal and regulatory requirements. From tax reporting to employment laws and data privacy regulations, HRMS helps organizations maintain compliance effortlessly, minimizing the risk of penalties or legal issues. Another advantage of HRMS is its impact on the employee experience. Self-service portals empower employees to access and manage their personal information, request leaves, view payslips, and participate in training programs. This self-service functionality fosters transparency, engagement, and a positive work environment. In conclusion, HRMS has transformed HR operations, enabling organizations to streamline processes, centralize data, improve compliance, and enhance the employee experience. By embracing HRMS, businesses can unlock significant time and cost savings, improve efficiency, and position themselves for long-term success in today's competitive business landscape.

Discover the power of Human Resources Management Systems (HRMS) in streamlining HR operations and enhancing employee management. From recruitment and performance management to compliance and employee self-service, explore the benefits of HRMS in driving efficiency and success.

What is Human Resources Information Systems? | Whitepaper

<h2>Performance management defined</h2> Performance management is a thorough method of monitoring workers' job performance through a continual process of feedback. Performance is monitored in accordance with clearly stated job responsibilities, prioritized tasks, and discussed expectations. The key expected outcome is maximization of an employee's performance and achievement of the strategic objectives of the firm.&nbsp; The major goals of performance management are to guarantee employee effectiveness, encourage recognition, provide clear guidance, and support the development of training plans and programs. The balanced scorecard is a popular and successful tool in measuring performance.&nbsp; <h2>How to manage performance using the “balanced scorecard”</h2> A short trip to healthy eating where we have a balanced diet made up of all the nutrients being the most ideal way of eating to maintain good health. Likewise, the balanced scorecard provides balance in performance management by looking at strategic measures in addition to traditional financial measures in an attempt to get a more balanced view of performance.

Automated performance management system

Managers can build or break a company. Great leaders push their staff to attain their maximum potential and assist their businesses in achieving their objectives. At the same time, dictators discourage their staff to the point where they want to leave the organization. In this article, I explore the common traits of high-performing managers then go into how high-performing teams ought to be managed to maintain and grow the effort of team members.&nbsp;<blockquote>The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people, raises them as leaders, and continually develops them.</blockquote><blockquote>—John Maxwell</blockquote>

Great managers can simultaneously lead teams, assist them in growing, and keep complete control over their firm and its success. These are the people who can adjust to new conditions on the fly, inspire others to attain their most significant potential, and produce their finest wor

Common Traits Of High-Performing Managers | whitepaper

Gossip plays an important role in casual discussion, and the office is not immune to this phenomenon. These are terms that are frequently used to pique an audiences interest and to set the stage for gossip. Office gossip is a phenomenon that occurs in the office and can range from pleasant chit-chat to malevolent behind-the-back conversations among coworkers.&nbsp;We frequently overhear or make critical remarks about someone who is not present - in other words, we gossip (Foster, 2004). Aside from the notorious watercooler, office gossip may occur virtually anywhere: the corridor, kitchen, elevator, and even more official situations like meetings (Hallett et al., 2009). According to studies, gossip accounts for roughly 14% of our talks (Robbins and Karan, 2020), and more than 90% of the workforce gossips (Grosser et al., 2012).&nbsp;Gossip is a regular occurrence at work. Almost all workers are guilty of making, hearing, or otherwise partaking in evaluative remarks about someone not present in the conversation. Gossip is frequently defined as informal, casual, or unrestrained talk or stories about other people, generally incorporating unconfirmed data (Foster, 2004; Kurland &amp; Pelled, 2000). According to researchers, 14 percent of office coffee-break discussion is truly gossip, and around 66 percent of general conversion between employees is devoted to social themes involving gossip about other individuals (Cole &amp; Dalton, 2009). Thus, gossip serves as an informal communication and information sharing medium, even if the information communicated through gossip is not always precise or full.

According to researchers, 14% of office coffee-break discussion is truly gossip, and around 66% of general conversion between employees is devoted to social themes involving gossip about other individuals (Cole &amp; Dalton, 2009). Thus, gossip serves as an informal communication and information sharing medium, even if the information communicated through gossip is not always precise or full.

Workplace gossip: Complete Guide

Workplace skills help employees maintain a high degree of professionalism while increasing efficiency. Employers value these abilities and are constantly on the lookout for applicants who possess them. If youre seeking work, its a good idea to include these talents in your resume to show companies that you have them. Employees can also develop and strengthen these talents to improve their work performance.<h2>&nbsp;</h2><h2>1. Communication skills</h2>Communication is the basis for all human interactions and engagements; without it, cooperation amongst our species is impossible. It is vital for every employee, from the corner office to the shop floor, to communicate effectively.&nbsp;The <a href="\&quot;https://www.michaelpage.co.uk/advice/management-advice/development-and-retention/importance-good-communication-workplace\&quot;" rel="noopener noreferrer" target="_blank">importance of communication</a> in the workplace cannot be overstated. When a new employee joins the company, the first and most important skill they are expected to have is communication. Its critical to have strong verbal communication skills. Just a few counted jobs do not require you to engage with your coworkers.&nbsp;Effective communication skills, both verbally and in writing, are necessary and rare. Communication skills are in high demand regardless of employment or industry. In-person, online, in writing, and over the phone, you must be able to communicate effectively with employees, supervisors, and customers.&nbsp;Across all industries, more than two-thirds of recruiters say communication is the most important quality they seek for. Although good verbal and written communication skills are frequently assumed to be a given, not everyone can effectively communicate in one or both modes. Make sure the people youre considering have a track record of good communication.&nbsp;In most careers, it is critical to engage with coworkers. It will help if you interact with your coworkers, vendors, and consumers. You must be able to communicate effectively and convincingly.&nbsp;Download this white paper to read through all the eight basic skills every employee should have.

Workplace skills enhance professionalism and efficiency, making them sought-after by employers. Including these abilities in your resume can increase job prospects. Further, employees can refine these skills to boost their performance.

8 Basic Skills Every Employee Should Have Whitepaper

As an organization grows, it because essential to have a strong management team. Good managers can inspire employees to learn and grow within their positions. In contrast, bad managers may lead to poor performance, poor employee retention, and damage a businesss reputation. Recruiting capable managers can be difficult. Research done by (2021) revealed that approximately one (1) in every ten (10) people possess the talent necessary to manage people.&nbsp;<h2>Strengths of a Manager</h2>Managers are expected to ensure productivity, inspire employees, and delegate tasks. Finding an individual who can strike this balance can be challenging—the consequences of hiring a poor manager come with significant problems. A bad manager is one of the top causes of employee turnover. A Gallup study found that nearly half of all employees that leave a job do so because of their manager. This proves the impact managers have on an organization, from employee performance and engagement to employee retention.&nbsp;&nbsp;Hiring new managers may seem like a daunting task with lots of risks. But thankfully, there are data-backed qualities of a great manager that will help you make the right decisions.&nbsp;

As an organization expands, having effective managers becomes crucial for inspiring employee growth and preventing poor performance or reputation damage. However, finding skilled managers is challenging, as per 2021 research stating only 1 in 10 people have the necessary talent for management..

