UNIVERSITY OF TECHNOLOGY, MAURITIUS

SCHOOL OF BUSINESS MANAGEMENT AND FINANCE

ASSIGNMENT ON PORTFOLIO

By

NADARAJEN VENCATAPILLAY
VENCATAPILLAY, N

This assignment is submitted in partial fulfilment for the requirements of the Masters in
Managerial Psychology
May 2016

Table of Contents
1.1 Introduction ............................................................................................................................... 3
1.2 Aim and objectives of study .................................................................................................... 4
1.3 Ethical Considerations ............................................................................................................. 4
2.1 Literature review ....................................................................................................................... 5
2.2 Definitions .............................................................................................................................. 5
2.2.1 Business ........................................................................................................................... 5
2.2.2 Psychology ....................................................................................................................... 5
2.2.3 Business Psychology ........................................................................................................ 5
2.3 Theoretical Approaches in Business Psychology................................................................... 8
2.3.1 Behaviours Perspective ................................................................................................... 9
2.3.2 Cognitive perspective ...................................................................................................... 9
2.3.3 Humanistic perception .................................................................................................. 10
2.4 Importance of Business Psychology..................................................................................... 11
2.4.1 Strengths, virtues, and self-determination.................................................................... 11
2.4.2 Emotional intelligence ................................................................................................... 12
2.4.3 Psychological capital and positive organizational behaviour ....................................... 12
2.4.4 Level of innovation and change .................................................................................... 12
2.4.5 The virtuous organization ............................................................................................. 13
2.5 What Is SWOT?................................................................................................................... 13
5.2 SWOT in Your Business ...................................................................................................... 14
5.3 Self-SWOT analysis ............................................................................................................. 15
3.1 Introduction of NIC ................................................................................................................. 16
3.1.1 Vision ............................................................................................................................. 16
3.1.2 Mission........................................................................................................................... 16
3.2 NIC Corporate DNA ............................................................................................................ 16
3.3 NIC Codes ............................................................................................................................ 16
3.4 NIC Proximity ...................................................................................................................... 17
3.6 NIC Customers .................................................................................................................... 17
3.7 NIC Salesforce ..................................................................................................................... 18
3.8 NIC Employee Engagement................................................................................................. 19
3.9 NIC Training and Talent Development............................................................................... 19
3.10 NIC SWOT Analysis .......................................................................................................... 21
4.1 My Job Profile ........................................................................................................................... 22
4.2 My Job Profile in relations Business Psychology ....................................................................... 26
4.2.1 Job profile at NIC based on Business Psychological Perspective .................................... 26

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4.2.2 Human resource function in relation to business psychology ............................................ 28

5.1 Self-SWOT analysis.................................................................................................................... 31
6.1 Anticipated changes at NIC with Business Psychology .............................................................. 32
6.1.1 Inculcating a scientific approach to Personnel recruitment and selection.......................... 32
6.1.2 Proper evaluation of performance appraisal / evaluation ............................................... 32
6.1.3 Introduction of individual assessment such as psychometric test ...................................... 33
6.1.4 Institutionalised a fair compensation and benefits system ................................................ 33
6.1.5 Scientific approach to the evaluation of training offered and its evaluation...................... 33
6.1.6 Increase motivation at NIC ................................................................................................. 33
7.1 Conclusion................................................................................................................................. 34
8.1 References ................................................................................................................................ 35

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1.1 Introduction
Gilbreth (2005) gave the following definition of Business Psychology: The Business Psychology
means the effect of the mind that is directing work upon that work which is directed, and the
effect of this undirected and directed work upon the mind of the worker. The emphasis in
successful management lies on the man, not on the work. Seyidov (2000) also defines the
management and then shows the correlation between management and psychology.

Human Resource Management can be considered to be responsibility of all those who manage
people as well as a description of persons who are employed as specialists. It is that part of
management that involves planning for human resource needs, including recruitment and
selection, training and development. It also includes welfare and safety, wage and salary
administration, collective bargaining and dealing with most aspects of industrial relations. The
integration between the management of human resources and psychology is arguably the prime
factor delineating HRM theory and practice from its more traditional personnel management
origins. Selection of the personnel has long been recognized as a key activity within HR and
this article seeks to explore the extent to which its practice provides evidence of such strategic
alignment

Organizational Behaviour studies human behaviour in social settings with an emphasis on

explaining,

predicting,

and

understanding

behaviour

in

organizations.

Empirical

generalizations and theories emanating from the cognitive and reinforcement paradigms and
models of social influence are being examined as the basis for analysis and understanding of
topics such as motivation, leadership behaviour, task performance, problem solving and
decision making, group functioning, and other classes of behaviour relevant to organizational
effectiveness. Similarly, Human Resource Management emphasizes human resource systems,
design and implementation of various personnel tests, collection and validation of employee
demographic data, job classification techniques, examination of psychometric requirements in
compensation programming, training impact analysis, and issues in performance appraisal
systems.
It is becoming more common for leaders in the business world to consult psychologists in order
to improve the ability of organizations to function effectively, grow, and solve complex
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problems among which it give us the ability to select personnel, perform interventions and
assess and develop organizations. Research evidence have shown that through applying
business psychology expertise, underpinned by rigorous undoubtedly brings experience
increased profits, improved performance, happier customers, better service, more engaged
staff, clearer human-resource objectives are achieved.

