In the next 5 years, Uganda could be grappling with a serious management crisis. And this is predicted to hit the country at all levels, senior management, middle management and junior management. There is a transition as a number of senior managers exit the workforce. Most of these belonged to the class of 1986. Many are retiring, dealing with old-age health issues while others are leaving to pursue other interests.
Away from the age-driven crisis, is the one of over-expansion of firms. A number of firms in Uganda have gone through massive expansion yet this has not been matched by a subsequent expansion in managerial talent. Think of organizations such as Harris International that are now going head-on with the big players in the market and competing for the same human resources. Think of the Oil and Gas industry that’s back in the labour market. All these distortions point to nothing but a looming management crisis. The scenario is one where the demand for managerial labour is outstripping supply of managerial labour. Too many organizations are competing for the same creme-de-la-creme of talent.
Gone are the days when the big players in the market such as Telecoms could command high wages. Now smaller players are ready to make the same offers, while offering similar or better work experience. At Africa Nxt Gen, we see organizations that can redouble down on the 8 or 9Rs of HR taking a centre stage. Organizations must start to rethink their recruitment, routing, retention, resonance, reviews, rewards, retooling, and recycling. It’s just not enough to be able to attract, and recruit the best talent, one must make the most of that talent and find ways of retaining them.
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Uganda: The Looming Management Crisis
In the next 5 years, Uganda could be grappling with a serious management crisis. And this is predicted to hit the country at all levels, senior management, middle management and junior management. There is a transition as a number of senior managers exit the workforce. Most of these belonged to the class of 1986. Many are retiring, dealing with old-age health issues while others are leaving to pursue other interests.
Away from the age-driven crisis, is the one of over-expansion of firms. A number of firms in Uganda have gone through massive expansion yet this has not been matched by a subsequent expansion in managerial talent. Think of organizations such as Harris International that are now going head-on with the big players in the market and competing for the same human resources. Think of the Oil and Gas industry that’s back in the labour market. All these distortions point to nothing but a looming management crisis. The scenario is one where the demand for managerial labour is outstripping supply of managerial labour. Too many organizations are competing for the same creme-de-la-creme of talent.
Gone are the days when the big players in the market such as Telecoms could command high wages. Now smaller players are ready to make the same offers, while offering similar or better work experience. At Africa Nxt Gen, we see organizations that can redouble down on the 8 or 9Rs of HR taking a centre stage. Organizations must start to rethink their recruitment, routing, retention, resonance, reviews, rewards, retooling, and recycling. It’s just not enough to be able to attract, and recruit the best talent, one must make the most of that talent and find ways of retaining them.
Subscribe now to access our People Management Insights report…
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