Human Resources
- Team: 10 full-time staff (mix of cleaners, drivers, CSR roles).
- Wages: Align with Addis Ababa’s minimum wage (1,900 ETB/month).
Discussion
### **Expanded Human Resources Plan**
Boaz Trading PLC’s HR strategy balances competitive compensation, skill development, and social responsibility to build a motivated, culturally attuned team. Below is a detailed breakdown tailored to Ethiopia’s labor market and operational needs:
---
#### **1. Team Composition (10 Full-Time Staff)**
| **Role** | **Number** | **Responsibilities** | **Ethiopian Context Alignment** |
|-------------------------|------------|-------------------------------------------------------------------------------------|-------------------------------------------------------------------------------------------------|
| **Machine Operators** | 4 | - Operate solvent-free dry-cleaning machines.
- Hand-wash *habesha kemis* and delicate fabrics. | Recruited from technical schools (e.g., *Addis Ababa Technical College*) with eco-tech training. |
| **Delivery Drivers** | 3 | - Manage motorcycle fleet for pickups/drop-offs.
- Track orders via mobile app. | Hired from Addis Ababa’s gig economy (e.g., former ride-hailing drivers) for route familiarity. |
| **Customer Service** | 2 | - Handle Amharic/English inquiries (app, SMS, in-store).
- Manage loyalty program. | Bilingual staff trained in Ethiopian etiquette (e.g., greeting clients with *“Selam”*). |
| **CSR Coordinator** | 1 | - Oversee women’s training programs.
- Liaise with *Sheger Park* for eco-initiatives. | Partner with *Addis Ababa Women’s Association* to recruit from low-income areas like Merkato. |
**Gender Inclusion**:
- Target **60% female staff** (6/10 roles), prioritizing technical roles (e.g., machine operators) to shift gender norms.
---
#### **2. Wage Structure**
| **Role** | **Monthly Wage (ETB)** | **Benefits** |
|-------------------------|-------------------------|-----------------------------------------------------------------------------|
| **Machine Operators** | 2,500–3,000 | - Overtime pay (1.5x rate) for holiday rushes.
- Annual bonus (1 month’s salary). |
| **Delivery Drivers** | 2,200–2,500 | - Fuel allowance (300 ETB/month).
- Free uniform and safety gear. |
| **Customer Service** | 2,500–2,800 | - Performance bonus (up to 500 ETB/month) for high survey ratings. |
| **CSR Coordinator** | 3,000–3,500 | - Professional development stipend (1,000 ETB/year) for sustainability certifications. |
**Rationale**:
- Wages exceed Addis Ababa’s **1,900 ETB/month minimum** to attract skilled talent and reduce turnover (Ethiopia’s average attrition rate: 20%).
- Aligns with Ethiopia’s **2023 average wages** for service-sector roles (2,000–3,500 ETB).
---
#### **3. Recruitment & Training**
- **Sourcing Channels**:
- **Technical Roles**: Partner with *Ethiopian Technical and Vocational Training Institutes (TVET)*.
- **CSR Roles**: Collaborate with NGOs like *Ethiopiaid* for community-driven hiring.
- **Training Programs**:
- **Eco-Technology**: 2-week certification by *GreenEarth Cleaning Global* (machine operation, solvent safety).
- **Cultural Competency**: Workshops on handling traditional attire (e.g., *habesha kemis* stitching traditions).
- **Language Skills**: English lessons for drivers interacting with expatriates.
---
#### **4. Compliance & Labor Practices**
- **Working Hours**:
- **Shifts**: 8 AM–5 PM (morning), 12 PM–8 PM (afternoon) to cover peak demand.
- **Overtime**: Limited to 20 hours/month (per Ethiopia’s Labor Proclamation).
- **Benefits**:
- **Health Insurance**: Basic coverage via *Ethio-Insurance* (500 ETB/month/employee).
- **Transportation**: Subsidized *Anbessa City Bus* passes for staff living outside Bole.
---
#### **5. Social Responsibility & Retention**
- **Women’s Empowerment**:
- **Technician Training**: Train 20 women/year in machine operations (50% hired by Boaz, 50% placed at partner cleaners).
- **Childcare Support**: Partner with *Bright Future Children’s Center* for subsidized daycare (200 ETB/month/child).
- **Retention Strategies**:
- **Career Paths**: Promote drivers to logistics supervisors or machine operators after 1 year.
- **Recognition**: “Employee of the Month” awards (1,000 ETB + featured on social media).
---
### **Challenges & Mitigation**
| **Challenge** | **Mitigation** |
|-------------------------|--------------------------------------------------------------------------------|
| **Skill Gaps** | Partner with *GreenEarth Global* for train-the-trainer programs. |
| **Wage Inflation** | Link annual raises to productivity metrics (e.g., garments processed/hour). |
| **Cultural Barriers** | Hire female supervisors to encourage women in technical roles. |
---
### **Strategic Impact**
- **Mission Alignment**: Combines living wages with eco-skills training to uplift marginalized communities.
- **Brand Loyalty**: Ethical labor practices attract NGOs, expatriates, and hotels (e.g., UN contracts).