1.2 Aim and objectives of study

The aim of this study is to understand the principles of business psychology in our work context
and also to know strategically where our company stand and where we want to move and how
far we as an individual are capable to move in by applying those business psychological
concept
The objectives are as follows
To research about the importance of business psychology
To gather enough literature review to support the whole study
To review the existing theories used in business psychology
To elaborate on the existing profile of our actual company
To conduct an organizational SWOT analysis
Elaborate on my personal job profile
To Cross evaluate actual Job Profile with business psychology principles
To conduct a personal SWOT analysis (Self-assessment)
To anticipated changes at my workplace with new knowledge of Business Psychology

1.3 Ethical Considerations

Ethics can be defined as a code of behaviour in relation to the rights of those who become the
subject of the researchers work or are affected by it. While conducting the research, it was
imperative to take into consideration the ethical aspects of research whereby, as put Davis
(2006) mentioned, the first and foremost goal of ethics in research is to prevent, reduce or
undo harm to research participants. All data collected shall be kept and treated in utmost
confidentiality.

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2.1 Literature review

2.2 Definitions
2.2.1 Business
Businesses are economic system where goods and services are exchanged for one another or
for money. Every business requires some form of investment and enough customers to whom
its output can be sold on a consistent basis in order to make a profit. Yet it is no secret that
business success today revolves largely around people and not capital.

2.2.2 Psychology
Psychology refers to the study of behaviour and thought processes. The American
Psychological Association broadens the scope to define psychology as behavioural science.
Many in the field define psychology as a combination of principles from the sciences of
biology, physiology and philosophy. The first recognized seeds of psychology evolved from
Rene Descartess interest in the idea of a separate mind and body. The field has since evolved
to study more closely the relationship between the mind and body and the ways in which they
impact and influence each other either negatively or positively.

2.2.3 Business Psychology

Business Psychology is an applied science that investigates how to make people and
organisations more effective. It uses social scientific research methods to study people,
workplaces and organisations in order to better align their multiple and sometimes competing
needs. Its goal is to create healthy and productive relationships between people and
organisations for mutual benefit.
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As an applied science, Business Psychology does dictate to organisations what constitutes

effective organisational practice. It has a reciprocal relationship with business and draws
insights from those with experience of what works at work. This enables psychological
research to be applied pragmatically and in a way that is appropriate to the situation. It also
allows a cross fertilisation of experience from business into psychology and of academic
knowledge and rigour from psychology into business.

Contrary to public opinion, the discipline and practice of business/occupational psychology is

not in its infancy. The application of psychology to the workplace dates back to 1900s. It
begun with the publication of Hugo Munsterbergs book called Psychology and Industrial
Efficiency and Sir Fredrick Taylor book called Scientific Management, which discussed
ways to improve productivity through use of psychological training and motivation.
Furthermore, psychology was heavily relied upon during World War I predominantly to
assign recruits into certain jobs and for evaluating the performance of soldiers. Following the
war in 1924, the Hawthorne Studies were conducted, which further demonstrated how
psychology could be used to enhance worker productivity.

Business psychology, as defined by Jack C. Naylor, is the scientific application or extension

of psychological facts and principles to the problems concerning human beings operating
within the context of business and industry. Put simply, it applies psychological knowledge
to understand behaviours and tackle problems at work.

As well as describing and explaining workplace behaviours, as a science, psychology functions

to uncover some of the motives behind past behaviours. In addition, it is robust enough to
predict through use of reliable and valid measures future behaviours.

The benefits of being able to foresee behavioural outcomes, preferably ahead of them being
outplayed in the workplace are huge. Imagine knowing how employees are likely to respond
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to change; or, knowing what to do to prevent employees from resisting change? After all,
misunderstanding and poor management of change is, according to Clarence W. Brown, one
of the major reason why so many change initiatives fail, causing detrimental harm to the
success of the organisation.

Through use of psychology, business leaders can become more successful by learning more
about themselves and their management of human resources. Because no organisation exists
in isolation of its people, it is inevitable that EVERY organisation will at some point during its
life-cycle, encounter a range of problems.

Such problems might concern absenteeism,

resistance to change, conflict, bullying, or lack of motivation.

Although work-related problems are often referred to as being organisational most would
agree that the origins of such problems must have stemmed from the actions and behaviours of
the people within the organisation and NOT the organisation itself! That said, it is the behaviour
of people within organisations that leaders should seek to understand.

Simply, being aware of the hidden factors, within the organisation that cause friction and those
which causes it to flow and run smoothly is advantageous. For example, within the
organisation, people play the role of engineers their behaviours, perception, attitudes and
motivation, influences the speed at which goods and services are produced.

Often,

managers/leaders are unaware of these factors. Business psychology provides an extra lens,
through which such hidden factors can be identified and better managed.

Six ways in which business psychology can be used to help :

Improve efficiency: ensure tasks are completed on time, clarify work roles
Fine-tune hiring: Selecting the right people with the view to predict future performance
Developing leadership: identifying and facilitating the needs of key players within the
business.

Managing change: being able to predict how people will respond to change is the first
step towards managing it.
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 Building successful business teams: using psychological profiling to further our

understanding of the roles played by team members, including their strengths and
weaknesses.

