About Us
About Us
Satisfying clients’ needs
We offer a unique, tailor-made solution to organisational processes. Our profound understanding of the impact of issues raised and identified as needing redress in the Terms of Reference as well as the understanding of the unique position of the client, and the need to ensure cost-effective practices that provide value for money from the onset, has allowed us to develop results-oriented solutions that are affordable, easy to implement, and incorporate knowledge and skills transfer components.
M.B.B. (PVT) LTD
M.B.B. TRAINING & DEVELOPMENT (PVT) LTD
M.B.B. RECRUITMENT SERVICES
M.B.B. HOLDINGS (PVT) LTD
42
YEARS
EXPERIENCE
WORKING
The corporate experience, aptitude and capacity MBB has built over the 40 years in which we have brought strategic management capacity building to our clients, continues to be an example of our ability to regenerate and reposition our clients. The journey to the pinnacle of corporate success is easier traveled with MBB as your partner.
M.B.B. Holdings (Pvt) Ltd is the premier organisational Development and Human Resources consultancy firm of excellence. M.B.B. Holdings has successfully satisfied clients’ needs in specific and clearly defined ways since its establishment in 1982. M.B.B. Training and Development (Pvt) Ltd, the operating company of M.B.B Holdings, was registered in 1977.
We provide Organisational Development Consultancy integrated with Human Consultancy Services by applying best practice solutions to organizations. We are client driven and we have earned a reputation for results and proved our value to clients. We have grown from a two-man business to a regional powerhouse with specialist consultants able and ready to deliver solutions across the region and throughout the world.
We have created corporate value for State, Private and International organizations, enabling and equipping them to meet modern-day Organizational development and Strategic business challenges and ensuring the successful implementation and completion of organisation development projects.
To be the top change agents adding value to organisations across the globe
To deliver cutting edge solutions to clients, through building organizations and growing its people.
M.B.B. is PIED meaning - Professional, Integrity and Ethics and Defensible solutions.
M.B.B. has proved its value to our clients since 1982.
It has earned a reputation for results.
Owes its growth and effectiveness to its highly motivated and trained team of professionals.
Commitment to quality and clients’ satisfaction is a priority.
Continuos improvement and research methodologies and regular upgrades.
Vision
Mission
Values
M.B.B. Commitment to Quality since 1982
The pillars below capture the essence of the organisation development work that M.B.B undertakes. The five business lines are not siloed, they are highly interconnected.
M.B.B
5 BUSINESS LINES/ PILLARS OF ORGANISATION DEVELOPMENT
M.B.B
5 BUSINESS LINES/ PILLARS OF ORGANISATION DEVELOPMENT
STRATEGIC CHANGE TRANSFORMATION
ORGANISATION DESIGN & EFFECTIVENESS
LEADERSHIP & TEAM DEVELOPMENT
CULTURE & ENGAGEMENT
DIAGNOSIS AND DATA-DRIVEN DECISION MAKING
PILLAR
ACTIVITIES
-
Leading major change initiatives: Merges and acquisitions, restructuring, or new market entry.
-
Aligning culture with strategy: Ensuring the organisation’s values, behaviours, and norms support its long-term goals.
-
Visioning and strategic planning: Facilitating processes to define the organisation’s future state and the roadmap to get there.
1. Strategic Change and Transformation:
This is the big picture. Helping organisations to adapt and thrive in a changing environment. It’s not just about managing a single project; but also leading the entire system through a significant shift.
-
Restructuring: Redesigning departments, reporting lines, and roles to improve efficiency and clarity.
-
Workflow and process improvement. Using methods like lean or Six Sigma to streamline operations and reduce waste.
-
Job design and job evaluation: Ensuring roles are meaningful, well-defined, and fairly compensated (as we discussed).
3. Leadership and Team Development
This is all about the people, but specifically focusing on those who lead and the teams they lead. An organisation is only as strong as its leaders and its ability to work collaboratively.
This pillar focuses on the structure and process of the organisation. It’s about ensuring the company is set up in the most efficient and effective way to achieve its objectives.
2. Organisational Design and Effectiveness
-
Leadership coaching and development: Enhancing the skills of leaders at all levels in areas like communicatio, emotional intelligence, and change leadership.
