Tag Archives: #company constitution

How to write an organization constitution

Drafting an organization constitution

Title

The name of an organization as it shall be called.

Objectives

State the objectives clearly and they must be SMART.check out for meaning of SMART from our previous posts here.

Membership

Members shall include all those accepted at the general meeting of the organization and members who also have paid for membership of the organization.

Finance

Talk about the sources of finances and when such finances are expected.

State the starting time as well as the ending of financial year.

The officers

An executive Board of an organization shall be elected .The officers of the organization shall be:

  • The president/chairperson
  • Vice president
  • The secretary
  • The treasurer
  • Othe elected officers
  • The officers may be ex- officio members of all committees with voting powers.They shall be elected by the membership at the AGM and shall be eligible for re-election.

The annual general meeting

Must be held each calendar and shall at least:

  • Receive the balance sheet and accounts of the previous year.
  • Receive and adopt the annual report.
  • Appoint such sub-commitees as it sees it, from time to time.
  • Elect the officers and
  • Appoint the auditors

Executive Board

The executive board shall consist of the officers (with voting powers)and special representatives.

Committees

Committees shall be established by the executive board when needed.

Conduct of meetings

  • The place and date of the next meeting.
  • The quorum for each meeting.
  • Items for the agenda must be received by the secretary weeks before the meeting.
  • The agenda for the meeting shall be circulated at least weeks before the meeting..

Alteration of the constitution

Changes to any section of the constitution shall only occur when clear days notice is given to the delegates and by two thirds majority of those present and entitled to vote changes are effected.

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How to assess risks facing an organization

Although each organization is unique, certain risks are common to most organizations.

A training on startups

You should consider the following when assessing risks:

  • Efffectivenesss of the board – since the board provides strategic direction for the organization and is the final arbitrator on what your organization does, it is important that it should operate effectively.Ask yourself the following questions;Does the board have the right type and level of skill needed to ensure the organization works effectively?,Are members fully aware of their responsibilities and liabilities?,Is there a process of succession planning that ensures that not all members come up for election at the same time?
  • Financial climate -The importance of finances to an organization cannot be under-estimated.In order to evaluate the risk associated with your financial environment, consider the following;Does the organization rely on one source of income?, How easy would it be to replace that source of funding?, What would happen if the major funding source withdrew it’s support?
  • Policy and strategy – Risk arises in this area from both inside and outside your organization.The organization itself may have a policy that leads to risk, such as poor communication with stakeholders.Externally government policy like towards teaching of physical education in schools may bring about risks to a sports organization.
  • External factors -The external context can have a major impact on an organization.So the risks of the external environment must be critically evaluated.What external factors affect or may affect the operations of the organization?,How do these external factors affect the operations of the organization?Are there any mitigation steps that the organization has taken or will take to curb the situation at hand?
  • Operating effectiveness and efficiency- The way your organization operates may lead to risks,such as loss of sponsorship,loss of membership, poor use of resources or recruitment of inappropriate staff and volunteers.The two main questions to ask when assessing risks here are,Does the organization have a clear and appropriate strategy for achieving it’s objectives?,Is the strategy backed up by appropriate operating principles.
  • Financial prudence and probity- The efficient use of finances for their intended purpose is an ethical responsibility for all organizations.When assessing risks here ask this questions;Does your organization have clear and transparent accounting procedures?,Does the organization have financial control in place?,Is there a risk that these controls may be circumvented by those in authority?, Can the organization account for all it’s revenue and expenditure?Does the organization offer audited accounts to it’s stakeholders?
  • Legal risks- The manner in which your organization is constituted will determine the extent of legal liability it can bear as an independent entity,as well as the extent to which individual members or board members may bear personal liability.In addition it is necessary that all contracts that you enter into are reviewed by a legal expert to ensure that legal risks are properly identified.
  • Any other identifiable risks- This may be risks to do with the organization activity itself like financial responsibility,risk of injury during performance of some activities,risk of failure of machines used by the organization.Is there appropriate data backup and disaster recovery?, What are the IT maintenance and support service levels?
  • In order to identify potential risks,you should review the past history of the organization .That will highlight areas where things have or might have gone wrong if they had not been identified as problem areas.

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How to constitute a board of a successful company

Every successful company boasts of a well formulated and constituted board .The board functions must resonate with the overall company functions .Technology is one of the key aspects to be considered when formulating and constituting a board in today’s successful companies.In our series on planning for a successful company we take a closer look at the company board formulation and constitution .

3.5 Board members and their percentage stake in the company

1. David Martin Owor

2. Ochieng tholith Werekinindi

3. Lekuru Scovia

4. Anzoa Phionah

5. Chepkrui Joel

6. Bakole Yusuf

7. Mukasa Fred

8. Fr ssekamanya Denis

9. Olowo Vincent

10. Awor Margaret

The work of the board members of the company is divided according to key functional areas.These include;

3.51 Board member incharge of administration

Plans for company administration,makes projections for future administrative needs and makes a budget to cater for the administrative needs of the company. Drafts company policy on administration together with a selected technical team. Keeps an up to date record of all the company administrators.