Improve business performance: Market products and predicting consumer behavior

2.3 Theoretical Approaches in Business Psychology

Psychologist uses a range of principles and theories, all of which view the person and the study
of the person in very different ways. Theoretical Approaches in Psychology introduces and
outlines the six main approaches and considers how each has helped psychologists understand
human behavior, thought and feeling. But here well discuss just three major theoretically
approaches in the study of human behavior. Which are given below:

Behaviorist
Main
Theoretical
Approaches

Cognitive

Humanistic

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2.3.1 Behaviours Perspective

Behaviourism is different from most other approaches because they view people as controlled
by their environment and specifically that we are the result of what we have learned from our
environment. Behaviourism is concerned with how environmental factors (called stimuli)
affect observable behaviour (response).
The behaviourist approach proposes two main
processes

whereby

people

learn

from

their

environment: namely classical conditioning and

operant conditioning. Classical conditioning involves
learning by association, and operant conditioning
involves learning from the consequences of behaviour.
Behaviourism also believes in scientific methodology
(e.g. controlled experiments), and that only observable behaviour should be studies because
this can be objectively measured. Behaviourism rejects the idea that people have free will, and
believes that the environment determines all behaviour. Behaviourism is the scientific study of
observable behaviour working on the basis that behaviour can be reduced to learn S-R
(Stimulus-Response).
Classical Conditioning (CC) was studied by the Russian psychologist Ivan Pavlov. Though
looking into natural reflexes and neutral stimuli he managed to condition dogs to salivate to
the sound of a bell through repeated associated of the sound of the bell and food. The principles
of CC have been applied in many therapies.
B.F. Skinner investigated operant conditioning of voluntary and involuntary behaviour.
Skinner felt that some behaviour could be explained by the person's motive. Therefore,
behaviour occurs for a reason, and the three main behaviour shaping techniques are positive
reinforcement, negative reinforcement and punishment.

2.3.2 Cognitive perspective

This perspective revolves around the notion that if we want to know what makes people think
then the way to do it is to figure out what processes are actually going on in their minds. In

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other words, psychologists from this perspective study cognition which is the mental act or
process by which knowledge is acquired.
The cognitive perspective is concerned with mental functions such as memory, perception,
attention etc. It views people as being similar to computers in the way we process information.
For example, both human brains and computers process information, store data and have input
and output procedures. This had led cognitive psychologists to explain that memory comprises
of three stages: encoding (where information is received
and attended to), storage (where the information is
retained) and retrieval (where the information is
recollected).
It is an extremely scientific approach and typically uses lab
experiments to study human behaviour. The cognitive
approach has many applications including cognitive
therapy and eyewitness testimony. The early laboratories,
through experiments, explored areas such as memory and
sensory perception, both of which Wundt believed to be
closely related to physiological processes in the brain. The whole movement had evolved from
the early philosophers, such as Aristotle and Plato. Today this approach is known as cognitive
psychology.

2.3.3 Humanistic perception

This is a psychological perspective that emphasizes the study of the whole person. Humanistic
psychologists look at human behavior not only through the eyes of the observer, but through
the eyes of the person doing the behaving. Humanistic psychologists believe that an individual's
behavior is connected to his inner feelings and self-image. The humanistic perspective is
centered on Carl Rogers view that each person is unique and individual and has the free will
to change at any time in his or her lives.

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The humanistic perspective suggests that we

are each responsible for our own happiness and
well-being as humans. We have the inborn (i.e.
inborn) capacity for self-actualization which is
our unique desire to achieve our highest
potential as people. Because of this focus on the
person and his or her personal experiences and
subjective

perception

of the

world the

humanists regarded scientific methods as

inappropriate for studying behavior.
Two of the most influential and enduring theories in humanistic psychology that emerged in
the 1950s and 1960s are those of Carl Rogers and Abraham Maslow.

2.4 Importance of Business Psychology

There are many organizations and small businesses out there that recognize the value of
multiple bottom lines beyond simply profit. Building an inspiring work culture and investing
in the health and development of their people is an additional priority for long-term business
success. Research supports that certain positive psychological outcomes relate to greater
organizational outcomes. Positive emotions and related processes can lead to greater
motivation, fulfillment with work, and the ability to cope with stress and uncertainty.
Whether you are experiencing particularly rough times economically and professionally, or if
you just seem to be coasting by without much satisfaction or joy with the work you do, here
are a few ways to advance your performance and work experience.

2.4.1 Strengths, virtues, and self-determination

Research has shown that employees who are fully engaged in the work they do, and who have
a sense of intrinsic motivation, are likely to perform better and a have better work outcomes.

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Taking an approach of self-determination offers freedom and autonomy for workers to flourish
and become absorbed in the work they do best. This involves employees uncovering
their signature strengths and having the freedom to use them.
These traits also lead people to experience flow, where they are fully engaged in a productive
challenge. This is a state where time seems to fly by, and we feel like were in the zone.

2.4.2 Emotional intelligence

Emotional intelligence (EI) is the capacity to identify and regulate emotions in ourselves and
others, and has implications for both internal and external customer relationships. Emotional
intelligence allows us to recognize our own personality tendencies, and to better understand
the personality traits of others so we can most effectively interact with them. More specifically,
EI is the ability to manage counterproductive emotions, such as stress and anger, and ultimately
begin to harness more positive feelings such as optimism, hope, and creativity, so we can stay
motivated and perform up to our potential.

2.4.3 Psychological capital and positive organizational behaviour

Study of Positive Organizational Behaviour (POB) has examined how to apply human
strengths, resources, and psychological capacities to improve performance in the workplace.
Four basic capacities typically explored related to job satisfaction and performance includes:
self-efficacy, hope, optimism, and resiliency.

With higher levels of these states, people are more confident, better able to manage stress and
adversity, have a higher level of motivation and drive, and likely to pursue growth and
development. They also build upon each other to increase Positive Psychological Capital or the
maintenance of these positive capacities.