-
Team buiding and facilitation: Improving communication, collaboration, and conflict resolution within teams.
-
Sucession planning and talent management: Building a pipeline of future leaders to ensure the organisation’s continuity.
4. Culture and Engagement
This business line is about the ‘human side’ of the organisation. It focuses on the employee experience and creating a positive, productive, and healthy work environment.
5. Diagnosis and Data-Driven Decision Making
This is the scientific and analytical backbone of all OD work. An OD practitioner doesn’t just guess what’s wrong: they use data to diagnose.
-
Employee engagement initiatives: Designing and implementing programs to boost morale, motivation, and commitment.
-
Diversity, Equity, and Inclusion (DEI): Creating a culture where all employees feel valued and have an equal opportunity to succeed.
-
Fostering a positive work climate: Promoting trust, open communication, and psychological safety.
-
Data collection and analysis: Conducting surveys, interviews, and focus groups to gather information about the organisation’s health.
-
Organisational assessment and audits: Using frameworks and tools to diagnose systemic issues.
The four main pillars of HR Consultancy wing capture the core functions and strategic areas which complement the organisation development business lines.
Talent Acquisition & Recruitment
HUMAN RESOURCES PILLARS
HUMAN RESOURCES PILLARS
Compensation, Benefits, and Perfomance Management
Employee Relations and Legal Compliance
Learning, Development, and Organisational Effectiveness
PILLAR
ACTIVITIES
-
Onboarding: Designing and implementing a smooth and effective process for integrating new hires into the company culture and helping them become productive quickly.
-
Succession Planning: Identifying and developing high-potential employees to fill critical future leadership roles, ensuring continuity and smooth transitions.
Attracting, selecting and hiring the right people for the organisation. Building a strong workforce to meet current future business needs.
1. Talent Acquisition and Recruitment
-
Compensation Strategy: Designing and implementing competitive pay structures, salary bands, and incentive programs (e.g. bonuses, commissions) to attract and retain talent.
-
Benefits Administration: Advising on and managing employee benefits packages, including health insurance, retirement plans, paid time off, and wellness programs.
-
Perfomance Appraisal Systems: Developing and implementing perfomance review processes, setting clear perfomance goals (e.g. using frameworks like KPIs), and providing constructive feedback.
-
Reward and Recognition Programs: Creating both financial and non-financial recognition programs to acknowledge and reward employee contributions and achievements.
-
Job Analysis and Classification: Evaluating job roles to determine their value and establish a fair pay structure.
3. Employee Relations and Legal Compliance
Managing the relationship between the employer and employees, ensuring a positive and fair work environment, and adhering to all relevant labour laws and regulations.
2. Compensation, Benefits and Perfomance Management
Establishing systems that reward employees, fairly, motivate high perfomance, and align individual goals with organisational objectives.
-
Policy and Procedure Development: Creating, updating, and communicating HR policies and employee handbooks (e.g. on leave, conduct, remote work etc.).
-
Conflict Resolution: Mediating and resolving employee disputes, grievances, and disciplinary issues in a fair and consistent manner.
-
Legal and Regulatory Compliance: Ensuring the organisation complies with labour laws, equal employment opportunity regulations, and health and safety standards. This is especially crucial in a country like Zimbabwe where labour laws are specific.
-
Employee Communication: Developing strategies for effective communication between management and employees, fostering transparency and trust.
-
Investigations: Conducting important investigations into workplace complaints, such as harassment, discrimination, or misconduct.
4. Learning, Development, and Organisational Effectiveness
Investing in the growth of employees and the organisation as a whole to build skills improve performance, and drive strategic change. This is where HR consultancy often develops with Organisational Development (OD) consultancy.
-
Training Needs Analysis: Assessing the skills and knowledge gaps within the workforce and identifying training needs.
-
Training Program Design and Delivery: Developing and delivering training programs on a wide range of topics from technical skills to leadership development.
-
Career Development and Progression: Creating career paths and providing opportunities for employees to grow professionally within the organisation.
-
Leadership and Management Training: Coaching and developing leaders and managers to improve their skills in areas like communication, team building, and perfomance coaching.
-
Organisational Design and Change Management: Assisting with restructuring, cultural transformation and other significant changes within the organisation often in collaboration with OD consultants.