Employee EngagementSurveys & BenchmarkingAn engaged workforce is more critical during the globaleconomic downturn - than at any other time.
How engaged is your workforce?
Centre for HR and OrganisationalDevelopment in AfricaCHRODA
Why Engage? Action Driven Measurement
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
For furtherinformation:
EnrolmentEmployee engagement can simply be described as the extent to which an individual is committed to stay in the organisation, and
increase their effort towards performing. It is proven that enhanced engagement results in improved performance.
� ~ To what extent do your employees intend to stay with your organisation – and for how long?
� ~ Which of your employee groups is at higher risk of departure?
� ~ What is the performance propensity of your workforce - by employee group?
� ~ Which employee groups are inclined to go the extra mile, and which are not?
� ~ What is the generational mix of your workforce and how does this impact retention and performance?
Through an engagement survey, you can answer these and more questions. Getting these answers puts your organisation in the
position to be proactive about retention activities, and performance stimulation initiatives.
Why Measure Engagement?A shrinking global economy, cost pressures, changing consumer patterns and service expectations. These are just some of the challenges
facing business survival. Organisations are under more pressure to find ways to counter these challenges whilst still creating shareholder
value. In response to these challenges, many initiatives designed to improve productivity, profits and shareholder value are implemented,
often confusing and in many cases disempowering employees. But now more than ever, organisations need their employees to be
on board. One of the most effective ways of addressing these challenges is to have a workforce that is ready, engaged and able to
go the extra mile as well as stay with the organization and benefit from career and leadership development opportunities where they
exist.
Why CHRODA’s Engagement Survey?
~ Its what we do. Research entails extensive use of surveys, and CHRODA’s core focus is research. We have developed
succinct survey instruments that are effective in gathering reliable and accurate data, our survey processes are tried and
tested, and we use the most reliable and best practice deployment tools. In addition, all data is analysed by well-qualified
and experienced research professionals so you can be guaranteed of quality products.
~ Deep Knowledge Base. We have an extensive knowledge base on all aspects of human capital management –
including and most especially employee engagement. Our rich knowledge resources provide input into every stage of the
engagement survey process – resulting in an engagement strategy built on sound proven principles.
~ Track record. We have extensive experience in conducting employee-based surveys; including climate surveys, staff
satisfaction surveys, HR Service Surveys, and other workplace diagnostic surveys. This background puts us in a position to
benchmark survey results with relative ease.
Methodology - How We Do It
We believe in measurement that is followed up by immediate action, therefore our survey process is made up of
four key steps – including the development of a strategy to improve engagement using CHRODA’s 3E Model. This
model is an employee engagement enhancement model that includes key strategic initiatives, and engagement
measures. The whole process from start to finish is highly interactive and results in reports and solutions that are
bespoke for your organisation.
Pre- Survey
Direct, frequent and open communication is essential to the success of any survey. Using our survey communication frameworkwe work with you to develop a sound plan that will enhance employees desire to participate in the survey. This communicationplan in fact runs through the duration of the survey, from pre-deployment, deployment, right through to presentation of the resultsof the survey. Employees are kept abreast every step of the way - ensuring their commitment to the process.
Survey Deployment
Making use of both electronic and paper based surveys - the 26 question survey instrument is deployed to all employees. Thesurvey process is designed to assure anonymity - enhancing objectivity. For electronic survey completion, we make use of ouronline survey instrument through which responses are collected in real time. This reduces time spent collecting responses whilemore time is spent on analysis of results and planning for enhancing engagement.
Reporting and Benchmarking
Once the survey window has been closed, CHRODA’s research team analyses responses and produces a bespoke Employee EngagementReport - presenting results in the manner that best suits your industry, and organisation. You have a choice as to the level of detailyour report will contain - from engagement results by job grade, employee level, age, or business unit, branch, department and soforth. Our main objective is to ensure the report works for your organisation - and therefore we do not produce off the shelf templatereports. The results of the survey are used to calculate and set an index of engagement for your organisation, this index will allowtracking of engagement levels over time. Using this index, CHRODA is able to benchmark your engagement levels against peerorganisations.
Employee Engagement Enhance Strategy
Using CHRODA’s 3E Model, we work with you to develop an employee engagement enhancement strategy. Our engagement modelis based on the pillars of engagement, and incorporates initiatives of varying length and intensity - resulting in a strategy that incorporatesboth quick wins, and longer term activities. Conducting an engagement survey without a succinct action plan has more negativeconsequences than not conducting a survey at all. It is this stage therefore, that we deem to be the most important out of the wholeprocess.