2.4.4 Level of innovation and change

A major factor in a healthy organizational culture is the fit between an organizations values
and the disposition and values of the employees. A specific value is to examine is where on the
continuum your organization falls between change and stability. Some organizations are prone
to change where others are much more stable and stagnant.

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How employees respond to change and innovation is important to consider in order to have a
good fit with personal and organizational culture. Having a good fit will help employees be
energized, have a positive attitude, and feel safe and secure in their role.

2.4.5 The virtuous organization

According to the article, Virtuous organizations infuse an ethical perspective into their
cultures, have multiple bottom lines, promote self-determining, emotionally intelligent, and
team-oriented behavior patterns and develop supportive leaders that enable others to succeed,
all of which can lead to productive and creative outcomes (Froman, 2010).
During times of economic stress and uncertainty, an organization can benefit from developing
a culture of integrity, trust, and respect. An environment of negativity, cynicism, and mistrust
are not as productive or satisfying as those of positivity, confidence, optimism, hope, and
resilience.
Organizations can learn to coach employees to set challenging, measurable, personally valuable
goals, as well as realistic pathways and approach strategies to accomplish these goals and
overcome obstacles. Through using strengths and achieving growth, Positive Psychological
Capital can enhance job-satisfaction and performance.

2.5 What Is SWOT?

SWOT is an acronym which stands for Strength; Weakness; Opportunity and Threats. SWOT
is use to assess a business or a proposition. This shouldnt be restricted to a business you own,
but also to use it for your competitors business. When you first look at SWOT it might seem
to be simple, and yet the analysis for many people is far from simple. Many people have
discovered how difficult it is to complete, and find they have no option but to quit trying to
complete it. There is another option, and that is to work through the problems, and complete it.
If you want to progress, completing a SWOT analysis is something you should do.

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A SWOT analysis will provide you with a good foundation for your strategy, business
proposition, the position of your company, the direction of your company, and even discover
which ideas are worth pursuing. As we have said, SWOT is simple, and can be completed by
every business and organizations. You might decide it is an ideal subject for your workshops.
One of the problems a business faces is the reality of where their business is today. Nobody
wants to be told that something they have worked hard for, is failing or a skill they thought
they had, is non-existent. When you have a brainstorming meeting, you will find the benefit of
incorporating SWOT analysis into your discussion. You will find using SWOT will put the
information into a logical order, and this will then help you understand your company, and also
the ideas you are considering. You will make decisions based on the results of the SWOT which
is why a lot of people find it difficult to complete. These are people who make their decisions
based on what they have always done. Or they rely on their instincts, which can be beneficial,
but sometimes, we need to have the checks and balances in place.

5.2 SWOT in Your Business

Before you start a business, you should consider completing a SWOT analysis. If you plan on
buying a business, use the SWOT analysis to answer various questions you will have regarding
the running of the business, and the profitability of the business. However, you will find the
benefit when writing a business plan. It should also be included in all your strategic planning.
Have you ever considered using SWOT to look at your competitor? It is an exercise which will
prove to be profitable to your business, if you act on the results. Marketing is an area which
many people are not experts in, but you can take your marketing to a new level, when you add
SWOT into your thinking. You will discover how business never stays static. The business
should either be moving forward, or the business will be moving backwards. Just look at
companies who refuse to move forward with the changes in the way people shop, and see how
many stores on the High Street are now closed. As you look to change your business or create
a new product, a SWOT analysis is imperative to ensure you dont waste time and energy on a
product which isnt needed or wanted in the marketplace. For businesses who are involved in
research, a SWOT analysis again is crucial as the results are recorded and White Papers are
written.

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5.3 Self-SWOT analysis

Personal development is an essential step for making yourself more appealing to employers
and customers. It also helps boost your self-image. People apply many different tactics to stand
apart in this sea of candidates. They want to secure the top position, but it not as easy as it
sounds. Individuals often conduct the SWOT analysis. SWOT is seen as an analytical
framework which can help companies facing great challenges. It helps to find the most
promising new markets. The analysis was created by business gurus Edmund P. Learned,
Kenneth Andrews, C. Roland Christensen and William D. in the 1960s. They wrote about it in
their book Business Policy, Text, and Cases.

Even though SWOT was originally used for business, it can help assess a persons Strengths,
Weaknesses, Opportunities, and Threats too. This kind of simple analysis structure will
provide guidance. It looks at internal and external factors. Do not take the SWOT analysis light.
Self-analysis is perhaps one of the most complicated things. But, it plays a very significant role
in personal progress. The personal skills SWOT analysis will help you to learn more about you.
Carrying out a personal SWOT analysis is an important step towards finding life and career
direction.

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3.1 Introduction of NIC

Pursuant to section 110B of the Insurance Act, part of the undertaking of NIC Co (Mtius) Ltd (NIC)
is in the process of being transferred to the National Insurance Co. Ltd (NIC). NIC due to unforeseen
conditions, is now under the charge of the State under the new entity The new governmental firm that
has taken over the company with all its assets and liabilities. Yet the system is fully operational as at
date.
NIC is the leading and largest life insurance company in Mauritius. It started its maneuvers in 1969 and
continues from all walks of life by uninterruptedly providing trust, peace of mind and rewards. Building
upon its 45 years of experience, NIC combines deep industry expertise, strong talent and operational
excellence to provide insurance and specialized outsourcing services across the value chain of its Life
Insurance, Pension, Healthcare insurance and Loan business lines.
In 2013, NIC was awarded the ISO 9001:2008 Certification which is the international standard of
excellence in quality and In 2014, NIC won the prestigious. The vision and mission of NIC are as
follows:

3.1.1 Vision
To be an established and trusted national insurer providing for the protection and prosperity of its
stakeholders

3.1.2 Mission
To ensure peace of mind to our customers, employees and shareholders

3.2 NIC Corporate DNA

NIC DNA ensures their heritage endures through successive generations and enables new team
members to share their values. Their corporate genes inspire the way they think: they determine the
motives behind their actions and define what they should expect of one another and highlight the way
they act, create and deliver prosperity.

