Category: HR
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HOW TO OVERCOME CAREER PLATEAU AND ITS’ EFFECTS
Based on an earlier article on the meaning, causes, and implications of career plateau on employee’s motivation and organization success, it can be rightly inferred that career plateau is one of the regular phenomena in an employment circle. No matter how skilled and experienced an employee is he or she will come to the point […]
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EFFECTS OF CAREER PLATEAU ON EMPLOYEE MOTIVATION AND PERFORMANCE
The driver for organization effectiveness is contained in actions aimed at positively-directing and guided motivation of the employees towards the organization’s interests and objectives. It has been proven that appropriate rewards, recognition, promotion, and incentives are factors that are proportional to employee’s performance and organizational success. Many researched work by HR professionals, organizations theorists and […]
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CAREER PLATEAU: IMPLICATIONS ON PRODUCTIVITY, EMPLOYEES MOTIVATION AND BUSINESS GROWTH
Career Plateau: Fundamentally, the relationship between the organization and the employees is that of a mutually beneficial one built on the fulcrum of the rendering of labor (ability, skills, and knowledge) in exchange for wages and other non-financial compensation or benefits calculated in productive terms or as services rendered to the organization. It is expected […]
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THE ROLE OF HR IN STEERING CORPORATE SOCIAL RESPONSIBILITY FOR CORPORATE PEACE AND PROSPERITY
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HOW HR CAN GIVE DIRECTION TO AN ORGANIZATION’S CORPORATE SOCIAL RESPONSIBILITY
The strategic nature of CSR requires its infusion into every aspect of the organization core activity and HR would be required to play a leading role in the determination and in giving direction for CSR initiatives to ensure organization peace, prosperity, and impact to its community. This was further stressed by Porter and Kramer (2006) […]
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THE BENEFITS OF CORPORATE SOCIAL RESPONSIBILITY TO BUSINESS SURVIVAL AND SUSTAINABILITY
Business activities and operations are done within the context of an environment, business environment, therefore, is made up of stakeholders such as producers of a business primary raw materials, vendors/ suppliers, investors/shareholders, government/regulatory bodies, host community and adjoining communities in which business activity takes place, employees/management, and the product end-users or consumers. The extent to […]
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STEPS IN PROGRESSIVE EMPLOYEE DISCIPLINARY MEASURE
COUNSELING AND ADVISORY METHOD Change in orientation or behavioral pattern could take time to achieve in human beings, hence, with regard to workplace discipline, it has been advocated that for an offense of the first instance it is better to call the attention of the staff and counsel him or her. It should be noted […]
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NIGERIAN LAWS : GAMBLING AND THE RIGHT OF EMPLOYEES AT WORKPLACE
Institutionalized gambling was one of the relics of colonial rules in Nigeria; however, gambling has been with us going back into history when lots were cast to decide on the outcome of an event. The Legal attempt to regulate gambling in Nigeria can be traced to 1964 when the Casino Licensing Act was enacted. Thereafter […]
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HR AND NON-COMPETE CLAUSES: THE BURDEN OF ENFORCEABILITY.
It is important to state here that many countries prohibit what can be termed as an act of unreasonable restraint and will only grant approval in limited circumstances to protect trade secrets or inventions. In Aprofim Engineering Nigeria Limited v Bigouret & Anor (2015) and in the case of Andreas. I. Koumolis v Leventis Motors […]
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IMPLICATIONS OF WORKPLACE GAMBLING
It has been well documented that anything that causes an employee distraction would negatively impact performances and the quality of their work. According to the New York Times, in reference to a UC Irvine study, it was reported that a worker gets interrupted every 11 minutes on the job. Adding such deliberate off duties distraction […]
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HOW TO ALIGN HR PROCESSES AND PROCEDURES WITH GDPR
HOW TO ALIGN HR PROCESSES AND PROCEDURES WITH GDPR IS GDPR APPLICABLE IN NIGERIA? Strictly speaking, GDPR is NOT APPLICABLE TO NIGERIA since Nigeria is OUTSIDE the EU economic area and she is NOT A MEMBER OF EU. However, it is instructive to note that because of globalization and social media borderless transactions most countries […]
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GENERAL DATA PROTECTION REGULATION (GDPR) IMPLICATIONS FOR HR PROCEDURES AND PRACTICES
The collection, storage, harvesting and usage of Personally Identifiable Information or data for gain without the knowledge and authorization of their owners have become a thorny issue since March 2018 for Facebook and its Co-founder Mark Zuckerberg. The discovery that over 87 million of data were secretly mined and sold to politicians with the intention […]
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GARDEN LEAVE AND EMPLOYEE BENEFITS IN NON-COMPETITION RESTRICTIVE COVENANTS
One key element of the employment contract is the importance of CONSIDERATION which provides that parties to a contract must enjoy some benefits, rights or interests in a mutually beneficial manner as a direct consequence performing some actions, or in carrying out specific responsibility or assignment. It has been noted, however, that consideration can be […]
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BENEFITS OF RESTRICTIVE CLAUSES IN EMPLOYMENT AGREEMENT
Business model, inventions, strategic approach to meeting customers demands and the overall value generation ability of an organization form what is called unique selling proposition (USP) and without mincing words, it cost money, intelligent reasoning, time and efforts to develop these hence the need for total protection because these are what makes a business stand […]
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THE IMPACT OF ARTIFICIAL INTELLIGENCE (AI) ON HUMAN RESOURCE MANAGEMENT
It is important to note that artificial intelligence is not a competitor but a technological enabler that will support business and customer service experiences in such a way that services are better delivered and HR services are done with speed and accuracy. Supporting this assertion is Diana Wong, a senior V.P of HR at Capital […]
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GUIDELINE AND PROCEDURE IN EMPLOYEE DISCIPLINE
Nigerian Labour Act and Staff Discipline Employee discipline resulting in termination or summary dismissal can be knotty and could cause employer huge legal losses and sometimes reputation in terms of public perception of the business. However, if done properly staff or employee discipline is justifiable and could be seen as an appropriate measure in maintaining […]
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THE IMPACT OF AN UNREGULATED OVERTIME WORK
Effects of unregulated overtime work Overtime must be regulated and treated within the ambit of the law. A carelessly managed overtime work could lead to negative consequences for the organization as well as the individual workers. Some of the effects of a badly managed overtime system are: 1. Increased overhead cost and payout The benefits […]
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COMPUTATION OF OVERTIME AND MODE OF PAYMENT
Overtime Computation Having established the legitimacy of overtime work, the next question is how is overtime payment determined? It is important to states that the Labour Act does not prescribe the criteria for payment other than the statement that any time worked in excess of the normal working hour should constitute overtime. Also, citing Section […]
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ADVANTAGES AND DISADVANTAGES OF WORKPLACE RELATIONSHIPS AND ROMANCE
As an employer of labor and HR practitioner, I have witnessed co-workers get married and are happily together thereafter. I have seen individuals whom I never thought were in any relationships whatsoever, sent me an invitation to attend their wedding ceremonies. With this background, I will like to address some of the advantages of workplace […]
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WHAT YOU SHOULD KNOW AND DO BEFORE YOU CHANGE YOUR JOB
Before the leap Losing ones job carries a lot of psychological and emotional trauma, it has both economic and sometimes mental implications, hence, the advice that you look before you leap. I have seen individuals that are promised fantastic offer that later turns out unrealistic not because of the deliberate act of the offerer or […]