Showing posts from 2009


Improving employee morale has over the years been one of the major challenges of employers and management of firms. When the morale of employees is high, productivity and attitude to work improves, but if their morale is low, the reverse becomes the case.

There has been a lot written in the past about how to improve the morale of people in the workplace. It involves making people feel valued for their contributions, being there to listen to them, and making sure that they get the support they need to carry out their duties.

However, sometimes what is overlooked is that low staff morale is often a build- up of lots of little issues that, as they accumulate, cause morale to drop because they have been ignored in the past. It may be as a result of the way approvals are delayed, no water always in the dispenser; employee contributions are not considered or valued, etc.

Working on the morale of staff is the duty of everybody who has a supervisory role – from the Team Leaders to the CEO. Pa…


Any time people talk about their careers, familiar expressions like ;

“My career goals”, “Career path”, “Career development”, “Career direction” etc usually come to mind. These expressions have one reasoning in common “the concept that a career is something that has an entity or existence of its own, that it’s something out there, a place or a destination or a means to reach a better place”.

If we think of a career in these terms, there are a number of hazards and influences that can throw a career off course. Career goals may conflict or be frustrated by other kinds of goals such as the demands of a busy family, academic pursuit or social life. The career path may have to wind its way through other tempting highways and byways. Career development may be stunted by a particular work environment that is hostile to its growth. A career direction may turn into a dead end if a new technology emerges.

Any one of these events can turn into a career threatening influence. And when they do, w…


Interview sessions are always very stressful and full of tension. It does not matter how many years working experiences you have or the number of interview sessions you have attended in the past. The simple truth is that no matter the number of interviews you have attended in the past, two interviews can never be the same. You meet different types of interviews at every interview. Some interviewers are naturally friendly and give you lead to answers to their questions and check out how you manage them, but others are unfriendly and harsh and put you under pressure even when you feel you are well prepared for the interview. The worst thing that can happen to an interviewee is when he is not prepared for an interview or when he does not know anything about the company he wants to work with or still when he does not even know the position he is about to be interviewed for. You may see this as strange but as an interviewer, we see these things happen every time. Before you go for any inte…


The most important job of a Human Resources person is the selection and hiring/recruitment of employees. It cannot be faulted that the success of any firm depends on the quality of human resources or talents in that firm. This is why it is very important for any human resources expert to be very sure of hiring the right staff without compromising anything from the onset. The questions behind your mind while sourcing for talents should be can these staff deliver? What are their strengths? Can they fit into the corporate goal and objectives of the firm? What are their competencies? Can they be trained? Can they pursue the vision of the firm? What values are they bringing into the organization? Are they coming to use our firm as a learning ground and move on with their career somewhere else? Can we count on them to fit into the succession plan of the company? Etc. Answers to these questions and more are why selection and recruitment seems to be an onerous task. It cannot be argued that m…


Performance management, Performance review or performance appraisal as used by different establishments are all talking about the same thing, it has to do with aligning the human resources with the corporate goals of the firm, evaluate their performances and recommend commensurate rewards. It involves skill planning, skill development, and maintaining a good pay for performance culture in an organization.

Over the years, effective performance management has been proven to improve employee loyalty, morale and general productivity. Due mainly to the highly competitive business environment today, there is the need for firms to boost the morale and loyalty of their employees in order to stand the heat of competition. Because of the high cost of selection, recruitment, training and developing new employees, it is imperative for firms to motivate and retain their high performing employees. What am I saying in essence as a Human resources expert, you are to have in place a good performance …


Job description is an essential part of every job in every organized working environment. Writing and compiling job descriptions is another very important job of a Human Resources person in an organization. It is very important because it covers details of the day-to-day duties expected from each employee in all departments of a given firm. While writing job descriptions for each position, it should cover such areas as skills, tasks, functions and general responsibilities to be carried out by employees of that department.

A typical job description should cover and clearly state the following;

The title of the position

The department under which the position is

The duties/tasks/functions/responsibilities expected of the occupant of that position

Educational qualifications needed for the position

Experiences needed

General and particular skills needed

Membership of Professional bodies required

The reporting format (who reports to who, in what order)

Before a complete job descript…


Discipline is a most for every organization that wants to move forward. It is very essential for the smooth running of any firm. It is also very important for peace and harmony in an organization. Peace between employees, customers and clients. It is always necessary for discipline to be instilled in employees to get the best out of your workforce. Before I go on with why we should have discipline and disciplinary actions incase of defaulters, its right to find out what discipline is. Discipline can be seen or defined as a force that prompts individuals, organizations, nation etc to observe rules and regulations stipulated which are deemed necessary for the effective and efficient running of the group, organization or nation. In this article discipline in firms can be seen as an orderly conduct by employees of an organization to adhere to the rules and regulations as well as policies guiding the activities and running of the organization.

How can one instill discipline in organization…


Contract of employment like every other contract is an agreement between and employer and an employee which describes and states the condition of employment. It is always advisable for one to be sure of what the contract states before signing and accepting the contract as once signed it is binding on both parties. A well prepared contract of employment is a statement of the capacity in which the employee is employed, it covers and shows the name of the job, pay, allowances, hours of work, holidays, leave, pension arrangements, and should refer to the relevant company laws and policies as is applicable to the employee.

In a more refined way, a contract of employment is defined as an employment agreement voluntarily entered into by the employer and employee which stipulates and defines the conditions of employment. Most contracts of employment are in written form which makes it applicable and governed to the general law of contract. This then means that every contract of employment shou…


Great firms and entrepreneurs always plan for the future of their businesses today. There is one popular Ibo saying that says, “Nothing stays forever”. Check out all the successful businesses in the world today, the secret of their success stories will not be far from good leadership and governance. The question then is what happens to these businesses when these good leaders are no more? The truth is that one day, somehow they will leave these businesses. That very agile and hardworking Director today will someday grow old, weak and retire. On the other hand, death they say is a necessary and an inevitable end, which must come when it must. We are also faced with that same question, “what happens to these companies when these good, vibrant, successful and hardworking Directors, Managers, Supervisors and Officers are no more active or in the system? This brings us to issue of Succession Planning. I have said it before in one of my blogs that he who fails to plan is planning to fail.



The human resources department is one of the most important departments in an organization. Almost all the activities of an organization revolve around the HR department. A Human resource professional must perform a lot of functions and roles in an organization towards the actualization of the corporate goals and objectives of the firm in a way to drive the organization’s vision and mission.

The core roles of a human resources person are grouped into four broad roles that must be carried out professionally. The Human resources professional must be all of these;





As a strategic partner, the HR professional must be able to partner with the organization in developing plans that will align the human resources of the firm with the long term corporate goals and vision of the firm. He should be able to contribute to business strategy development by aligning HR jobs with strategic goals. He sho…


The labour market is growing everyday. A lot of graduates are pushed out every year into the labour market while little or no effort is made to create more jobs to absorb these job seekers. There is also intense competition to grab and retain the available offers employers are willing and able to give out. There is then the need for every employee to work hard in order to be relevant and competitive in the workplace. Once an employee is seen as relevant in his firm, he has a good chance to grow in the company and attain the highest possible position that will be open for him. In the global economy today a lot of downsizing and layoffs are going on in companies. Despite the level of the economic downturn, employees who are relevant in their firms will not be affected. There is need for every employee to develop himself to a level that despite what is going on in the economy, it will be almost impossible for them to be dispensable.

How then can one develop himself in order to be releva…