Pls should the 70k minimum wage be effected in the Gross monthly or just Monthly Basic pay?

This exposition on ESOP is very inciteful, however i have some questions. (1) Please what form of docume t ahout the ESOP take, will the template be an MOU?

Hello we would love to promote our payroll and HR software on your channels

Very insightful and eye opener session.

Johnson Sandra Taylor Jessica Wilson Kevin

Well done Oluwaseyi! The presentation is highly commendable. This is not only industry practice but in some instances a paid session.Moreso, the question on sign-on bonus was a good one.👏👏 Thank you Dr. Adeosun!!

I really love this. If you are not ready to invest in your self continuously, then you are not ready for the table yet!

Ohhhh, I love this session!! Thank you for teaching us this ma'am.

This is a great session. I learnt a lot 🎉

👍🏾

My name is IDRIS I am a Young hrm practitioner, I appreciate and enjoy every bit of your lecture and hope to build up from part of it. Thanks

very Interactive session.

Am learning

This session is very informative. Thank you, madam Stella

This is amazing sir. i got real value. I'm grateful for the opportunity

Very insightful and very fun too. This will definitely improve my reporting moving forward

A good key take home is between workplace Toxicity & Empathy is COMMUNICATION! A very good communication is what helps workplace toxicity & empathy,

A good key take home is between workplace Toxicity & Empathy is COMMUNICATION! A very good communication is what helps workplace toxicity & empathy,

Awesome Trainning Here ma! First i want to note that u must 1st identify the causes of Toxicity which are: Bad leadership, unhealthy competition, lack of transparency, unresolved conflicts & grudges, a stressful work envirionment amongst others. Secondly, these toxicity has consequences which includes: Low turnover/productivity/performance, Absentism, poor health conditions of workers. Increased financial losses, Brand reputation at risk, all these and many more. Thirdly, Empathy here, when applied appropraitely can be the soothing result of Toxicity. Empathy helps us understand and share the feelings of others. It makes us listen to others, feel compasion with them, nutures understanding, promote our mental health, it makes us show love and care, it make u put yourself in the person's shoes.

For me, my key take away here is the onboarding process, Prior to now i see onboarding as a necessary evil, but with this knowledge i see it in a different light as a means to create a friendly environment and make the employee work with less tension or a feeling of non acceptance, it breaks class, clicks in an office environment. Secondly about work -life balance, i should introduce a "get away" weekend for staff, or hangout weekends or day! Or "dress like the BOss day" just to create fun. And a relax life

Awesome lessons Mr Anthony thank you sir, I definately learnt that tha art of finding diamond in the rough is Talent Acquisition (but to do this successfully, get a good budget for this) Sowing seeds of sucess -onboarding they must know they are welcome. Help the employee grow, help nuture their skill. When this is done u are developing and investing in the future of the organisation. The third is we should foster resilince - let there be work life balance... Not always work. Never let employees be in doubt about their remuneration. Amidst others are fostering loyalty, this includes awards and recognition. Foster collaboration & innovation via open communication. All these is what helps in a smooth Exit.

Thank you so much for your lecture

This lecture is very insightful. It is very helpful to both new and old HR practitioners..

Employee onboarding is about helping a new hire to adjust to the company culture, understand their roles, get familiar with the team and processes

I really love this presentation. I want to contact you for something

Totally enjoyed this session, it came so handy just when i needed it. Thank you.

As a HRBP, I should be involved in the company, gain trust of management, be good with trends, have key knowledge of the labour laws, help the company avoid troubles, know the risk and opportunities of the company, move beyond the transactional HR. Learn to use Data and be in love with technology, be a coach, communicate well and be aware of the competition out there

Thanks for this insightful session, this is me you are taking about. I need to be active in this field

Thanks for this insightful session, this is me you are taking about. I need to be active in this field

Please is the application free? Or how much dose it cost to enroll?

Thanks for this. Where can one apply in Abuja?

Things to take home; 1. Carry out my research on the company and the interviewers, I should align myself to them and prepare my questions for the interviewers. 2. Request for the job description and align myself to it. 3. Reviewing of my CV I remember an interview I went to, I was asked questions on my CV and I couldn't answer the questions and I wrote my CV myself ( I felt I knew all in it). 4. Understand the HR components and bring out suggestions, whatever suggestions should be of value and not all about spending. 5. I must make sure I practice 6. Get mentors, be in mentoring groups and have HR friends,I can ask questions.

What's my role as the HR Manager to the organizational goals. Burnout is real for all, I should take a break and think over things

It was indeed a great session. The Question and answer session was so much engaging and pragmatic. Thank you Dr. for the HR Mentorship Platform.

The reason for the fear to speak publicly is over burdened about what people will say or what the outcome or the discussion would be.

Thank you for this recorded session. It is really a great eye-opener into safeguarding the organisation. This has poised me to research more and will be developing a policy in this regard.

You're a light in this field, sir. Always lighting the path for many.

