Our Services
01
Job Vacancy
Recruitment, Selection, Executive Search, Aptitude & Written Technical Tests
The success of any organisation depends on the quality of their human resources/labour. Hence their recruitment and selection plays a vital role in the organisation. Our Client organisations rely on us to identify the right people, in time within cost.
The success of the PIUL approach stems from the fact that we search widely in the market for individuals interested in any particular position as long as they have the right qualifications and experience, but more importantly the right fit for each position. That is identified by profiling individuals against the Unique Peak
Performance Model for that position developed within the State of the Art, Online, ProfileXT multi-purpose, total person employee assessment used for selection.
Management Positions in companies guide the business as it grows. Success or failure is dependent upon them and their expertise. These positions aren’t to be taken lightly. Therefore, finding the right people to fill them shouldn’t be taken lightly either. That is why many client organisations depend on PIUL to undertake an Executive Search for them for candidates for senior, executive or other highly specialised positions in organisations.
This is because they know PIUL is Making use of its understanding of the Goals of the Organisation and linking this to its extensive network of previous relationships; PIUL will yield Better results faster than their HR departments; PIUL has the Experience and expertise that comes from years in the business.
When our clients want to administer suitable Aptitude tests for individuals vying to fill vacant positions in their ranks, they turn to PIUL. These are examinations that attempt to determine and measure a person’s ability to acquire, through future training, some specific set of skills (intellectual, motor, and so on). The tests assume that people differ in their special abilities and that these differences can be useful in predicting future achievements.
PIUL sets, administers and marks the aptitude test aimed at capturing the individual’s aptitude – aptitude tests are similar to intelligence tests in that they measure a broad spectrum of abilities – verbal skill, verbal reasoning, general reasoning, numerical reasoning, perceptual speed, or mechanical knowledge.
When our clients want to administer suitable Written technical tests for individuals vying to fill vacant positions in their ranks, they turn to PIUL.
PIUL sets, administers and marks the technical test aimed at capturing the various relevant technical skills and attributes that would make individuals succeed in the named positions.
02
Training, Learning & Development
Our Training programmes have been designed to be responsive to some of the most pressing Skills Gaps Challenges in the Ugandan working environment. We deliver training solutions through facilitator-led training. The following are some of the training programmes available:
PIUL focuses on teaching employees of the client how to systematically determine and address needs, or “gaps” between current conditions and desired conditions or “wants”.
Audience
• Top management
• HR Training and Development staff and HR Managers
• Supervisors
• Line managers
For managers who want to be more effective in their jobs, PIUL offers training that sharpens the eight universal management competencies needed to get results for your organization: Communication, leadership, adaptability, relationships, task management, production, development of others, and personal development.
Over 5 days our training covers but is not limited to the:
Personal
1. Recognising, defining, and solving problems creatively and Decision Making
2. Managing time and stress
3. Developing Self-awareness
4. Managing Yourself
Inter Personal
5. Managing conflict
6. Motivating and influencing others
7. Internal Communications
8. Emotional intelligence
9. Performance Appraisals
10. Verbal communication (including listening)
Group
11. Empowering and Delegation
12. Leading positive change
13. Building effective teams
Other
14. Planning
15. Meeting Management
16. Setting goals and articulating a vision
Audience
Soon to be, 1st time and existing supervisors, managers
PIUL focuses on teaching employees of the client the knowledge, skills, and competencies
required to increase customer satisfaction.
Audience
• Any employee who interacts with a customer – either an internal customer
• (person in front of you) or external (on the phone) – is a candidate for
• customer service training such as receptionists, technical support
• representatives, field service technicians, sales engineers, shopkeepers, waiters.
Conflict resolution is the process of resolving a dispute or a conflict by meeting at least some of each side’s needs and addressing their interests. PIUL focuses on teaching employees of the client how to manage and resolve conflict is essential for having a productive work life.
Audience
• Supervisors of a client Organisation
Communication is the exchange and flow of information and ideas from one person to another; it involves a sender transmitting an idea, or information, to a receiver. Effective communication occurs only if the receiver understands the exact information or idea that the sender intended to transmit.
Audience
Customer service managers, personal assistants, front desk workers and whole organisation
03
Human Resources Management Consultancy
PIUL’s exposure to and relationships with numerous organizations, enables us to be aware of industry “best practices”. When our clients have different HR-related operational challenges, they can depend on PIUL to analyze their situation and work together with them to develop a relevant & effective course of action.
