ZemNova Groups

16/01/2025

✴️Important Update on Revised SI No. 3 for Truck and Bus Drivers✴️

⚠️Attention all drivers, employers, and stakeholders in the transport sector!

The Government of Zambia has revised Statutory Instrument (SI) No. 3 of 2025 (Truck and Bus Drivers) introducing new regulations for the Basic Pay and Cross-Border Subsistence Allowances for both Truck Drivers and Bus Drivers. Below are the key highlights of these changes:

Revised Basic Pay

✅ Truck Drivers: The minimum basic pay is now Four Thousand Kwacha (K4,000).
✅ Bus Drivers: The minimum basic pay is now Three Thousand Kwacha (K3,000).

Cross-Border Subsistence Allowances

To ensure the welfare of drivers performing cross-border duties, the following provisions have been implemented:

☑️Where Accommodation is Not Provided:

Employers must pay a Cross-Border Subsistence Allowance of not less than Thirty United States Dollars (USD 30) per night for drivers if accommodation is not provided while on duty.

This applies specifically in cases where the truck does not have a sleeping cabin.

☑️Where the Truck Has a Sleeping Cabin:

Truck drivers who cross the border as part of their duties must receive a Cross-Border Allowance of not less than Twenty United States Dollars (USD 20) per night, even if the truck has a sleeping cabin.

Employer Responsibility

Employers in the transportation sector are reminded of their legal obligation to comply with these new provisions to promote fair remuneration and improved working conditions for drivers.

These changes underscore the Government’s commitment to safeguarding the rights of drivers and enhancing their living standards while on duty. All stakeholders are urged to familiarize themselves with and adhere to these regulations.

Visit: www.mlss.gov.zm for a more and accurate circulars

This Website will provide a platform for us to interact and share information with the members of the Public on various issues regarding the Labour Market.

15/01/2025

🌟 Transform Your Workplace with Amwi Groups! 🌟

Are you looking to elevate your organization’s HR practices? Look no further! At Amwi Groups, we are a dynamic team of vibrant consultants ready to provide exceptional HR solutions tailored to your business needs.

Our Services Include:
✅ HR Systems Development
✅ Employment Contract Drafting
✅ HR Policy Development
✅ CV Writting
✅ Interview Coaching
✅ Recruitment & Talent Acquisition
✅ Employee Training & Development
✅ NAPSA Compliance Services

We are committed to helping businesses and individuals thrive by building strong, productive, and happy teams. Let us take the hassle out of HR so you can focus on growing your business and get that dream job!

📞 Contact us today to learn more about how we can help your organization excel.

📩 Email: [email protected]
📞 Phone: 975806478

✨ At Amwi Groups, we don’t just consult; we transform!

30/12/2023

𝐂U𝐑R𝐈C𝐔L𝐔M V𝐈T𝐀E (𝐂V):

Just from the purview of your CV, a recruiter can easily tell whether you are the right candidate to recruit or not. It does not take rocket science to know this.

In fact, it takes a recruiter approximately five (05) seconds to scan your CV and make primary conclusions on whether to consider you for an interview or not.

A CV is a marketing tool that sells the invisible competent side of you. The formatting, orderliness, coloring, font size, content must be a well-rounded thought as far as drafting one's CV is concerned if at all one wishes to land their dream job.

A well drafted CV in the hands of a recruiter immediately creates an illusive or imagined competent candidate, the rest is up to you to convince the recruiter through your physical appearance and a command of sound and strong communication.

✅ Uniform formatting - uniform font size, uniform spacing, acceptable grammar, uniform color coding, orderliness in outlay
✅ Job market matching details - market standard language
✅ Precise/detail oriented

Get in touch with us now and let us help you upsell your invisible competent side of you:

☎️+260953003120
✉️ [email protected]

11/12/2023

ESTABLISHMENT REGISTER -

An organisation that does not have an Establishment Register in place is bound to work with no direction.

An establishment Register helps to identify existing and future vacancies. This is a simple but robust benchmark that Recruiters use to kick-start the recruitment process. They mobilize the best (competent, knowledgeable and skilled) candidates to fill these vacancies using analytics generated from the registers.

Just like ants need a complete colony to carry a crumb, a well-rounded team is essential to carry the workload.

Get in touch with us today to understand this robust benchmark:

☎️+260953003120
✉️ [email protected]

10/12/2023

SYSTEMS AND HUMAN CAPITAL DEVELOPMENT -

Definition:
☑️System - A collection of well structured procedures, rules and regulations that smoothly propel a business or an undertaking towards its main objective.

☑️Human Capital - A collection of knowledgeable, skilled individuals who use consented efforts, guided by procedures, rules and regulations to attain goals.

By the virtual of a business and its existence, the two are paramount to its core function.

Systems are a driving force that spells out expectations, that if followed religiously, a business thrives.

But how does knowledge and skill become essential in a business?

Imagine opening a salon with all the necessary equipment requirements, business place secured - strategically positione, but with no knowledgeable and skilled labor. Obviously, that is a disaster awaiting to happen - within no time, all functional equipment, upon being handed over in the hands of unskilled labourers with no knowledge, the equipment crumbles to its knees and becomes obsolete. There is no witchcraft to this, neither is this theoretical expectations, this expected outcome is a collection of universal business principles.

How then does one ensure this salon survives its development, maturity and decline stages?

It's imperative that such a salon firstly understands its workforce (if already existing) by simply identifying their current existing skills through a well structured Skills Gap Analysis, developing training strategies (after Skills Gap Analysis Results) aimed at improving their skill sets.

Another alternative, is through a critical recruitment process that will source for individuals within the labour market that already posese these skills and align them to this salon. This requires ample time and resources.

Both alternatives have pros and cons - dependent on the business environment.

With all requirements in place such as Key Performance Indicators (KPI), Performance Appraisal Management System and Incentives/Awarding Structures, Standard Operating Procedures (SOP), Communication hierarchy, Structured Trainings, Merit Based Promotion Guidelines and Programs, Empowerment and Sponsorship Programs, Structured Reporting Lines, Expected Targets (Accordingly to Timeframe), such a salon will not only becom prominent, profitable but will build a name that will stand the test of time.
These requirements are outside the statutory ones (a follow-up post on this one is oncoming).

A business that is quick to identify a workforce with the right skills set is half way into building its legacy - a legacy that will stand the test of time.

Amwi Groups, through its HR Consultancy Portfolio liberates start-up companies and existing companies to structure these requirements in order for their businesses to scale-up and remain prominent within the business space.

Amwi Groups provides the following services:
✅ Consultation for Step-by-Step System development and implementation with the incorporation of Technology and AI advancements
✅Full Cycle Recruitment Services



For your staffing requirements get in touch with us and experience a transformable process to your business:

☎️ 953003120
✉️ [email protected]