Survey Enrolment
Each participating organisation has a choice to enlist for a one or two-year survey program. The two year program
allows you to track changes in engagement levels over a two-year period. The survey can be deployed up to twice
in one year – at 6-month intervals. In essence giving you four measurement points in two years. In so doing, your
organisations engagement initiatives will follow the engagement patterns – allowing you to assess the effectiveness
of your initiatives, as well as plan for any unforeseen changes in engagement levels. Most importantly, you can tie
measurement of engagement into your performance measurement cycle and be better able to make the link between
engagement and performance.
About CHRODA
The Centre for HR and Organisational Development (CHRODA) is a research and knowledge centre for Human Capital
development and management. We focus our efforts on conducting research activities that enable organisations
to proactively enhance their human capital management and realise tangible progress in productivity.
CHRODA services include:
Surveys
- Employee based surveys
- HR Service Diagnostic
HR Development
- HR professionals 360 Competency Assessments
- HR Business Partner Development Program
- HR Executives’ Development Program
To learn more about enrolment fees, our track record, and enlisting for our engagement surveys; or our other
services, please contact us:
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
23
4
Employee EngagementSurveys & BenchmarkingAn engaged workforce is more critical during the globaleconomic downturn - than at any other time.
How engaged is your workforce?
Centre for HR and OrganisationalDevelopment in AfricaCHRODA
Why Engage? Action Driven Measurement
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
For furtherinformation:
EnrolmentEmployee engagement can simply be described as the extent to which an individual is committed to stay in the organisation, and
increase their effort towards performing. It is proven that enhanced engagement results in improved performance.
� ~ To what extent do your employees intend to stay with your organisation – and for how long?
� ~ Which of your employee groups is at higher risk of departure?
� ~ What is the performance propensity of your workforce - by employee group?
� ~ Which employee groups are inclined to go the extra mile, and which are not?
� ~ What is the generational mix of your workforce and how does this impact retention and performance?
Through an engagement survey, you can answer these and more questions. Getting these answers puts your organisation in the
position to be proactive about retention activities, and performance stimulation initiatives.
Why Measure Engagement?A shrinking global economy, cost pressures, changing consumer patterns and service expectations. These are just some of the challenges
facing business survival. Organisations are under more pressure to find ways to counter these challenges whilst still creating shareholder
value. In response to these challenges, many initiatives designed to improve productivity, profits and shareholder value are implemented,
often confusing and in many cases disempowering employees. But now more than ever, organisations need their employees to be
on board. One of the most effective ways of addressing these challenges is to have a workforce that is ready, engaged and able to
go the extra mile as well as stay with the organization and benefit from career and leadership development opportunities where they
exist.
Why CHRODA’s Engagement Survey?
~ Its what we do. Research entails extensive use of surveys, and CHRODA’s core focus is research. We have developed
succinct survey instruments that are effective in gathering reliable and accurate data, our survey processes are tried and
tested, and we use the most reliable and best practice deployment tools. In addition, all data is analysed by well-qualified
and experienced research professionals so you can be guaranteed of quality products.
~ Deep Knowledge Base. We have an extensive knowledge base on all aspects of human capital management –
including and most especially employee engagement. Our rich knowledge resources provide input into every stage of the
engagement survey process – resulting in an engagement strategy built on sound proven principles.
~ Track record. We have extensive experience in conducting employee-based surveys; including climate surveys, staff
satisfaction surveys, HR Service Surveys, and other workplace diagnostic surveys. This background puts us in a position to
benchmark survey results with relative ease.
Methodology - How We Do It
We believe in measurement that is followed up by immediate action, therefore our survey process is made up of
four key steps – including the development of a strategy to improve engagement using CHRODA’s 3E Model. This
model is an employee engagement enhancement model that includes key strategic initiatives, and engagement
measures. The whole process from start to finish is highly interactive and results in reports and solutions that are
bespoke for your organisation.
Pre- Survey
Direct, frequent and open communication is essential to the success of any survey. Using our survey communication frameworkwe work with you to develop a sound plan that will enhance employees desire to participate in the survey. This communicationplan in fact runs through the duration of the survey, from pre-deployment, deployment, right through to presentation of the resultsof the survey. Employees are kept abreast every step of the way - ensuring their commitment to the process.
Survey Deployment
Making use of both electronic and paper based surveys - the 26 question survey instrument is deployed to all employees. Thesurvey process is designed to assure anonymity - enhancing objectivity. For electronic survey completion, we make use of ouronline survey instrument through which responses are collected in real time. This reduces time spent collecting responses whilemore time is spent on analysis of results and planning for enhancing engagement.