It is a planned, systematic approach to improving organisational effectiveness – one that aligns strategy, people and processes. To achieve the desired goals of high performance and competitive advantage, organisations are often in the midst of significant change.
It is an effort that is Planned, Organisation-wide, Managed from the top and Meant to Increase organisation effectiveness and health.
Organisational leaders often find it necessary to change how their units operate driven by a number of strategic
considerations:
- a desire to adopt new, more flexible, and modular organizational forms to respond to an increasingly dynamic business environment
- or the need for more globally integrated ways of working the need to improve business performance through cost reductions or productivity gains
- changing unit priorities
- initiating new programmes
- enhancing organizational effectiveness
- addressing budget reductions
For these new structures to work, the structures sought by the company need to be designed by Managers working with consulting specialists. PIUL would be the outsiders coming in to an organization to design and implement the new changes.
When our clients want to ensure that their HR department processes are aligned with local employment laws as well as ensure that their company is processing employment functions efficiently, within budget and in a manner that correlates with the organisation’s strategic goals as well as the prevailing regulatory frameworks, they come to PIUL.. Most lawsuits can be traced to four distinct stages of the employment relationship: hiring,
employee evaluation, employee discipline or termination, and post-employment.
A Human Resource Audit is a mechanism to review the current HR policies, practices and systems to protect the Company, establish best practices and identify opportunities for improvement as well as ensure that they fulfill the rules and regulations. The audit also helps in identifying the areas of improvement in the HR function. Nowadays, the audit is done regularly in the organisations.
The HR audit covers various functions of HR like Recruitment, Compensation & Benefits, Performance evaluation, Termination Process and exit interviews etc.
Advantages: A properly conducted audit helps in the following
• To recognise strengths
• To reveal problem areas
• Confirms compliance with latest regulations
• Ensures effective HR policies
• Builds confidence in HR function
When our clients want to determine what kind of person is required to perform a particular job they call PIUL. Job analysis is the process of collecting job related information and evaluating such information in terms of what is necessary and relevant. It is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Such information helps in preparation of job description and job specification.
It plays an important role in recruitment and selection, job evaluation, job designing, deciding compensation and benefits packages, performance appraisal, analysing training and development needs, assessing the worth of a job and increasing personnel as well as organisational productivity.
Client organisations come to PIUL when they want to establish Job grading systems to measure jobs according to their content and to establish comparative worth between jobs.
Job evaluation is a process of determining as systematically and objectively as possible the worth of one job/ role relative to another without regard for personality. The approved and verified position profiles will be used as a basis for the grading process. The purpose is to achieve and maintain an equitable distribution of basic salaries according to level or position.
Some benefits of a well-developed job grading system are listed below
- It shows seniority in an organization and avoids misunderstanding in this regard (i.e. it clarifies the lines of reporting and levels of authority). A logical graded hierarchy.
- Helps to determine fair remuneration structures
04
Business Process Outsourcing
In order for our Client Organisations to reduce costs, have access to State-of-the-Art Processes, and yet focus time and talent on their organisation’s core competencies, they turn over HR business processes non-core to their operations to PIUL.
Is An Arrangement in which a client firm transfers some staff management responsibilities to PIUL. The client may then transfer all or part of the following to PIUL:
- staff contract management so that it is the responsibility of PIUL to provide the client with the staffing that they require.
- payroll management: payment of employee of salaries, associated expenses, tax, pensions and other statutory remittances become PIUL’s liabilities.
05
Online Psychometric Assessment Tools
PIUL online psychometric assessments are state-of-the-art enabling organizations to select the right people and develop them to their full potential. These include pre-screening, job matching, onboarding, performance management, maximizing potential, team building, training and development, talent management, and succession planning, career planning.
Our assessments provide employers with information used for hiring, promoting, succession planning, career planning, 360-degree feedback programme, management development, training, motivating, improving customer service, and other employment issues.
07
Business Advisory
PIUL is a One Stop Problem Solving Centre
In addition to the Human Resources Advisory and Products, PIUL professionals having had years of experience working with numerous types of businesses, have gained business knowledge & experience that they can apply to solving various problems, identifying potential areas of concern, and helping businesses expand and grow.
- legal matters,
- best practices used in their industries
- Finance
- Business Ownership structures
- Expanding a customer base
- Operating more efficiently
- improving customer service
- amongst other advice.