Represents the board on every company administrators meetings within & outside the company.

Shall be a signatory on every company document as the general company manager/administrator.

Shall be the focal person for implementing all plans,projects and policies from other board members in the company. Researches and applies best management & administration practices in the company on behalf of the board.

Shall provide advise at board level on general direction to be taken by the company in all departments.

3.52 Board member in charge of religious affairs

Plans for company religious needs,makes projections for future religious needs and makes a budget to cater for the religious needs of the company.

Drafts company policy on religious affairs together with a selected team.

Keeps an up to date record of all company religious leaders and programs.

Represents the board on every company religious meetings within and outside the company.

Shall be a signatory to every company religious document.

Shall provide advise on religious matters at board level and shall provide general moral & spiritual guidance to other board members and company employees.

Shall be in charge of prayers at all company functions.

Shall be the focal person for implementing praise & worship,religious plans & projects in the company.

3.53 Board member incharge of human resources,salaries,allowances and bonuses.

Plans for the needed human resources,makes projections on future company human resources demands and makes a budget to cater for the human resource in the company.

Keeps an to date record of all the human resources,their salaries,allowances and bonuses.

Plans for company salaries,allowances & bonuses,makes projections for future salaries,allowances & bonuses and makes a budget for the salaries,allowances & bonuses of the company.

Drafts company policy on human resource recruitment,salaries,allowances & bonuses together with a select technical committee. Represents the board on every recruitment interview panel and on every salary,allowances & bonuses review committee.

Oversees the orientation & inculcation of new human resources into the company and ensures employees work in line with the company core values and policies.

Shall be a board signatory in every salary,allowances & bonuses release documents.

Carries out research and makes recommendations to the board on best salary,allowances & bonuses payment systems to be adopted by the company. Shall provide advice on salaries,allowances & bonuses at board level.

Shall oversee the design & production of company corporate wear for all human resource in the company.

Represents the board on the committee that oversees employee performance,discipline & conflict resolution.
3.54 Board member incharge of operations
Plans for needed capacity,machinery,facilities,equipment,costing & control,makes projections on future company operation needs and makes a budget to cater for the operation needs of the company.
Keeps an up to date record of all machinery,facilities & equipment in the company.
Represents the board on key meetings regarding company operations within & outside of the company.
Drafts company policy on production,technical works & quality control together with a selected technical team.
Shall oversee the architectural design & plan of company departments & recommends necessary changes.
Shall represent the board on any committee on contracts for works to be performed for the company & ensure that work done is according to the required standards.
3.55 Board member in charge of investments
Plans for the needed investments ,makes projections on future company investments and makes a budget to cater for the investment needs of the company.
Drafts company policy on investment together with a selected technical committee.
Represents the board on every investment committee meetings within & outside the company.
Keeps an up to date record of all the present & upcoming company investments,value of investments and expected return on investment of each investment.
Shall oversee the implementation of all company investments & manage the road map for execution of such projects clearly indicating when each implementer is to be involved.
Shall secure funding for the approved company investment projects either from within the company or outside sources.
Shall be the board signatory to any loans secured from banks or any other organizations for financing of investment projects in the company.
5.56 Board member in charge of finance Shall be a signatory to any loans secured from banks or any other organization for financing of other company projects other than investments.
Plans for the needed finances,makes projections on future financial needs of the company and makes a budget to cater for the present & upcoming finance needs of the company.
Keeps an up to date record of all the present & upcoming finances released for different company programs and projects. Drafts the financial policy of the company together with a selected technical team. Represents the board on every company finance meetings within & outside the company.
Shall perform the audit of all the relevant departments and provide audit reports to the board.
Shall approve the budgets and releasing of budgets to all departments,organizations & individuals.
3.57 Board member in charge of marketing
Plans for product market,makes projections for future markets and makes a budget to cater for the market needs of the company. Drafts company policy on marketing together with a selected technical team. Keeps an up to date record of all the present & upcoming potential markets for company products.
Represents the board on every marketing meetings within & outside the company. Shall research on areas of company product branding & designs.
Shall provide advice on marketing of company products at board level.
3.58 Board member in charge of technology
Plans for needed technology advancements,makes projections for future technological needs and makes a budget to cater for the future technological needs of the company.
Drafts company policy on technology together with a selected technical team. Keeps an up to date record of all the present & upcoming technological gadgets for company operation.
Represents the board on every technological engagement within & outside the company.
Shall research and make recommendations to the board on the latest relevant technological advancement that the company needs to adopt.
Shall provide advice on technology use in the company at board level. 
3.59 Board member in charge of stocks and shares
Plans for company stocks & shares,makes projections for future stocks & shares and makes a budget for the stocks & shares needs of the company.
Shall be responsible for listing the company in different stock exchange markets & selling company shares when need arises. Drafts company policy on managing stocks & shares in the company together with a selected technical team.
Keeps an up to date record of all the present & upcoming stock & shareholders in the company.
Shall carryout research and make recommendations to the board on best path regarding stocks & shares. 
Shall provide advice on stocks & shares of the company at board level.
3.6 Board investment in terms of shares expressed as a percentage 
1. David Martin Owor ……………………60%…………………………..
2. Ochieng Tholith Werekinindi ………………………5%………………………..
3. Lekuru Scovia ………………………3%………………………..
4. Anzoa Phionah ………………………5%……………………….
5. Chepkrui Joel ……………………10%…………………………..
6. Bakole Yusuf ……………………10%…………………………..
7. Mukasa Fred ………………………5%………………………..
8. Fr ssekamanya Denis …………………… 0%……………………………
9. Olowo Vincent ……………………0%…………………………..
10. Awor Margaret ……………………2%…………………………
 