Qualities To Look For When Hiring A Manager Whitepaper

Net Promoter Score (NPS) is a customer loyalty and satisfaction measurement that is calculated by asking customers on a scale of 0 to 10 how likely they are to recommend your product or service to others—but theres a lot more to the story.&nbsp;The Net Promoter Score ranges from -100 to 100. It measures customers willingness to recommend a companys products or services to others. It is used as a proxy for determining a customers overall satisfaction with a companys product or service and the customers loyalty to the brand.<h2>&nbsp;</h2><h2>Why Should You Use a Calculated Net Promoter Score?</h2><a href="\&quot;https://blog.hubspot.com/service/how-to-calculate-nps\&quot;" rel="noopener noreferrer" target="_blank">NPS surveys</a> can be used by businesses to gather feedback on any aspect of their customers experiences. A product team may send the NPS question immediately after a customer uses the companys software product for the first time. They may also send it to the customer after 90 days or a year of using the product.&nbsp;NPS scoring can be used to assess customer satisfaction in various industries. Customers may be asked the NPS question after they shop at a grocery store, rent a car, or make a purchase in a shopping mall.&nbsp;<h2>Detractors</h2>Detractors assigned a score of 6 or less. The product or service does not excite them. They are unlikely to purchase from the company again, and their negative word of mouth could potentially harm its reputation.&nbsp;<h2>Passives</h2>Passives received a 7 or 8 on the scale. They are somewhat satisfied, but they would easily switch to a competitors offering if given the opportunity. They are unlikely to spread negative word of mouth, but they are not enthusiastic enough about your products or services to promote them.&nbsp;<h2>Promoters</h2>Promoters responded with a score of 9 or 10. They adore the companys products and services. They are the repeat buyers, the enthusiastic evangelists who recommend its products and services to other potential buyers.&nbsp;The Net Promoter Score (NPS) is calculated by subtracting the percentage of customers who are detractors from the percentage who are promoters. The Net Promoter Score, which ranges from -100 to 100, is the result. At one end of the spectrum, if all of the surveyed customers gave a score of less than or equal to 6, the NPS would be -100. On the other end of the spectrum, if all customers answered the question with a 9 or 10, the total Net Promoter Score would be 100.

Net Promoter Score (<a href=\"../whitepapers/net-promoter-score\" target=\"_blank\" rel=\"noopener\">NPS</a>) is a customer loyalty and satisfaction measurement that is calculated by asking customers on a scale of 0 to 10 how likely they are to recommend your product or service to others&mdash;but theres a lot more to the story. The Net Promoter Score ranges from -100 to 100. It measures customers willingness to recommend a companys products or services to others. It is used as a proxy for determining a customers overall satisfaction with a companys product or service and the customers loyalty to the brand.

Net Promoter Score: A Guide

What exactly does \"open-minded\" imply? Is it true that some people think more broadly and process information in broader ways than others? Experiments in personality psychology demonstrate that open-minded persons receive information differently than the average person and may physically perceive the world differently (Smillie, 2017). \"Openness to experience,\" or simply \"openness,\" is the personality quality that most reflects the general understanding of open-mindedness (Smillie, 2017). People who are open to new ideas are more likely to be intellectually curious, creative, and innovative&nbsp;They enjoy art and are enthusiastic consumers of music, books, and other cultural products. They also have liberal political views. Openness, according to personality theorists, displays a larger \"breadth, depth, and permeability of consciousness\" as well as a proclivity to \"cognitively examine\" both abstract (ideas and arguments) and sensory information (sights and sounds). In other words, open people engage with the different percepts, patterns, and views that compete for mental space—information is like catnip to their brain.

What exactly does \"open-minded\" imply? Is it true that some people think more broadly and process information in broader ways than others? Experiments in personality psychology demonstrate that open-minded persons receive information differently than the average person and may physically perceive the world differently (Smillie, 2017). \"Openness to experience,\" or simply \"openness,\" is the personality quality that most reflects the general understanding of open-mindedness (Smillie, 2017). People who are open to new ideas are more likely to be intellectually curious, creative, and innovative

Openness To Experience Whitepaper

The Net Promoter Score (NPS) is a metric for determining customer loyalty, contentment, and enthusiasm. Its derived by asking customers one question: \"On a scale of 0 to 10, how likely are you to suggest this product/company to a friend or colleague?\"&nbsp;You and your organisation may employ numerous approaches and techniques to learn what your consumers think of you as a company and the services you provide. The Net Promoter Score is a number that indicates how much your customers like you and predicts whether or not they will continue to do business with you. <a href="\&quot;https://www.driveresearch.com/market-research-company-blog/what-is-nps-in-market-research-net-promoter-score/\&quot;" rel="noopener noreferrer" target="_blank">George Kuhn</a> states that NPS is currently a standard in customer satisfaction surveys worldwide.&nbsp;Its a metric to determine how likely your employees suggest your company as a great place to work. Its derived from the Net Promoter Score (NPS), commonly utilised in customer satisfaction surveys. Companies use the same technique to assess staff engagement because it effectively measures employee loyalty.&nbsp;<a href="\&quot;https://www.qualtrics.com/experience-management/customer/net-promoter-score/\&quot;" rel="noopener noreferrer" target="_blank">An NPS score can be used to assess practically anything.</a> You may measure scores for particular goods in addition to analysing your organisations overall NPS. Consider incorporating NPS into your marketing or customer service plan because it can be compared to industry NPS benchmarks. It will assist you in better understanding your target market and observing how people react to your product. The idea is to gain committed customers who will become brand ambassadors.

