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financial services organisation Tagged Articles
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How To Engage Employees With Technology Based Change
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| It’s prudent for any organisation to know that employees understand and embrace the reason behind the changes in technology. Here’s how.
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Other financial services organisation Related Articles
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9.3.2 The Small Industries Development Organization: Support for Growth-oriented Women Entrepreneurs in Tanzania, 2005
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| SIDO, with an office in 20 of the 21 regions of the mainland, is a large provider of
financial and non-financial services to MSEs. They have 70,000 credit-delivery clients
and reach 300,000 MSEs through their small business training and consultancy services.
The key informant from SIDO stated that there is a big gap in the capacity of the
organization to meet the demand for credit – of the 71,000 credit applications they had in
the system in November 2003 (for loan amounts totalling TShs 27 billion), they will only
be able to fund about 10 per cent. |
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1.0 Introduction: Microfinance in Africa - Experience and Lessons from Selected African Countries
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| Small enterprises and most of the poor population in sub-Saharan Africa have very limited
access to deposit and credit facilities and other financial services provided by formal
financial institutions. For example, in Ghana and Tanzania, only about 5–6 percent of the
population has access to the banking sector. This lack of access to financial services from the
formal financial system is quite striking, when one considers that in many African countries
the poor represent the largest share of the population and that the informal sector is an
important part of the economy. |
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International Finance Corporation (IFC) and Blue Financial Services Group to Integrate HIV/AIDS Prevention with Microfinance
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| The International Finance Corporation (IFC), a member of the World Bank Group, announced plans to work with Blue Financial Services Group, a publicly traded African financial services company with over 100 branches in seven countries, on a pilot HIV/AIDS awareness and prevention program in Botswana, South Africa and Zambia. A statement released by the IFC explained that the program will target small companies and local communities, seeking to preserve jobs and businesses by integrating traditional financial services with HIV/AIDS prevention. |
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Why External Diagonal Career Moves are Rare
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| An external diagonal career move occurs when someone moves into a more senior or broader role in a different organisation in either the same or a different industry. For example, if a Marketing Manager in an organisation moves to become a General Manager or Chief Operating Officer or CEO in a different organisation, I call this a diagonal move. They are rare. Most of the time people move either vertically or horizontally. |
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Top 10 tips for social networking
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| Social networking sites such as Facebook and Twitter have become a driving force behind increasing brand awareness online. With the best strategy planned out, your company can take advantage of these free services and further promote your organisation on the web.
Social sites have expanded from being your standard platform to communicate. They have developed their services focused on benefiting companies and help create an arena for business interaction.
So take a look at my top ten tips for social success and see what opportunities avail |
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Are You an ‘IN’ or ‘OUT’ Leader?
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| Leadership is both 'IN' and 'OUT'. A motivational leader not only guides people in the organisation but also take care and inspire the individuals who indirectly influence the growth factor of the organisation from outside. |
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Return on Investment
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| How do we measure return on investment for people at any level in any organisation? I think that it comes down to the question of “What value does this person add?” With established operations, when I am looking at the organisation structure, I have one request that invariably causes problems. It’s a simple: “Please tell me exactly what the people answering to you do; and then tell me what you do that justifies your position.”
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Moving to a 'consequential corporate culture'
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| In any organisation it is the behaviour of its’ people that lead to success, mediocrity or failure. Behaviours stem from a set of values that the organisation must understand and that leadership must role model. Behaviours must also have consequences for the values to have any credibility; an up side for good behaviour in terms of recognition and reward and a downside for poor behaviour in terms of challenge, coaching, training and development and perhaps even having to leave the organisation. In the article we provide 10 areas that you must focus on to embed values and the right behaviours in your business. |
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The Best Financial Services Come From the Right Advisor
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| If you are interested in growing your money, the best thing you can do is talk to a financial advisor. This is because this individual is knowledgeable of the different financial services that can help you become richer. |
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The Value Spectrum of Performance Management
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| The ‘Value Spectrum' is a term we use to describe how Managers and Executives should be positioning performance goals so that their employees can significantly improve organisation performance. The ‘Value Spectrum' is part of what an employee does that adds significant value to the organisation as opposed to doing things that need to be completed as part of their core duties. Core duties relate more to the position or job description document i.e. tasks the employee already executes to a high standard but which don't help transform the organisation as a whole.
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