CHOKO-line Human Capital Management Advocates

CHOKO-line Human Capital Management Advocates We are custodians of effective employee management professionally and ethically.

05/06/2023

"The price of growth is always disruption to comfort"

30/11/2021

POLICY IMPLEMENTATION STAGE 2!!
* Define clear roles when developing policies......

When it comes to developing policies for your company you will need to decide who to involve and what roles the'll play or hold especially the managers and supervisors in various departments. But for other large organizations, there are boards or committees appointed with the task of writing and reviewing policies.

For diverse policies that cater for everyone in the business I.e. health and safety policy, fringe benefits like medical and education for staff members families these apply across the corporation. Therefore for such policies you can create a cross-functional team, including leadership, HR and other senior staff members which will likely help you produce engaging policies that more people can identity. It will also enhance accuracy to more information on current practices.

Each Policy should have an owner, this is someone who is in charge of implementing and championing the standards and procedures identified within that specific policy. Another example like health and safety policies in a workshop should particularly be followed up by health and safety officers who inturn report the process back to HR, the "reviewer" who is in this case the one responsible for this role. But it is important to adapt to the companies needs, If there is someone more qualified to modify and adapt the policy by expertise as the business grows, then this person should be tasked with mainting it.....

Join the discussion!! What are your views on HR policies?

26/11/2021

Hope everyone had a fun black Friday!!!
Our promo as a business entity will be to educate you on policy formulation and implementation stage by stage....!
Today's aspect is the first stage policy formulation.
* identity the need for a new policy.
Firstly, you'll need to review and analyse the current situation. Each organisation should aim to detect specific requirements and create policies for those needs by also taking into consideration their business culture.
Explanation: it could be that you company doesn't yet have a suitable exit strategy for when employees want to leave or are dismissed. Or perhaps there have been reported incidents of harassment or racism at work, which need to be addressed in a formal manner. These types of issues can easily arise in a workplace, and the best way of handling them is through the creation and implementation of fair HR policies.
Eg. A policy can be created where new legislation makes it obligatory or when a change happens within the organisation. Some of the factors that facilitate a new company wide-policy include;
*recruitment
*holidays
*compensation and benefits
*disciplinary action
*training and development
*health and safety.
Thankyou for your time, until tomorrow...happy preparation day!!!

24/11/2021

POLICIES!!!
We have seen quite a number of companies with no proper management system. Companies having more than 10 workers without procedures and policies, these are low integrity and conspiring organizations lacking core values of running an organization and lack professionalism. Most of these are owned by individuals from foreign land and have less considerations for the labour laws of our land which needs intervention from Labour Authorities and other Human Resource Management professionals.
So why do we need active Policy implementation:
Definition of policy - General guidlines that focus organisational actions ( pertaining to does and don't s, entitlement programs, beneficiaries aligned with conditions of service). For well established organizations with high intellect managers they are familiar that policies venture hand in hand with procedures
Procedures - These are specific to situations like customary methods of handling activities e.g. communication system, report system(chain of command), disciplinary procedures, and so many more we shall discuss when looking at "implementing policies".

Importance of policies.
Management keeps track and is line with organizational activities which makes a platform to ease the re-formation of human resource management decisions regularly to ensure fairness on staff management levels. Policies assist in decentralization of decision making tasks when superiors are out of station a subordinate having the liberty to delegate duties to other staff and manage the business without the superiors getting infuriated.....

When policies are implemented
*we create trust between management and employees
*we ensure that organizational goals are met through emloyees smooth operations by technical adherence.
*Employees feel less victimized by the other employees exposures and expertise, in short inequality is minimized.
So this has been an introduction to what guide an organizations objectives...
Have a productive Wednesday

23/11/2021

Employee workplace accountability.
What is it?
馃憣 This has need for most civil servants to learn.
Employee accountability refers to the responsibility that employees have in their workplace to ensure that they accomplish the tasks allotted to them and to be present for their shifts and individual roles to achieve organizational goals. Failure to this will lead to them dealing with sanctions of unfinished business matters. There are few conceptual aspects to embrace to achieve workplace accountability;

One wonders what the problem is?