By investing in staff well-being and skill development, Boaz Trading PLC fosters a loyal workforce while advancing Ethiopia’s sustainable development goals.
**Expanded Human Resources Strategy for Boaz Trading PLC’s Dry Cleaner Project**
---
### **1. Team Structure & Roles**
Boaz’s workforce is designed to balance operational efficiency, customer service excellence, and social impact. The **10 full-time staff** are divided into specialized roles:
| **Role** | **Number** | **Key Responsibilities** | **Qualifications** |
|-------------------------|------------|-------------------------------------------------------|-------------------------------------------------|
| **Dry-Cleaning Technicians** | 4 | Operate solvent-free machines, pre-treat stains, handle delicate fabrics (e.g., *habesha kemis*). | Technical training in garment care; fluency in Amharic. |
| **Delivery Drivers** | 3 | Manage last-mile logistics via motorcycles, track orders via app, ensure on-time delivery. | Valid driver’s license; familiarity with Addis Ababa’s roads. |
| **Customer Service Reps (CSR)** | 2 | Handle app/phone bookings, resolve complaints, manage loyalty program (“Clean & Earn”). | Bilingual (Amharic/English); basic digital literacy. |
| **Operations Supervisor** | 1 | Oversee daily workflows, quality control, staff scheduling. | 3+ years in logistics/hospitality; leadership skills. |
---
### **2. Wage Structure & Benefits**
- **Base Wages**: Align with **Addis Ababa’s minimum wage (1,900 ETB/month)** but include competitive adjustments:
- **Technicians**: 2,500 ETB/month (30% above minimum wage) for specialized skills.
- **Drivers**: 2,200 ETB/month + fuel allowance (300 ETB/month).
- **CSRs**: 2,000 ETB/month + performance bonuses (up to 500 ETB/month).
- **Operations Supervisor**: 5,000 ETB/month.
- **Overtime**: Paid at **1.5x hourly rate** for work beyond 8 hours/day or on public holidays.
- **Benefits**:
- **Health Insurance**: Subsidized coverage via **Ethiopian Social Security Agency (ESSA)**.
- **Transportation**: Free shuttle service for staff in remote areas (e.g., Kolfe).
---
### **3. Recruitment & Training**
#### **Targeted Hiring**
- **Gender Equity**: 50% of roles reserved for women, with partnerships to recruit from low-income areas (e.g., **Merkato Women’s Cooperative**).
- **Youth Employment**: Prioritize applicants aged 18–30 through collaborations with **Addis Ababa Technical College**.
#### **Training Programs**
- **Technical Skills**:
- **Eco-Cleaning Certification**: 4-week course on solvent-free machines and EPA compliance.
- **Cultural Garment Care**: Workshops on *habesha kemis* starching and embroidery repair.
- **Soft Skills**:
- **Customer Service**: Conflict resolution, loyalty program management.
- **Digital Literacy**: App navigation, SMS survey tools.
---
### **4. Labor Law Compliance**
- **Working Hours**: 8-hour shifts, 6 days/week (closed Sundays).
- **Safety Protocols**: Monthly OSHA-style training on chemical handling (biodegradable detergents) and machinery safety.
- **Legal Compliance**:
- Adhere to **Labour Proclamation No. 1156/2019** (overtime pay, maternity leave).
- Register all staff with **ESSA** for pension and disability coverage.
---
### **5. Employee Retention & Motivation**
- **Career Pathways**:
- **Promotions**: Technicians can advance to supervisor roles (e.g., “Senior Technician” at 3,500 ETB/month).
- **Cross-Training**: Drivers learn CSR roles for workload flexibility.
- **Recognition**:
- “Employee of the Month”: 1,000 ETB bonus + public acknowledgment.
- Annual salary reviews (5–10% increases based on performance).
---
### **6. Social Responsibility Integration**
- **Women’s Empowerment**: Train 20 women annually as part of CSR, with job guarantees at Boaz or partner hotels.
- **Community Engagement**: Staff volunteer 2 hours/month at Sheger Park eco-workshops.
---
### **7. Challenges & Mitigation**
| **Challenge** | **Mitigation Strategy** |
|------------------------------|--------------------------------------------------|
| High turnover in entry-level roles | Offer transportation subsidies and childcare support. |
| Skills gaps in eco-tech | Partner with NGOs for subsidized training programs. |
| Wage dissatisfaction | Tie bonuses to productivity (e.g., +100 ETB per 50 garments processed). |
---
### **Budget Allocation for HR (Year 1)**
| **Category** | **Cost (ETB)** | **Details** |
|----------------------|----------------|------------------------------------------|
| Salaries | 3,240,000 | 10 staff Ă— avg. 27,000 ETB/month Ă— 12. |
| Training | 500,000 | Technical workshops, soft skills courses. |
| Benefits | 360,000 | Health insurance, transportation subsidies. |
| Recruitment | 100,000 | Job fairs, partnerships with cooperatives. |
---
**Conclusion**
Boaz’s HR strategy merges **fair wages**, **skill development**, and **social impact** to build a motivated, culturally attuned team. By investing in women’s empowerment, eco-technical training, and career growth, Boaz not only complies with Ethiopian labor standards but also drives its mission to redefine garment care as a force for community upliftment.
