HR PAGES

    Employee induction, often referred to as onboarding, is the process of integrating new hires into an organization. It is a program that when effectively designed, equips them with the knowledge, skills, and tools needed to succeed in their roles. A well-designed induction program is critical for ensuring employee productivity and long-term organizational success. Conversely, a poorly structured onboarding process can hinder employees' ability to adapt and perform effectively, impacting the overall efficiency of the business. Organizations often adopt general induction programs for all new hires, regardless of their roles. While this approach may be convenient, it can fail to address the specific needs of employees, resulting in inefficiencies and additional costs to address gaps post-induction. A more strategic and tailored onboarding process can significantly improve outcomes. Phases of an Effective Induction Program A successful induction program can be divided i...

  Continuing from our previous work on factors that shape resourcing and talent strategies, we want to discuss the steps to build and make effective an already existing but dysfunctional strategy. Building and maintaining an effective talent strategy is essential for organizations aiming to achieve long-term success and growth. A well-crafted strategy ensures that the right talent is identified, attracted, developed, and retained to meet organizational goals. This article will explore both how to build a strong talent strategy from the ground up and how to improve an ineffective one. By following a structured, adaptable approach, organizations can create a talent pipeline that supports sustainable growth and maintains a competitive edge in an ever-evolving marketplace. Building an Effective Strategy Building a talent strategy can be simplified into a clear, step-by-step approach focused on understanding the organization's needs and aligning talent efforts accordingly. The fir...

  An organization’s resource and talent strategy refer to the detailed approach by which the firm acquires, develops and retains the appropriate talent to achieve the firm’s ultimate goals and objectives . This strategy is influenced by internal and external factors of the organization’s operations. An effective talent strategy is vital to an organization as it ensures the alignment of its workforce with business objectives, driving both short-term performance and long-term growth. Organizations can build a competitive advantage in an ever-evolving market by strategically identifying, attracting, developing, and retaining the right talent. It fosters innovation, enhances productivity, and cultivates a resilient workforce capable of adapting to change. A robust talent strategy also supports employee engagement and satisfaction, reducing turnover and the costs associated with frequent rehiring. Furthermore, it helps organizations respond effectively to external pressures such as...

Employee engagement refers to the physical, cognitive and emotional commitment of an employee to their roles, colleagues, and the goals and objectives of the organization in which they work, ensuring it achieves the set goals ( Schaufeli, 2013). It measures how involved employees are in their jobs and the holistic interests of their employers. There is a very positive link between employee engagement and performance either on a short-term or long-term basis. A very successful employee engagement is the responsibility of both the employer and employee, it is a shared task that benefits both parties in equal measure ( Barinua and Deinma, 2022) . When employers with their management provide relevant training and development initiatives, communicate effectively, provide equal opportunities, and provide healthy working conditions and benefits among others, the employees feel valued and involved, giving rise to strong employee engagement. Firmly engaged employees will always be eager t...

  Labor union also known as a Trade Union is an organized group of workers who come together to collectively represent their interests in negotiations with employers and other stakeholders. The goal of a trade union is to protect and advance the rights and benefits of workers through collective bargaining, advocacy, and action. These organizations aim to improve working conditions, wages, benefits, and job security for their members. Types of Labor Unions Labor unions can be categorized into several types based on their scope and focus. Industrial unions organize workers within an entire industry, regardless of specific occupations or roles, such as the Trade Union Congress of Ghana. Craft unions represent workers with specialized skills or trades, like electricians, carpenters, or plumbers. General unions encompass workers from various industries and sectors, including both skilled and unskilled roles, and are often inclusive of diverse backgrounds. Finally, federations and ...

For any organization to survive and be competitive in business, it must strategize to maneuver its way through the varied competitions in the industry it belongs. The competitive pressures are in two categories: short-term and long-term. These pressures impact the firm’s HR strategies and labour management initiatives.  The short-term competitive pressures target immediate gains, cost savings and quick responses to market changes to stay afloat in the turbulence of the business season. When external market indicators such as demand, supply and price change, it becomes expedient that business managers take frantic steps to address these matters. Some of these pressures are cost reduction, globalization, labour market flexibility, and technological change. When an organization is faced with very high costs and wants to mitigate them, it reduces labour costs by downsizing its workforce to reposition itself to survive in the market . Long-term competitive pressures focus on sustain...

Cooperative bargaining also referred to as collaborative bargaining is the collective bargaining approach suitable for a non-unionized environment. It emphasizes collaboration to achieve common goals between both parties. It values trust building—it seeks to establish firm grounds for long-term relations. Again, it seeks to promote mutual respect, valuing the interests of all parties.  Cooperative bargaining can be used to determine pay though in a non-unionized environment. Parties in this type of bargaining share common goals and objectives. For pay to be determined, the party that pays will spell out the items that influence the amount of money they are willing and able to pay. The receiving party will also respond to how they feel about the demands of the work against the value of the payment. Likely, understanding will not easily be reached in such a discussion but can be resolved over several meetings. The employer may have to fall on third parties the employees respect t...

  Collective bargaining generally means an open negotiation between two parties on the agreement of the terms and conditions of their working relationship . It usually happens between an employer and a group of employees usually represented by a trade union or a labour union. Conjunctive and cooperative bargaining are the two major approaches to negotiations and conflict resolution among two working parties. Conjunctive bargaining focuses on integrating the interests of both parties in understanding and addressing the underlying needs and concerns of all parties. It also looks forward to collaborative problem-solving where both parties work together to find effective solutions to challenges, whereas, cooperative bargaining emphasizes collaboration to achieve common goals between both parties. It values trust building—it seeks to establish firm grounds for long-term relations and is often associated with nonunionized environments. Since conjunctive bargaining values mutu...