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.
The first time I heard the word ‘Human Resource Audit’, I was confused because, before then, I had thought audit was only associated with the accounting profession. This is NOT totally true but they are related in the sense that they both try to investigate and detect what is MISSING or wrong and make recommendations.
Human Resource Audit is a process of accessing the quality and quantity (number) of staff within an organization and current practices with a view to detecting if it meets the requirements necessary for achieving its goals and objectives. It is “a comprehensive method of objective and systematic verification of current practices, documentation, policies and procedures prevalent in the HR system of the organization”.
John Maxwell is one of my favourite authors. I love the practical application, unique perspective and depth of thought that characterise his books. I also enjoy how he uses real life stories to illustrate his message and drive home his point in all his works – at least the ones that I have read or listened to – including Talent is Never Enough.
The main message of the book is that while talent often plays an indispensable role in facilitating success, true success is rarely a result of talent alone. Rather, it is a product of many other factors. Talent is Never Enough calls on readers to enhance and maximise their talents by making 13 major choices which will move them from being talented people to becoming “talent-plus” people.
Federal Ministry of Labour and Employment – Despite the suspension of the Federal Government Special Public Works Programme by the National Assembly, the Federal Government says the programme has kicked off across the country.
The Minister of State for Labour and Employment, Mr Festus Keyamo on Tuesday, inaugurated special committees in all the states of the Federation and the FCT for the selection of applicants for the programme.
The SPW is a post-COVID-19 poverty alleviation programme, approved by President Muhammadu Buhari, under which 1,000 persons are to be employed from each of the 774 Local Government Areas in the country.