This paper focuses on the gendered inequalities in the informal economy of Zimbabwe with specific reference to
Masvingo urban in Zimbabwe. The informal economy in Zimbabwe is made up of unregistered and unrecorded
statistics and therefore is not registered, supported or regulated by the Government. Women trading in the informal
economy have little or no access to organised markets, credit institutions, formal education and training institutions,
public services and amenities. Qualitative research methodology was used for the research. A case study research of
Masvingo urban in Zimbabwe was used, while data was collected using key informant interviews, semi-structured
interviews, observations and documentary search. The findings of the study indicates that women in the informal
economy are affected by environmental, political, economic, social and personal constraints. Women are
concentrated in this sector due to the value system in the society; fewer skills required for the jobs in this sector,
technological advancement, and the traditional roles assigned to them. The study concludes that gender-sensitive
macro-economic policies are an important enabler to address gender inequalities in the informal economy as they
shape the economic environment for women’s empowerment. The study recommends that local authorities should
come up gender-responsive policies to enable women to operate in an environment that has decent infrastructure for
vending, free from police and sexual harassment and adequate security.
The informal sector is now seen as the next engine of growth for India's economy. Nearly 81% of all employed persons in India make a living by working in the informal sector, with only 6.5% in the formal sector and 0.8% in the household sector, according to a new ILO (International Labour Organisation) report "Women and Men in the Informal Economy – A Statistical Picture (Third edition) 2018 ."A majority of women in India are informal workers. The statistics of the ILO report indicates that 95% of work force is in the informal sector. , the transition to formality is increasingly seen as a central goal in national employment policies (ILO, 2014a).
This paper will study the challenges imposed by the in formalization of the economy and how detrimental can that be for the economic development in general.
Key words: Informal Economy, Dual burden of work, unorganized sector
This paper focuses on the gendered inequalities in the informal economy of Zimbabwe with specific reference to
Masvingo urban in Zimbabwe. The informal economy in Zimbabwe is made up of unregistered and unrecorded
statistics and therefore is not registered, supported or regulated by the Government. Women trading in the informal
economy have little or no access to organised markets, credit institutions, formal education and training institutions,
public services and amenities. Qualitative research methodology was used for the research. A case study research of
Masvingo urban in Zimbabwe was used, while data was collected using key informant interviews, semi-structured
interviews, observations and documentary search. The findings of the study indicates that women in the informal
economy are affected by environmental, political, economic, social and personal constraints. Women are
concentrated in this sector due to the value system in the society; fewer skills required for the jobs in this sector,
technological advancement, and the traditional roles assigned to them. The study concludes that gender-sensitive
macro-economic policies are an important enabler to address gender inequalities in the informal economy as they
shape the economic environment for women’s empowerment. The study recommends that local authorities should
come up gender-responsive policies to enable women to operate in an environment that has decent infrastructure for
vending, free from police and sexual harassment and adequate security.
The informal sector is now seen as the next engine of growth for India's economy. Nearly 81% of all employed persons in India make a living by working in the informal sector, with only 6.5% in the formal sector and 0.8% in the household sector, according to a new ILO (International Labour Organisation) report "Women and Men in the Informal Economy – A Statistical Picture (Third edition) 2018 ."A majority of women in India are informal workers. The statistics of the ILO report indicates that 95% of work force is in the informal sector. , the transition to formality is increasingly seen as a central goal in national employment policies (ILO, 2014a).
This paper will study the challenges imposed by the in formalization of the economy and how detrimental can that be for the economic development in general.
Key words: Informal Economy, Dual burden of work, unorganized sector
A presentation by Caroline Skinner (Researcher African Centre for Cities, / WIEGO Urban Policies Programme Director) at the Informal Trading Summit on March 20, 2013
What are the links between being a woman, working in the informal sector, and contributing to growth?
At 17%, India has a lower share of women's contribution to GDP than the global average of 37%.
An overview of SME's in India, Why are Indian SEM's Crucial! Find the Reasons for Small & Medium Enterprise(SME) Growth and details about Manufacturing Sectors. The opportunities exists for foreign SMEs looking to expand in the Indian market.
MSMEs in India, which has to its credit of providing the highest number of employment opportunities, face a severe problem in securing finance from the banks.
An Analysis of Micro, Small and Medium Enterprises in IndiaABDUL MOIZZ
The presentation is about a brief study of MSME sector in India regarding GDP, employment and inclusive growth. The study also covers various challenges facing by this sector and also the governmental intervention for solutions of these challenges.
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
A presentation by Caroline Skinner (Researcher African Centre for Cities, / WIEGO Urban Policies Programme Director) at the Informal Trading Summit on March 20, 2013
What are the links between being a woman, working in the informal sector, and contributing to growth?
