Presentation on theme: "AFRINIC HUMAN RESOURCES PRESENTATION. Table of Contents 1.Organisational Structure and Recruitment 2.ISO 3.Performance Management System 4.Training Needs."— Presentation transcript:
AFRINIC HUMAN RESOURCES PRESENTATION
Table of Contents 1.Organisational Structure and Recruitment 2.ISO 3.Performance Management System 4.Training Needs Analysis 5.Human Resources Management System 6.Communication process 7.Travel 8.Welfare
MOTIVATION DIRECTION COMPETENCIES PERFORMANCE MOTIVATION Organisational Effectiveness Alignment with corporate objectives Competencies Motivation Performance
MOTIVATION Human Resources Activities - Interrelationships Strategic PlansEnvironment Organisation Employee Sourcing Employee Relations Reward Management Employee Development Employee Services Human Resources Strategies Management Development Job/ Role Analysis Training Recruitment & Selection Organisational Effectiveness Job Design Organisation Design Performance Management Human Resource Planning Employment & Administration Industrial Relations Employee Benefits Paying for Performance Pay Systems Job Evaluation Employment Practices Welfare Health & Safety Communications Involvement & Participation Information Systems Corporate Organisational Effectiveness Motivation Competencies Alignment
MOTIVATION 04/05/12 Organisational Structure & Recruitment OBEJCTIVE: To ensure organisational effectiveness Recruitment of top managers Techniques used: 1.Personality Profile Testing 2.Panel Interviewing 3.Written Assignment
MOTIVATION 04/05/12 Organisational Structure & Recruitment NameTitleDate of joining 1.N’GUESSAN Arthur Head of Member Services 21/02/12 2.NYABUGA George Head of Communications & PR 23/04/12 3.SOSSOU Neriah Head of IT & Engineering 23/04/12 Recruitment of Heads of Department:
MOTIVATION Organisational Structure & Recruitment NameTitle 1. Trainee for system Administration(End of May 2012) 2. Public Affairs and Community Engagement (End of July) 3. Cooperation and Development(End of November 2012) 4. Database Manager(End of November 2012) Recruitments to be completed during the year:
ISO 9001:2008 CERTIFICATION
MOTIVATION 04/05/12 ISO 9001:2008 Certification How does ISO help in improving the services provided by the company? 1.Well defined and documented procedures 2.Improve the consistency of output. 3.Quality is constantly measured 4.Procedures ensure corrective action is taken whenever defects occur. 5.Defining procedures identifies current practices that are obsolete or inefficient. 6. Documented procedures are easier for new employees to follow.
Time frame 1.Selection of the Awarding Body for ISO (DONE) 2.We chose SGS (Mauritius) Ltd for its professionalism and knowledge of the African context. 3.Training of Staff on ISO (MAY) 4.Selection of an ISO Audit Consultant for follow up (MAY) 5.Reviewing of existing Policies and procedures and Introduction of new Policies & Procedures 6.Preparing for the blank Audit 7.Final Audit for Award 1 1 2 2 3 3 4 4 5 5 7 7 6 6 MARAPRMAYJUNJULAUGSEPOCTNOVDEC
PERFORMANCE MANAGEMENT SYSTEM
MOTIVATION 04/05/12 Performance Management System The objectives of the PMS are to: 1.Align the individual goals, departmental goals and organizational goals 2.Create transparency in achievement of goals 3.Help setting measurable goals 4.Provide well documented and communicated process documentation 5.Improve employee engagement because everyone understands how he is directly contributing to the organization's high level goals 6.Improve communication between boss and subordinate 7.Help individual development
MOTIVATION 04/05/12 Overview of Performance Management
MOTIVATION PERFORMANCE MANAGEMENT SYSTEM 1 5 4 3 2 6 APRILMAYJUNEJULYAUGSEPOCTNOVDEC Key steps for the implementation: 1.Having clear Job Descriptions 2.Identifying the KRAs and KPIs for corporate, department and individual 3. Measuring and following performance 4.Carrying our Performance Appraisal exercises 5.Identifying the performance gap 6.Setting up a Performance Development Plan
TRAINING NEEDS ANALYSIS
PERFORMANCE TRAINING NEEDS ANALYSIS AIM: To identify the training gaps between expected performance and actual performance of the company, the departments and the individuals.