Company board meeting

For more on business plans , company constitution, company policy manual,human resource manual, company investments, research proposals, rewarding startups,investment plans and others log on to https://www.dmovinesolutions.com

Black Friday Week 2021 v1

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Black Friday Week 2021 v1

Free organization structure of a successful engineering company.

Company organogram

Do you need free business plans,company constitution, proposals, company policies, investment plans, marketing strategies, branding ? Log on to https://www.dmovinesolutions.com

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Organization structure of a successful technical company.

To show the administrative structure of a successful company
Organization organogram

Do you have a well organised compay structure?

For more on organization building, business planning, constitution writing, proposals writing, company policy formulation, investment planning, marketing strategy and branding log on to https://www.dmovinesolutions.com

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Constituting a board of a successful company

Every successful company boasts of a well formulated and constituted board .The board functions must resonate with the overall company functions .Technology is one of the key aspects to be considered when formulating and constituting a board in today’s successful companies.In our series on planning for a successful company we take a closer look at the company board formulation and constitution .

3.5 Board members and their percentage stake in the company

1. David Martin Owor

2. Ochieng tholith Werekinindi

3. Lekuru Scovia

4. Anzoa Phionah

5. Chepkrui Joel

6. Bakole Yusuf

7. Mukasa Fred

8. Fr ssekamanya Denis

9. Olowo Vincent

10. Awor Margaret

The work of the board members of the company is divided according to key functional areas.These include;

3.51 Board member incharge of administration

Plans for company administration,makes projections for future administrative needs and makes a budget to cater for the administrative needs of the company. Drafts company policy on administration together with a selected technical team. Keeps an up to date record of all the company administrators.

Represents the board on every company administrators meetings within & outside the company.

Shall be a signatory on every company document as the general company manager/administrator.

Shall be the focal person for implementing all plans,projects and policies from other board members in the company. Researches and applies best management & administration practices in the company on behalf of the board.

Shall provide advise at board level on general direction to be taken by the company in all departments.

3.52 Board member in charge of religious affairs

Plans for company religious needs,makes projections for future religious needs and makes a budget to cater for the religious needs of the company.

Drafts company policy on religious affairs together with a selected team.

Keeps an up to date record of all company religious leaders and programs.

Represents the board on every company religious meetings within and outside the company.

Shall be a signatory to every company religious document.

Shall provide advise on religious matters at board level and shall provide general moral & spiritual guidance to other board members and company employees.

Shall be in charge of prayers at all company functions.

Shall be the focal person for implementing praise & worship,religious plans & projects in the company.

3.53 Board member incharge of human resources,salaries,allowances and bonuses.

Plans for the needed human resources,makes projections on future company human resources demands and makes a budget to cater for the human resource in the company.

Keeps an to date record of all the human resources,their salaries,allowances and bonuses.

Plans for company salaries,allowances & bonuses,makes projections for future salaries,allowances & bonuses and makes a budget for the salaries,allowances & bonuses of the company.

Drafts company policy on human resource recruitment,salaries,allowances & bonuses together with a select technical committee. Represents the board on every recruitment interview panel and on every salary,allowances & bonuses review committee.

Oversees the orientation & inculcation of new human resources into the company and ensures employees work in line with the company core values and policies.

Shall be a board signatory in every salary,allowances & bonuses release documents.

Carries out research and makes recommendations to the board on best salary,allowances & bonuses payment systems to be adopted by the company. Shall provide advice on salaries,allowances & bonuses at board level.

Shall oversee the design & production of company corporate wear for all human resource in the company.

