0
logo
Employer of the year Award (EYA) 2023

EMPLOYER OF THE YEAR AWARDS (EYA) 2023

1

-

2

-

3

-

4

-

5

-

6

-

7

-

8

-

9

-

10

-

11

-

12

-

13

-

14

-

15

-

Submit

1. Company Information





  PLEASE CHOOSE TO COMPETE FOR THE OVERALL (I.E. ALL CATEGORIES AWARD) OR JUST ONE OR MORE OF THE INDIVIDUAL CRITERIA AWARDS! 



Public Organization (Government Agencies)
Private Organization
Locally Owned Organization (More than 50% Tanzanian)
NGOs

Complete this questionnaire by indicating the degree to which you agree or disagree with the statements. Each statement requires only one answer by ticking your answer that represents your opinion in the boxes provided as well as briefly providing justification for the score given (See an example below). Every section of statements ends with the opportunity to express any additional comments you have that did not get addressed in the statements.


2. GOVERNANCE AND LEADERSHIP

Good human resource management practices are facilitated by effective leadership and governance processes, practices, and systems. Effective leadership and governance create a conducive environment for mainstreaming various human resource management practices in an organization. about it is about articulating the strategic future direction and getting management and employees to pursue it. They represent accountability, transparency, equity, inclusiveness and participatory decision making.

Please assess the extent to which your organization is committed to effective leadership and good governance practices using the following matrix of indicators.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our organizations leadership sets a clear vision with recognizable goals and values for the organization and its employees.

2

Our organizations leadership develops and enhances employee leadership skills.

3

Our organizations leadership is accountable for the decisions they make.

4

Our organizations leadership supports and facilitates vertical and horizontal communication.

5

Our organization has an effective governance structure that adheres to sound corporate governance principles.

6

Our organizations governing or advisory Board regularly assesses the effectiveness of our relations with our stakeholders (customers, partners, suppliers, the Government and others).

7

Our organizations governing or advisory Board has clearly defined roles and responsibilities that are separate from those of the staff.

8

Our organizations governing or advisory Board has a formal process of reviewing its own performance.

9

Our organizations governing or advisory Board has a clear and transparent procedure for recruiting and hiring the organizations chief executive officer and ensures that proper succession plan is in place.

10

Our organization promotes agile leadership and management strategies

11

The organizations governing or advisory Board is composed of individuals who can provide the expertise it needs and who reflect its values.

12

The organizations governing or advisory Board regularly evaluates the performance of the organizations chief executive officer using a clear and transparent process.

3. HUMAN RESOURCES MANAGEMENT EXCELLENCE

Effective management of human resources has a direct impact on the delivery of quality service, productivity and the overall performance of an organization. Successful implementation of HRM functions requires professionalism, the use of best practices and strategic positioning of HRM as a business partner.

Please assess the extent to which your organization is committed to excellence in various HRM functions by using the following matrix of indicators:


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our HR policies and plans are reviewed periodically to reflect changes in external factors that shape the supply of talent e.g., changes in education, technology, demographic shifts, and other trends.

2

Corporate and business strategies are normally translated to specific workforce needs.

3

The companys compensation strategy (salaries& benefits) is consistent with the current market conditions for labour and management and is reviewed regularly to remain competitive and in line with inflation.

4

Our HRM practices are aligned with business objectives and strategyand comply with legal and labor union requirements.

5

Compensation is used as a strategy for recruiting and retaining best talents.

6

The company has comprehensive policy, plans and programmes for developing employees knowledge and skills to meet its current and future business needs.

7

HR managers and professionals are involved in corporate strategic planning, organizational design, and strategic change management.

8

Most HRM processes are performed with the help of information and communication technology.

9

Our HR professionals have adequate business, organizational, and technical skills (levels of education, other training and exposure).

10

HR policy manuals are made available to all employees andupdated regularly to comply with labor laws and other legal standards.

11

The companys HRM function is managed by qualified, highly experienced and dedicated HR professionals.

12

The companys HRM budget adequately covers all programmes and activities and shows consistent growth over time.

