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Showing posts from April, 2022

HR OLD AND NEW WORDS

 This week I am taking a break from discussing pervasive ignorance in HR Management, to give myself an assignment that will run for a while year. The assignment is to identify Old and New words in HR Management that have almost the same meaning. To drive home the point, here are some examples:- - Succession Planning Vs Talent Mgt. - Abandonment of duty Vs Absconding - Internal Consultant Vs HR Business Partner. By the last week of April, 2023, I will share with you what I have found. Connections, friends, please assist by putting your thoughts on the blog or send same to me via my E-mail, sam@samo.com.ng

HR MANAGEMENT:WHERE GOING 9

 More of the drivers of the pervasive ignorance in HR Management in my clime also include the following:- - Aping. - Unstructured and continuous learning. - Refusal to share experience. - Self promotion. - Lip service. - Refusal to question the status quo. In the 1990s at Apapa Personnel Practitioners Consultative Association, we devoted a lot of time to experience sharing under Industrial Relations/Labour News. Infact towards the end of the year, we were informed of what companies were offering their staff as end of the package. Again a lot of the vacancies that appeared in Newspapers, we new in advance. You increase knowledge by sharing.

HR MANAGEMENT: WHERE GOING 8

 Several factors are responsible for the pervasive ignorance in HR Management practice in my clime. Some of these drivers are:- - Impatience. - Refusal to read. - Nepotism. - Employer management. - Being far from the table. - Seeking approval of others. - etc, etc, etc. On impatience, I met a young lady on Facebook who pleaded for assistance and I appealed to a friend who is a Group Admin. of job vacancies platform to add her, which he did. I was surprised that she exited the platform after 4 weeks. When I asked why, she said, she could not secure a job. Imagine the fresher.