Represents the board on the committee that oversees employee performance,discipline & conflict resolution.
3.54 Board member incharge of operations
Plans for needed capacity,machinery,facilities,equipment,costing & control,makes projections on future company operation needs and makes a budget to cater for the operation needs of the company.
Keeps an up to date record of all machinery,facilities & equipment in the company.
Represents the board on key meetings regarding company operations within & outside of the company.
Drafts company policy on production,technical works & quality control together with a selected technical team.
Shall oversee the architectural design & plan of company departments & recommends necessary changes.
Shall represent the board on any committee on contracts for works to be performed for the company & ensure that work done is according to the required standards.
3.55 Board member in charge of investments
Plans for the needed investments ,makes projections on future company investments and makes a budget to cater for the investment needs of the company.
Drafts company policy on investment together with a selected technical committee.
Represents the board on every investment committee meetings within & outside the company.
Keeps an up to date record of all the present & upcoming company investments,value of investments and expected return on investment of each investment.
Shall oversee the implementation of all company investments & manage the road map for execution of such projects clearly indicating when each implementer is to be involved.
Shall secure funding for the approved company investment projects either from within the company or outside sources.
Shall be the board signatory to any loans secured from banks or any other organizations for financing of investment projects in the company.
5.56 Board member in charge of finance Shall be a signatory to any loans secured from banks or any other organization for financing of other company projects other than investments.
Plans for the needed finances,makes projections on future financial needs of the company and makes a budget to cater for the present & upcoming finance needs of the company.
Keeps an up to date record of all the present & upcoming finances released for different company programs and projects. Drafts the financial policy of the company together with a selected technical team. Represents the board on every company finance meetings within & outside the company.
Shall perform the audit of all the relevant departments and provide audit reports to the board.
Shall approve the budgets and releasing of budgets to all departments,organizations & individuals.
3.57 Board member in charge of marketing
Plans for product market,makes projections for future markets and makes a budget to cater for the market needs of the company. Drafts company policy on marketing together with a selected technical team. Keeps an up to date record of all the present & upcoming potential markets for company products.
Represents the board on every marketing meetings within & outside the company. Shall research on areas of company product branding & designs.
Shall provide advice on marketing of company products at board level.
3.58 Board member in charge of technology
Plans for needed technology advancements,makes projections for future technological needs and makes a budget to cater for the future technological needs of the company.
Drafts company policy on technology together with a selected technical team. Keeps an up to date record of all the present & upcoming technological gadgets for company operation.
Represents the board on every technological engagement within & outside the company.
Shall research and make recommendations to the board on the latest relevant technological advancement that the company needs to adopt.
Shall provide advice on technology use in the company at board level. 
3.59 Board member in charge of stocks and shares
Plans for company stocks & shares,makes projections for future stocks & shares and makes a budget for the stocks & shares needs of the company.
Shall be responsible for listing the company in different stock exchange markets & selling company shares when need arises. Drafts company policy on managing stocks & shares in the company together with a selected technical team.
Keeps an up to date record of all the present & upcoming stock & shareholders in the company.
Shall carryout research and make recommendations to the board on best path regarding stocks & shares. 
Shall provide advice on stocks & shares of the company at board level.
3.6 Board investment in terms of shares expressed as a percentage 
1. David Martin Owor ……………………60%…………………………..
2. Ochieng Tholith Werekinindi ………………………5%………………………..
3. Lekuru Scovia ………………………3%………………………..
4. Anzoa Phionah ………………………5%……………………….
5. Chepkrui Joel ……………………10%…………………………..
6. Bakole Yusuf ……………………10%…………………………..
7. Mukasa Fred ………………………5%………………………..
8. Fr ssekamanya Denis …………………… 0%……………………………
9. Olowo Vincent ……………………0%…………………………..
10. Awor Margaret ……………………2%…………………………
 
Company board meeting

For more on business plans , company constitution, company policy manual,human resource manual, company investments, research proposals, rewarding startups,investment plans and others log on to https://www.dmovinesolutions.com

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Free complete detailed lay out of a business plan of a successful company