4. MANAGING DIVERSITY AND INCLUSION

Managing diversity means being diverse or varied and at the workplace it means having a workforce composed of two or more groups of employees in terms of demographic characteristics such as race, ethnicity, gender, culture, nationality, disability, age, and religion. Equal employment opportunities (EEO) emphasize that opportunities in employment, education and other areas are available to all. Managing inclusion means more than simply encouraging people with disability to apply for jobs but requires making sure that adequate policies and practices are effective in your organization.

Please assess the extent to which your organization promotes equal employment opportunities,diversity, and inclusiveness along the different demographic characteristics existing in your companys workforce.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our organization has an explicit, written equal opportunity policy with a clear system of promoting diversity in the organization.

2

The management has developed a culture in which employees feel comfortable expressing themselves irrespectic of their demographic status and encourages diversity of discussion.

3

The management team is aware of the PWDs Act of 2010 and strives to comply with it.

4

The management team ensures that job adverts are accessible to people with disabilities (PWDs) and that job offers are neutral and objective to encourage PWDs to apply for all positions.

5

Our organization promotes an inclusive environment for PWDs and other groups and provides trainings and awareness raising sessions to ensure all staff and management are aware of disability issues and can work with employees with disabilities

6

All Employees have equal access to promotion / management positions/decision making positions and career development regardless of age, religious, disability or race/ethnicity.

7

Our organization values employees for their differences and their unique contributions and provides space/platform to contribute ideas and provide feedback on equal opportunity and diversity issues in the workplace.

8

Our organization has set up conducive physical environment and has facilities for PWDs and other groups of employees with special needs.

9

Our organization rewards employees fairly according to their job performance and accomplishments regardless of age, religion, or disability.

10

Our organization regularly (annually) assesses and evaluates the effectiveness of its Equal Employment Opportunity and Diversity programmes and discloses the diversity of its staff via website, annual reports etc.

5. TALENT MANAGEMENT AND DEVELOPMENT

Talent management is a relatively new HRM best practice, only emerging in the 2000s. It involves talent planning, acquisition, deployment/use and development of people in the organization. Talents are those special abilities that allow employees to do their work very well. Talent management is the use of an integrated set of activities to ensure that the organization attracts, retains, motivates, and develops the talented people it needs now and in the future. The aim is to ensure steady flow of talent in the organization, considering that talent is one of the major productive resources of the organization.

Please assess the extent to which your organization is committed to promoting talent management and development using the following matrix of indicators:


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Employees have knowledge about the companys vision, mission, and core values to ensure a fit between employee job performance and organizational goals.

2

The company offers opportunity for employees and managers to pursue training and educational programmes for performance improvement in their current and future jobs.

3

The management regularly and systematically assesses employees competencies and invests adequately in employees knowledge and skills through in-house and external training programmes.

4

Employees, in different cadres and at different levels, are provided with career counseling and assistance services.

5

A system is developed to support and reward employees who take initiatives to develop their skills and professions (skills-based incentives).

6

The company has a system and formal succession plans developing leadership skills among employees to ensure that it smoothly and effectively fills various management and other critical job positions internally.

7

During recruitment and selection, the company attempts to search and secure the best possible candidates from the labour market.

8

Managers facilitate the exchange of knowledge and skills among employees through various methods including mentorship, coaching, job rotation and provision of feedback on their job performance.

9

The company positively recognizes high-quality work performance among employees and managers (performance-based reward schemes).

10

The management sets up adequate budget to support staff training and development plans or programmes.

6. QUALITY, PRODUCTIVITY & INNOVATION

Quality refers to the ability of products produced and services offered to meet the needs and expectations of customers or clients. Productivity is about organisational output per employee. Continuous improvement of productivity has become even more important as global competition is increasing. Innovation is an important strategy for enhanced performance of organisations. Therefore, best human resources management practices should be applied to enhance quality, productivity, and innovation in the work of the organization.

Please assess the extent to which your organization is committed to and promotes quality, productivity, and innovation through its employees.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our organization has clear strategies for enhancing quality, productivity and innovation.

2

In our organization there is a strong linkage between remuneration packages and contribution to quality, productivity, and innovation.

