Skip to main content

HR ON EXTINCTION MODE 4

 An ISOKO adage says that "When looking for the eye of the fish, you go to its head".

For HR to exit the Extinction Mode, we must of necessity go to the Regulatory body, hereinafter called the Regulator. 

A desperate situation requires desperate measures. Without any explanation, I share what needs to be done. Those who do not understand, are all outsiders of the HR Profession. 


The measures are: 

- Diligent regulation of the profession. 

- Profession-based Advocacy not the current Stomach Infrastructure based advocacy. 

- Shut the door of the Profession against all outsiders, that is those without academic HR qualifications. 

- Diligent Leadership recruitment to the leadership of the Regulator. For a start, the President and the Registrar. 

- Stop all none experienced based knowledge sharing. 

- Kill all Aping in the profession. 

- Set up a hardcore academic hands-on professional committee to handle social media HR charlatans. 

- Review the Regulators diploma to reflect the hands-on experience and not academics. 

- Membership recruitment to be based on relevant academic qualifications. 

- Upgrade within the profession to be based on a quality experience acquired from well structured organisations and not companies whose HR Policies are in head of the chairman only. 

- The Regulator, as part of advocacy get directly involved in the settlement of public sector Industrial Disputes as a national assignment. 

- 

Comments

Post a Comment

Popular posts from this blog

HR MISTAKES BY YOURS TRULY 8

 I have a first degree in Sociology and Anthropology from the best university then in that discipline in Nigeria, the University of Benin, Benin City. During my undergraduate days, I decided not to earn naira on graduation, so when my course mates were rushing to major in Organizational Behaviour, I opted for Medical Sociology. I equally decided to go on to obtain a Masters Degree in Epidemiology so as to ensure that I work with either WHO or UNICEF where I would be paid in dollars. However, my university of choice was then being shut every other three months. This was against another decision of yours truly that I shall not spend more than 12 months for the masters program. At this point, I changed my mind to study Industrial Relations and Personnel Management at the best University then in that discipline in Nigeria, the University of Lagos, Akoka, Lagos. This major shift brought yours truly into a profession that it's major tenants contradict my major attitudes to life. Some of ...
3 comments
Read more

HR MISTAKES BY YOURS TRULY 6

 My refusal to accept two direct instructions from two gentlemen who were instrumental to my employment in two companies where I enjoyed working, cost yours truly those jobs because I considered those instructions as unreasonable. Firstly, I was asked to provide information that would lead to the termination of the employment of five high performing managers. My response was to send my boss a local ICBM to the effect that "a man who circumcises woman do not talk". If the man talks, he will die of hunger. Secondly, I was asked to tell half truths by my boss, which I considered to be telling lies and I refused. My boss explained further to yours truly, that what he was saying was for yours truly to play politics because politics is about half truths. He stated further that should yours truly continue to insist on the truth only, he would join others in fighting yours truly. My response to him was "you're welcome. Within five weeks of this discussion, your truly was tra...
Post a Comment
Read more

HUMAN RESOURCES FADS 1

 As a result of what happened recently I have decided to reopen an issue I have addressed in another way entitled " Human Resources Mistakes By Yours Truly". This time around, I' address as it as Human Resources FADS. All professions have their own share of hardcore professionals, charlatans, accident members and strangers. It is correct to say that there is a direct relationship between the small hardcore professionals and other types of members and the pervasiveness of of FADS. Today, I hereby start a long haul serries just as I did with " Employee Stealing and Human Resources Mistakes. by Yours Truly". I shall discuss only two per post because of  the difficulty of reading by the Gen X downward of reading long  Contents. Hereunder are some of the FADS, I shall discuss. They are:- - Manpower Planning. - Succession Planning. - Employee Relations. - Industrial Relations. - Loud silence. - Coucelliing  - Nepotism called sponsorship. - Remote working. - Computer a...
Post a Comment
Read more