Its a metric to determine how likely your employees suggest your company as a great place to work. Its derived from the Net Promoter Score (NPS), commonly utilised in customer satisfaction surveys. Companies use the same technique to assess staff engagement because it effectively measures employee loyalty.\r\n&nbsp;

Net Promoter Score Whitepaper

Youre not alone if youve ever felt like an impostor at work, school, home, and so on. Many people have had these ideas at some point in their lives.&nbsp;<h2>Definition of Imposter Syndrome</h2>In 1970, two psychologists, Suzanna Imes and Pauline Rose Clance introduced the <a href="\&quot;https://www.verywellmind.com/imposter-syndrome-and-social-anxiety-disorder-4156469\&quot;" rel="noopener noreferrer" target="_blank">imposter syndrome</a> concept. At this time, it was mainly thought to be associated with high achieving women, but more studies have shown that very little of the world population is spared.&nbsp;A 2020 <a href="\&quot;https://www.forbes.com/sites/kathycaprino/2020/10/22/impostor-syndrome-prevalence-in-professional-women-face-and-how-to-overcome-it/?sh=8b19f7f73cbd\&quot;" rel="noopener noreferrer" target="_blank">KPMG study</a> revealed that 75% of the women in executive positions suffer from imposter syndrome (IS). According to a <a href="\&quot;https://www.mentalhealthjournal.org/articles/commentary-prevalence-predictors-and-treatment-of-imposter-syndrome-a-systematic-review.html\&quot;" rel="noopener noreferrer" target="_blank">Mental Health Journal</a> publication, the prevalence of imposter syndrome varies so widely from 9% to 82%, depending on the study population.&nbsp;Imposter syndrome is a psychological disorder in which high-achieving people, despite their objective achievements, struggle to integrate their achievements and suffer from chronic self-doubt and dread of being exposed as a fraud or imposter. Individuals suffering from imposter syndrome do not attribute their success to their true competence but rather to external circumstances such as luck or assistance from others while viewing failures as proof of their professional incompetence. Simply put, imposter syndrome is when an individual does not believe that they are as good as their results are showing. People with imposter syndrome always feel as if they dont deserve to be where they are. So at any particular moment, they feel as if they will be found wanting or inadequate in their achievements. People with this psychological disorder find it hard to take compliments or to believe that they are as good as people say they are.&nbsp;Research has shown that the imposter syndrome can affect anyone despite race, colour, gender, ethnicity, position, or wealth status. Research also suggests that at least 77% of all people experience this phenomenon at least once in their lifetime. In the early introduction of this phenomenon and over the years, people believed women were more affected than men, but recent studies have proven that it is merely a 50/50 chance with other researches (e.g. the <a href="\&quot;https://qz.com/1296783/it-turns-out-men-not-women-suffer-more-from-imposter-syndrome/\&quot;" rel="noopener noreferrer" target="_blank">Quartz publicised research</a>) proving men to be even more affected by this phenomenon more than women.

Imposter syndrome is a psychological disorder in which high-achieving people, despite their objective achievements, struggle to integrate their achievements and suffer from chronic self-doubt and dread of being exposed as a fraud or imposter. Individuals suffering from imposter syndrome do not attribute their success to their true competence but rather to external circumstances such as luck or assistance from others while viewing failures as proof of their professional incompetence. Simply put, imposter syndrome is when an individual does not believe that they are as good as their results are showing. People with imposter syndrome always feel as if they dont deserve to be where they are. So at any particular moment, they feel as if they will be found wanting or inadequate in their achievements. People with this psychological disorder find it hard to take compliments or to believe that they are as good as people say they are.

Imposter Syndrome Symptoms Whitepaper

The COVID-19&nbsp;pandemic is an unprecedented&nbsp;worldwide phenomenon and a deeply personal experience with far-reaching consequences. On September 20, 2021, viral fatalities in the United States exceeded the 675,446 total from the 1918 Spanish flu, the previous greatest pandemic-related fatality total in the United States. The epidemic has disrupted life in all nations and communities and negatively impacted global economic development in 2020 that is unprecedented in over a century. According to estimates, the virus lowered global economic growth in 2020 to an annualized rate of roughly -3.2 percent, with a 5.9 percent rebound&nbsp;in 2021. Global trade was&nbsp;estimated to have fallen by 5.3% in 2020 but was&nbsp;projected to grow by 8.0% in 2021. According to mainstream projections, the economic slump in 2021 was&nbsp;less severe than previously anticipated, thanks to fiscal and monetary policies implemented by governments in 2021.&nbsp;Economic growth in most nations decreased drastically in the second quarter of 2020, swiftly recovered in the third quarter, and has mainly been positive thereafter. Although the overall global economic consequences are reducing, they are still significant. The chronic nature of the health crisis, in particular, is hurting the global economy in ways that go beyond standard metrics, with potentially long-term and far-reaching consequences. Economic estimates reflect the continued dangers to a long-term global recovery presented by a comeback of contagious diseases, as well as possible inflationary pressures associated with pent-up consumer demand powered by an increase in human savings. On the supplier side, shortages reflect ongoing labour market disturbances, manufacturing and supply network bottlenecks, disturbances in global energy markets, and transportation and logistics impediments, all of which contribute to rising inflation.&nbsp;In contrast to the synchronized nature of the global economic slowdown in the first half of 2020, the global economy has shown signs of a two-track recovery, which began in the third quarter of 2020 and has been marked by a nascent recovery in developed economies with high vaccination rates, but a slower rate of growth in developing economies with low vaccination rates. As several developed economies begin to recover, financial institutions and government bodies are balancing the impact and timing of withdrawing monetary and fiscal support due to worries about possible inflationary pressures versus the risk of delaying the speed of recovery. These worries are exacerbated by the advent of novel disease types and rolling epidemic hotspots, which pose a challenge to national attempts to limit infections and completely restore economic activity. Major developed economies, which account for 60% of the world economy, are expected to function below their potential production level until at least 2024, implying reduced individual and national economic wellbeing compared to pre-pandemic levels.

Economic growth in most nations decreased drastically in the second quarter of 2020, swiftly recovered in the third quarter, and has mainly been positive thereafter. Although the overall global economic consequences are reducing, they are still significant. The chronic nature of the health crisis, in particular, is hurting the global economy in ways that go beyond standard metrics, with potentially long-term and far-reaching consequences. Economic estimates reflect the continued dangers to a long-term global recovery presented by a comeback of contagious diseases, as well as possible inflationary pressures associated with pent-up consumer demand powered by an increase in human savings. On the supplier side, shortages reflect ongoing labour market disturbances, manufacturing and supply network bottlenecks, disturbances in global energy markets, and transportation and logistics impediments, all of which contribute to rising inflation.