Lets have the solutions:
The first tenet is OBLIGATIONS- which institutes that an employee should take responsibility to accomplish a task assigned to him/her.
WILLINGNESS: we have seen alot of workplaces where someone says they don't wanna do this or you can't make me do this, but eventually go and do it, well, they needed a little nudge. But truth is they're afraid of losing their jobs and have not an idea of job specifications and how match them or weigh them against the conditions of service, however we will discuss how much work people are forced to do for less remuneration awarded. WILLINGNESS here means that the employee will take action because he "wants to" and is happy too just to spice it a bit....lol... rather than has to but we find that most Zambian jobs are done not for passion and preference sake but for cause of a situation which is the reason it will be very difficult in our country to stand by how much or categorize minimum pay for every job. The same job a person will disregard as low paying another wants to take it due to less knowledge, less innovative and high poverty conscious minds.
INTENT - This is a reference to an employee's reason behind his action whilst acting the employee has in mind the need for consistency in doing the right thing in all aspects pertaining to the job.
OWNERSHIP - This is to say that an employee takes responsibility of his or her actions and behaviour in his field of work and station.

20/11/2021

Continuation of PAY CHECK......

Only 8% of respondents said that cost was a prohibiting factor. One of the barriers is lack of buy - in from the top 47% of HR professionals say that it is not a priority for higher-ups in terms of incentives every now and then but it mandatory at some point. Pay check surveillance and analyses is about management showing concern and employee morale as it is observed that employees who perceive under payment for work similar to their colleague can and will move if opportunities and offers of higher remuneration arise. Low pay abounds to degradation and reduced commitment to the firm and will amount to less production at every undertaking in the organisation

Have a wonderful Saturday and feel free to contribute.....via whatsapp and through our email [email protected]

20/11/2021

PAY CHECK/ANALYSES
If your company hasn't begun instituting regular pay equity reviews its probably in the minority. According to research by Strategic Human Resource Management experts less than half of companies in Zambia organizations surveyed conduct proactive pay equity reviews

The reviews don't seem to be just for show SHRM research showed that most organizations who perform compensation analyses made adjustments to employees pay as a result of their review.
The following phrases show that having the same resources can be interpreted differently by various managers.
GLASS HALF FULL: Analyses can sniff out pay problems that may otherwise send staff stomping out the door. The same report found that a quarter of workers who discovered they were paid less than a similar skilled colleague of different gender or race and it makes them start to apply for new jobs...it is quite a difficult thing to motivate humans only by incentive as man has no definite settlement plan, man always has a desire for more.

GLASS HALF EMPTY: Larger organizations are more likely to conduct pay analyses than smaller ones and organizations helmed by women CEO's or owned by women are more likely to conduct pay equity reviews than male owned or led companies.( only 8% of respondents said that cost was a prohi

15/11/2021

Good evening and welcome to our monday mid of November, have you finalized your holiday party planning? Are you even planning a holiday party this year? We would love to know how that's going. Send us your current thoughts about your holiday party preparedness to [email protected] or our inbox. (And don'tnt forget to share the time and place so we can come and crash it).
We start our first edition tomorrow with the following viewable aspects
* Pay check
* Diversity survey
* Hire-in
Kind regards

Enhance your rigour in Management get assistance from prowess Human Capital Managers...
15/11/2021

Enhance your rigour in Management get assistance from prowess Human Capital Managers...

05/11/2021

Our Advocacy is to Organizations that are failing to reach their projected revenue due to ineffective workforce management which leads to vulnerability and unaccountable failure in implementing a sustainable business strategy due to lack of human resource strategies integration with business strategies....
Having a team of intellectual research assistants we have a number of critical ingredients to enhancing your workforce efficiency that we shall assist you in implementing and these include not all but the following
路 Job Evaluation
路 Human Resource Policy Development
路 Employee engagement surveys
路 Selection and recruitment
路 Performance management
路 Change management
路 Collective Bargaining
路 Leadership development
路 Ethics and governance
路 Mentorship programs
路 Staff retention mechanism development
路 Discipline handling an grievance procedures
路 Human Resource development
路 Implementing Labour laws
路 Performance appraisals etc.
Other services will be brought to you upon suggestions on what cases you would want assistance with.

Note: all these are Methods not taken into consideration by your company business managers and are quite fatal to production if taken for granted. Our concern is not individualistic enhancements but organizational actualization which will inturn benefit every staff.

05/11/2021

If you want to be rich know the difference between an asset and a liability

24/11/2018

CHOKO-line is an agency with specialised Human Resource Management advocates who aim at enhancing human resource management practices and how well they can be initiated in the practical day-to-day life of business management by providing advanced and specialised administrative ideas on the breakthrough from business constraints due to ineffective organisational management. It consists of specialised Human Resource Management Personnel with the ability to give great advice on the management of an organisation's Human capital and how well to help them gain confidence in their Business Management and planning.

Address

Nkana Road
Ndola

Opening Hours

Monday 09:00 - 17:00
Tuesday 09:00 - 17:00
Wednesday 09:00 - 17:00
Thursday 09:00 - 17:00
Friday 09:00 - 17:00

Telephone

+260974709081

Website

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