Welcome to Sam Obukelihor's Blog

 In the spirit of my great grand father (Olomu) who said, by his own hand he added his last son, my grandfather (Obukelihor), I hereby add Monday to my weekend. Consequently, INTEGRITY & TRUST is hereby suspended.

 Looking for marks of insanity? Find a man who believes that the Nigerian Police Force is your friend.

 In the late 1990s, I presented a paper entitled "Regulatory Framework for Human Resources" for HR Beginners by a Management Consulting Firm. About 15years later, I saw that my paper put in a Power Point Presentation. The very interesting thing was that the Office Assistant as at when I presented that paper became the author. In my clime, a majority of practitioners do not read and have become "Template Tigers". Many of them have asked yours truly, "must we reinvent the wheel?" My response is, Newton's 3rd Law of Motion has no general application to human beings. The point is, currently, anybody who can copy/cut and paste, and mouth it, has become a Coach while who who wrote the papers and presented them are Facilitators. We do not seem to understand the dictum, "think global and act local" We want to copy every usage we see on the internet. Please bear with us, as no new content will be published until after two weeks.

 For your integrity and trust sakes, avoid these people? They are: 1. Covenant breakers. -------------------------------- 18. Time Wasters. 19. Age Adjusters.

 Looking for marks of insanity? Find a man who says the poor steal more than the rich.

 For your integrity and trust sakes, avoid these people? They are: 1. Covenant breakers. --------------------------- 17. Hoarders. 18. Time Waeters.

 Looking for marks of insanity? Find a woman who respects her pastor more than her husband.

 We have left hard core HR Practices to take on FADS, by so doing, have forgotten the meanings of HR Concepts. Could someone educate us on the major differences between Talent Management and Manpower Planning/Succession Planning. When Manpower Planning/Succession Planning was practiced in HR, there were people available to takeover. However, with Talent Management, there are no people ready to takeover. I know one of the major companies in Nigeria where it's next Managing Director is known in the company and the corporate world. Once a Personnel Director is appointed, a Managing Director in waiting is known. This is Manpower Planning/Succession Planning at it's best. In my active working days, there was no position I left without a ready person to takeover.

 For your integrity and trust sakes, avoid these people? They are:  1. Covenant breakers. ----------------------------- 16. Naysayers. 17. Hoarders.

 Looking for marks of insanity? Find a man who says his pastor lives above lies.

 Today, we would like to ask "what is the impact of generations bands on HR Managers and the managed?" Could someone provide us with the age ranges of the under-listed generations. - Generation Next. - Mileanial. - Generation Z. - Generation Alpha? Anyone who does not appreciate the impact of these generational bands on the practicality of knowledged HR Management has actually made my day. Infact the further away you are from Generation Next, technology available notwithstanding , the more pervasive is your ignorance in HR Management. Next week, we shall share on the Ignorance of Talent Management Versus Manpower Planning and Succession Planning.