Reporting and Benchmarking
Once the survey window has been closed, CHRODA’s research team analyses responses and produces a bespoke Employee EngagementReport - presenting results in the manner that best suits your industry, and organisation. You have a choice as to the level of detailyour report will contain - from engagement results by job grade, employee level, age, or business unit, branch, department and soforth. Our main objective is to ensure the report works for your organisation - and therefore we do not produce off the shelf templatereports. The results of the survey are used to calculate and set an index of engagement for your organisation, this index will allowtracking of engagement levels over time. Using this index, CHRODA is able to benchmark your engagement levels against peerorganisations.
Employee Engagement Enhance Strategy
Using CHRODA’s 3E Model, we work with you to develop an employee engagement enhancement strategy. Our engagement modelis based on the pillars of engagement, and incorporates initiatives of varying length and intensity - resulting in a strategy that incorporatesboth quick wins, and longer term activities. Conducting an engagement survey without a succinct action plan has more negativeconsequences than not conducting a survey at all. It is this stage therefore, that we deem to be the most important out of the wholeprocess.
Survey Enrolment
Each participating organisation has a choice to enlist for a one or two-year survey program. The two year program
allows you to track changes in engagement levels over a two-year period. The survey can be deployed up to twice
in one year – at 6-month intervals. In essence giving you four measurement points in two years. In so doing, your
organisations engagement initiatives will follow the engagement patterns – allowing you to assess the effectiveness
of your initiatives, as well as plan for any unforeseen changes in engagement levels. Most importantly, you can tie
measurement of engagement into your performance measurement cycle and be better able to make the link between
engagement and performance.
About CHRODA
The Centre for HR and Organisational Development (CHRODA) is a research and knowledge centre for Human Capital
development and management. We focus our efforts on conducting research activities that enable organisations
to proactively enhance their human capital management and realise tangible progress in productivity.
CHRODA services include:
Surveys
- Employee based surveys
- HR Service Diagnostic
HR Development
- HR professionals 360 Competency Assessments
- HR Business Partner Development Program
- HR Executives’ Development Program
To learn more about enrolment fees, our track record, and enlisting for our engagement surveys; or our other
services, please contact us:
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
23
4
Employee EngagementSurveys & BenchmarkingAn engaged workforce is more critical during the globaleconomic downturn - than at any other time.
How engaged is your workforce?
Why Engage?
Centre for HR and OrganisationalDevelopment in AfricaCHRODA
Action Driven Measurement
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
For furtherinformation:
EnrolmentEmployee engagement can simply be described as the extent to which an individual is committed to stay in the organisation, and
increase their effort towards performing. It is proven that enhanced engagement results in improved performance.
� ~ To what extent do your employees intend to stay with your organisation – and for how long?
� ~ Which of your employee groups is at higher risk of departure?
� ~ What is the performance propensity of your workforce - by employee group?
� ~ Which employee groups are inclined to go the extra mile, and which are not?
� ~ What is the generational mix of your workforce and how does this impact retention and performance?
Through an engagement survey, you can answer these and more questions. Getting these answers puts your organisation in the
position to be proactive about retention activities, and performance stimulation initiatives.
Why Measure Engagement?A shrinking global economy, cost pressures, changing consumer patterns and service expectations. These are just some of the challenges
facing business survival. Organisations are under more pressure to find ways to counter these challenges whilst still creating shareholder
value. In response to these challenges, many initiatives designed to improve productivity, profits and shareholder value are implemented,
often confusing and in many cases disempowering employees. But now more than ever, organisations need their employees to be
on board. One of the most effective ways of addressing these challenges is to have a workforce that is ready, engaged and able to
go the extra mile as well as stay with the organization and benefit from career and leadership development opportunities where they
exist.
Why CHRODA’s Engagement Survey?
~ Its what we do. Research entails extensive use of surveys, and CHRODA’s core focus is research. We have developed
succinct survey instruments that are effective in gathering reliable and accurate data, our survey processes are tried and
tested, and we use the most reliable and best practice deployment tools. In addition, all data is analysed by well-qualified
and experienced research professionals so you can be guaranteed of quality products.
~ Deep Knowledge Base. We have an extensive knowledge base on all aspects of human capital management –
including and most especially employee engagement. Our rich knowledge resources provide input into every stage of the
engagement survey process – resulting in an engagement strategy built on sound proven principles.
~ Track record. We have extensive experience in conducting employee-based surveys; including climate surveys, staff
satisfaction surveys, HR Service Surveys, and other workplace diagnostic surveys. This background puts us in a position to
benchmark survey results with relative ease.