At 17%, India has a lower share of women's contribution to GDP than the global average of 37%.
An overview of SME's in India, Why are Indian SEM's Crucial! Find the Reasons for Small & Medium Enterprise(SME) Growth and details about Manufacturing Sectors. The opportunities exists for foreign SMEs looking to expand in the Indian market.
MSMEs in India, which has to its credit of providing the highest number of employment opportunities, face a severe problem in securing finance from the banks.
An Analysis of Micro, Small and Medium Enterprises in IndiaABDUL MOIZZ
The presentation is about a brief study of MSME sector in India regarding GDP, employment and inclusive growth. The study also covers various challenges facing by this sector and also the governmental intervention for solutions of these challenges.
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
India Employee Speak 2007 Snapshot FinalJuxtConsult
One of the ‘biggest’ annual syndicated study tracking employment trends, employee engagement cycle and corporate perceptions among the white collar employees in India
Wipro: Analysis
Human Resouce Management
Sector
Market share & growth
About the company
history
Hr strategies
Recruitment process
Sourcing mix
Selection process
Joining formalities and documentation
Interview questions
NIIT UNIQUA – Center for Process Excellence has been set up to cater to the manpower needs of the Global BPO / KPO Industry. This is a joint initiative of Genpact and NIIT that combines the best practices of Genpact, the leader in BPO and NIIT, an Education and Training pioneer.
NIIT UNIQUA addresses the increasing demand for skilled workers in the business & technology services industry by providing training programs in relevant areas. It will initially offer training programs in areas such as business processes, language skills and business communication, and intends to add additional offerings in areas like Technical Support Services, Banking, Insurance and Supply Chain.
NIIT UNIQUA is designated for students aspiring to build sustainable careers in the high growth business and technology services industry.This institute will offer the industry's most comprehensive training curriculum for existing and potential employee of business services and technology companies.
State of Performance Management System in India 2017Varun Tandon
Research conducted by Salto Dee Fe sharing the state of PMS in India in 2017. The extract of the report has also been published in HT on November 14, 2017.
Recruitment activities have started picking up. Organizations are experiencing
2 challenges the most in attracting Top talent: Availability and Compensation &
Benefits.
Ciel Works has brought this research to help you craft talent strategies for your organisation and win in this dynamic business environment
for more details visit us on
http://www.cielhr.com/research/
http://www.cielhr.com/
Customer Relation in Knowledge Process OutsourcingIOSR Journals
In the present scenario KPO has made a great progress in terms of supporting role of leading firms to newly established one. According to evalueserve, the share of the Indian KPO sector is expected to increase to 71 percent with revenues of USD 12 billion, by 2013.Evalueserve estimates that the Indian KPO market is expected to grow at a CAGR of 49.5 percent between 2003 and 2013, compared to a CAGR of 30.6 percent for the Indian BPO market, and a CAGR of 44.5 percent for the global KPO market, over the same period. The services sector accounted for about 51 percent of India’s GDP in 2003, a figure that was much higher than 28 percent in 1950, and also one of the highest among the developing economies. Outsourcing of high-end jobs is a win-win situation for both the end client and the KPO vendor. This paper presents basically a case study report on KPO. It includes the process of KPO, customer’s relation, study and analysis of working of KPO. At the end it has been presented that how KPO maintains their customer relation and finally customer’s satisfaction level is concluded.
Similar to Formal sector – bpo and its employees (20)
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
3. BPO stands for ‘Business Process Outsourcing’.
That just means, outsourcing of businesses
processes from developed countries to the
developing or Third World countries to get
faster results & bigger profit margin.
They are both Domestic and International.
BPOs were introduced in India in the mid 90s
& since then experienced a lot of change. Today
it is the pillar of the Indian economy.
4.
5. Voice based
call center
requires
direct
interaction
with some
clients via
phone.
Non- voice
based does
not require
direct phone
interaction
but may
require
internet chat
& email
interaction.
6. 1. Communication: sentence structure, speaking
proficiency, telephone etiquette, attitude to learn,
ability to perform.
2. Team management, Team player
3. Comprehension
4. Empathy and listening skills
5. Decision making (regarding handling certain calls &
giving out information regarding the company)
6. Attitude & stress management
7. Job knowledge
8. Academic
9. Cultural fit
7. According to NASSCOM & McKinsey
report, India has been the leading
outsourcing destination in the last decade.
It accounts for 65% of the global industry
in off-shore IT and it accounts for the 46%
BPOs in our country.