TABLE OF CONTENTS

LIST OF TABLES…………………………………………………………………….3

LIST OF FIQURES…………………………………………………………………..4

1.0 EXECUTIVE SUMMARY…………………………………………………….5

1.1 Company vision…………………………………………………………………5

1.2 Mission statement………………………………………………………………………………..5

1.3 Objectives………………………………………………………………………….5

1.4 Problem & solution provided……………………………………………………………………………………5

1.5 Market…………………………………………………………………………………5

1.6 Competition………………………………………………………………………….5

1.7 Management team……………………………………………………………………………………………5

1.8 Manufacturing process…………………………………………………………..5

1.9 Financial highlights…………………………………………………………………5

2.0 BACKGROUND……………………………………………………………………….7

2.1 Highlights of its progress…………………………………………………………7

2.2 Previous financing…………………………………………………………………..7

2.3 Current ownership of the company………………………………………….7

3.0 KEY PERSONNEL…………………………………………………………………….8

3.1 The organization chart(organogram)………………………………………..8

3.2 Roles of each team member………………………………………………………..9

3.21 Board of directors…………………………………………………………………..9

3.22 M.D………………………………………………………………………………………….9

3.23 HRM………………………………………………………………………………………9

3.24 Operations manager………………………………………………………………………………………..9

3.25 Finance manager…………………………………………………………………..10

3.26 Marketing manager………………………………………………………………10

3.27 Other relevant officers of the company…………………………………10

3.3 Weaknesses in the management team……………………………………11

3.4 Compensation & ownership……………………………………………………………………………………11

3.41 Board members……………………………………………………………………11

3.42 MD………………………………………………………………………………………11

3.43 Human Resource Manager…………………………………………………..11

3.44 Operations manager……………………………………………………………..11

3.45 Marketing manager………………………………………………………………11

3.46 Finance manager………………………………………………………………….11

3.47 Legal officer…………………………………………………………………………11 

3.48 Communications/PR officer…………………………………………………11

3.49 Any other company employee(permanent,temporary and contract)……………………………………………………………………………………………11

3.5 Board members and their percentage stake in the company………………………………………………………………………………………….12

3.51 Board member incharge of administration…………………………………………………………………………….12

3.52 Board member in charge of religious affairs…………………………………………………………………………………………….12

3.53 Board member incharge of human resources,salaries,allowances and bonuses…………………………………………………………………………………………12

3.54 Board member incharge of operations…………………………………………………………………………………..13

3.55 Board member in charge of investments……………………………………………………………………………….13

5.56 Board member in charge of finance……………………………………………………………………………………….13

3.57 Board member in charge of marketing…………………………………………………………………………………..13

3.58 Board member in charge of technology…………………………………………………………………………………13

3.59 Board member in charge of stocks and shares…………………………………………………………………………………………..14

3.6 Board investment in terms of shares expressed as a percentage……………………………………………………………………………………..14

4.0 OPERATIONS………………………………………………………………………..15

4.1 Location…………………………………………………………………………………15

4.3 Costing & control ($)………………………………………………………………….15

4.4 Employees……………………………………………………………………………..16

4.5 Purchasing of machinery & other equipment…………………………..16

4.6 Facilities and equipment…………………………………………………………16

4.61 Facilities and equipment needs at the initial stage……………………………………………………………………………………………….17

4.62 Facilities and equipment at later stages…………………………………………………………………………………………….17

4.7 Manufacturing process……………………………………………………………17

4.71 Manufacturing procedure………………………………………………………17

4.72 Performing service…………………………………………………………………..18

4.8 Labour force & costs………………………………………………………………………………………………..18

4.81 Labour needs of the company & its implication costs in stage 1……………………………………………………………………………………………………………..18

4.82 Labour needs of the company & its implication costs in stage 2……………………………………………………………………………………………………………….19

4.83 Labour needs of the company & its implication costs in stage 3……………………………………………………………………………………………………………..19

4.84 Labour needs of the company & its implication costs in stage 4……………………………………………………………………………………………………………….20

4.9 Skills  assessment…………………………………………………………………………20

5.0 MARKETING………………………………………………………………………………..21

5.1 Market history………………………………………………………………………………..21

5.2 Target market……………………………………………………………………………..21

5.3 Competition………………………………………………………………………………….22

5.31 Our company strengths…………………………………………………………….22

5.32 Company weaknesses & proposed remedies……………………………..22

5.4 Market share……………………………………………………………………………….23

5.5 Pricing…………………………………………………………………………………………23

5.6 Sales plan……………………………………………………………………………………23

5.7 Advertising…………………………………………………………………………………….24

5.8 Financial plan……………………………………………………………………………..25

5.81 Projected Financial statements for the past three years of operation………………………………………………………………………………………………..25

5.82 Cash flow statement for three years.………………………………………………..26

5.83 Projected balance sheet for the next three years……………………………………………………………………………………………………….27

5.84 Income statement for the next three years………………………………………………………………………………………………………..28

5.85 Break -even- analysis…………………………………………………………………29

5.9 Money needed………………………………………………………………………………30

6.0 EXHIBITS…………………………………………………………………………………….31

6.1 CVs of key managers…………………………………………………………………….31

6.2 Records of loan and grants received……………………………………………………………………………………………31

Organization building and the condition of the worker

A builder building

The last few weeks I received suddening news from friends who either had been terminated,have an impending termination or are facing challenges at their work places that could lead to termination.The reason for termination, impending termination or challenges that could lead to termination were given as skills gap or lack of professionalism.In some instances black listing of the terminated workers was one of the proposed recommendations by some hiring companies.Quoting the  organization that was moving for blacklisting of terminated workers,”We do not want the workers that we have terminated to work with any other organization because they can spoil the other workers”,the human resources manager said.These friends worked in different sectors including the formal work sectors.
In the social media platforms which I   subscribe to there were two fundamental questions:
1.Should employees be terminated because of skills gap?
2.Is the termination and blacklisting of “unprofessional workers” a way of organizing work force inorder to attain professionalism?