Methodology - How We Do It
We believe in measurement that is followed up by immediate action, therefore our survey process is made up of
four key steps – including the development of a strategy to improve engagement using CHRODA’s 3E Model. This
model is an employee engagement enhancement model that includes key strategic initiatives, and engagement
measures. The whole process from start to finish is highly interactive and results in reports and solutions that are
bespoke for your organisation.
Pre- Survey
Direct, frequent and open communication is essential to the success of any survey. Using our survey communication frameworkwe work with you to develop a sound plan that will enhance employees desire to participate in the survey. This communicationplan in fact runs through the duration of the survey, from pre-deployment, deployment, right through to presentation of the resultsof the survey. Employees are kept abreast every step of the way - ensuring their commitment to the process.
Survey Deployment
Making use of both electronic and paper based surveys - the 26 question survey instrument is deployed to all employees. Thesurvey process is designed to assure anonymity - enhancing objectivity. For electronic survey completion, we make use of ouronline survey instrument through which responses are collected in real time. This reduces time spent collecting responses whilemore time is spent on analysis of results and planning for enhancing engagement.
Reporting and Benchmarking
Once the survey window has been closed, CHRODA’s research team analyses responses and produces a bespoke Employee EngagementReport - presenting results in the manner that best suits your industry, and organisation. You have a choice as to the level of detailyour report will contain - from engagement results by job grade, employee level, age, or business unit, branch, department and soforth. Our main objective is to ensure the report works for your organisation - and therefore we do not produce off the shelf templatereports. The results of the survey are used to calculate and set an index of engagement for your organisation, this index will allowtracking of engagement levels over time. Using this index, CHRODA is able to benchmark your engagement levels against peerorganisations.
Employee Engagement Enhance Strategy
Using CHRODA’s 3E Model, we work with you to develop an employee engagement enhancement strategy. Our engagement modelis based on the pillars of engagement, and incorporates initiatives of varying length and intensity - resulting in a strategy that incorporatesboth quick wins, and longer term activities. Conducting an engagement survey without a succinct action plan has more negativeconsequences than not conducting a survey at all. It is this stage therefore, that we deem to be the most important out of the wholeprocess.
Survey Enrolment
Each participating organisation has a choice to enlist for a one or two-year survey program. The two year program
allows you to track changes in engagement levels over a two-year period. The survey can be deployed up to twice
in one year – at 6-month intervals. In essence giving you four measurement points in two years. In so doing, your
organisations engagement initiatives will follow the engagement patterns – allowing you to assess the effectiveness
of your initiatives, as well as plan for any unforeseen changes in engagement levels. Most importantly, you can tie
measurement of engagement into your performance measurement cycle and be better able to make the link between
engagement and performance.
About CHRODA
The Centre for HR and Organisational Development (CHRODA) is a research and knowledge centre for Human Capital
development and management. We focus our ef forts on conducting research activities that enable organisations
to proactively enhance their human capital management and realise tangible progress in productivity.
CHRODA services include:
Surveys
- Employee based surveys
- HR Service Diagnostic
HR Development
- HR professionals 360 Competency Assessments
- HR Business Partner Development Program
- HR Executives’ Development Program
To learn more about enrolment fees, our track record, and enlisting for our engagement surveys; or our other
services, please contact us:
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
23
4
Employee EngagementSurveys & BenchmarkingAn engaged workforce is more critical during the globaleconomic downturn - than at any other time.
How engaged is your workforce?
Why Engage? Action Driven Measurement
Centre for HR and OrganisationalDevelopment in AfricaCHRODA
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
For furtherinformation:
EnrolmentEmployee engagement can simply be described as the extent to which an individual is committed to stay in the organisation, and
increase their effort towards performing. It is proven that enhanced engagement results in improved performance.
� ~ To what extent do your employees intend to stay with your organisation – and for how long?
� ~ Which of your employee groups is at higher risk of departure?
� ~ What is the performance propensity of your workforce - by employee group?
� ~ Which employee groups are inclined to go the extra mile, and which are not?
� ~ What is the generational mix of your workforce and how does this impact retention and performance?
Through an engagement survey, you can answer these and more questions. Getting these answers puts your organisation in the
position to be proactive about retention activities, and performance stimulation initiatives.
Why Measure Engagement?A shrinking global economy, cost pressures, changing consumer patterns and service expectations. These are just some of the challenges
facing business survival. Organisations are under more pressure to find ways to counter these challenges whilst still creating shareholder
value. In response to these challenges, many initiatives designed to improve productivity, profits and shareholder value are implemented,
often confusing and in many cases disempowering employees. But now more than ever, organisations need their employees to be
on board. One of the most effective ways of addressing these challenges is to have a workforce that is ready, engaged and able to
go the extra mile as well as stay with the organization and benefit from career and leadership development opportunities where they
exist.
