The conversation also revolved around the challenges facing the Covid-19 pandemic, unemployment and the high cost of living. In this sense, the Project Manager of Tempus Global Group shared the wide experience of that institution regarding the research of internal climate and organizational culture, having highlighted that Human Resources are a thermometer that monitor the organizational climate.
Profile – What are the main competences of Tempus Global Group?
Vanessa Tavares – Tempus Global Group is defined in five competences, namely, Strategic consulting related to human capital development, in which we have consolidated experience and a qualified team in employee benefits, related services and reinsurance in Africa; Business Intelligence, where we collect and understand data that converted into programs or actions promote employee well-being and contribute to attraction and retention of talent in organizations; Creativity, where we develop innovative initiatives and tools that support organizations to move from a more operational management model to a more strategic one; Focus on Compliance, where we support organizations to ensure that employees are aligned with the organization’s strategy regarding their ethical and professional behavior and, finally, Flexibility, which is the ability to adapt to change in response to internal and external stimuli.
Profile – What challenges can be highlighted in the HR area in face of the Covid-10 pandemic, unemployment and high cost of living?
Vanessa Tavares – In view of Covid-19, we have to highlight challenges such as the change in work dynamics, mental health, quality of life, leadership, and use of technology.
Regarding the unemployment index, it is important to refer that it mainly affects young people who want to enter the labor market for the first time. Unfortunately unemployment does not only affect those who have lost their jobs, but the whole of society.
With fewer workers it is normal that purchasing power and consumption decrease, which directly impacts the increase in the cost of living.
In these moments HR encounters challenges, such as distressed, tense, and insecure workers, which ends up generating a drop in performance and lack of delivery.
In these cases, HR has a key role to transform the work environment, whether face-to-face or remote with actions that motivate and help workers maintain emotional balance and productivity.
Besides working on the emotional, HR is also responsible for passing important communications in moments like these to be able to keep the team updated about what is happening inside and outside the organization, as it helps to raise the level of engagement and sense of belonging. These types of communications impact directly on the worker’s daily life, and are important to avoid speculation and the well-known “fake news”.
Profile – What are the adaptations made by Tempus to respond to the changes that your field is currently undergoing?
Vanessa Tavares – We try to adapt to the changes in this area based on the data survey that we carry out through our research with different profiles in order to be able to follow in a real way the market positioning, its needs and to bring adequate solutions to each of the proposed challenges, making them profitable.
We try to be updated on what is happening in the world, for example: mental health issues (before few organizations valued them) and nowadays they see the results of the pathologies within the organizations and support them with processes that are less complex, but that make talent profitable.
Profile – From the organizational development point of view, which strategies does Tempus Global Group value?
Vanessa Tavares – From our point of view, organizational development proposes to make changes in the organization based on two pillars that we value, namely, internal climate survey and identification of the organizational culture.
Profile – To what extent does Human Resources leadership contribute to achieving the best results for the institutions.
Vanessa Tavares – Yes, we believe that HR leadership can contribute deeply to achieving the best results for institutions. HR has a role in this process from the initial phase which starts with recruitment, selection and alignment of the talent profile with the organization’s culture.
HR has room to inspire the organization directly through the Employee Value Proposition (EVP) – vividly inserting in employees the culture of the organization, sharing or reinforcing the business strategies and consequently engaging them in the pursuit of these results, being HR the thermometer that monitors the organizational climate.
Profile – Mozambique is mostly a country with young population, being in constant growth and consequently demanding in the job market, what aspects does Tempus Global Group generally assess or take into consideration when recruiting talent?
Vanessa Tavares – Because most of the population in our country is young, we face the challenge of having talents without professional experience, but with competences or skills to perform a certain activity. The HR challenge is to identify these profiles, develop and recognize that with the arrival of the new generation to the market, we live in an era in which priorities and needs of the labor market have changed.
Tempus Global Group favors hiring young people with different profiles and skills (we do not focus only on hardskills but also on softskills, in order to develop a diverse team prepared to overcome different challenges and achieve goals together.
Profile – How do you evaluate the employment market in Mozambique?
Vanessa Tavares – 60% of the Mozambican population has an average age of 16. The question is: how many percent does the country have to grow in order to employ or absorb young people in the labor market?
The employment market in Mozambique is a challenge, there are few initiatives for youth employability, it is not only the case of Mozambique, it is a worldwide phenomenon.
Profile – It is known that Tempus Global Group has been working for years with multinational companies in the oil and gas, mining, shipping, construction and banking sectors, among others. What are the biggest lessons of providing HR services to renowned institutions of the above mentioned sectors?
Vanessa Tavares: The biggest lessons from providing HR services to multinational institutions are the way they are organized or structured, the way they address internal issues related to organizational culture and the focus on the benefit and appreciation of the professionals.
Profile – What forecasts does Tempus Global Group make for the HR area for the coming years?
Vanessa Tavares – We don’t have many surveys in the country, but we believe that HR will be more focused on the organization’s strategy and on finding professionals who are able to meet the internal needs in terms of growth and flexibility. It is people who will have to be ready to adapt to the different challenges proposed.
Profile – How would the institution like to be seen in the future?
Vanessa Tavares – We are working so that in the future we will be seen as a Mozambican company with an international presence of reference in the area of human capital management, recognizing our values such as ethics and being totally focused on customer needs, with a young, dynamic and flexible team capable of adjusting the way we do business to the current reality of the country and the world at that time.
Profile – What are the social and corporate responsibility activities that Tempus Global Group has developed?
Vanessa Tavares – We don’t have any specific social and corporate responsibility activities, but we make annual donations to orphanages (clothes and toys), we internally encourage youth employability and volunteer work.