3

Our organization uses benchmarking to evaluate how it is performing relative to comparators.

4

Our organization develops and enforces clearly defined production and service standards.

5

Our organization ensures employee skills and knowledge are continuously updated to maintain productivity, quality and innovation.

6

Our organization solicits staff opinions and uses them to improve productivity and product quality and standards.

7

Our organization allocates adequate human resources to meet the required services/products standards.

8

Our organization has continuously updates its technology, tools, and equipment (infrastructures) to bolster quality and productivity.

7. CORPORATE SOCIAL RESPONSIBILITY

Corporate Social Responsibility (CSR) is a practice adopted by progressive organizations that reflects their commitment to sustainable development by delivering economic, social, and environmental benefits to all stakeholders. CSR is closely linked to an organization's commitment to responsible and ethical management and business practices, which includes adhering to applicable industry standards legal, regulatory, professional and behavioural standards.

Please assess the extent to which your organization is committed to promoting CSR and adhering to ethical practices using the following matrix of indicators.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our organization has a functioning CSR policy that is aligned with our corporate values and is communicated to employees.

2

Our organization complies with all applicable local laws,by-laws and regulations including payment of all applicable taxes, social security and other mandatory contributions.

3

Our organization encourages workers to participate in both internal and external CSR initiatives.

4

Our organization is devoted to community development and takes care not to harm the environment.

5

Our organization has a code of conduct that is communicated and is adhered to by all employees, partners, and suppliers.

6

Our organizations management and supervisors adhere to management principles and upholds the highest professional standards.

7

Our organization assesses the impact of its CSR activities and communicates the results to both internal and external stakeholders.

8

Our organization allocates sufficient budget each financial year for CSR activities.

9

In our organization, there is a specific function (a unit and personnel) responsible for coordinating CSR activities.

8. EMPLOYEES ENGAGEMENT

Employee engagement is the extent to which employees feel passionate about and are committed to their jobs and the organization, and put discretionary effort into their work. From a behavioural perspective, compared to less engaged workers, engaged employees put in more hours, and work with greater intensity (higher productivity) and direction (focus on the organisational priorities).

Please assess the extent to which your organization has been successful in promoting and leveraging employee engagement.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our organization enhance employee well-being through a comprehensive wellness policy and programmes such as facilities for fitness and physical exercising, cultural and sports activities, and medical services are being implemented.

2

Our organization conducts Health Assessment for the development of wellness programmes.

3

New employees are always oriented on wellness programmes and issues.

4

The relationship between managers and employees in our organization is generally harmonious.

5

In our organization employee job security is rated highly.

6

Our organization has a clear and transparent policy to promote work-life balance including flexible working hours, beaks or rest times and holidays.

7

The management encourages employees to go for annual and other types leave they are legally entitled to.

8

Our organization has a policy which limits the hours worked to promote health and work-life balance.

9

Our organization is committed to providing a secure, safe and healthy working environment.

10

The management allocates sufficient budget to support wellness programmes.

9. PERFORMANCE MANAGEMENT

Performance Management is the continuous process of aligning employees performance with the organizations goals, supervising them and measuring and improving performance of individuals and teams. Employee performance is the lifeblood of all organizations without which no organization can survive. It transforms the companys vision into products and services. Performance management is thus a critical activity of human resource management in every organisation. It sets the platform for rewarding excellence by aligning individual employee accomplishments with the organizations mission and objectives.

Please assess the extent to which your organization is committed to promoting performance management using the following matrix of indicators.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our organization has a performance planning and appraisal system through which organizational objectives are translated to individual employee objectives.

2

Our organization uses a participatory performance appraisal process whereby supervisors and employees develop work plans and performance objectives jointly.

3

Our organization sets clear goals for every employee and follows them closely

4

Our organization conducts reviews of employee performance on a regular basis.

5

In our organization, performance management is integrated with staff training programmes, career development activities and succession planning.

6

Our organization has a process for managing or addressing unsatisfactory employee performance.

7

Our organization has a workable system for acknowledging employee performance through praise, awards, and incentives.