The Impact Of Covid-19 Pandemic On The Workplace Whitepaper

Gaslighting is a form of psychological abuse that makes victims appear or feel \"mad\" by establishing a \"surreal\" interpersonal setting. Despite its widespread use, sociologists have mostly disregarded gaslighting, leaving psychologists to speculate.&nbsp;Gas Light, a mystery thriller authored <a href="\&quot;https://www.purewow.com/wellness/gaslighting-at-work-common-signs\&quot;" rel="noopener noreferrer" target="_blank">by British dramatist Patrick Hamilton in 1938</a>, was the first to popularize the word in the social and cultural zeitgeist. The drama was well-received when it was <a href="\&quot;https://www.verywellmind.com/is-someone-gaslighting-you-4147470\&quot;" rel="noopener noreferrer" target="_blank">performed on stage in 1940.</a> In reality, it was performed approximately 1,300 times. It was soon adapted into a film starring Ingrid Bergman and Charles Boyer, adding to its enduring popularity. The plot follows <a href="\&quot;https://www.purewow.com/wellness/gaslighting-at-work-common-signs\&quot;" rel="noopener noreferrer" target="_blank">wicked husband Gregory (Boyer) as he attempts to slowly and gradually drive his wife Paula (Bergman</a>) insane by fabricating false allegations, conjuring up false memories, and refuting prior remarks.&nbsp;A manipulative husband tries to make his wife believe she is losing her mind in the thriller film by making small alterations in her environment, such as gradually lowering the flame on a gaslight. He not only disrupts her environment and convinces her that she is nuts, but he also abuses and controls her, isolating her from her family and friends.&nbsp;As a result, the wife continually questions herself, her thoughts, perceptions, and recollections. She also feels neurotic, hypersensitive, and out-of-control, which is precisely the purpose of gaslighting: to make the target feel off-balance and unsure of what is true and what isn't. Because this film accurately depicted manipulative peoples controlling and destructive behavior's, psychologists and counsellors coined the term \"gaslighting\" to describe this form of emotionally abusive behavior's.&nbsp;Gaslighting occurs when someone continues telling you something you already know to be wrong, causing you to doubt your memory. Its a sort of manipulation and bullying in the sense that it invalidates what you already know to be accurate and makes you feel powerless. <a href="\&quot;https://www.businessinsider.com/how-to-recognize-gaslighting-at-work-how-to-stop-it-2020-9\&quot;" rel="noopener noreferrer" target="_blank">Gaslighters are masters</a> at distorting facts and exploiting genuine knowledge against their victims.&nbsp;When someone in a position of power and authority, or someone well-liked, engages in gaslighting in the workplace, the victims are less inclined to confront this toxic co-worker. And the longer it goes unchecked, the more you'll find yourself questioning what is genuine and what isn't.&nbsp;A lot of the time, <a href="\&quot;https://www.nationalbullyinghelpline.co.uk/gaslighting.html\&quot;" rel="noopener noreferrer" target="_blank">gaslighting</a> is unintentional. Consider that direct report who never alters her conduct no matter how many times you offer her comments. The final result is that you doubt your efficacy and capacity to manage/lead in your office—not her goal, but how her actions made you feel. It may also have sexist or racial connotations.

Gas Light, a mystery thriller authored <a href=\"https://www.purewow.com/wellness/gaslighting-at-work-common-signs\">by British dramatist Patrick Hamilton in 1938</a>, was the first to popularize the word in the social and cultural zeitgeist. The drama was well-received when it was <a href=\"https://www.verywellmind.com/is-someone-gaslighting-you-4147470\">performed on stage in 1940.</a> In reality, it was performed approximately 1,300 times. It was soon adapted into a film starring Ingrid Bergman and Charles Boyer, adding to its enduring popularity. The plot follows <a href=\"https://www.purewow.com/wellness/gaslighting-at-work-common-signs\">wicked husband Gregory (Boyer) as he attempts to slowly and gradually drive his wife Paula (Bergman</a>) insane by fabricating false allegations, conjuring up false memories, and refuting prior remarks.

Gaslighting Examples Whitepaper

<h2>Introduction</h2>When people in positions of power show <a href="\&quot;https://fairygodboss.com/career-topics/signs-of-favoritism-at-work\&quot;" rel="noopener noreferrer" target="_blank">signs of bias at work</a>, it can cause havoc. A manager who favors their employees sends the incorrect message. People may assume that hard, honest labor does not pay since, to advance within the organization, a worker must appeal to a managers whim rather than <a href="https://www.thehumancapitalhub.com/articles/a-guide-for-developing-key-performance-indicators" rel="noopener noreferrer" target="_blank">focus on their performance</a>.&nbsp;Favoritism is bad for business, and knowing how to see the indications may help both employees and bosses set the correct expectations. However, there is some evidence that leaders have favorites and treat them differently from the other employees.&nbsp;According to a survey of <a href="\&quot;https://fisher.osu.edu/blogs/leadreadtoday/blog/playing-favorites-a-study-of-perceived-workplace-favoritism\&quot;" rel="noopener noreferrer" target="_blank">303 U.S. executives</a>, more than half (56%) of executives admitted to having a favorite employee when making internal promotion decisions, and 96% of them advised they will promote their favorites over the candidates abilities, which may be critical for the position under consideration.&nbsp;People are compelled to prefer or favor someone over others as basic human nature. As a result, there should be many aspects that decide how fond of someone we are or how much we admire their abilities.&nbsp;Favoritism is alive and well in any workplace, and humans, despite their best intentions and efforts, tend to favor certain individuals. This can be seen in subtle indicators or, on rare occasions, in rather unmistakable ways by select employers. In this white paper, we have outlined signs for one to identify that they are their boss' favorite.

According to a survey of <a href=\"https://fisher.osu.edu/blogs/leadreadtoday/blog/playing-favorites-a-study-of-perceived-workplace-favoritism\">303 U.S. executives</a>, more than half (56%) of executives admitted to having a favourite employee when making internal promotion decisions, and 96% of them advised they will promote their favourites over the candidates abilities, which may be critical for the position under consideration. People are compelled to prefer or favour someone over others as basic human nature. As a result, there should be many aspects that decide how fond of someone we are or how much we admire their abilities.

10 Signs You Are The Boss' Favorite Employee Whitepaper

Each year, a new batch of college graduates will enter the workforce, with varying degrees of success in finding work. Some graduates with an excellent academic record (e.g., GPA) will find a job quickly and prosper, while others will struggle. Even if they have a terrible academic record, some graduates will succeed in the profession. What is the source of the discrepancy? Why arent academic and professional success the same? What are the actual needs of employers?&nbsp;Scholars write about job performance and the factors that influence it. Many recruiting managers and executives discuss the qualities they seek in a candidate. Many desired attributes are universal, even if they range from sector to sector and job to job. These attributes are not always the same as those required for academic success. Because GPA isnt a proxy for intellect, as many people believe, it isnt a strong predictor of job performance (see the blog on why GPA doesnt predict job performance).&nbsp;Even if a student entering the workforce is intelligent, it is frequently insufficient. Employers need employees who are well-rounded, cooperative, and dependable. The top five attributes that lead to good job performance and professional success are outlined in this white paper which you can download.

