Author: webmaster

Demystifying Practical Strategies For Human Resource Practitioners

Organisations have a myriad of human resource problems that affect productivity and require the Human Resource Practitioner (HRP) to solve. Problems can be of an endemic or occasional nature but require immediate to, long term solutions. Endemic for our purpose means a situation where the problems have and continue to exist. Occasional refer to problems […]

Framing Disciplinary Offences Correctly Part 2

This write up is the last of 2 instalments on this subject.  The intention is to demonstrate the correct way of framing workplace offences. Incorrect framing of offences can result in the employee being charged on a case that he/she did not commit and either the Hearing Committee (HC) dismissing the case or applying an […]

Framing Disciplinary Offences Correctly Part 1

Undisciplined employees at the workplace need to be corrected through a fair disciplinary system. Undisciplined employees do not follow instructions or obey established organisation’s rules, systems and orders. They usually have no respect for their superior officers. The writer defines disciplined as “Acting in a manner and behaviour that directs an employee’s energy towards satisfying […]

Impartiality Of The Human Resource Practitioner At The Workplace

In this article the writer illustrates the impartiality of a Human Resource Practitioner (HRP) in an organisation’s human resource (HR) affairs. Impartiality can be defined as the act of not siding with one party over another for an improper or biased cause or reason. An example is where 2 brothers work in the same factory, […]

The Advisory Nature Of Human Resource Practitioner To An Organisation’s Leadership

This is the first of 2 instalments which will demonstrate the nature of human resource department duties that would otherwise overwhelm an organisation’s leaders were it not for the presence of a Human Resource Practitioner (HRP) among them to advise, attend to and address matters that affect the human resource. The purpose of leadership in […]

Invitation Letter To The Interview

Calling prospective employees to an interview is usually the last task in the recruitment exercise. The Human Resource Practitioner (HRP) has a responsibility of ensuring that letters inviting applicants to an interview are carefully written and include information that is not ambiguous to both the applicant and the human resource department. Applicant or prospective employee […]

Role Of Human Resource Practitioner In Discipline At The Workplace Part 1

This is the first of 2 instalments of the write up on this subject.  An organisation cannot achieve its goals with undisciplined employees working for it. Undisciplined employees at the workplace have no respect for organisation’s assets, peers, subordinates or superior officers. They are disobedient to established rules, systems and orders. When operating, equipment they […]

Practical Nature Of Staff Motivation

A lot of theories abound about motivating staff but if they are not implemented and done so   correctly it would be a waste of time. Unmotivated employees cannot be expected to perform optimally. The responsibility of motivating staff lies with management with the Human Resource Practitioner (HRP) providing training and advice on the matter to […]

Senior Hrp Responsibilities That Enhances Business Stabilty (2)

This article is a follow up on the same topic that was published in the issue of this newspaper for week 14 to 20 October 2021. The writer herein presents additional senior human resource practitioner (SHRP) responsibilities and duties. He/she will also expand on “communication” which was featured in the last issue. Responsibilities and duties […]