Good to have you on board

This is a beautiful submission. God richly bless you for this. It really means a lot to fresh HRs like myself Much appreciated Sir🙏🙏

Data-Driven Decision Making to Enhance HR Strategies Summary: Data-driven HR involves leveraging data and analytics to inform and enhance HR decision making processes. It is to move HR strategies from intuition base to evidence base. It is important in making informed decisions, employee experience satisfaction and engagement through target intervention, efficiency and productivity and competitive advantage to attract and retain talent. HR metrics are quantifiable data points used to measure and track the efficiency and effectiveness of HR processes. They provide insights into various aspects of the workforce and HR activities. Recruitment metrics includes: cost per hire, employee productivity, goal achievement rate etc. HR analytics are applications of data analysis techniques to HR data to uncover insights and drive decision-making. There three types of HR analytics, which are: 1. Descriptive analytics: These are historical data use to understand what has happen in the past within the organization and it uses trend analysis and benchmarking. 2. Predictive analytics: These are historical data, statistics algorithms and machine learning techniques used to identify the likelihood of future outcome base on past data and it uses predicting turnover and workforce planning. 3. Prescriptive analytics: This goes beyond predicting outcomes by recommending specific actions to achieve desired results and it uses optimize recruitment strategies and enhancing employee development. Data visualization tools allow users to create visual representations of data to identify trends, patterns and insights through tableau, power BI and excel. Advance analytics platforms offer advance analytics capabilities including predictive and prescriptive analytics with SAP success factors, oracle HCM and workday. Lesson: 1. This training helps me to understand metrics can be use in various aspect of workforce and HR activities. 2. It also gave me proper understanding of HR analytics from descriptive to predictive and prescriptive. 3. I now have understanding on the various tools and technologies to use for data analytics. Eg Power BI. Actions: 1. I will develop myself on how to use some tools and technologies like power BI, tableau. 2. I will start using recruitment metrics for evidence in making future decision.

Overview of Compensation & Benefit Summary: Compensation and Benefit unit is responsible for attracting, motivating and retaining top talents in a company. Compensation is an introduction to payroll and payroll is the management of all financial records of wages and salary for example, bonus and deductions in an organization. The component of payroll is: fixed pay, variable pay, statutory deductions. While benefits are NHF, pension, NSITF, ITF, GLI, HMO, equity shares, free lunch, staff bus, and professional membership subscription. Furthermore, work-life Balance is a variety of benefits related programs to help employees successfully manage their work, family, and professional life without too much stress or negative impact. Examples are career development, time off etc. The last part of compensation and benefit is recognition and reward which divided into non-performance reward and performance reward. Where non-performance reward entails birth celebrations, long service award, and cost of living adjustment. While performance reward includes performance bonus, incentive bonus, annual best employee award and merit salary increase. Lastly, payroll was computed following the standard of 2020 Act of Personal Income Tax. Lesson: 1. I learnt the standard way of computing payroll manually 2. I now understand tax terminologies and how they are calculated 3. I learnt varieties of benefits for employees to retain talent. Action: 1. I will use excel to compute payroll for better understanding 2. I will introduce some of the benefit to my company e.g. equity share so as to retain talent.

Background Checks: Associated Challenges and Requirements Summary: This topic explains in detail why background checks is need, process for background checks, how it can be conducted and challenges etc. with references. Background checks help to know your employee. Background checks rule out bad character and actors, liars and accident waiting to happen, while establishing good judgement, solid work ethic, loyalty and qualification. Some of the important checks are: social media, reference, previous employers, guarantor, previous supervisor, criminal records, credit verification, medical personality and assessment. A list of those background check should be conducted on are: • All employees of an organization • Domestic staff • Artisans • Vendors • Child minders • Chef/food handlers • House help • Potential husband/wife. Background checks should be conducted through credible background check service company and by individual if budget constrain. Lastly, challenges of background checks include: funding, confidentiality, interception of outcomes, government bureaucracies, wrong data and so on. Lesson: 1. I learnt to always do a background check on all employee and those whom I am trusting with their service. 2. I learnt background check should be done repeatedly, interval of two years. 3. Background check can be used to rule out bad character. Action: 1. I will start requesting for social media handle of prospective employee. 2. I will ensure I do background checks of those whom I am trusting with their service.

Short and precise. Now I need to go and put in the work. Thank you for sharing.

Very insightful session. Thank you all.

Glad i came across your channel. Very insightful.

This is quite interesting and insightful. Great presentation

Great delivery Thanks for sharing this insight

Green HRM Summary: Green HR is when the field of HR focuses on expanding its role to support the organization in the pursuit of sustainability. In green HR, HRM polices are used to stimulate and support the sustainable use of resources and preserve the natural environment. Green HRM is important in Nigeria because it offers a way for Nigeria businesses to take an active role in sustainability while also enhancing their competitiveness. It can also help organizations reduce their environmental footprint and contribute to a more sustainable future. Green HR initiative increase employee motivation, engagement, and confidence. Employees are not only likely to show increased productivity, but they are also likely to become more loyal to the organization. This would in turn lead to less staff turnover. Green HR initiative initiative can attract high quality employee as green business is regarded as more appealing. The practice of green HRM can be integrated throughout the employee life cycle, from recruitment to Onboarding, learning and development, performance management, compensation and benefits, and sustainability-focused HR policies. Benefits of green HRM are: • Reduced operational cost. • Enhanced brand reputation. • Improved employee morale and engagement. • Attracting and retaining top talent. • Reduced regulatory risk. Lesson: 1. Implementation of green HRM improves employee morale and attract talent. 2. Green HRM can benefit business in many ways e.g. reduced operational cost. 3. Green HRM can be integrated throughout employee life cycle. Action: 1. I will develop a green HRM policy and communicate it to all employee. 2. I will provide training and resources to help employee adopt green practice.

I have a situation where the candidate successfully pass through these processes however on getting the job. The application of the talking or ability to answer questions or case study seems not to be real. How can one avoid this recruitment error

Well articulated presentation, this is very much on point.