Each year, a new batch of college graduates will enter the workforce, with varying degrees of success in finding work. Some graduates with an excellent academic record (e.g., GPA) will find a job quickly and prosper, while others will struggle. Even if they have a terrible academic record, some graduates will succeed in the profession. What is the source of the discrepancy? Why arent academic and professional success the same? What are the actual needs of employers?

5 Qualities of Professional People Whitepaper

Services marketing is a broad area of marketing tactics aimed at selling anything that isnt a tangible item. This includes anything from medical care and spa treatments to vehicle and space rentals, as well as activities like concerts and dance lessons. Informational content, promotional discounts, commercials, and various other marketing materials are all legitimate methods for communicating a services attraction and benefits to clients. A service-based company is distinct from a product-based company. You must sell ideas, intangibles, and promises without a physical product or inventory.

Services marketing: Everything you need to know

Workplace bullying is a pattern of inappropriate and unjustifiable behaviour directed against a specific employee by a group of co-workers or a supervisor. Bullying at work frequently puts the targets health and safety in danger. Bullying can be identified can come in various ways, including the propagation of false rumours, gossip, social isolation, and the other behaviours listed below. This article provides a basic overview of workplace bullying, including how to recognize it, examples, and consequences, as well as court cases or lawsuits involving workplace bullying.

Workplace Bullying 

<h2>Introduction</h2>\r\nSuccessful businesses develop new products, are the first to market new and improved products, and have unique customers. What do they have in common? Employees who are highly motivated and involved. Employees who are motivated by their work have faith in their organization and feel connected to the goals they are attempting to achieve.\r\n Employee motivation is defined as the enthusiasm, level of energy, commitment, and amount of art that an employee brings to the organization daily. Job motivation is about how well the work fits the organizations goals and how strong it feels.

Employee motivation: Everything you need to know

<h2>Executive Summary</h2>\r\nThis white paper looks at the concept of blind hiring, how it operates in practice and its potential benefits. Some progressive companies have designed their H.R. policies in line with blind hiring to increase the diversity of their workforce. Blind recruitment has the potential to level the recruitment playing field and eliminate the discriminatory barriers inherent in the recruitment process.

Blind hiring: Everything you need to know

<h2>Introduction</h2>\r\nTo define leadership better, we first have to define what it is not. At some point, we met people who were able to restore order or put people in a nice queue where they had no position or title at all. Even though they had no F5 job grade, they could influence. That says leadership is not in titles neither is leadership in hierarchy or seniority in a company.

Competent leadership: What is it?

<h2>Summary</h2>\r\nEmployees that are healthy and happy are generally more productive than their counterparts who are not. Its a win-win situation for the firm because it results in several advantages. Wellness initiatives boost productivity and boost engagement, enhance employee morale and retention, and lower health risks. There is a link between employee wellbeing and corporate performance. Thus it is essential that organizations effectively design their wellness programs to maximize the benefits.

Wellness program: A step by step guide to designing a wellness program

<h2>Summary</h2>\r\nLeadership is one of the most important concepts in management, and many researchers have proposed theories and frameworks for understanding it. Leadership is a social process that involves influencing others. The systematic development of good leaders is fundamental to long-term organizational success, yet organizations often overlook it or haphazardly undertake leadership development. Other experts discuss the distinctions between managers and leaders, while others address the personality and cognitive factors most likely to predict a successful leader. The many dimensions of leadership indicate how complex a notion it is and how difficult effective leadership can be.

Are leaders born or made?

<h2>Introduction</h2>As a recent university graduate, I understand the anxiety and stress of finding an entry-level job. Here are a few tips on making this process a little easier and quicker for those who have just completed university.

How To Get An Entry Level Job | Whitepaper

<h2>Introduction</h2>\r\nEmployees perform at various levels of success. Individual differences in innate skills, experience, motivation, and conscientiousness are credited for how people in a similar role can produce results that differ considerably. This is what necessitates performance appraisal. The buck does not stop with just having a picture of which employees outperform others. Vrooms theory of expectancy posits that people will be motivated if these two conditions are met.\r\n<ol>\r\n<li>Workers believe that their concerted effort will lead to successfully reaching targets or achieving goals.</li>\r\n<li>They will be rewarded for their success.</li>\r\n</ol>

Merit Pay: Everything you need to know

<h2>Introduction</h2>\r\nDiversity in the workplace is all about building an inclusive environment that accepts everyones differences, allowing all employees to reach their full potential and, as a result, helping your company to grow to its maximum potential. When you value peoples uniqueness, you allow them to offer their unique experiences, which can significantly impact work, other employees, motivation, productivity, and customer service. Workplace diversity isnt simply a trend; its something that most businesses strive towards. While it will help boost your reputation, numerous other practical benefits will impact your companys success.

Benefits of Diversity: This is what scientific evidence shows

<h2>Summary</h2>\r\nHave you ever wondered what it takes to qualifies some organizations to be the top employers while others fall short? What, then, distinguishes the finest employers from all others? Is it their pay packages or how engaged their employees are? Surprisingly, the most widely agreed-upon criteria for becoming the ideal employer revolve around a persons necessities. Best employers go above and above to attract the best people, investing in their staff and developing current talents. This paper will look at what makes a good employer and how businesses may become them.\r\n&nbsp;\r\nIt explores the following:\r\n<ol>\r\n<li>What is the best employer?</li>\r\n<li>What makes a best employer?</li>\r\n<li>Benefits of being the best employer</li>\r\n<li>Characteristics of best employers</li>\r\n<li>Criteria to meet to become the best employer</li>\r\n<li>Best employers in the world</li>\r\n</ol>

Best Employer: What Do The Best Employers Have In Common

<h2>Introduction</h2>\r\nIn performance management systems, a rating scale reflects an employees degree of performance or achievement. The scales are widely used because they provide quantitative assessments, are generally simple to administer, and aid in employee differentiation. Although there is no universal agreement on which scale is the most effective, most performance assessment scales employed by companies have specific essential components.

Performance rating scales: A step by step guide

The purpose of this white paper is to describe the essential components of high-performance work systems and to show why, in todays knowledge, wisdom, and information-based economy, companies should create partnerships with their employees. Additionally, understanding current research findings on this high-trust, high-empowerment management philosophy may help business practitioners avoid the pitfalls that \"common wisdom\" may lead to; organisational dysfunction and decline.

High-Performance Work Systems | Whitepaper

Every industry relies on effective leadership. The skills and actions of a leader that contribute to outstanding performance are known as <a href="\&quot;https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/leadership-and-navigation/pages/leadershipcompetencies.aspx\&quot;" rel="noopener noreferrer" target="_blank">leadership competencies</a>. According to <a href="\&quot;https://goremotely.net/blog/leadership-statistics/\&quot;" rel="noopener noreferrer" target="_blank">Go Remotely in 2019</a>, 77% of businesses had leadership voids. This is because employers look for individuals who have demonstrated leadership competencies.Demonstrating that you are a capable leader in your profession will help you become a valuable member of your team and help you land that leadership role. This is why you should consider examining your leadership competencies if you want to become a leader in your workplace or if you want to improve your current leadership skills. In this white paper, we will explore leadership competencies that can enhance your influence as a leader.

