Change is the adoption of new idea or behavior by an organization (Daft, 1995). Change in an existing organization is meant to increase its effectiveness in achieving its corporate objectives; it is the bedrock of industrial and organizational effectiveness. Change means to alter, replace, substitute, exchange etc. Whatever form it takes, differences could be spotted between the former and present when it occurs. It is ‘an activity of transformation or modification of something … with the objective to make improvements”.
A good resume can get your foot in the door, but a well-written one can put you on the top of the consideration list. Here are a couple of tips from two experienced recruiters to help you construct a resume that could give you an edge, Andro Kahn, Global Recruitment Manager, and Monique van Der Zanden, Graduate Recruiter, who offers a few tips worth taking note of.
1. Provide concrete evidence of your qualifications
“Most recruiters spend about 7 minutes scanning through profiles.” says Andro Kahn. In that time, an applicant’s resume should ideally communicate key competencies and achievements in a clear and concise manner.
Nigeria is a beautiful country, but it has a high rate of unemployment. Many of its’ educated and able-bodied youths are employed or unemployable. So we have to find alternatives to this problem. One way to tackle this problem is to open an online shop.
Learn a skill
What do you plan to sell? If you plan to sell Snacks, Cakes or Food you can learn how to make some on the EliStatus website and try ensure you practice enough after watching. Buy the ingredients and make it at home. Once you have mastered making the items give the items to family and friends to test out.
HR Analytics, People Analytics and Workforce Analytics are all same terms interchangeably used. HR Analytics is about using data to make better business decisions; it is a data-driven approach geared towards managing people at the workplace.
Many HR professionals have variously defined it and they have been unanimous in their definitions. It is “the systematic identification and quantification of people drivers of business outcomes”. “HR Analytics is a data-driven approach towards HR Management“. “it is the quantification of people drivers on business outcomes”. It measures why something is happening and its impact.
In real life situations, performance appraisal is a daily activity as it is also to organisations. We evaluate our activities daily, weekly, monthly or yearly to see our achievement and, challenges, correct our mistakes and set new targets.
More so in organisations. The continued success of organisations is dependent on its employees who in all thinking is the primary resource. Their development and retention is a critical success factor if it must meet with its present and future requirements and surpass same.
The Federal Government on Thursday convened another meeting with members of the organised labour movement.
This comes after an attempt to resolve the impasse between the government and workers’ unions over the recent hike in the price of petrol and electricity tariff failed on Sunday.
In his opening remarks at Thursday’s meeting in Abuja, the Minister of Labour and Employment, Dr Chris Ngige, said Sunday’s event was not a walkout but a recess.
He insisted that both parties – the government and the labour unions – were working for the betterment of the nation.
The increasing cases of the COVID-19 do not only present an alarming health crisis to Nigeria but also come with human impact, the significant economic, business and commercial impact being felt across the nation, especially among Small and Medium Enterprises (SMEs).
These and how to reposition businesses for growth either Post-COVID or in the new normal were discussed at the recent PwC Nigeria webinar tagged ‘Repositioning your business for growth
Lagos State Governor, Mr. Babajide Sanwo-Olu has advised youths and women in the State to engage themselves in vocational skills to be employers of labour rather than depending solely on government and private organisations for job opportunities.
Speaking at the Year 2019 Graduation Ceremony for 6,252 students of the 18 Skill Acquisition Centers in Lagos State, held at the Isheri Skill Acquisition Hall, Governor Sanwo-Olu advised the graduating students to use the skills they have acquired in the last few months to create platforms for themselves to be employers of labour.
Talent Acquisition, also referred to as Human Capital Management, is a fast evolving concept in Human Resources Management and it is a critical activity with prime focus on enabling and developing people. It is a “methodically organized process of getting the right talent on board and helping them to grow to their optimal capabilities keeping organizational objectives in mind”. Talent acquisition begins with hiring, deploying people, retaining and nurturing talents.
In other words Talent Acquisition is about recruitment and selection, employee placement, learning, training and development, competency management, succession planning etc. It is also marketing your employer brand to individuals with the appropriate skills and experience irrespective of whether you have vacancies for them or not.
Introduction: Built to Last: Successful Habits of Visionary Companies by James C. Collins and Jerry I. Porras (1994) outlines the results of a six-year
research project investigating what makes a visionary company. Collins, a business consultant and lecturer, and Porras, a Stanford business professor and business and management analyst, elected to survey chief executive officers at leading corporations from a wide range of sizes, industries, types, and geographical locations and asked them to help create a list of visionary companies to study. The authors compared the selected companies and explored the trends and commonalities in how visionary companies differentiate.