8

In our organization, performance problems are dealt with quickly and consistently.

10. APPRENTICESHIP AND INTERNSHIP

According to the national Apprenticeship Guideline (2017) employers are encouraged and expected to participate in complementing national efforts toward reducing skills gaps and mismatch through effective apprenticeship programmes whose objectives is to promote employability. Apprenticeship is a proven method of narrowing skills gaps as it emphasizes training at actual workplaces. The unique combination of dual modes of training makes apprenticeship relevant to the skills needs of the economy and reduces skills mismatch. Apprenticeship focuses on combining on on-job training and institutional learning.

According to the National Internship Guidelines (2017), an internship is a formal and temporary work placement between the host institution and the intern. It aims to expose the intern to experiential learning by integrating knowledge and theory learned with practical application and skills. Employers, therefore, are encouraged and expected to participate in complementing national efforts toward reducing skills gaps and mismatches through effective internship programmes whose objective is to promote employability. The internship focuses on graduates and those entering the labour market.

Please assess the extent to which your organization is committed to effective apprenticeship and internship programmes and practices using the following matrix of indicators


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our company has a policy and plans for promoting and supporting apprenticeship and internship.

2

Our organization has been taking apprentices and interns from time to time.

3

Our organization assigns adequate time and resources on apprenticeship and internship programmes.

4

Our organization has structured linkages with training institutions, recruitment and selection agencies, other employers and workers associations to promote apprenticeship and internship.

5

Our organization has a formal performance evaluation procedures and recognition of efforts for successful apprentices and interns including offering formal employment to best candidates.

6

Our organization assigns qualified mentors in apprenticeship and internship programmes.

7

Our organization has a clear and detailed description of expected tasks, including roles and expectations to guide apprenticeship.

8

The management allocates sufficient budget for apprenticeship and internship programmes.

9

Our organization has developed and implements programmes to promotes and support self-employment including providing apprentices and interns entrepreneurship knowledge and skills and start-up capital where possible.

11. LOCAL CONTENT

Each company operating in Tanzania is expected to deliver and add value to the local communities where they operate and elsewhere. Local content means value added to the economy of Tanzania through deliberate utilization of Tanzanian human and materials resources and services in their operations to stimulate development of capabilities in indigenous of Tanzania.

Please assess the extent to which your organization is committed to implementing Local Content principles using the following matrix of indicators.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our company has a policy/strategies/procedures/regulation to encourage and guide the management on local content practices.

2

Our organization has most of the top managerial and professional staff positions held by Tanzanian citizens.

3

Our organization allows the transfer of technology and knowledge to the local employees and local organization.

4

Our organization has a policy which encourages equal pay for local and foreign staff for work of equal value.

5

Our organization encourages and supportlocal firms to become suppliers of goods and services.

6

Our organization has programmes or activities that promote and support socio-economic development of the immediate local community.

12. GENDER EQUALITY AND EQUITY

Gender equality remains a major issue in the workplace. Women remain significantly underrepresented in the corporate pipeline, with fewer women than men hired at entry-level, and representation declining further at every subsequent step. However, gender equality is positively correlated with economic performance, productivity and growth. Also, gender diversity often leads to more innovative thinking, different knowledge and skillset contributing to both profitability and sustainability of companies. Companies need comprehensive plans for supporting and advancing women.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our organization report on the gender composition and produces sex disaggregated data of our workforce

2

Our organization has programmes and plans aimed at achieving gender balance in the senior management team and the Board.

3

Our organization offers benefits aimed at promoting work-life-balance for employees with family or caring responsibilities including child-care facilities or scheme, flexible working hours, shift work and work breaks.

4

Our organization offers structured trainings for all employees on issues concerning gender equality in the workplaceorganizations.

5

Our organization sensitizes employees on sex-based harassment and discrimination in the workplace and has in place a proper system for reporting such cases.

6

Our organization offers equal remuneration for equal work and promotion opportunities for women in the workplace.

7

Our organization has clear and transparent maternity and parental leave policies in place.

8

In our organization, issues of sex-based harassment and discrimination in the workplace are well spelt in the staff regulations or disciplinary code of conduct.