**Expanded Human Resources Strategy for Boaz Trading PLC’s Dry Cleaner Project**
Boaz Trading PLC’s HR strategy prioritizes **fair labor practices**, **gender equity**, and **skill development** to align with Ethiopia’s socio-economic goals. Below is a detailed breakdown of roles, wages, recruitment, and retention strategies:
---
### **1. Team Structure & Roles**
**Total Staff**: 10 full-time employees (FTEs), with a focus on empowering women and youth from underserved communities.
| **Role** | **Number** | **Responsibilities** | **Qualifications** |
|-------------------------|------------|-------------------------------------------------------|-----------------------------------------------------|
| **Cleaning Technicians** | 6 | Operate solvent-free machines, handwash *habesha kemis*, perform quality checks. | Vocational training in garment care; fluency in Amharic. |
| **Delivery Drivers** | 2 | Manage last-mile delivery via motorcycle fleet, track orders via app. | Valid driver’s license, knowledge of Addis Ababa routes. |
| **CSR Officers** | 2 | Handle customer inquiries, SMS feedback, loyalty program management. | Diploma in communications, bilingual (Amharic/English). |
---
### **2. Wage Structure & Benefits**
**Ethical Compliance**:
- **Base Wages**: Align with Addis Ababa’s **minimum wage (1,900 ETB/month)** but exceed it for skilled roles to attract talent:
- **Technicians**: 2,500 ETB/month (+31% above minimum).
- **Drivers**: 2,200 ETB/month (+16%).
- **CSR Officers**: 2,300 ETB/month (+21%).
- **Overtime**: 1.5x hourly rate for work beyond 48 hours/week (per *Labour Proclamation No. 1156/2019*).
**Benefits Package**:
- **Health Insurance**: Cover 50% of premiums via partnerships with *Nib Insurance*.
- **Transport Allowance**: 300 ETB/month for drivers and technicians.
- **Performance Bonuses**: Up to 500 ETB/month for defect-free service records.
---
### **3. Recruitment & Training**
**Target Demographics**:
- **70% Women**: Prioritize hires from low-income areas (e.g., Merkato, Kolfe Keranio) via partnerships with *Addis Ababa Women’s Association*.
- **Youth (18–35 years)**: Partner with vocational schools (e.g., Ethiopian Technical University) to recruit graduates.
**Training Programs**:
- **Technical Skills**:
- 4-week course on solvent-free machines and traditional garment care, certified by the *Ethiopian Fashion Institute*.
- Solar equipment maintenance workshops to support green operations.
- **Soft Skills**:
- Customer service training (Amharic/English) for CSR roles.
- Financial literacy sessions on saving and budgeting.
---
### **4. Gender Equity & Social Impact**
**Women Empowerment**:
- **Leadership Pathways**: Top-performing female technicians promoted to supervisory roles (e.g., Quality Control Lead).
- **Childcare Support**: Partner with local daycare centers to subsidize 30% of costs for working mothers.
**SDG Alignment**:
- **SDG 5 (Gender Equality)**: 70% female workforce vs. Ethiopia’s national average of 35% in formal sectors.
- **SDG 8 (Decent Work)**: Wages 20–30% above minimum for skilled roles.
---
### **5. Retention & Motivation**
- **Career Growth**: Annual skill assessments for promotions (e.g., Technician → Trainer).
- **Employee Recognition**: “Eco-Champion of the Month” awards (1,000 ETB bonus) for sustainability initiatives.
- **Feedback Channels**: Monthly town halls to address grievances and ideas.
---
### **6. Compliance & Safety**
- **Labor Laws**: Adhere to *Occupational Safety Proclamation No. 115/2019* for:
- Protective gear (gloves, masks) for chemical handling.
- Ergonomic workstations to reduce physical strain.
- **Workplace Safety**: Fire drills, first-aid training, and generator safety protocols.
---
### **7. Challenges & Mitigation**
| **Challenge** | **Mitigation Strategy** |
|-------------------------------|-------------------------------------------------------|
| **High Turnover** | Retention bonuses (500 ETB) for 1-year commitments. |
| **Skill Gaps** | Partner with NGOs for subsidized vocational training. |
| **Cultural Resistance** | Engage community leaders to advocate for women in technical roles. |
---
### **8. Budget Allocation**
| **Category** | **Annual Cost (ETB)** | **Notes** |
|-----------------------|-----------------------|--------------------------------------------|
| **Salaries** | 3,000,000 | 10 FTEs @ avg. 25,000 ETB/month. |
| **Training** | 500,000 | Workshops, certifications, materials. |
| **Benefits** | 600,000 | Health insurance, transport allowances. |
| **Total** | **4,100,000** | |
---
**Conclusion**
Boaz’s HR strategy transforms dry cleaning into a vehicle for social progress. By offering fair wages, prioritizing women’s empowerment, and investing in green skills, the project not only complies with Ethiopian labor standards but also drives inclusive growth. This approach fosters employee loyalty, enhances service quality, and cements Boaz’s reputation as a responsible employer in Addis Ababa’s competitive market.