We dig deep into our experience as well as expertise on brand and enterprise building to lay the facts straight and pave way for better brands in the work space . Today we focus on termination of  workers because of skills gap as a way of organizing the labour force.The excerpts herein will also reflect my response to the terminated workers as well as the platform on social media.

By creation all people were wonderfully created both male and female with ability to do work and blessed with varying talents.

Different learning theories that have been raised by many different great scholars still attest to the same fact and further continues to breakdown on when  people start to learn, when they stop learning, where they learn from,their learning styles, conditions that facilitate or affect their learning and many other critical issues in education.
With that in mind and in light of the scenario in number 1 above,as all the stakeholders attempt to address the issue of skills gap,the key fundamental question is ;In which capacity are you addressing the issue of skills gap?
We breakdown these questions in line with the core organizational areas as far as humanity is concerned;
a) Are you addressing the issue of skills gap as an employee?
b) Are you addressing the issue of skills gap as a workers union?
c) Are you addressing the issue of skills gap as a well wisher?
d) Are you addressing the issue of skills gap as a regulator?
e) Are you addressing the issue of skills gap as an arbitrator?
f) Are you addressing the issue of skills gap  as government?                                                 

 g)  Are you addressing the issue of skills gap in the capacity of an organization?                       h) Are you addressing the issue of skills gap in any other capacity?,in which case your capacity must be predefined.

Employees are the owners of their labour.Employees have a responsibility of preparing themselves for employment by attaining the required skills necessary for execution of work in their profession of choice.From their young age to their employable age employees attend whatever form of training as well as mentoring in order to become qualified professionals.Employees continue to acquire more skills during their work tenure ,such skills enable them to perform tasks that they were not able to perform and attain promotion to higher positions at work.With time such employees become experts in their trade and professions.

A professional workers union has a role of bringing together workers who have attained similar skills and are able to perform similar tasks in the same profession.The workers union addresses the issue of skills gap by advocating for proper training of young people who are still attending school,sensitising workers on matters of skills acquisition,agitating for training of workers to attain more skills and position themselves for promotion.

Regulators in all sectors and training may often come in the form of professional bodies, examination bodies, certifying bodies.Regulators provide that enabling environment for qualified workers to provide services in the job market and also enable employers to hire qualified workers.The regulator does not acquire skills for employees at any course of their work.

Arbitrators contribute to skills acquisition by simply having a legal framework and specific laws upon which arbitration of all cases regarding awards,certifications and any other issues emanating from the right to acquisition of skills.

Governments have a mandate to provide social services which includes education and any form of training that is adopted within the territories.The education cycle begins from designing the right curriculum which can guarantee the imparting of the right skills onto the very last graduation attained by any learner as well as ensuring all trained citizens are absorbed into employment within the fields that they were trained in .Even with such roles of governments they still don’t  acquire skills for employees.

Organizations play a major role of employing qualified people to work in their organization.Organizations do employ by carrying out recruitment on their own terms and procedures.The recruitment process basically involves calling for the right talent through job advertisement, selection of talent,interviewing of selected talent and finally employing talent who  satisfied the interview panel.All organizations have their way of orientating,inculcating and training employees as a way of addressing any skills gap as well  as preparing employment talent for tasks that may be unique for their role in the company that they have not experienced anywhere else.Some workers are even sponsored to enroll in specific institutions to attain unique skills that would be applied in an organization department.These major roles are particularly very important for companies to have the right skills among their employees since there is no known training in education institutions that can provide all what is needed by organizations in the field.Even the most practical tertiary institution as well as University training will not present the totally complete skilled talent for the organization work.Most of the top notch market skills can only be attained within company experience even by the so called best student.There is no known amount of industrial training, placements and apprenticeship that can equal the hands on manipulative skills that is attained by a worker within the work environment.No matter how many times a student is taken back  to be re-skilled they will truly never attain the skills acquired by workers in the field.This is also very true because learning is ongoing even when they have acquired all the skills relevant to their company work.Atually when we take a close examination at all the various industry experts of both yesterday and today they were all given a chance to start with the skills that they had attained and added on other relevant skills from within the company ranks.

Any other stakeholders can address the issue of skills gap.They can best address the issue of skills gap  by contributing within a clearly predefined capacity.Such organizations can align their services in line with the needs of the employee ,needs of governments or needs of any other stakeholders contributing towards addressing the issue of skills gap.

As I conclude,in light of the fate of the workers discussed herein there is non of the other stakeholders that acquires knowledge as well as skills for the employee.Such stakeholders can best contribute to addressing the issue of skills gap as well as professionalism of workers by organizing within their respective capacities as discussed brielfy herein.
Generally any other stakeholder who claims to be for the workers must ultimately identify with and align all their services with the interest of the worker or else identify with other stakeholders.
In my own opinion every worker should reserve the right to aquisition of skills as well as knowledge and protect their own interests.Employees should always belong to a group of workers who offer similar services.I recommend that all workers should belong to a professional workers union, in such forum their own interests are best handled as a group. 

