Comments Off on Book Review: Built to Last by Melanie A. Kulesz

Book Review: Built to Last by Melanie A. Kulesz

Posted by | August 12, 2020 | blog

Book Review: Built to Last by Melanie A. Kulesz

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. read more

Comments Off on Human Resource Audit: Issues & Benefits

Human Resource Audit: Issues & Benefits

Posted by | August 8, 2020 | blog

Human Resource of an Organisation

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”. read more

Comments Off on Book Review: Talent Is Never Enough – By John B. Maxwell

Book Review: Talent Is Never Enough – By John B. Maxwell

Posted by | July 25, 2020 | blog

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. read more

Sexual Harassment in the Workplace

Posted by | June 28, 2020 | blog

Sexual harassment at Workplace

Whenever the discussion on sexual harassment in the workplace erupts, the first thoughts that come to minds of many are: men are the perpetrators, men are the culprits etc. But this may not be totally correct. Sexual harassment is a non-gender violence because a male employee can sexually harass a female employee and a female employee can sexually harass a male employee. Also a male employee can sexually harass a male co-worker and a female employee can sexually harass a female co-worker.

To properly grasp the topic, let us first understand what sexual harassment is. Sexual harassment is an “unwelcome physical, verbal or unverbal conduct of sexual nature”. It is described as when an employee continuously make unwelcome sexual advances, requesting for sexual favours, and other verbal or physical conduct of a sexual nature to another employee against his or her wishes. read more

Termination of Employment

Posted by | June 21, 2020 | blog

Oil Workers Offshore

Termination of Employment contract is one of the most difficult aspects of Human Resource Management, depending on the side of the divide you are. It is one assignment many HR Managers or whoever that manages the assigned role of workforce management deplores because it is a negative role, but a difficult aspect of the job that must be executed. This was one of my albatross as a Human Resource Manager, when I worked in one organisation because the Managing Director always used it wrongly as a threat to employees which should not be – it could be very demotivating! read more

Handling Being Unemployed

Posted by | June 19, 2020 | blog

Youth Unemployment

I decided to look into the issue of handling being unemployed more especially in this period we are in, COVID-19 era, as I receive calls, visits and mails every second on how I could assist with jobs/ employment – visit for jobs. Many other issues have resulted in job loss in recent times ranging from poor performing economy, corruption, rural urban migration, poor quality of education, poor infrastructure (e.g power supply) to unstable polity etc.

Moreso, I decided to visit this issue because I once suffered this same fate as so many others have taken different illicit options in a bid to addressing this – armed robbery, banditry, suicide etc. read more

Since its debut in 1997, Robert T. Kiyosaki’s Robert Kiyosaki’s Rich Dad, Poor Dad has been a landmark among personal finance books, a best-seller that has sold nearly 40 million copies worldwide.

I first read the book back in 2000, when I was still a budding entrepreneur. I figured I would re-read it now that I have more experience under my belt. I also wanted to see if it’s held up to the test of time, and if I would like it as much as I did when I first read Rich Dad, Poor Dad. A lot has happened financially in the past 20 years, and I’m curious if some of Kyosaki’s predictions came true. read more

10 Questions Employers Should Never Ask During an Interview
Preparing for a Job Interview Session

Conducting job interviews is a hard task. Most people don’t conduct interviews all that often and so they don’t get a lot of practice. Of course, if you’re a recruiter, you should have refined skills, but for the hiring managers, most don’t hire more than once or twice a year. So their skills are rusty—at best.

While many articles focus on the interview questions you should ask. There are also questions that you should never ask. You don’t ask some questions because of legal reasons and others because they aren’t helpful in selecting an employee. read more

Men can be ….


It is clear from the #metoo #hertoo and #timesup campaigns – as well as the numerous allegations of sexual harassment levied against perceived industry leaders, including a professor at a Nigerian university – that combating sexual harassment is a global concern. Thankfully, it seems that such conduct will no longer be condoned, considered tenable or swept swiftly and easily under the corporate carpet.

