Welcome to Sam Obukelihor's Blog

 My best area of HR Management is Industrial Relations.  I found out through experience that the simplest way of disarming Trade Unions is Integrity and Trust. Most Union officials distrust managements because of managements untrustworthiness. Most managements for unexplained reasons say one thing and do the exact opposite.  The above attitude cost yours truly a lot in various places I worked in the short run. However, when the Branch Unions understood that I will do what I said, they began to trust me.  My Union/Management meetings were usually like a mini- cocktail.  There was a particular place where I worked, the Union was management's advocate.  Do you wish to build up an unshakable trust of the workers and the Union? Stop playing politics with the workers and the Union (saying half truths). One example, if management gives you a mandate of 10% and you are able to convince the Union to accept 5%, you are a Complete Failure. 

 Most organizations guided by Nepotism in the engagement of staff have problems with rewarding performance.  I introduced Performance Appraisals in two companies I worked in order to be fair to all concerned as regards rewarding performance.  I attended an interview in a company that had problems with rewarding performance, my answer to a performance appraisal question landed me the job. I said two years consecutive unsatisfactory performance, should of necessity lead to Separation Procedure against such a staff.  My experience is that the less complicated the performance appraisal instrument, the more effective and acceptable is the implementation of the performance rewards system.  Finally, I worked with a company that had and still have a problem with what to do with her annual performance review exercise. 

 Looking for a country without "Citizens" but populated with "Idiots" and "Tribesmen"? Find a country called Nigeria. 

 The twin evils of Nepotism and Low Salaries, I handled with Job Hopping during my active work life days.  Apart from my first HR job, no place I worked paid my predecessor more than I was paid.  Equally, there was only one place that paid my replacement more than I was paid.  My salary was always a reason for increasing other staff salaries.  Some cases:  Firstly, My joining one particular company led to the increase of over 150% on the salary of other employees on the same grade with me.  Secondly, In another company, on my joining, salaries of those below my grade got 100% increase and those above my grade got over 200% salary increase.  Finally, In one other company, in order to moderate my relative high salary, my 13th monthly salary was three months basic salary. 

 Looking for the means of killing all stealing in public office?  Dismiss with ignominy all facilitators of stealing (Career Civil Servants).

 "Experience is the best teacher" The way and manner the HR Manager joined an organization, determines to a great extent, how he brings in employees.  For a country suffering from a national malady called NEPOTISM, the HR Manager who benefited from this malady cannot bring in employees based on merit.  Most HR Managers in my country practice "Shifting Cultivation" - attempting to replace all staff they met in the HR Department.  All the jobs I had, I got by merit, so I did not agree to Nepotism during my active work life.  All the managers I had employed based on orders from above were all failures.  My only regret in staff engagement was my inability to convince one of my employers to employ a Geologist who was earning too little for a job he performed so well at the interview.