 

A sales consultant working

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Enterprise building and the plight of the worker

A man digging

The last few weeks I received suddening news from friends who either had been terminated,have an impending termination or are facing challenges at their work places that could lead to termination.The reason for termination, impending termination or challenges that could lead to termination were given as skills gap or lack of professionalism.In some instances black listing of the terminated workers was one of the proposed recommendations by some hiring companies.Quoting the  organization that was moving for blacklisting of terminated workers,”We do not want the workers that we have terminated to work with any other organization because they can spoil the other workers”,the human resources manager said.These friends worked in different sectors including the formal work sectors.
In the social media platforms which I   subscribe to there were two fundamental questions:
1.Should employees be terminated because of skills gap?
2.Is the termination and blacklisting of “unprofessional workers” a way of organizing work force inorder to attain professionalism?

We dig deep into our experience as well as expertise on brand and enterprise building to lay the facts straight and pave way for better brands in the work space . Today we focus on termination of “unprofessional workers” as a way of organizing the labour force.The excerpts herein will also reflect my response to the terminated workers as well as the platform on social media

By the very creation every human do their own work from which hey have to earn whether they work in their own vineyard or in another’s vineyard.
Many international conventions on labour including the International Labour Organization clearly point out to the fact that workers are the owners of their labour.
With that in mind and in light of the scenario in number 2 above,as all the stakeholders attempt to organize work force the key fundamental question is ;In which capacity are you organizing?
We breakdown these questions in line with the core organizational areas as far as humanity is concerned;
a) Are you organizing the labour force as an employee?
b) Are you organizing the labour force as a workers union?
c) Are you organizing the labour force as a well wisher?
d) Are you organizing the labour force as a regulator?
e) Are you organizing the labour force as an arbitrator?
f) Are you organizing the labour force as government?
g) Are you organizing the labour force in any other capacity?,in which case your capacity must be predefined.

All stakeholders contribute to an organised as well as professional labour force.But stakeholders can best contribute when they are organizing labour force from within their rightful capacities.
Employees indeed own their labour and are protected by any rightfully formulated law ever enforced anywhere in this globe.Employees indeed have a role of acquiring the right skills,having the right attitude & behavior as well as aligning themselves to employment sectors that they can comfortably work in .

Since many employees subscribe to the same profession and therefore have similar concerns it’s only natural that they belong to a professional workers union to agitate for their interests ,welfare as well as wellbeing . Basically a workers union is an organised group of employees offering labour within the same profession.The very roles of a single employee in organizing labour force are the duplicated roles of a workers union but in a group.

Different products as well as services offered may have a regulator.The key role of a regulator is to provide an enabling environment for the owner of the labour force to produce a product or offer a service.The regulator does not own any labour and should not frustrate the people who produce products and provide services.

Arbitration is very critical in providing an enabling environment for the producer of products and provider of services
Arbitrators simply need to have proper legal frameworks and particularly ensure that the the laws that protect the owner of labour are set in place.The arbitrator then waits to arbitrate on matters concerning labour force, whether it’s the employee who is on the wrong or it’s any of the other stake holders who are on the wrong.
It’s still crystal clear that the arbitrator does not own labour.

Governments have a mandate to ensure that all the services needed by citizens are provided.The governments therefore have to provide a conducive as well as enabling environment for the owner of labour to produce products or to offer services .So often governments achieve an enabling environment for workers through the work of either national regulators or international regulators in the case of the latter where world governments are concerned.Governments world over hire labour force and therefore cannot claim to own any labour force.
Any other individual,group or organization may play a role in organization of labour force and promoting professionalism .They can do so in a specific capacity, which capacity must be predefined.There are NGOs that organize labour force by aligning their services with the employee in mind while many others also organize labour force by aligning their services with the roles of government in mind . Again it can be clearly asserted here that such individuals as well as organizations do not own labour.
As I conclude,in light of the fate of the workers discussed herein there is non of the other stakeholders who organize for the worker,whether professional, unprofessional, well behaved or badly behaved workers.Such stakeholders can best contribute to the welfare as well as professionalism of workers by organizing within their respective capacities as discussed brielfy herein.
Generally any other stakeholder who claims to be for the workers must ultimately identify with and align all their services with the interest of the worker or else identify with other stakeholders.
In my own opinion every worker should reserve the right to provision of their own labour and protect their own interests.Employees should always belong to a group of workers who offer similar services.I recommend that all workers should belong to a professional workers union, in such a forum their own interests are best handled as a group.

 

A teacher teaching

Are you contributing towards building a professional labour force within your own capacity?
Do you need help building brands and enterprises?

Do you need help in organizing proper tools used in building brands and enterprises like business/organization plans, group/organization/company constitutions,board formation and functionality, winning proposals, organization policies formulation,expressions of interest and others?

For such tools and more on building brands and enterprises check out for more insights in our subsequent articles.
You can also login to https://www.dmovinesolutions.com

Processing…
Success! You're on the list.