PERFORMANCE TRAINING CYCLE TRAINING NEEDS ANALYSIS
MOTIVATION DIRECTION COMPETENCIES MOTIVATION TNA 1. Training Plan Training Plan: Defining the main training areas for the 3 categories : Corporate, Department and Individual 2. Training Programme Training Programme: Liaise with Training Institutions to identify courses to be followed. 3. Delivery of Training As per above programme 4. Application & Evaluation of training 1.Reaction 2.Learning 3.Behaviour 4.Results STEPS:
MOTIVATION DIRECTION COMPETENCIES MOTIVATION Implementation of Training Needs APRMAYJUNJULAUGSEPOCTNOVDEC 1.Meeting with CEO, HODs & individual employees 2.Meeting with Training Institutions to find adequate training courses. 3.Setting up a training programme 4.Follow training programme 5.Assess training in terms of quality and cost ( Report to be submitted to management) 1 1 3 3 4 4 2 2 5 5
HUMAN RESOURCES MANAGEMENT SYSTEM
MOTIVATION 04/05/12 HUMAN RESOURCES MANAGEMENT SYSTEM HRM: “Human Resources Management is the strategic approach to acquiring, developing, managing, motivating and gaining the commitment of the organization’s key resource- the people who work in it and for it.” (Michael Armstrong, 1999) “For HR professionals, the challenge of today's business environment is to understand and manage the important interaction of technology, work flow, organizational strategies and, most important, people.” (Michael Losey, 1998)
Time frame 1.Call for tenders (DONE) 2.Comparison among the system proposals receives : Orange, Cybernaptics and Sicorax 3.Choose best systems based on user-friendliness and price(MAY) 4.Training for users of the system(MAY - JUNE) 5.Implementation of system (JULY) 6.Go Live (SEPT.) 1 1 FEBMARAPRMAYJUNJULAUG 2 2 3 3 4 4 5 5 6 6
MOTIVATION COMMUNICATION 04/05/12 “ Any act by which one person gives to or receives from another person (or from a group of persons) information about that person’s needs, desires, perceptions, knowledge or affective states. Communication may be intentional or unintentional, may involve conventional or unconventional signals, may take linguistic or non-linguistic forms, and may occur through spoken or other modes” (The National Joint Committee on Communication, 1992)
MOTIVATION Board Meetings already set up Every 2 months via teleconference and every 6 months with face to face meetings Executive Meetings already operationalWeekly Management Meetings will be operational now that recruitment of the Heads of department has been done. Monthly Departmental meetings already existing in some departments. Need to be extended to other Departments Weekly Staff meetings already set upQuarterly Staff Forum In processweekly Internal Communications
MOTIVATION 04/05/12 TRAVEL POLICY 1.Completed and Operational as from 01stApril 2012. 1.A charter indicating best routes from Mauritius to each country in Africa and RIR locations based on cost and time taken for flight : start February 2012 and to be completed by June 2012.
04/05/12 Staff Welfare Objective: To create a strong sense of belonging among all employees and boost employee motivation and commitment. Initiatives: A. Affiliating to the « Fédération Mauricienne de Sports Corporatifs ». The objective of this affiliation is to participate into activities 1.To build and strengthen our team spirit. 2.To Make AfriNIC known amongst the Group of companies of Mauritius B.Setting up of a committee to organize Socio-cultural and Sports events C.Culture sharing among all the different components of the AFRINIC community
04/05/12 OTHER PROJECT Employee Satisfaction Survey 1.Receive feedback about Human Resources services offered to our internal clients 2.Assess the quality of the services provided.