9

Our organization has mentoring and training programmes targeting women in leadership.

13. COMPLIANCE WITH NATIONAL LEGAL AND REGULATORY FRAMEWORKS

Increasingly organisations are expected to have strong cultures of complying with legal and regulatory requirements. It is not only obligatory but a best practice. The country has various laws and regulations and the following matrix of indicators should be used to assess the extent to which your organisation has institutionalised a compliance culture.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our organization has a comprehensive occupational health, safety and security policy and written work procedures are in place for safeguarding employees health, safety and their well-being as a whole.

2

Our organization has identified the hazards, including public safety hazards that are associated with its activities, processes, products or services and has assessed the risks involved.

3

Our organization complies with national taxes payment obligations.

4

Our Organization complies with internal and external financial management standards.

5

Our organization complies well with national labour laws.

6

Our organization effectively complies with the national environmental regulations

7

Our organization recruits, trains and retains competent employees to deal with health, safety and security matters.

8

Our organization recruits, trains and retains competent employees to deal with financial management and audit issues.

9

Our organization recruits, trains and retains competent employees to deal with tax management and administration issues.

10

Our organization recruits, trains and retains competent employees to deal with labor and employee relations laws.

14. MANAGING DURING CRISIS

Crises abound in the modern world they can happen to any organization at any time. However, with some foresight and compassion, most crises can be properly navigated to make the best of a worst-case scenario. Thus, crisis management helps an organization and its stakeholders perceive threats and mitigate them with predetermined methods.

Please assess the extent to which your organization is prepared to effectively manage during crises using the following matrix of indicators.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our organization has a functioning Policy and practices for managing during internal and external crisis (e.g., during pandemics, natural calamities)

2

Our organization has a system for assisting managers or supervisors in resolving workplace conflicts.

3

Our organization has developed and utilizes Work from Home (WfH) policies and practices that allow employees to work remotely.

4

Our organization provides employees with ICT support in terms of equipment, software programmes, internet and other supplies and technologies.

5

Our human resource department has a Crisis Communication Plan that details how we communicate with workers, customers, the media, and other stakeholders.

6

Our organization is a frontrunner in managing communication channels for addressing rumours or gossips via social media and other outlets.

7

Our organization regularly trains and prepares its staff to manage crises effectively.

8

Our organization has a standing committee for forecasting, evaluating and planning actions in response to potential crises.

15. CLIMATE CHANGE/ENVIRONMENTAL MANAGEMENT

Sustainable development requires adaptation to climate change, protection, and management of environmental resources. Organisations are thus obliged and expected to adapt to climatic change and take necessary environment management stepsto increase resilience.

Please assess the extent to which your organisation is committed to promoting best practices related to Climate Change/Environmental Management.


No
Criteria Indicator Score
(Please tick only one indicator score option)
1

Our organization is going paperless as one ways of protecting the environment through reduction in C02 (carbon dioxide) emissions.

2

Our organization has an Environmental Management System used in measuring and communicating its efforts to minimize environmental impact.

3

Our company provides environmental labelsi.e., information about a product or service in terms of its overall environmental benefits, such as the recyclability of its packaging or the absence of noxious ingredients.

4

Our organization regularly conducts Environmental Performance Evaluation (EPE)which helps in determining trends by comparing past and present environmental performance based on KPIs.

5

Environmental aspects are mainstreamed in the organization plans.

6

In our organization, Environmental Performance Evaluation (EPE) results are used in evaluation of environmental risk and setting strategic objectives and targets for environmental management activities.

7

Our company is investing on environment protection and climate change issues, by allocating sufficient budget each financial year.

8

Due to its high compliance level on environmental issues, our organization pays nor or very little as fines due to environmental non-compliance.

9

Employees in the organization are sensitized on environment and climate change related issues.

10

There is a specific function in our organization (a unit and personnel) responsible for coordinating environmental management and climate change issues.

11

Our organization allocates sufficient fund search financial year for environmental management activities including promoting environmental management and adaptation to climate change among communities.

Questionnaire Submission

Click the Submit button below to Finalize submission of the this questionnaire.