Sexual harassment and workplace assault have serious implications for victims, including: read more

Welcoming a new Employee
I decided to look into What the Employment Offer Letter is because of its relevance in the employer/ employee relationship as it defines the relationship- be it contract, temporal or permanent.

An employment offer letter is a formal document provided by a Company (employer) to a candidate (employee) selected for a job position. It is of great importance at the point of employment and thereafter. It is a legal document and must be treated as such.

The Employment Offer Letter is expected to contain:

– The Name of Company making the offer;
– Names and address of the Employee;
– Nature of Employment (Contract, temporary, permanent etc);
– Job designation;
– Job description
– Remuneration/ Salary
– Probationary period
– Notice period (with reference to Section 11 of the Labour Act)
– Annual Leave (Leave days and allowances)
– Days of duty / Hours of Work etc
– Date of Expiration (if Contract)

Please note that some of the conditions that apply generally to staff may be found in the Staff Handbook when there is one.

As a young man, I had accepted an oral employment offer because I was desperate or over-eager to have a job! Know that this is not an agreement. At the final job interview, after all negotiations, I was told that the Human Resources Manager would give me an offer letter on resumption. When I resumed duty, I requested for this and was told it would be printed out. I spent years there and could not get the offer letter. Even after the probationary period of six (6) months, it was not given. I pursued same until I was tired and exhausted. This is not supposed to be so. The rest is history.

The Nigerian Labour Law is clear on that and says that when a hire is made, the Employer is required to provide an employment contract setting out the terms and conditions of employment within three months of the commencement of employment.

You needn’t mistake the Employment Offer Letter for Appointment Letter. The two appear to be the same but they are not. The Appointment Letter is a proof of appointment that the Employee has accepted the terms and conditions of employment as specified by the Company and he/ she is willing to be engaged. To the Employee, the document contains the legal deeds transferring some rights and obligations to the organization. Moreso, to the Employer, she believes that they are spending money and time in the executive search activities and therefore she must have her ROI.

My Opinion:

You must be careful in accepting and signing the Offer Letter as it should be well scrutinised and verified. On having an Offer Letter from a Company, you should have a quiet time with yourself so as to critically analyze the content therein. Some offer letters can be demanding and life-frustrating. I remember one accepted by one of our footballers to travel abroad to further his footballing career. Out of inexperience, desperation and haste to travel out as a professional, he got it all wrong! In the end, what was supposed to be something joyful, turned out sorrowful as the offer was more of an enslavement.

Where issues are not clear, the employee is expected to ask questions for clarifications, and where and when it is not satisfactory, consult a Lawyer.

First, you must be able to look at and visualize the reward(s) therein should you accept the offer. What are the benefits both in the short and long term? What is in there for you – what is the reward system like?

Secondly, are there risks/ hazards involved? If yes, is there insurance cover for this? Do not say, I was most particular about this because I never wanted to be out of a job. This is where you must be extra objective and careful: should anything happen, for one reason or the other and you lose the job, what happens? Will there be terminal benefits? How stable is the Company and what is the internal politics like? What is the public perception about the Company, corporate image like? Who are the board members? Most of the answers to these questions can be researched and found out.

Thirdly, what will be the responsibilities inherent in the position on offer? Will you be provided with the right conditions and atmosphere to do the job? Will the Company provide you with the right tools for the job? What is the reporting line like? What would you learn therein and will you be better off than when you came if you accept the offer? Before responding to the employment offer and accepting same, these are facts that should be objectively verified and confirmed right.

I am sure with these, you now understand what the Employment Offer Letter is and criteria to be met before accepting an offer. I wouldn’t advise you to take up a job without first having and holding on to the Offer Letter – be it temporal, permanent or contract. Don’t make that mistake at all because of the dire consequences. The Offer Letter is a critical factor in accepting an employment.

This piece was contributed by Agolo Uzorka Eugene, CEO/ Lead Consultant, Eugene+George Consulting Limited (

The Employment Offer Letter and its Importance
Agolo Uzorka Eugene