3.3 NIC Codes

NICs organizational DNA and culture are clearly expressed and lived by all of their employees. Their
overall framework prolongs to the NIC Corporate Business Principles (ethics), which guide their
behavior in relation to all stakeholders, supported by the NIC Management & Leadership Principles
and the NIC Code of Business Conduct (behavior).

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Their principles, policies and standards are applied rigorously in all NIC offices and are regularly
assessed against their Compliance and Quality Assurance Standards. Compliance with the legal
framework, human resources safety and environmental sustainability are at the core of their code of
practice.

Figure 3.3 : NIC Codes

(Source : http://www.NIC.mu/ NIC_Codes.jpg)

3.4 NIC Proximity

NIC is present across Mauritius and Rodrigues through its network of 13 offices. In line with its
proximity strategy, NIC also provides personalized home service through its dedicated team of
Insurance Advisors. A mobile office and a Tele-service, Chat and SMS services are available for prompt
resolution of queries and service. On the strength of this close relationship with its clients, NIC is
constantly adapting its offerings to meet their requirements.

3.6 NIC Customers

NIC portfolio of over 150,000 customers encloses corporate entities as well as individuals and families
from all walks of life

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3.7 NIC Salesforce

NIC workforce base of over 1,000 people and more that 50% of those people who are their biggest asset
are in the sales department, herein there termed as Salesforce. They are committed to providing
professional service to their customers and bring their business to life through their expertise,
commitment, engagement and above all, their passion, their biggest asset

Challenging the status quo, anticipating future opportunities, continually looking for sustainable
improvements these are the ways in which NIC people set themselves apart. It is their commitment and
engagement that fuel the entrepreneurial spirit that you will find in all their operations

While the company sets the top-line business strategy and puts in place the processes and resources for
achieving them, they rely on the expertise and ingenuity of their people to bring the business to life.
Thanks to the dedication and effort of their employees and sales force, every day they make a difference
to the lives of many customers.

NIC is one of the company in Mauritius the employ a huge number of person in its Salesforce. It is
mainly due to the vision of the Head of sales, who personally believe in personal selling rather than any
other type of marketing. The table below shows how the Salesforce is scatter in different region
throughout Mauritius

Table 3.7 : NIC Salesforce

Position

Central

Northern

Southern

Eastern

Sales

Western

Others

Grand

Region

Region

Region

Region

Channel

Region

Sales Person

89

93

52

82

13

127

457

Sales

25

22

16

19

20

105

114

115

68

101

13

147

562

Total

Managers
Grand Total

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3.8 NIC Employee Engagement

NIC believes that successful employee engagement helps create a harmonious and productive
community at the workplace and not just a workforce. To engage one and all, NIC has put in place a
number of enabling structures and schemes to create one of the best working environments for its
employees and sales force:

Strong induction and orientation programme

Training and development programmme for all its staff

Regular technical/soft-skill updates

Online communications

Monthly updates on corporate goals and directions by the President & CEO and his top
executives

Regular employee opinion and satisfaction surveys

Reward Schemes & Structures

Team building activities/ Culture-building activities

Small team recreational activities

Social activities

Community outreach activities such as volunteering and fund-raising

Certification Programmes

Road Shows and Open Days with customers

Sales Competitions including Chairman Emeritus month of May, Black Cat, GIANT
Convention & Chairman Emeritus MUR 10m Reward

3.9 NIC Training and Talent Development

We recognize that their people need to be trained in the necessary skill sets to deliver their business
objectives. Therefore, their talent and development programme includes:

Training and development in both technical and soft skills that enable their employees to
engage and work effectively with clients and colleagues. Their training needs are reviewed
and updated annually to reflect current and emerging industry trends or emerging trends

Leadership development. At the more senior level, they have several leadership programmes
that help you build future leaders

Global Mobility. They believe employees want jobs that inspire them, so they strive to ensure
each employee has the opportunities and support he/she needs to fulfill his potential in a safe
and fair workplace where he/she is listened to and valued, and where diversity and equality
are respected. Their continued drive for an engaged and diverse workforce relies upon good

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development policies and people management. Their resourcing, succession, and

development opportunities at all levels of the business are aligned with NICs overall
strategies.

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3.10 NIC SWOT Analysis

Strengths

Always building close relationship with

customers
The Market Leader with more than 35% market
share in the life insurance sector
Largest salesforce in Mauritius, approx. above
500 sales persons
A range of new products had been launched
under General Insurance thus propelling
business growth
Market Expert in the field of insurance
Government guarantee in term of cash back on
maturity
Qualified, professional staff
Rich in tangible assets

Opportunities

Weaknesses
Operating in a high competitive market ,
especially after the BAI crisis Sales is
becoming more and difficult
Not uptodate with latest technology
High level of demotivation among staff
due to salary cut
Exerting preasure through discipline
maeaure and high level of control form
higher management
High level of staff and customer turnover

Threats

Rise in per capita Income in the new PRB

Rapid growth of technology causing a gap
Report thus increasing purchasing power
More and more multinationals players in
of public servents
the insurance sector are being granted
Mauritius is perceived as the gateway
trade licences
to Africa, this could be an Opportunity to
Aggressive marketing from our
do business overseas
competitors, expecially based on the
Well trained staff in the insurance
argument of BAI crisis
business is on of our major assets
Economic threat in term no increase in
With a more educated population in
salary of private company worker for
2016 there is an stronger demand in
more tha 7 years as at date
insurance product
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21

4.1 My Job Profile

I am a strong and inspirational leader who knows how to drive team members to greater
success. I have experience of scheduling, supervising, and motivating staff so that they achieve
maximum efficiency. I have a clear, logical mind with a practical approach to problem solving
and a drive to see things through to completion. I have a great eye for detail. I am eager to
learn, I enjoy overcoming challenges, and I have a genuine interest in People Management.