Leadership Competencies: A Step By Step Guide To Understanding | Whitepaper

<h2>Introduction</h2>\r\nScholars define SEZs as geographical enclaves with liberal policies and special laws classified as fiscal, non-fiscal incentives and provision of excellent infrastructure to promote exports and foster export-led growth (Farole, 2010, Zeng 2015 and Bost, 2019). Special Economic Zones are a subset of a countrys industrial and investment policy and must perfectly fit within such frameworks and work in harmony with other policies to archive intended results. Governments use several tactics to influence investment; education, especially STEM subjects, reforming businesses legislations and investing in research. Special economic zones are a tool used at this tactical level.\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

Understanding Special Economic Zones: Impact on export

<h2>Introduction</h2>\r\nThe coronavirus pandemic has dramatically altered the workplace by forcing many companies to switch to remote work; initially, companies did this to slow down the spread of the virus, but others have switched to online operations permanently. What does this mean for the economy? Employees have a huge economic impact on an organisation. Employees are typically people at the front who are working to fix problems, sell items, communicate with customers, and work hands-on with the in-organisation materials.\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

The effects of working from home for employees & the organisation

<h2>Introduction</h2>\r\nThe changing landscape affecting public and private companies warrants a need to keep the business world abreast with updated corporate governance principles. The principles are not exhaustive, but they represent current practical and effective corporate governance practices. There is recognition that wide variations exist among; businesses, relevant regulatory regimes, ownership structures, and private and public companies (Roundtable, 2016). There is no one-size-fits-all, and there is no prescription or endorsement of any particular choice. The board can use its discretion when it comes to which principles to adopt. As a result, each organization should use these principles as a guide for creating structures, methods, and processes that are suited for their needs and circumstances.\r\n&nbsp;\r\nCorporate governance is the structure and relationships that affect the direction and performance of a company. The communitys legal, regulatory, institutional, and ethical context also influences the corporate governance structure. Whereas the twentieth century was the era of management, the early twenty-first century is more concerned with governance. Although both phrases refer to corporate control, governance has always necessitated an analysis of the underlying purpose and validity (McRitchie, 2020).\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

Corporate Governance Principles

<h2>Introduction</h2>\r\nThe COVID-19 pandemic has accelerated the need and use of technology in business and all facets of life. As a result, authorities imposed a series of lockdowns which impacted business in general. Moving to the cloud cease to be a choice but a must to facilitate remote working. Performance management is one of the most important Human Resources (HR) functions. The current situation continues to give challenges to those organisations without an automated system to measure and monitor remote employees performance.\r\n&nbsp;\r\nMost automated performance management systems come as modules in Enterprise Resource Planning systems (ERPs). However, it difficult for Small and Medium Enterprises (SMEs) to subscribe to such systems; hence they resort to manual procedures. An alternative to this is the development of custom software at the organisational level. The design science research paradigm for Information technology was employed to conduct qualitative research for this paper. This paper outlines the components of a complete performance management system, pitfalls in automating the balanced scorecard, customisations and generalisations needed, and the steps to be followed when automating performance management.\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

Automating the balanced scorecard

<h2>Introduction</h2>\r\nThe Dunning-Kruger effect is a cognitive bias that causes people to exaggerate their knowledge or abilities, particularly in areas where they have little or no experience. It refers to the almost prevalent tendency of low performers to exaggerate their abilities compared to others and, to a lesser degree, of high performers to underestimate their performance and abilities. The Dunning Kruger effect can be found everywhere and in all sorts of individuals, that is, athletes, college students, drivers, medical technicians, software developers, and so on. Social psychologist Dunning and Kruger tested the abilities of four groups of young adults in three domains, that is, humour, logic or reasoning, and grammar in the studies reported in their paper \"Unskilled and Unaware of It: How Difficulties in Recognizing Ones Own Incompetence Lead to Inflated Self-Assessments\" (1999).\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

The Dunning Kruger Effect: A Reason for Psychometric Testing

<h2>Introduction</h2>\r\nTo keep up with the evolving labour market and remain competitive, any company needs to be at the forefront of its field (Fernandes, 2011). Maintaining this position involves not only updating equipment and improving infrastructure but also enriching and developing human capital. The human resources department must be committed to the highest standards to contribute to company performance (Central Test, 2014).\r\n&nbsp;\r\nNow more than ever, there is a need for regular updates and the development of professional skills. If this does not happen, the company will not be able to effectively respond to the needs of the world of work (Central Test, 2014). Whether the goal is to discover potential, identify skills, or develop a talent pool, psychological tests can provide objective indicators to help people make decisions in an objective, non-discriminatory way.\r\n&nbsp;\r\nPsychological tests will help people evaluate human behaviour and better estimate the individualï¿½s chances of success in a particular role. Whether its a recruiter, trainer, human resource professional or manager, this white paper will provide everything needed to use psychological tests appropriately.\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

Psychometric Test Best Practice

<h2>Introduction</h2>\r\nEmployees are a valuable asset for organisations. Therefore, employee compensation decisions are an essential part of Human Resources practices. To make decisions about employee compensation, organisations sometimes need salary surveys that inform them about market practices and help them to make better decisions for their employees. A salary survey is a systematic process of collecting and making judgments about the compensation paid by other employers. We conduct Salary surveys for comparable organisations. These are usually in similar industries or job markets. They are generally undertaken by region, sector, or job classification for comparability. Salary surveys provide valuable information to attract, support, and retain employees.\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

Salary Surveys and Salary Survey Participation

<h2>What is strategy?</h2>\r\nAccording to the Oxford dictionary, strategy is, A plan of action designed to achieve a long-term or overall aim. If a business aims to have longevity, it is important for those charged with management of the business to determine in what direction the business plans to move in the long term considering all of the business stakeholders. Simply put, two images exist, the current state of the business and a desired future state. The strategy maps out how the management team plans to get the business from the current state to the desired state.\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