Why CHRODA’s Engagement Survey?
~ Its what we do. Research entails extensive use of surveys, and CHRODA’s core focus is research. We have developed
succinct survey instruments that are effective in gathering reliable and accurate data, our survey processes are tried and
tested, and we use the most reliable and best practice deployment tools. In addition, all data is analysed by well-qualified
and experienced research professionals so you can be guaranteed of quality products.
~ Deep Knowledge Base. We have an extensive knowledge base on all aspects of human capital management –
including and most especially employee engagement. Our rich knowledge resources provide input into every stage of the
engagement survey process – resulting in an engagement strategy built on sound proven principles.
~ Track record. We have extensive experience in conducting employee-based surveys; including climate surveys, staff
satisfaction surveys, HR Service Surveys, and other workplace diagnostic surveys. This background puts us in a position to
benchmark survey results with relative ease.
Methodology - How We Do It
We believe in measurement that is followed up by immediate action, therefore our survey process is made up of
four key steps – including the development of a strategy to improve engagement using CHRODA’s 3E Model. This
model is an employee engagement enhancement model that includes key strategic initiatives, and engagement
measures. The whole process from start to finish is highly interactive and results in reports and solutions that are
bespoke for your organisation.
Pre- Survey
Direct, frequent and open communication is essential to the success of any survey. Using our survey communication frameworkwe work with you to develop a sound plan that will enhance employees desire to participate in the survey. This communicationplan in fact runs through the duration of the survey, from pre-deployment, deployment, right through to presentation of the resultsof the survey. Employees are kept abreast every step of the way - ensuring their commitment to the process.
Survey Deployment
Making use of both electronic and paper based surveys - the 26 question survey instrument is deployed to all employees. Thesurvey process is designed to assure anonymity - enhancing objectivity. For electronic survey completion, we make use of ouronline survey instrument through which responses are collected in real time. This reduces time spent collecting responses whilemore time is spent on analysis of results and planning for enhancing engagement.
Reporting and Benchmarking
Once the survey window has been closed, CHRODA’s research team analyses responses and produces a bespoke Employee EngagementReport - presenting results in the manner that best suits your industry, and organisation. You have a choice as to the level of detailyour report will contain - from engagement results by job grade, employee level, age, or business unit, branch, department and soforth. Our main objective is to ensure the report works for your organisation - and therefore we do not produce off the shelf templatereports. The results of the survey are used to calculate and set an index of engagement for your organisation, this index will allowtracking of engagement levels over time. Using this index, CHRODA is able to benchmark your engagement levels against peerorganisations.
Employee Engagement Enhance Strategy
Using CHRODA’s 3E Model, we work with you to develop an employee engagement enhancement strategy. Our engagement modelis based on the pillars of engagement, and incorporates initiatives of varying length and intensity - resulting in a strategy that incorporatesboth quick wins, and longer term activities. Conducting an engagement survey without a succinct action plan has more negativeconsequences than not conducting a survey at all. It is this stage therefore, that we deem to be the most important out of the wholeprocess.
Survey Enrolment
Each participating organisation has a choice to enlist for a one or two-year survey program. The two year program
allows you to track changes in engagement levels over a two-year period. The survey can be deployed up to twice
in one year – at 6-month intervals. In essence giving you four measurement points in two years. In so doing, your
organisations engagement initiatives will follow the engagement patterns – allowing you to assess the effectiveness
of your initiatives, as well as plan for any unforeseen changes in engagement levels. Most importantly, you can tie
measurement of engagement into your performance measurement cycle and be better able to make the link between
engagement and performance.
About CHRODA
The Centre for HR and Organisational Development (CHRODA) is a research and knowledge centre for Human Capital
development and management. We focus our ef forts on conducting research activities that enable organisations
to proactively enhance their human capital management and realise tangible progress in productivity.
CHRODA services include:
Surveys
- Employee based surveys
- HR Service Diagnostic
HR Development
- HR professionals 360 Competency Assessments
- HR Business Partner Development Program
- HR Executives’ Development Program
To learn more about enrolment fees, our track record, and enlisting for our engagement surveys; or our other
services, please contact us:
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
Contact the Centre for HR and OrganisationalDevelopment in Africa - CHRODAPlot 39A Gaborone International Commerce ParkP.O. Box 26255 Game City, Gaborone, BotswanaTel: +267-3170715 Fax: 3133849Email: [email protected] Web: www.chroda.net
23
4