Enterprise building and the plight of the worker

A man digging

The last few weeks I received suddening news from friends who either had been terminated,have an impending termination or are facing challenges at their work places that could lead to termination.The reason for termination, impending termination or challenges that could lead to termination were given as skills gap or lack of professionalism.In some instances black listing of the terminated workers was one of the proposed recommendations by some hiring companies.Quoting the  organization that was moving for blacklisting of terminated workers,”We do not want the workers that we have terminated to work with any other organization because they can spoil the other workers”,the human resources manager said.These friends worked in different sectors including the formal work sectors.
In the social media platforms which I   subscribe to there were two fundamental questions:
1.Should employees be terminated because of skills gap?
2.Is the termination and blacklisting of “unprofessional workers” a way of organizing work force inorder to attain professionalism?

We dig deep into our experience as well as expertise on brand and enterprise building to lay the facts straight and pave way for better brands in the work space . Today we focus on termination of “unprofessional workers” as a way of organizing the labour force.The excerpts herein will also reflect my response to the terminated workers as well as the platform on social media

By the very creation every human do their own work from which hey have to earn whether they work in their own vineyard or in another’s vineyard.
Many international conventions on labour including the International Labour Organization clearly point out to the fact that workers are the owners of their labour.
With that in mind and in light of the scenario in number 2 above,as all the stakeholders attempt to organize work force the key fundamental question is ;In which capacity are you organizing?
We breakdown these questions in line with the core organizational areas as far as humanity is concerned;
a) Are you organizing the labour force as an employee?
b) Are organizing the labour force as a workers union?
c) Are you organizing the labour force as a well wisher?
d) Are you organizing the labour force as a regulator?
e) Are you organizing the labour force as an arbitrator?
f) Are organizing the labour force as government?
g) Are you organizing the labour force in any other capacity?,in which case your capacity must be predefined.

All stakeholders contribute to an organised as well as professional labour force.But stakeholders can best contribute when they are organizing labour force from within their rightful capacities.
Employees indeed own their labour and are protected by any rightfully formulated law ever enforced anywhere in this globe.Employees indeed have a role acquiring the right skills,having the right attitude & behavior as well as aligning themselves to employment sectors that they can comfortably work in .

Since many employees subscribe to the same profession and therefore have similar concerns it’s only natural that they belong to a professional workers union to agitate for their interests ,welfare as well as wellbeing . Basically a workers union is an organised group of employees offering labour within the same profession.The very roles of a single employee in organizing labour force are the duplicated roles of a workers union but in a group.

Different products as well as services offered may have a regulator.The key role of a regulator is to provide an enabling environment for the owner of the labour force to produce a product or offer a service.The regulator does not own any labour and should not frustrate the people who produce products and provide services.

Arbitration is very critical in providing an enabling environment for the producer of products and provider of services
Arbitrators simply need to have proper legal frameworks and particularly ensure that the the laws that protect the owner of labour are set in place.The arbitrator then waits to arbitrate on matters concerning labour force, whether it’s the employee who is on the wrong or it’s any of the other stake holders who are on the wrong.
It’s still crystal clear that the arbitrator does not own labour.

Governments have a mandate to ensure that all the services needed by citizens are provided.The governments therefore have to provide a conducive as well as enabling environment for the owner of labour to produce products or to offer services .So often governments achieve an enabling environment for workers through the work of either national regulators or international regulators in the case of the latter where world governments are concerned.Governments world over hire labour force and therefore cannot claim to own any labour force.
Any other individual,group or organization may play a role in organization of labour force and promoting professionalism .They can do so in a specific capacity, which capacity must be predefined.There are NGOs that organize labour force by aligning their services with the employee in mind while many others also organize labour force by aligning their services with the roles of government in mind . Again it can be clearly asserted here that such individuals as well as organizations do not own labour.
As I conclude,in light of the fate of the workers discussed herein there is non of the other stakeholders who organize for the worker,whether professional, unprofessional, well behaved or badly behaved workers.Such stakeholders can best contribute to the welfare as well as professionalism of workers by organizing within their respective capacities as discussed brielfy herein.
Generally any other stakeholder who claims to be for the workers must ultimately identify with and align all their services with the interest of the worker or else identify with other stakeholders.
In my own opinion every worker should reserve the right to provision of their own labour and protect their own interests.Employees should always belong to a group of workers who offer similar services.I recommend that all workers should belong to a professional workers union, in such a forum their own interests are best handled as a group. 

 

A teacher teaching

Are you contributing towards building a professional labour force within your own capacity?
Do you need help building brands and enterprises?

Do you need help in organizing proper tools used in building brands and enterprises like business/organization plans, group/organization/company constitutions,board formation and functionality, winning proposals, organization policies formulation,expressions of interest and others.

For such tools and more on building brands and enterprises check out for more insights in our subsequent articles.
You can also login to https://www.dmovinesolutions.com