Experience
Talent Management

and Industrial Relations

Executive at BAI Mauritius (Recently named NIC)

September 2014 As at date

To establish and maintain a positive environment, continuously building up and promote

the company culture to support business goals; to develop policy, directs and coordinate
human resources activities; acting as the middle person between the sales Operations and
the Salesforce - This include to planning, preparing and conducting training sessions as
per the Sales Training Reference Manual to help equip salespersons and non-sales staff
with necessary skills and knowledge in sales

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Member of University of Technology Mauritius

Member of The Board of Governors
At University of Technology Mauritius
August 2010 - As at date
The board of directors is appointed to act on behalf of the shareholders to set grand
strategic goals and develop an overarching vision for the University. Being a member of
this board since 2010 my duties include:
Devising or approving strategic plans and major policies for the University of Technology
Overseeing the management and its development
Selecting, appointing, supporting and reviewing the performance of the chief executive
Approving annual budgets
Approving Memorandums of Understanding
Providing rigorous and accountable standards in various University operations
Promoting and ensuring equality of opportunity all aspects of university life

Human Resource Trainee

At Waste Water Management Authority
June 2014 - August 2014

To provide efficient administrative support for the HR Director and HR Manager, ensuring
service users are provided with key information on HR processes and procedures. To assist in
the processing of employees data by utilising the Human Resources Information System

Human Resource and Events Coordinator

At Magic Purple Events
June 2012 - February 2014

Responsible for the management and coordination of all activities including human
resource planning, the development and implementation of the marketing and public
relations plans geared toward relationships management with businesses, individuals and
organizations

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Administrative Clerk
At Synergy Sport and Wellness Institute
October 2011 - February 2012
Responsible for providing administrative and clerical services in order to ensure
effective and efficient administrative operations.

IT Officer
At Ocean CallCentre
November 2008 August 2009

Reports to the Senior Administrative Officer and provides hardware and software
maintenance, training and consultation, and recommendations about future planning and
development of resources

Universal customer service Agent

At Upstream Teleforma
November 2006 February 2007
Provides customer service support to the organization by obtaining, analysing and
verifying the accuracy of order information in a timely manner. Initiates and/or
implements corrective action as needed in order to ensure that an excellent standard of
service and a high level of customer satisfaction is maintained

Certifications
CompTIA A+ certification
At Harel Mallac Training Institute

Call Centre System Interactive Suite Back-office Level 2

At Bluephone Ltd

Certificate To Teach
At Private Secondary Schools Authority Licence EC/V/07/2016

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Volunteer Experience
President of University of Technology, Mauritius Student union
At University of Technology, Mauritius (2012 - 2013)

My Duties usually include working with students to solve problems,

informing school administration of ideas emanating from the student body, and managing the
Student Union in the capacity of Chief Executive Officer. Other responsibilities include:

Representing the student body on all national platforms

Act as facilitator between management and the students

Communicate regularly with all members of the Students

Representing the Student Union at open days and marketing events

Attending forums and contributing ideas and opinions regarding student welfare

To promote and encourage the student body to maintain a sustainable University

environment

Negotiating with Committees and Authorities, such as the parent Minister and other
relevant bodies, to bring better welfare for all students

Leader of Campus Students Movement

January 2010 As at date

Provides direction, instructions and guidance to a group of students, for the purpose of
achieving our goal among which was to develop winning strategy, to Communicate clear
instructions to our members. Monitoring of our team members, Manage the flow of day-

to-day operations. From 2010 to 2016 we have had 6 consecutive victories under my
leadership "such a feat had never been achieved before"

Skills & Expertise

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Education
Master's Degree, Managerial Psychology, 2016 2018
At University of Technology, Mauritius

Master's Degree, Communication and Public Relations, 2014 2016

At University of Technology, Mauritius

Bachelor of Science (BSc), Human Resource Management, 2009 2014, 2nd Class
1st Division Honours
At University of Technology, Mauritius

School Certificate and Higher School Certificate

At Mauritius College Boys, 2000 2009

High School, Exchange Programme

At Delhi Public School - Vasant Kunj,, 2008 - 2008

4.2 My Job Profile in relations Business Psychology

4.2.1 Job profile at NIC based on Business Psychological Perspective
As a human resources professionals, I deal with people in the workplace. In some cases, such
as making hiring recommendations, their work may overlap. In others, such as process
reengineering, they differ. Other differences include educational requirements and wages.
apply psychology principles to the workplace. Since psychology is the study of human
behaviour and mental processes, I use such skills to study workplace productivity, morale,
employee screening or organizational development. I usually work with a particular department
within the organization to conduct pre-employment testing, providing team-building activities
or executive coaching, or conducting climate and culture surveys. Among my duties, I am also
required to provide scientific research, reporting on people any other HR statistics to the Head

