When People Decisions Lack a Proper System, Everything Suffers
For over two decades, organisations across Zimbabwe and the region have turned to IPC when compensation, talent, structure, or governance problems needed a permanent fix, not a quick patch.
Problems We See Regularly
These are the situations that bring organisations to IPC. If any of them sound familiar, you are not alone.
Pay decisions nobody can defend
Salaries have drifted from any structured logic. Juniors earn more than their supervisors, and no one can explain why.
Good people leaving quietly
Talented employees move on without fanfare. Exit interviews reveal problems leadership did not know existed.
Hires that keep failing
Candidates who interviewed well underperform on the job. The cycle of hiring and replacing repeats.
Structure that outlived its purpose
Layers and roles were added to solve yesterday's problems. Today they create duplication, bottlenecks, and confusion.
Performance reviews that mean nothing
Everyone is rated highly. The system differentiates nobody, so pay-for-performance remains impossible.
A board that meets but does not govern
Meetings happen on schedule, but genuine oversight and strategic challenge remain absent.
15 Specialist Services
Each service addresses a specific organisational challenge. Together they form an integrated system that covers the full range of human capital needs.
Job Evaluation
Managers have moved jobs into higher grades without formal evaluation. Salaries no longer correspond to job content.
Read full detail →Pay Structuring
Job evaluation has been completed but the results sit in a spreadsheet. Existing pay scales are outdated, compressed, or misaligned with market reality.
Read full detail →Customised Salary Surveys
The organisation is making pay decisions without knowing what competitors pay. Talented people leave for offers that may or may not be higher.
Read full detail →Employee Engagement Surveys
Leadership believes the organisation is a good place to work, but turnover patterns suggest otherwise. Valued employees leave without warning, revealing problems that leadership should have known about.
Read full detail →Workforce Planning
Critical roles stay vacant for months. When senior people retire, no successors are ready.
Read full detail →Productivity Analysis
The organisation senses it should be achieving more with its current resources but cannot pinpoint where productivity is being lost. Labour costs as a percentage of revenue are climbing without corresponding output improvements.
Read full detail →A Straightforward Process
Every engagement follows a practical sequence designed to produce lasting results.
Understand
We listen before we prescribe. We study your situation, your constraints, and what you have already tried.
Design
We develop solutions fitted to your context, not copied from a template.
Implement
We stay through implementation, working alongside your team until the system is running.
Embed
We equip your people to maintain what was built, so it lasts after the engagement ends.
What Sets This Firm Apart
Credentials that developed over decades of consistent work across Zimbabwe and the region.
20+ yrs
Continuous practice in Zimbabwe across every sector
Paterson
Two decades of mastery in the Paterson Decision-Band methodology
Registered
Assessment services delivered by registered occupational psychologists
AI-backed
Proprietary AI validation technology that cross-checks every evaluation
What Clients Have Said
“After the evaluation, our pay grievances dropped noticeably. Employees could finally see the logic behind their grading, and managers stopped making ad hoc salary promises.”
“IPC showed us that three of our five recent senior hires had been selected on interview performance alone. Their psychometric approach changed how we think about recruitment entirely.”
“The board evaluation was thorough and sensitive. It surfaced issues that we all knew existed but had never addressed directly. The governance improvement has been tangible.”