HR PAGES

  REDUNDANCY There are various seasons in the lifetime of every business entity, great times bring growth and expansion and tough times are managed with various strategies so the business can avoid the darkest threats of closing up and one of these measures is to reduce the size of the employees through a well thought out plan. In human resource management, redundancy refers to the process of terminating employees from their employment due to various business reasons, such as poor economic conditions, job categories becoming unnecessary, lack of projects or funds, relocation of business, or discontinuance of business operations. Redundancies can be either voluntary, where employees choose to leave when offered the option, or compulsory, where the company selects employees to be made redundant, often using techniques like "Last in First Out (LIFO)" to determine who is affected. Here are a few areas to consider as a business leader or a Human Resource practitioner as far ...

  WORKFORCE PLANNING Workforce planning aims to maintain operational efficiency, productivity, and employee well-being in the face of disruptions, challenges, or emergencies to keep employees in good spirits for consistency in their productivity. It is the responsibility of the employer or the HR manager to build and maintain a consistent workflow through various HR duties such as hiring, training, and managing talents. The human resource is the most important among all the other factors of production because the workforce largely determines a thriving business. The gathering of every other factor of production without the worker comes to nothing and so the human resources of any firm need to be taken very seriously at the decision-making table. Effective workforce planning checks the attrition rate. In essence, the activities of recruitment, training, and talent management among others are carried out in the light of creating a work environment that fosters a harmonious work...

  DEFINITION An employment contract is a legally binding agreement between an employer and all who have been engaged by the former to perform some work for a determined compensation. It spells out the terms and conditions of the working relationship between the two main parties including the rights and responsibilities of each. It serves as a reference of the engagement from the very start of the working relationship till it is discharged or any of the parties decides to terminate it with reference to the terms of the agreement. Employment Contracts could be done written or verbal.   TYPES OF EMPLOYMENT CONTRACTS (WRITTEN & VERBAL) Dependent on the type of job, employers may want to engage employees in a written or a verbal contract. Written contracts are often characterized by formal and long-term jobs of a particular caliber. Verbal contracts are typically for informal jobs and are for short term periods. Verbal contracts are also known as handshake contracts. Mo...

DEFINITION Any effort by stakeholders through planning and execution to provide a business entity with the right persons defined by their set of skills for a job role; either existing or new, at the right time to drive forward the mission of the business can be defined as staffing, recruitment and selection, hiring, personnel management or talent management. This all-important responsibility is often and in many cases the role of the Human Resource Manager but in recent modern businesses it is a strategic management responsibility though the HR head leads it. Though simple a task, it requires a great deal of precision. It involves recognizing the need of an employee for a role (existing or new) at the right time, scouting for the right fit, and getting(transitioning) the person into the role smoothly (effortlessly) for the smooth running of the business.   STAFF NEED ANALYSIS Some recruitments are needless others are engaged but on the wrong terms, and a few are successful...

“There is pressure at work to deliver to reach my assigned target in a very competitive industry and I struggle with my domestic responsibilities because I always have to wake up as early as 4:30 am to beat the traffic jam and get to work earlier than my immediate supervisor and close after 6:30 pm when my boss has nothing for me to finish for him. So, my work and social life is not balanced. I cannot manage both domains because the time for social life is limited. My very young children do not even get to see me when I leave for work in the morning and upon my return, the best contact I have with them is to carry them to their beds and say the bedtime prayer because that’s the remaining job my young wife leaves for me as my way to bond with the kids. On weekends my boss does not engage me, I have to get about my side hustle to make up for the rest of the bills and this is after my weekend lectures. There is nothing like daddy is home, unless he is sick or just about to go out”, A 38- ...