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of HR for the purpose of strategy development, the decision-making process or simply to

monitor and control our workforce

My job consists of providing oversight for functions such as recruiting, interviewing and hiring
new staff, and handling staff issues related to disputes, disciplinary procedures or employee
terminations. Also known as the organization's expert on legal issues such as equal employment
opportunity and sexual harassment, and is the link between senior executives and employees.
I also from time to time handle timekeeping analysis, other compensation and employee
benefits.
Even though we have high calibre professional in strategic position at NIC, I personally think
that we have failed to take advantage of available employee selection methods that could
improve the intellectual capital of their workforce and improve their bottom line results.
Although many research has been conducted on which employee selection methods are the
most effective, research on actual employee selection practices is limited, and research on who
uses which methods is rare. In this same area of though I think that my masters degree in
managerial psychology will be of great help. The Human resource management position is of
utmost importance to any organisation, yet to avoid wrong practice we usually employed a
psychologist. My question is what is more important the psychologist or the human resource
professional. I personally think a good answer to that question is to have both, or the best
answer could be to have both skills in the same person as such educated human resource
executive might be more aware of the more sophisticated employee selection for instance.

According to Lee (2002), undergraduate and graduate degrees in human resources are
becoming increasingly important to Human Resource (HR) careers, particularly as HR
professionals heed the call to step up to the boardroom table and become strategic partners of
companies. But many academic programs in social science suffer from confusion over what
should be taught. In South Africa, for instance, the ontological and epistemological dimensions
of Industrial Psychology have created so much confusion that some universities delegated this
field towards Human Resource Management (Watkins, 2001)

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4.2.2 Human resource function in relation to business psychology

Main Area

Role of

of

Business Psychology

Human Resource Focus

in the respective field

1. Psychologist study and suggests
qualifications that a particular type of person
must possess.

SELECTION

2. It analyses various elements involved in a

particular type of work.
3. It also comes up with an ideal person profile
that the organization is looking for.
1. Psychologist design and deliver training
courses.

2.Scientific human learning theories are made

TRAINING

handy to allow good learning to take place

3.Training principles are being used based of

psychological perspective
1. Determines best career for a person by
analysing his characters.
2. It suggests best ways to attain them in
CAREER DEVELOPMENT

future.
3. It also suggests ways to shine in the present
career by observing the qualities of the job.

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1. Psychologist suggest many methods for

performance appraisal.
2. Determines the errors that may happen.
3. suggesting ways to overcome these errors:
PERFORMANCE MANAGEMENT

a. providing evaluators with proper training.

b. arranging the evaluative format to
minimize errors.
4. Suggests best rating procedures.
1. Understanding the needs of the employees.
2. Understanding the problem from their point
of view.

DIAGNOSE ROOT CAUSE OF PROBLEMS

3. Helps in creating a feeling of ownership

among employees.
4. Helps in creating a high morale among
employees.
1. Designing standard interview methods.
2. Helps the HRs to determine the characters

INTERVIEW

from their behaviour during interview.

3. To frame suitable questions for various
stages of interview.
The psychology has given six main methods:
1. Questionnaire.
2. Activity method.

JOB ANALYSIS

3. Individual psychographic.
4. Time and motion study.
5. Skill analysis.
6. Job psychograph.

MOTIVATION

1. Helps HR to motivate individually by

analyzing everyone's characters.
2. Helps in designing motivation programmes.

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3. Helps in training the executives to give

proper motivation to their employees.

The techniques developed by psychologist are:

1. Cultivate problem solving.
MINIMISING ORGANIZATIONAL
STRESS

2. Avoid stressful situation.

3. Confront it.
4. Increase physical activity.
5. Find relaxing alternatives.

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5.1 Self-SWOT analysis

Strengths

Strong leadership skills

Highly creative
Capacity to handle people issues
Capacity to analyse a situation from a
holistic perspective
Got various skills like IT advance skills, HR
Skills and Management skills
Got high energy and unique joie de vivre
High listening skills
Highly extrovert and proactive
Always promoting a culture of fairness
Good at Strategic planning

Opportunities

Weaknesses

Difficulty in accepting criticism

High Ego
Is usually impulsivity in certain uncomfortable
situation
Overestimate may capacity to handle high
traffic of activities in personal life
I am undoubtedly a born debater
Sometime very moody
I firmly believe in an eye for an eye and tooth
for a tooth
Involved in too many activities and sometime
lose track of utmost task

Threats

Is not valued at work, thus creating a high

Doing my second masters degree will
level of demotivation and also impacting
surely open new doors
on my personal life
Recently got my licence to teach, surely the
Has a overloaded daily agenda with lots of
must be some advert in recpect to partime
activities
teacher, i believe in sharing of knowledge
Does not remember the last time I
Business Phychology will allow me to see
enjoyed myself
things form a different perspective
Due to my company unfavorable economic
Have a very rich network of high calibers,
climate, there will surely be a massive
professionals and VIPs
downsizing. Starting form the last joining
Recently got the proposal to join a political
the company and I have had only 2 years
party
Business Psychology in your workplace
at BAI
31

6.1 Anticipated changes at NIC with Business Psychology

Form what I am learning in the module of business psychology I would do my level best to applied
same in my work context. Some of the major changes that I personally think would be of great help
to the company to address workplace needs are as follows:

6.1.1 Inculcating a scientific approach to Personnel recruitment and selection

To work with other HR specialists and generalist at NIC to design a scientific recruitment
processes and personnel selection systems. Personnel selection which is the systematic process
of hiring and promoting personnel on evidence-based practices to determine the most qualified
candidates will involve both new hires and individuals. Common selection tools include ability
tests (e.g., cognitive, physical, or psychomotor), knowledge tests, personality tests, structured
interviews, the systematic collection of biographical data, and work samples would be of great
help

6.1.2 Proper evaluation of performance appraisal / evaluation

NIC considers Performance appraisal or performance evaluation as a process of measuring an
individual's work behaviours and outcomes against the expectations of the job. Performance
appraisal is frequently used in promotion and compensation decisions, to help design and
validate personnel selection procedures, and for performance management. Performance
management shall be the process of providing performance feedback relative to expectations
and improvement information (e.g., coaching, mentoring). As a managerial psychologist I
would typically use information from the job analysis to determine a job's performance
dimensions, and then construct a rating scale to describe each level of performance for the job.
Proper instructions would be given to the person responsible for training organizational
personnel how to use the performance appraisal instrument, including ways to minimize bias
when using the rating scale, and how to provide effective performance feedback. Additionally,
I might consult with the organization on ways to use the performance appraisal information for
broader performance management initiatives.

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6.1.3 Introduction of individual assessment such as psychometric test

Individual assessment involves the measurement of individual differences. I would suggest to
the Head of HR to perform individual assessments in order to evaluate differences among
candidates for employment as well as differences among employees. The constructs measured
pertain to job performance. With candidates for employment, individual assessment is often
part of the personnel selection process. These assessments would include written tests, physical
tests, psychomotor tests, personality tests, work samples, and assessment centers.

6.1.4 Institutionalised a fair compensation and benefits system

Compensation includes wages or salary, bonuses, pension/retirement contributions, and
perquisites that can be converted to cash or replace living expenses. I might ask to conduct a
job evaluation for the purpose of determining compensation levels and ranges. And also serve
as expert witnesses in pay discrimination cases when disparities in pay for similar work are
alleged.

6.1.5 Scientific approach to the evaluation of training offered and its evaluation
Most people hired for a job are not already versed in all the tasks required to perform the job
effectively. I as a managerial psychologist, would employ a job analysis in concert with
principles of instructional design to create an effective training program. The training program
is likely to include a summative evaluation at its conclusion in order to ensure that trainees
have met the training objectives and can perform the target work tasks at an accepta ble level.
Training programs should also include formative evaluations to assess the impact of the
training as the training proceeds. Formative evaluations can be used to locate problems in
training procedures and make corrective adjustments in the while the training is ongoing.

6.1.6 Increase motivation at NIC

Motivation is a positive drive that forces a person to reach the goal. At NIC the manager or
supervisor has to know the needs or drive of individual and motivate according to it. It should
be like, when an employee is doing good job or production is increased by him, he must be
rewarded with respect to his needs.

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7.1 Conclusion
Today in the world, global competition is the basic element to define firms strategies as a
result industrial economy has been experienced to pass toward to knowledge economy. Human
resource management department has fundamental role for personnel recruiting, orientation
and performance appraisal and so on. Human resource management issues to be addressed at
the highest level in the organization and management of strategic decisions are required. As a
result, many organizations have implemented high-performance work systems (HPWS), which
are HR programs closely linked to the goals and culture of the organization that are designed
to develop employee skills and organizational commitment in order to create a self-sustaining
competitive advantage. Experience increased profits, improved performance, happier
customers, better service, more engaged staff, clearer human-resource objectives. All can be
achieved through applying business psychology expertise, underpinned by rigorous research
evidence.

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8.1 References
Clear Point Strategy (2013) How Positive Psychology Improves the Workplace, Available
at:https://www.clearpointstrategy.com/positive-psychology-improves-workplace2/(Accessed: 01th May 2016).
Division of Occupational Psychology (2010) Applying the science of psychology to
work,Available at: https://www.bps.org.uk/system/files/userfiles/Division%20of%20Occupational%20Psychology/public/rep94_dpx.pdf (Accessed:
01th May 2016).
European journal of psychology (2008) The Role of Psychology in Human Resources
Management, Available at: http://ejop.psychopen.eu/article/view/438/html (Accessed:
01th May 2016)
Froman, L. (2010). Positive Psychology in the Workplace. Journal of Adult Development,
17 (2), 59-69.
Gilbreth L. M. (2005) The Psychology of Management; The Function of the Mind in
Determining, Teaching and Installing Methods of Least Waste, pp. 1-21
Gradschools.com (2015) The Role of Psychology in the Workplace, Available
at:http://www.gradschools.com/masters/psychology/organizationalpsychology/workplace-psychology (Accessed: 01th May 2016).
Lee, K. (2005) RETHINKING UNDERGRADUATE CURRICULA: A DELPHI STUDY OF HUMAN
RESOURCE MANAGEMENT AND INDUSTRIAL & ORGANISATIONAL PSYCHOLOGY, Available
at: http://www.benefitnews.com/career/detail.cfm?id=3683 (Accessed: 22th April 2016).
Psychcentral (2016) Ways Positive Psychology Can Improve the Workplace, Available
at: http://blogs.psychcentral.com/positive-psychology/2011/11/5-ways-positivepsychology-can-improve-the-workplace/ (Accessed: 01th May 2016).
Seyidov S.I. (2000) Psychology of Management, Baku: Chashioglu, pp.12-50
Watkins, M.L. (2001). Industrial Psychology: An identity crisis and future direction. Journal
of Industrial Psychology, 27, 8-13.

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