Welcome to Sam Obukelihor's Blog

 Today,  our Content is on the main Characteristics of Illiterate HR Practitioners.  You inflicted yourself on the HR Profession if you have no educational qualification in HR before coming into the profession, notwithstanding the multitude of KSS (Knowledge Sharing Sections) you have been involved in,  it does not vitiate the fact that you are an Illiterate HR Practitioner.  You cannot build a multi-storey building on the foundation of a bungalow.  Some of the Characteristics of Illiterate HR Practitioners include the following: - - They operate by Nepotism, without Initiatives and by Sentiments.  - They work long hours without commensurate results. I worked in a Group of Companies where one HR Manager was working day and night and I recommended that he should be taken to YABA LEFT.  - They lack wisdom because they do not apply correctly the knowledge they acquired from all the KSS.  - They cannot read and understand their company's annual statement of accounts.  - They do not kno

 Looking for an acclaimed Stubborn man?  Find an Intelligent man of Integrity who stands for the truth always. 

 For the illiterates and half literates,  education is a scam. To go into a profession without requisite educational qualification is like learning to be Left-handed when already grown up.  In dealing with this Content, I just wish to formerly introduce myself so as to enable people who are seeing me from afar,  come to terms with the stands I take in HR issues.  I hold a B.Sc. (Hons) degree in Sociology and Anthropology from the University of Benin,  the best institution in that field in Nigeria then.  Also,  I hold an M.Sc. degree in Industrial Relations and Personnel Management from the University of Lagos,  the best University in that field then in Nigeria.  Consequently,  for me,  there are only three Universities in Nigeria. They are,  Uniben,  Unilag and Others.  My two degrees are all about people and HR is also about people. No wonder I am who I am in this HR field.  From Unilag,  I started by being a member of NIRA - Nigerian Industrial Relations Association. Later I became a

 Looking for them who are Insane?  Find people who act in the same way irrespective of the situation,  yet expect different outcomes. 

 Today,  I share with you a typical case of HR BY SENTIMENTS discussion in one HR Platform I am a member.  Hereunder is the summary of the discussions: - An employee who has not been performing for close to 2 years had his appointment confirmed as a way of encouraging him to perform but to no avail stating that the employee was always giving excuses. The main question asked HR Professionals,  was "whether it is proper for reasons of very poor performance to terminate this employee's employment without paying him in lieu of notice as clearly stated in his offer letter which he acknowledged at the time of recruitment" While all the comments addressed the two main issues but came short of the fundamental question of the faulty selection process that brought in the employee.  There was no need for the main question because the answer is a given to any HR Professional worth his salt.  As regards confirmation of appointment to encourage performance showed clearly that the HR Fu

 I worked in a Conglomerate in which I was overseeing the HR Function in six Divisions.  In one of these six Divisions,  the Vice Chairman of the Branch Union was caught stealing cartons of personal products by throwing them over the fence of the company.  To discipline him became a problem because both the Factory Manager and the Quality Control Manager were from the same town with the thief. In addition,  because of little favours to GHO HR Function, no action was taken against the thief and the Divisional Personnel/Admin Manager was being ridiculed for establishing the theft of products. It was at this point that the matter was brought to my attention and I gave the Personnel/Admin Manager approval to terminate the appointment of the Vice Chairman of the Branch Union. The immediate reaction of the Divisional Management was the frustration of the confirmation of the appointment of the Personnel/Admin Manager. In fact,  the Divisional General Manager hid the probation report of the Pe

 Looking for a government institution populated by only callous kleptomaniacs?  Welcome to the National Assembly in Nigeria. 

 When I worked in a conglomerate sometime ago and I needed to fill a vacant position of a Personnel/Admin. Manager in one of the Profit Centres(Division).  I constituted a four-man panel of interviewers made up of three General Managers,  one of whom was the Group Head,  Human Resources Management of the Conglomerate and of course,  yours truly,  a mere Senior Manager,  three grades below the General Managers.  At the end of the interview,  all three General Managers picked a particular whom I considered unfit for the job. In fact,  my final recommendation was "the best position he can be employed for is Personnel Clerk" All three General Manager got to my boss,  who was a grade higher than them and told him that the best candidate,  they have chosen,  I have rejected.  My boss told me that although he agreed with my assessment,  but because of the grades of those three General Managers,  I should offer the candidate the job stating that the truth will come out in no too dist