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Ms. Dinah Glover (GM, Management Control - Toyota Ghana Company Limited) HR Metrics; Staying Accountable

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Ms. Dinah Glover (GM, Management Control - Toyota Ghana Company Limited) HR Metrics; Staying Accountable HUMAN RESOURCE MAGAZINE Free Quarterly Magazine Q4 2016 Ms. Dinah Glover (GM, Management Control - Toyota Ghana Company Limited) HR Metrics; Staying Accountable Theme Story Personality Spotlight HR Metrics; Ms. Dinah Glover Staying Accountable (GM, Management Control - Toyota Ghana Company Limited) Article How Not to Go Broke Event Spotlight after Christmas HR Focus Conference 2016 We live for HR Solutions Ask L’AINE FOR STREAMLINED TRAINING SOLUTIONS Recruitment L’AINE has TRAINING solutions that provide Tel: 0302 716986/ 716983/ 717039 Outsourcing Email: [email protected] Training managers like Yaaba with improved sta www.lainejobs.com Payroll Services www.laineservices.com Career Guidance performance. Wondering how? ASK L’AINE www.hrfocusmagazine.com Organisational Development 3 CONTENT 17-18 20-21 20 -21 5 - 7 9 16 - 17 NEWS ARTICLE: SPOTLIGHT: My Expectations as an NSP Ms. Dinah Glover 10 -11 Toyota Ghana Limited 20 - 21 22 - 23 24 - 25 EVENT SPOTLIGHT: ONLINE SURVEY: PRODUCT SPOTLIGHT: 10 - 11 HR Focus Conference 2016 Top 5 Companies to Work CFAO - Mitsubishi Pajero Sports is THEME STORY: for in Ghana the New Baby in Town! HR Metrics: Staying Accountable 27 29 32 - 33 37 FINANCE COLUMN: HEALTH COLUMN: HR COLUMN: TESTIMONIALS: Demystifying Planning, Cheers to a Healthy HR Audit; What our Readers Forecasting & Budgeting Christmas A Strategic Intervention are Saying PUBLISHING CREDITS Publishing House - Focus Digital TO ADVERTISE Contact the Media and Events Manager Mob: +233 244 819 228 CEO - Dr. Mrs. Ellen M. Hagan SPECIAL THANKS TO Email: [email protected], Publisher - Kofy Mensah Hagan Ms. Dinah Glover, Mrs. Suzy Ansah [email protected] General Manager - Nana Serwah A. Poku Mr. Daniel Dunoo, Mr. Kofi Arhin, Editor-in-Chief - Revina Acheampong Mr. David Mills, Mr. Isaac Ocquaye-Allotey, L’AINE SERVICES LIMITED: Copy Editor - Mrs. Joyce Boeh-Ocansey Nana Osae Addo-Danquah, Md. Mary Sackey Email: [email protected] Content Editor - Dorothy Owusu Ms. Lydia Boateng - Pobee, Mrs. Abisola Alaka Website: www.laineservices.com Editorial Assistant - Ewurabena Hagan Mr. Angelo Ouikotan, Md. Gifty Oye Adjei, www.lainejobs.com Graphic Designer - Obed Adu Agyemang Md. Daisy Anatsui, Md. Betty Arkhurst www.hrfocusmagazine.com Asst. Graphic Designers - Albert Abbey Md. Adwoa Asamoah Kwateng www.lainefoundation.org Oscar Opoku www.focusdigitalgh.com Sales and Media Photography Obed Adu Agyemang HEAD OFFICE: David Attricki Plot No.: 18 and 19 Ocean View Estate Rhoda Nana Safowa Advertising Community 13, Sakumono Ewurakua Graham Focus Digital (Near Nungua Barrier) P. O. Box GP 1198, Accra Printing Tel: 0302 716986/ 716983/ 717039 TYPE Company Limited Fax: 0302 717038 4 Editorial | HR Focus Magazine Santa Claus Is Coming To Town sually, for the Focus Digital publishing team, the editorial calendar In this fourth quarter edition, the question is, “What is the cost per comes out in December to enable us plan for the year ahead employee in your organisation?” Are you able to measure how much Uand give readers something relevant to read and apply in their each employee is bringing to the table?” What value are your training respective careers and organisation. However, in 2016, we were quite and recruitment efforts yielding? As we round up the year, our quest is torn between which themes to champion every quarter, considering to encourage HR practitioners to take another look at their contribution the vast changes human resource management was going through. to the bottom-line of their respective organisations as we delve in on the theme, “HR Metrics: Staying Accountable.” Once the HR practitioner In the end, a decision was reached: An employee’s life with an is able to quantify the value of HR interventions on the organisation, the organisation does not begin when the person enters an organisation, drive to the C-suite will become smoother. but rather, from how the person feels about an organisation before sending in a resume to be considered. With this foundation in mind, Also, in this edition, we bring you exciting articles on health, finance the tone was set and we were ready to come out with compelling and and some easy-to-prepare meals on our Bites on the Run column that exciting editions. you definitely have to try your hands on this Christmas. What we have packaged for you is indeed a Christmas treat, and it is absolutely okay for In the first quarter therefore, we worked extensively on the theme, you to say that Santa Claus is in town. “Employer Branding: CEO, HR or Marketing Role?” This was followed by “Employee Safety and Wellbeing” in the second quarter. In the