The impact of having effective Strategy and Performance Management systems

<h2>Introduction</h2>\r\nThe ever-growing volume of data and its importance for business make data visualization an essential part of business strategy for many companies.\r\nData is central to many business decisions and operations. Whether youre communicating with an internal team or a customer, data can help you tell a compelling story that supports your position and highlights the value of your products or services.\r\n&nbsp;\r\nHowever, raw data cant do the job on its own. You cant simply give the audience a handful of spreadsheets with rows of numbers and hope that theyll figure out your key message or take action. To get the point though and achieve your objectives, you need to present the information in a compelling way to engage your audience.\r\nThis is where data-driven storytelling comes in to turn data into an effective, engaging, and convincing communication tool. In this whitepaper, we will look at what data-driven storytelling is, the benefits of using this method, and how you can use data to tell a story effectively.\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

Tell a story with your data

<h2>Introduction</h2>\r\nStress is a serious issue that is often taken too lightly. According to the World Health Organisation (2019), stress has become the Health Epidemic of the 21st Century. There are times when it is good, for example, when you need to perform a solo activity in front of a crowd and the nerves force you to overcome your fears. In this paper, that is not the focus. The focus is on the stress that eats at you and may become chronic over time. Close attention will be paid to the stress caused in the workplace and how this can be dealt with by the individual and other surrounding groups of people.\r\n&nbsp;\r\nTo have a better understanding of the discussion at hand, it is important to understand what is meant by stress. Stress is defined by Lazarus (1966) as \"when individuals perceive that they cannot adequately cope with the demands being made on them or with demands being made on them or with threats to their well-being.\"\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

Why Stress Should Be Taken Seriously in the Workplace

<h2>Introduction</h2>\r\nMcKinseys 2020 Women in the Workplace report, conducted with LeanIn.Org, revealed a startling statistic: one in four working women in North America said that they were considering downshifting their careers or dropping out of the workforce entirely. For working mothers, and particularly those with young children, the number was one in three.\r\n&nbsp;\r\nAs we all know and have seen, COVID 19 has drastically impacted the workplace in so many ways. Research shows how dramatically the pandemic has affected working mothers. In this pandemic, mothers are having to juggle household responsibilities, mental health, a change in the working environment (remote working), and other pandemic-related concerns.\r\n&nbsp;\r\nDownload this white paper for more details.\r\n&nbsp;

Understanding the impact of COVID-19 on working mothers in the workplace

<h2>Introduction</h2>\r\nAs HR departments change and expand, so does the demand for HR software. Two-thirds of HR executives agree that HR has experienced or is undergoing a digital transformation, according to the 2019 KMPG Digital Trends Survey, but many businesses believe that the only way to drive digital transformation is to make a big software purchase, which involves a reliable and sometimes large budget.\r\n&nbsp;\r\nWhat if you cannot afford to buy a big piece of technology? Purchasing the new version of Peoplesoft for a small company or startup sounds just as practical as giving workers a total of $10 million as a Christmas bonus.\r\n&nbsp;\r\nFind out how to choose HR software for your organisation. Download this white paper for more details.\r\n&nbsp;

HR softwares for small business: How to select the best one?

People are concerned about CEO salary trends, because they are concerned about money. Each dollar going to a CEO is a dollar not going to them or anyone else. So when the CEO makes far more money than the average worker, people appear to take exception. The point is not that CEOs do not deserve to be the highest paid employee of any given organization, but rather that the CEOs compensation is so far in excess of average employees who are also vital contributors to the company.\r\n&nbsp;\r\nThe CEO pay ratio is calculated by dividing the CEOs compensation by the pay of the median employee. The CEO pay ratio give boards opportunities to assess how the pay ratio for their company compare with similar companies and whether there have been any drastic changes compared to previous years.

CEO Pay ratio: Everything you need to know

Employee turnover is in one way or another, a part of business, and usually, it is viewed in a bad light. This is mostly because trying to replace employees, especially key employees, can be an expensive and almost impossible endeavour, and more often than not, adversely affects the companys bottom line. As highlighted in Jimmy Smiths 2009 article, 12 Reasons Employees Leave Organisations, high turnover could well cost a company a third (33%) of its complete wage bill (both salaries and benefits). In addition to this, high turnover companies can be outperformed by their lower turnover counterparts, with the latter being found to be up to four times more profitable. While all this is happening, businesses have to contend with maintaining employee morale to prevent the effects of a demoralised workforce. This shows just how important it is for every company to be aware of its employee turnover rate. But what is employee turnover?\r\n&nbsp;\r\nEmployee turnover refers to the number of employees who leave the company within a specified period of time. Turnover encompasses quits, discharges, layoffs and other forms of separation. Quits typically refer to voluntary turnover which the employee initiates. It then follows that the quits rate may be used as a gauge or indicator of the inclination or tendency of the employees to end up leaving employment. Layoffs and discharges are involuntary turnovers which the employer initiates. These are the two most common forms of separations but turnover can also arise from death, retirement, impairment &amp; disability as well as transfers to other sites of the same organisation. A high employee turnover rate indicates that many employees leave the company within a specific period. Low employee turnover, on the other hand, speaks of a fairly stable workforce and may indicate that employees prefer to stay within the company. It may be worth noting that high employee turnover is not necessarily a bad thing, whilst, low employee turnover is not necessarily a good thing.

Research on Everything You Need to Know About Employee Turnover

<h2>Introduction</h2>\r\nIndustrial Psychology Consultants (Pvt) Ltd, carried out a survey to assess the Changes in Remuneration Practices due to the Lockdown. The survey targeted employers from companies in all sectors in Zimbabwe following the recent Corona Virus outbreak led to the lockdown in Zimbabwe since the end of March 2020. The survey comprised of 64 participants representing 64 organisations from 14 sectors in Zimbabwe.\r\n&nbsp;\r\n<h2>Literature Review</h2>\r\nBased on recent studies from elsewhere, COVID-19 has urged business leaders to plan the return to work, appreciate and build on the advancements they achieved through the recession, and map a new way forward. During the COVID-19 pandemic, companies encountered a blast of growth, fast-forwarding their capacity to combine people and technologies in the most complex market world many of us have ever seen. The pandemic could end up rivalling, or even exceeding, the 2008 financial crisis in economic damage. The implication is that companies will have to rethink their business models.\r\n&nbsp;\r\nThe reasons to review the benefits offering are now more compelling than before. Engaged and energised employees will not only be happier and healthier, but they tend to improve productivity and innovation, deliver better outcomes, stay with an employer longer, provide a better service to customers and attract new ones. In the challenging economic climate, we are expected to face over the next few years, a motivated workforce will also turn into a decisive competitive edge.\r\n&nbsp;\r\n\"Although this sounds like a no-brainer, it was discovered that some healthcare benefits did not fully cover COVID-19 tests and visits for their employees, so some companies have ensured that these are fully covered by insurance at no cost to employees. Prepared by Industrial Psychology Consultants (Pvt) Ltd 2020 5 | P a g e Bearing in mind what employers of companies in other parts of the world are doing in the light of the COVID - 19 pandemic, our study here in Zimbabwe goes on to show employers&rsquo; reactions to the pandemic both health-wise and from a business perspective particularly in Zimbabwe.

