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Have you ever hired someone who did not live up to your expectations? Have you ever hired someone who greatly […]

General work rules often considered Choosing a simple set of work regulations made up of a few generally accepted as […]

Flеxіbіlіtу Thеrе’ѕ no such thіng as “thе perfect rеѕumе.” An еxреrt саn take a good tеmрlаtе аnd make some twеаkѕ […]

There is hardly an employee you will find who is not scheming to get a better pay cheque whether by directly demanding for a pay rise or doing something that warrants one. Unfortunately, according to James Opio, a human resource consultant, most employees get it wrong when they act or speak out of desperation. Opio advises that when pursuing a pay rise, it is wise to avoid engaging in altercations with colleagues and bosses in a bid to stand out as this will leave you with bad reviews that might not help your case. “Threatening to quit just to get a pay rise may get you into trouble, especially if your threat deadline expires and you stay,” he says, noting that this may instead earn you a fine or pay cut as punishment. Demanding an outrageous figure that is out of tune with people doing similar work to yours will only make you look unserious, according to Opio, especially if there is no justification in terms of output. He adds that wrong timing can compromise your chances of landing that pay rise. “For example, coming up with a pay rise demand when the company has just posted poor results will make….

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Martin, a food scientist by qualification, joined the bank as a teller after failing to get a good job that aligned with his area of study. Despite the fact that banking was not something he ever dreamt of pursuing, he chose to embrace the opportunity with a positive attitude and an open mind. As a teller, he spent most of his first year learning a lot about the banking industry beyond the trainings and orientation programmes organised by the bank. He was as flexible as a red blood cell in a blood vessel and diligently did other work tasks that were assigned to him. Within a period of four years, Martin rose through different ranks to the position of Branch Manager. He was the envy of his colleagues. As a branch manager, he had a positive impact on his customers, co-workers and the bank. He initiated some simple ideas that made the work environment more interesting and engaging. His branch performance progressively grew each year. This impressive performance earned him a higher position at the head office. At the head office his presence in meetings was very invaluable. He did not just sit like a log, but suggested initiatives that helped….

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Leaving a job is rarely a decision one makes abruptly, especially if they are planning to leave voluntarily or are working on a contract that will expire at one point. However, many are caught in confusion when the time to leave has arrived and they are not prepared adequately for their exit and next destination. What to avoid? When planning to quit your job there are a number of pitfalls you should avoid. Key among these is mis-timing when to make it known that you plan to leave an organisation. “When you say it too early some of your bosses might start mistreating or sidelining you. When you say it too late you might get people into panic mode,” James Opio, a human resource consultant, says. And when it comes to letting your soon-to-be former employers know about your planned exit do not exaggerate the offer from your next employers in a bid to squeeze the current employers to give you a better compensation package. Opio says the reason for avoiding this is, they may just find out the truth and use it against you. In relation to that, Opio says it is wrong to tell your coworkers you are leaving….

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Whatever your profession or chosen career may be, ultimately your aim is to grow through the ranks and reach the top as soon as you can, but with all the back-stabbing, competition, cost cutting and downsizing happening in the employment world, the odds look realistically slim. However, that does not downplay the fact that one must rise through the ranks because we all want better pay, perks and all the other privileges that come with holding senior positions in the organisations we work for. James Opio, an HR consultant, says some of the common obstacles to getting to the top include an introverted personality, doing the bare minimum at work, having no mentors, a poor relationship with your boss to mention but a few. One of the best ways to stand out is to identify problems others do not see within your organisations and offer innovative solutions to solve them. He adds that: “There are those problems that organisations grapple with for a long time with no one wanting to solve them due to the complexity or the fact that there seems to be no great reward attached to solving them. These are the ones you should tackle in order….

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The increasing automation of workplaces is likely to worsen the already staggering unemployment rates in the country if deliberate interventions are not put in place to make the workforce adaptable, experts have warned. Robots and computers for control, sensory feedback and information processing at workplaces is a fastgrowing trend that is not only seen to cut costs, but also improve efficiency. “Robots will take over the jobs. We, therefore, need to re-skill the people. They should be able to fit in the new environment and work alongside these machines. It is a challenge to us as a country and industry leaders to ensure that we give people the relevant skills,” said Patrick Ngolobe, the chief executive officer of Africa Executive Leadership Solutions. Ngolobe was speaking during a talent management and succession planning conference held at the Golden Tulip Hotel in Kampala recently. He argued that workplaces are looking for multi-skilled labour. “For example, a bank driver should not only drive cars, he should also do a bit of banking, help with accounts or work at the reception.” According to Forbes magazine, 47% of all employment opportunities will be occupied by machines within the next two decades. The magazine also says about….

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Technological advancement and the changing world of work have brought new challenges to employers with regard to employee engagement. It is no longer enough for employees to be present at work for long hours unless they are actively engaged in what they are doing. More often than not, employers tend to be frustrated with employees who do not deliver according to their expectations. Employee engagement is the emotional commitment the employee has to the organisation and its goals. The Employer of the Year Award Survey that was conducted by the Federation of Uganda Employers in partnership with Makerere University revealed that only 49% of the employees are highly engaged and they exhibit strong emotional and rational engagement, 6% are disengaged and 45% are moderately engaged. The combined percentage of those who are disengaged and moderately engaged (in total 51%) implies that majority of the organisations in Uganda have employee engagement challenges. Therefore, it is important for organisations to work towards increasing the level of employee engagement. It is important for organisations to regularly conduct surveys in order to assess the level of employee engagement so as to develop appropriate remedial interventions in case there are some gaps which are identified or….

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Despite gender activism taking centre stage at the workplace, women still trail their male counterparts at all levels in the workplace. This is according to ‘Women in the Workplace 2017’, a study conducted by renowned consulting firm Mckinsey together with LeanIn.Org, a women empowerment organisation. The study targeted over 222 companies employing more than 12 million people and the biggest discovery was there are a number of blind spots that have led to stagnation in workplace gender equality cause. According to the report, many employees see the small numbers of women who have made it to leadership positions in the workplace as achievement enough and see no more need to push further. Andrew Ssenyonjo, an author and recruitment consultant, says there has been progress in the women’s march to the c-suite. He says there are more women holding key and administrative positions in the organisations now than before. But Violet Kukundakwe, an entrepreneur and business trainer, says the numbers of women holding key positions are not yet adequate despite available opportunities for women to advance. She blames this partly on women being “risk averse”. Lawyer and women activist Joan Agumenaitwe, however, disagrees and says a lot more needs to be done….

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