third Visit our website: www.hrfocusmagazine.com to read our past editions quarter, we brought home the concept of Technology and how this and our HR blog. We will be happy to have you share your views and plays on the people, processes and performance of an organisation, get interactive with us on our Facebook (HR Focus Magazine) Twitter thus the theme, “Technology Driven HR: People, Processes, Performance.” (@HRFocusMag) and LinkedIn pages, or do drop us a mail; info@ Interestingly, this was also the theme for the HR Focus Conference 2016 hrfocusmagazine.com. We will be delighted to know what you are (find highlights in the middle pages). doing this yuletide. Merry Christmas! HR Focus Magazine | News 5 HR can lead their Organisations to success in the face of constant change quarterly research eBook exploring management skills, sharing progress 2. Mobilizing Key Players: Successful change key trends in talent management throughout, and recognising positive management efforts have in-house key players, A titled, “What is HR’s Role in Change behaviours. including senior leaders, managers and HR, Management?” addresses how HR can help rather than third-party consultants. In addition, drive change throughout their organisations In its research, HCI explores how HR 50 percent of respondents cited developing and be seen as a strategic partner. practitioners are managing change and employees in change management introducing a new way to develop change competencies is an underutilised area. “Continuous change has become a reality management capabilities. Based on the survey in our fast-paced business world, and many responses of HR professionals from more than 3. Defining HR’s Role: Most respondents view organisations find themselves struggling to 540 organisations, the best practices used by the role of the HR function as supportive but explain change to their employees and getting HR to drive change include: still involved as a key player. Major challenges them onboard with new processes,” said Carl standing in their way are personal resistance to Rhodes, the CEO of Human Capital Institute 1. Thriving in Change: Overall, 77 percent of change (65 percent), poor communication (51 (HCI). HR practitioners and leaders report that their percent), insufficient training (49 percent) and organisation is in a state of constant change, not prioritising the new initiative (43 percent). According to HCI, HR needs to step outside characterised by continually shifting priorities that box and play a lead role, communicating and strategies. Despite this high number, most Credit: www.hci.org what will change, coaching people through respondents reported that at least half of their resistance, building managers’ change major change efforts were successful. L AINE SERVICES LTD We live for HR Solutions At L’AINE, we believe in making a dierence in the world of work and one way that we achieve this is to nd the right PEOPLE for organisations. This recognition is just the icing on the cake. Thank You to Our Oil & Gas Clients Recruitment Tel: 0302 716986/ 716983/ 717039 Outsourcing Email: [email protected] Training www.lainejobs.com Payroll Services www.laineservices.com Career Guidance www.hrfocusmagazine.com Organisational Development www.hrfocusmagazine.com 6 News | HR Focus Magazine The Myth of the Bell Curve: Look for the Hyper-Performers here is a long standing belief in business In the area of performance management, this philosophy should be considered intently. HR that people performance follows the curve results in what we call “rank and yank.” can learn from how sports teams drive results: TBell Curve (also called the Normal We force the company to distribute raises they hire and build super-stars every single day, Distribution). This belief has been embedded and performance ratings by this curve (which and they are paid richly. If one can build such in many business practices: performance essentially assumes that real performance is performance management process in your appraisals, compensation models, and even distributed this way). To avoid “grade inflation” team, you may begin to see amazing results! how we get graded in school. companies force managers to have a certain percentage at the top, certain percentage at Credit: www.forbes.com Research shows that this statistical model, the bottom, and a large swath in the middle. while easy to understand, does not accurately However, this does not happen in real life. reflect the way people perform. As a result, HR departments and business leaders Performance management should be made inadvertently create agonizing problems with much simpler, focused on feedback and more employee performance and happiness. developmental. Additionally, performance Bridging the Gap between Employers’ and Employees’ needs ignificant differences exist between “Employers are experiencing ever-growing
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