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State of Human Resources in Zimbabwe

Editorial Team
10/04/2016 7:50 PM

We recently undertook the human resources practices in Zimbabwe survey. The purpose of this research was to gather and analyse human resources related statistics and practices in Zimbabwe. The information that we have presented in our final report is designed to be a tool to help Zimbabwe organisation’s to evaluate decisions and activities that affect how they manage their organisation’s human resource. The intention is that, on a yearly basis, we track the changes in human resources practices in the country, commenting and justifying them where possible and allow executives to dialogue on critical issues and assess how these issues can be managed.

In this article I will highlight some of our key findings. Over the next 4 weeks I will continue to outline some of our other important findings and critical interventions that we recommend management to take if you are going to maximize your return on your human capital.

1. On average, participating companies made more revenue in 2014 compared to 2015. There was a 33% decrease in revenue from 2014 to 2015.

2. The average operating profit for 2015 ($1 595 223 .22) was higher than that for 2014 ($906 974.32). The operating profit for most of the organisations increased by 76% from 2014 to 2015.

3. Both the average and maximum staff costs for most of the companies in 2014 were not different from that for 2015.

4. The average age of the participants’ board chairperson is 58 years.

5. On average, 3 executive directors sit on participating company boards and a maximum of 12 directors sit on the boards.

6. 75% of the board of directors are composed of male directors compared to female directors (25%).

7. 71% of the executive management is composed of male directors.

8. Most of the participants’ permanent employees are male (63%) and 37% of them are female.

9. The results show that the percentage of males in participants’ organisation is decreasing as we move from the executives to the non-managerial employees. The trend is opposite for the female participants.

10. The average span of control for Managers/Supervisors with people reporting to them in 2015 is 6. This means that, on average, most organisations’ departments have 6 supervisors with people reporting to them.

11. The average number of subordinates that report to managers in each department is 10.

12. In 2014, most companies spent 14% less than they had budgeted for in the human resources budget. Most of companies exhausted their human resources budget in 2015.

13. Most of the employees in the human resources department are in the payroll department, followed by those who are generalist. On average, the number of employees in these departments did not change from 2014 to 2015.

14. Most organisations’ employees (66%) are registered with a trade union.

15. Most participants said the influence of trade unions in their organisations is detrimental, 32% said its cooperative and 32% are not sure.

16. 27% of the disciplinary cases pending were being handled by an internal disciplinary committee.

17. Most of the industrial relations cases resolved in 2015 (78%) were handled by the internal disciplinary committee.

18. The average number of work stoppages for most of the companies was 1. Some companies did not have any work stoppage while others had up to 3.

19. An analysis of the days lost due to unplanned absenteeism shows that, 62% of the days were lost due to sick leave, 12% were lost due to absence without official leave, 7% were lost due to compassionate leave and 19% were lost due to other reasons.

20. Most of the participants (55%) said they restructured their businesses in 2015 while 45% said they did not.

21. Most participants said they achieved what they set to achieve in 2015 while 32% did not achieve.

22. 69% of the participants said they did not retrench before the Supreme Court ruling, while 31%, said they had retrenched previously.

23. 42% of the participants said they retrenched after the Supreme Court ruling and 58% said they did not retrench after the Supreme Court ruling.

24. For those organisations that retrenched after the Supreme Court ruling, 85% said they did not apply for an exemption from the Ministry of Labour on the payment of retrenchment packages while 15% applied for exemption.

For the full report – State of Human Resources in Zimbabwe Report, contact Memory Nguwi. He is the Managing Consultant of Industrial Psychology Consultants (Pvt) Ltd, a management and human resources consulting firm. Phone 481946-48/481950/2900276/2900966 or email: mnguwi@ipcconsultants.com or visit our website at www.ipcconsultants.com

Editorial Team

This article was written by one of the consultants at IPC

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