A talent consultancy
building workforces that
accelerate growth.

We see performance management as the craft that enables the strengths and potential of people to achieve greater performance for themselves, their teams and their clients, through agile delivery. We bring a proven track record in understanding performance which in turn helps senior leaders and managers better understand how to grow their people and their bottom line. Through this reimagined performance management approach, we aim to help organisations to deliver personalized behaviour change and improve the well-being, adaptability, and effectiveness of their workforce.

In today’s workplace, organisations need a strategic response to changing skill demands. As demand for new capabilities becomes critical, reskilling and upskilling will enable your organization develop the skills needed to remain relevant, competitive and profitable. Learning new skills for current jobs or learning new skills for new jobs, is time critical, due to changes that have come about because of technology. This process involves keeping teams involved in continuous education and helps them advance along their career paths. Employees that may have worked for an organization for several years and possess an in-depth understanding of both a company’s internal culture and its customers, are often ripe for reskilling and upskilling.

At Akamuran, we endeavour to help our clients foster inclusion and belonging at work. Inclusion involves efforts and behaviors that can be fostered by the organization or actually by the people in it. Belonging is something that employees themselves feel and results from the inclusion culture. To know if your organisation possesses this attribute, staff would have to ascertain that the work environment they’re in feels safe. They don’t have to be afraid to show their real personality, their talents, and aspirations, but also their insecurities, doubts, and worries. To create this kind of environment, everybody in the organization has their part to play, but it is up to the leadership to set the right examples. Building an inclusive environment involves fair and transparent employee policies, as well as inclusive hiring and compensation practices. This includes having meaningful participation of less-abled persons in all their diversity.

People relations are an important aspect of day-to-day business operations. Oftentimes, many leaders and managers don’t realize their workers are uninspired, dissatisfied or even experiencing burnout, and these negative outcomes are results of a toxic workplace culture. Such poor relationships in the workplace directly impact employee performance and retention. If you’re not focusing on employee relations, you could face costly issues. An organization’s ongoing effort to engage its employees both motivates and rewards employees, making them feel appreciated for the work they do. Besides improving retention, it also empowers workers to take risks, set goals find purpose in their work, and upwardly build your business.

Roles are key because workers need to feel responsible for the work they are doing. We consider variety, responsibility, task identity, and autonomy as key factors when designing roles. Most people want to take part in decision making about matters that directly affect their work, as a result they also have considerable potential to contribute. Recognition and support in all roles is key. People usually aspire to have jobs that contribute to self-respect, particularly through acceptance and recognition by fellow workers and their supervisors. Jobs need to encourage sound working relationships between individuals, provide clearly defined areas of responsibility and where possible, support teamworking. This can reduce an individual's feeling of isolation, which may result in negative feelings about work and the workplace. Let us help you design the right roles for your people, and your business bottomline.

Prioritizing OSH at the workplace has several key benefits, including, reduced risk or accidents or injuries by identifying and mitigating hazards. This in turn yields improved efficiency and productivity due to fewer employees missing work from illness or injury. Akamuran realises that a safer work environment is a less stressful work environment, creating improved employee relations, morale and productivity. All industries have safety hazards, and not just industrial related organisations as most may assume. The most important aspect is a good Occupational Health and Safety policy, aimed at identifying these hazards and ensuring that employees have the training, safety equipment, and other resources needed to work safely.