Changes to employee remuneration due to Lockdown Report

The global economic situation has deteriorated dramatically in the past month as lockdowns in many countries, especially the industrialized economies of Europe, North America and Japan as well as the aftershock from China, impact on output and employment.\r\n&nbsp;\r\nIn April, the IMF forecast a 3% decline in world GDP this year, but this is being revised downwards as the global situation worsens. On its current forecast, GDP in advanced economies will fall 6%, in emerging markets 1%, and in Sub-Saharan Africa 1.6%. Actual declines are likely to be greater.\r\n&nbsp;\r\nThis is because earlier hopes of a V-shaped recession with a very steep rebound in the second half of 2020 have receded and there is now talk of a \"Nike tick\" recession - a steep decline followed by a lengthy but slow recovery.\r\n&nbsp;\r\nDownload the full economic outlook by Tony Hawkins below to continue reading.

Zimbabwe Economic Outlook: April 27, 2020

<h2>Introduction</h2>A pay structure is a series of job grades showing the minimum, midpoint and maximum salary for each grade. The pay structure allows the organisation to reward people according to the value attached to jobs of equal value. This is why there is a minimum and a maximum salary for each grade. It is important to remember that a pay structure is a product of a job evaluation exercise in most cases. It is possible to develop a pay structure without doing a job evaluation using market pricing. In that case, jobs can be grouped based on market salary data trends. The midpoint is what is also referred to as a pay spine. Put differently the midpoint is the organisations competitive market salary for each grade. Let us say your organisation is in the process of developing a pay structure, it has several options in terms of the target market position for pay. Some organisations may want to target the 25th percentile, 50th percentile{median} or the 75th percentile {upper quartile}. As to which market position to target, it is a matter of choice guided by what the organisation can afford. An organisation can decide they want to target the 75th percentile or the 50th. Here there is a need to balance between the need to attract and retain talented employee on one hand the need to have a sustainable staff cost structure. You must be careful how you pay people within the pay range. The midpoint of the pay range should be reserved for your top performers. People who have shown that they can consistently give value to the organisation. It is a waste of resources to pay poor performers competitive salaries as reflected by your grade midpoints. The minimum salary in a grade reflects the minimum salary the organisation is willing to pay for roles in that particular grade. People paid at the minimum are new to the role, less experienced and or have not reached the right level of performance. It is advisable to pay all new employees joining your organisation close to the minimum of the grade, and only move them towards midpoint as they give more value to the organisation. The maximum salary per grade. This salary is rarely earned by anyone if you are managing your salary structure properly. This salary is reserved for rare talent. This means that anyone being paid close to the maximum is top-notch talent.

How To Create A Pay Structure | Whitepaper

The survey aimed to find out how employees are coping during the lockdown period. A lockdown is a protocol that usually prevents people from moving around in times of an emergency. More than a third of the world`s population right now is under some form of a government-initiated restriction as a measure to slow down the spread of the Coronavirus. Due to this lockdown, most companies where possible have resorted to remote working, while others have resorted to various forms of leave to cater for those who cannot work from home.\r\r\nThis survey was conducted via an online survey tool called Survey Monkey. The survey instrument had a total of 27 questions. Participants were not randomly selected therefore results cannot be generalized. Responses reflect how employees are coping with the lockdown and how they have adjusted given the lockdown environment.\r\n&nbsp;\r\nA total of 604 people participated in this survey. Of the respondents, 58.11% were males and 41.89% were females. Participants had an average age of 39.5%.

Lockdown Survey Report

<h2>Introduction</h2>\r\nGender equality has been a recurring and prominent feature on the global development agenda for almost a quarter of a century now. Despite the universal appeal of its rhetoric and the regular policy conversations on the topic, progress in terms of gender diversity on corporate boards is slow and insincere as companies acknowledge it for the sake of how they are viewed in the eyes of others. Board gender diversity is not only an issue of addressing gender equality but it has also been proved to provide some gains for many stakeholders within the companies.\r\n&nbsp;\r\nThe Board of Directors is a control governance mechanism, aimed to monitor managerial activities to mitigate agency costs (Jensen, 1993), and to set the strategic objectives which should orientate the course of the company (Hillman and Dalziel, 2003). The Boards supervisory tasks include: monitoring the CEO, and the implementation of the firms long term strategy, firing and hiring the CEO and assessing and rewarding the CEO/top managers of the firm (Hillman and Dalziel, 2003). Gender representation on corporate boards of directors refers to the proportion of men and women who occupy board member positions. To measure gender diversity on corporate boards, studies often use the percentage of women holding corporate board seats and the percentage of companies with at least one woman on their board.\r\n&nbsp;\r\nA 2016 study of more than 21,000 companies in 91 countries showed that firms with at least 30% of women in the c-suite are more profitable. In another report on Fortune 500 companies, a direct relationship was discovered between companies with more female directors and achieving greater returns on sales and equity. Other studies show that female directors enhance the effectiveness of boards at governing, (Renee B. Adams, Daniel Ferreira,2009). Women have better attendance, and their presence improves the attendance of men. Female directors are also more apt to serve on monitoring committees and more likely to hold CEOs accountable for poor financial returns. Female directors, too, tend to ensure that corporations are more environmentally responsible. (Glass, Christy &amp; Cook, Alison &amp; R. Ingersoll, Alicia. (2015)). Three or more women directors also correlates with employee productivity, higher dividend payouts, and a greater diversity of ideas, (MSCI,2018)

Everything You Need To Know About Women On Corporate Boards

<h2>Introduction</h2>\r\nThe subject of \"The future of work\" has been around for quite some time now. Many experts have offered differing opinions on what it is. This has opened the subject to much debate and scrutiny and much research has been done. Governments, non-governmental organisations and the private sector have all looked into the subject. The best way to define the future of work would be to take a look at what these experts have said on the subject. We take a look back to 2016-2017 when the topic was considered to be hot.\r\n&nbsp;\r\nIn 2016 The World Economic Forum annual meeting held under the theme \"Mastering the Fourth Industrial Revolution\" could arguably be highlighted as the first major event when stakeholders from across the board discussed the future of work. Preceding the annual meeting the World Economic Forum published a report titled \"The Future of Jobs\" which sort of sparked the conversation throughout that annual meeting. The report states that development in genetics, artificial intelligence, robotics, nanotechnology, 3D printing is building upon and exhorting one another. This creates a foundation of a revolution more encompassing than anything this world has ever seen. The major question then is how will the government, business and individuals react to this.

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