8. 1. Shortage of skilled workers
2. Stringent government laws
3. Demand growth will slow down
4. Competition
5. Language and accent
6. Cost cutting and attrition
7. Cultural differences
9. Knowledge process – high added value processes
chain; achievement of objectives in highly
dependent on skills, domain knowledge &
experience of people doing the activity. When this
process gets outsourced then its usually known as
“Knowledge Process Outsourcing”.
Handles a lot of skilled work, depth of knowledge
and involves judgment factors.
It includes outsourcing of Research, Analysis, and
other sectors like Legal processes, intellectual
property, patent related services, web-
development, market research, etc.
Future of this sector was expected to reach the USD
12billion to be outsourced to India. (NASSCOM)
11. Offers a wide range of services to world class
customers.
Is an experienced global outsourcing provider.
Adapts quickly according to the needs of the market.
Caters to four continents across the globe- India, UK,
US and Middle-east & Africa.
BPOs and KPOs
12.
13.
14. One Day field visit
Face to face interaction with the a few
employees.
Meeting with the Sr. Human Potential Manager
Customer care services through skilled agents.
(voice based)
The agents are trained to meet business goals
and strategies.
24 x 7 availability.
16. Vertical Path:
The hierarchy from the CSA level
Horizontal Path:
Quality Department
Compliance Department
Business Development
Performance Management and IT
17. Dynamic organization
Great work environment
Vertical (Internal Job Postings) and (Internal Job
Recruitment) Horizontal growth
In-house Fast Track Career Chart, Mapping the chart of
Growth
Counseling cells, voice box programs, Open Door policy-
to help workers have spiritual, mental and emotional
harmony
18. Facility of pick and drop
Various tie ups with the companies to give coupons
and vouchers for shopping
Various games and tournaments for personal
growth (after work hours)
Rewards and recognition for motivation
22. The main objective of this study is to understand the
work culture and social life of the employees in the
BPO sector.
The secondary objective is to measure the personal
aspirations of the employees.
23. 21 respondents were surveyed with written questionnaires
The sample population was in the evening-night shift
(5:30pm-3:30am)
The respondents were CSAs or Sr. CSAs
The respondents are in the age group of 18-30
85% of the people are single and have a family size of 2-5
members
80% are freshers in the organization and the field. The
remaining 20% are those who have experience are from the
BPO sector
Salary:
CSA:- 160000- 25000
Sr. CSA:- 26000- 35000
24.
25.
26. 2 Breaks- 45 min food break & 20 min tea break
The washroom breaks are not counted.
The breaks were rated sufficient and good by 100%
respondents
Casual leaves allowed could be summed up as 1 – 3 per
month (avg.) from the 99% response to the question
100% of the respondents denied overtime (that makes
them free of extra work!)
76% of people have relationships varying in the
degrees of ‘Very Good’ and ‘Good’ with the fellow
workers and the rest have ‘Satisfactory’ relations. Same
hold true for the relations with their ‘bosses’.
27.
28. MOBILE PHONES: Top the list as the most used
media during the day.
Coupled with that, they claimed to use internet
a lot.
The digital media tops the list of media
exposures in 85% of the responses recorded.
15% of the respondents only answered that
they get time to read the newspapers and it
topped their media exposure list.
28% spend more than one hour with
their office co-workers who are friends.
All spent more than 2 hours with the
‘other’ friends on an average.
29. 100% of the people get less than 2hours per
day to spend with the family.
71% of the respondents answered that
they talk the most to their closest relations
through out the day.
Remaining responded as talking the most
to their clients.
30.
31.
32. 96% of the respondents aspire for good amount of
money, lavish life style and buying a good house in the
city.
33. 47% joined the BPOs for gaining money.
9% joined to complete education and 9% to help
the family.
The following are the various fields that many
would like to go into when given the choice of
leaving the job in the future:
1. Chemicals
2. IT sector
3. Business &
4. A few do not want to change or shift their job
5. 23% want to study further
34. Research in 2008 has shown that largest number of
women are in the IT-BPO field in India. 30-35% of
women (of the total 400 million work force) of our
country work in the BPOs. But only 1/5th of this
number is working in urban BPOs. This explains
the less number of women in the workplace. (The
Economic Times, May 13, 2009)
The age group of the workers show that, the
people join BPOs as a means of getting fast money
on the basis of minimal qualifications. Also as the
survey and various other studies note that the
work environment is very good at the work place.
35. ACKNOWLEDGEMENTS:
We offer our sincere thanks to the
Managers of SPANCO who have helped
us in every way they could taking out time
for us from their work schedule.
Ms. Rohini Sharma
MR. Rahul Pathak &
Our warm and heartfelt thanks to
Ms. Cassie D’Souza – she helped us on
the field and all the interviews & other
related guidance.