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

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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, Atitled, “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.

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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 employees’ demands and achieve a talent employers’ plans for developing talent competition for labour. At the same time, advantage, especially if they do not have a seat Sand employees’ views on an effective unemployment remains high in many at the table – and this is crucial if they are to workplace. countries around the world. The issue goes remain a viable part in the talent ecosystem.” well beyond lack of available talent, it is a lack With tightening labour markets, increased of the right talent, where and when it is needed In today’s global environment, successful sophistication in hiring for the best fit, and a to drive competitive advantage and deliver talent strategies depend on an organisation’s more demanding employee population, the business results, said Ilya Bonic, Senior Partner ability to engage, inspire, and retain employees key to achieving business growth is radically and President of Mercer’s Talent business. of different genders, ages, races, and redefining how talent is managed, developed, backgrounds. and incentivised. For talent that has analytic skills, inspirational leadership capability, and a global mindset, “Bridging the gap between employee and According to Mercer’s 2016 Global Talent demand continues to exceed the supply.” employer views will require substantial Trends Study, a lack of development, outdated changes from HR,” said Ms. Bravery. “This processes, and discontent with the role of Kate Bravery, Partner and Global Solutions includes improved operational capabilities managers are the main drivers of workforce Leader for Mercer’s Talent business added, around talent sourcing, enhanced tools and dissatisfaction. “Employees today have more options than managerial capabilities to deliver a compelling ever before. They are demanding a new value career proposition, and proficiency in Astonishingly, 85% of organisations report that proposition that combines greater career workforce analytics for a data-driven approach their talent management programmes and support with flexibility to manage their work to managing talent flows.” policies need an overhaul. Managing these and more opportunities to develop their changes require support from leadership skills. HR professionals are challenged to meet Credit: www.mercer.com

www.hrfocusmagazine.com HR Focus Magazine | News 7

Embed Wellbeing into your Culture

mployee engagement, as an outcome, “. Her research on Human Capital Management For it to be effective, employee wellbeing needs has traditionally been defined as an practice has shown the benefits of wellbeing to be part of a regular business dialogue and Eemployee’s “willingness to expend initiatives in organisations. It shows that with deeply embedded into organisational culture. discretionary effort on the job”. But willingness wellbeing initiatives, organisations increase Leaders need to create an environment that it turns out, does not necessarily guarantee the wellbeing of other employees, resulting in promotes a state of contentment, allowing ability. With the increased demands created employees staying in their jobs longer, and can their employees to thrive and flourish, not by technology, along with a growing skills gap increase the organisation’s stock market value. just get by. This will ultimately lead to the and a more complex global economy, even As wellbeing is a dynamic concept, Dr. Moon achievement of employees’ full potential for the most engaged employee is likely running specified that the research encompassed the benefit of themselves, their organisations on empty. wellbeing at work as a top-level concept and the greater community. that consists of the components: Physical, Dr. Michael M. Moon, the CEO and Principal Psychological, Financial, Emotional and Social Credit: www.workforce.com Analyst for ExcelHRate Research and Advisory wellbeing. She further discussed in her study services, says, “The challenge for employers is that these five components solidify the to inspire their workforce to bring more of their concept of the “whole” employee. whole selves and full potential to work every day

The Who, How and Why of Onboarding

n employee’s first few days are This study showed that senior executives and The How: With the advancement in technology, critically important, not only because L&D team members are frequent onboarding there has been an increase in the number Aorganisations need to get their new collaborators and have included technology to of ways for onboarding. The top technology hire up to speed as soon as possible, but also make the entire process more engaging. It also currently being used in onboarding are because the initial days at a new job hold huge showed that successful onboarding outcomes video, online learning or webinars and online influence over an employee’s decision to stay include increasing engagement, improving onboarding portals. Additionally, there with the company long term. Onboarding culture and reducing time to productivity. are discussion forums, social networking, must form a crucial part of an organisations conferencing, among others. retention strategy, as onboarding is also used The Why: The onboarding process allows for transitional workers, to better prepare those an organisation to get employees started The What: Organisations aim to improve time moving into managerial or executive roles. productively in a new position, whether or not to competency, while increasing engagement they are new hires. As such, some organisations and retention and bettering workplace A 2016 study by Silkroad, a leading global have even begun to onboard those employees culture. Organisations do this by involving provider of cloud based talent management transitioning to new roles. employees up and down the organisation in solutions,to determine the intricacies of the onboarding process and using variety of onboarding in organisations found that The Who: The entire organisation, from HR to learning and delivery methods. onboarding has become a longer process, operations, to managers, etc, all have a stake expanding beyond new hires and lasting in the onboarding process. Senior executives The success of the onboarding process is a beyond an employee’s first few days. It have a huge part to play as executive team effort, requiring senior executives to has also become a more holistic process, commitment and leadership visibility go a set strategy and demonstrate leadership moving beyond simply finishing compliance long way to make new hires feel valued by commitment through in-person meetings, paperwork to encompass the instillation of their new organisation. managers to set learning goals and human mission, values and workplace culture. resource professionals to funnel all processes throughout the organisation. Credit: www.workforce.com www.hrfocusmagazine.com

HR Focus Magazine | Article 9

by Ewurabena Hagan

s I drew closer to the end of my four-year I anticipate being productive. Going to work is accounted is not posted to teach at a school stay in the University, I got more curious one thing, but it is a whole other thing to get but instead, is posted to do work along the Aabout the world of work. Following MM results when you get to work. I have been able lines of accounting. As I anticipate starting my Focus Magazine’s campaign against ‘getting to build a result-oriented mindset, and I expect National Service, I hope to learn about myself. stuck in the wrong job’, the image from their to be assigned enough tasks that keep me In these formative years, every personnel campaign has been permanently embedded busy till the week ends. I hope I do not have should take advantage of the National in my mind. As a result, it became an undying the time to recite the mantra, “Is it Friday yet?”. Service working environment and assess their concern that I do not get stuck in the wrong My friends have shared a lot of national service strengths and discover what they were born to job. and internship experiences with me, where do, or at least, get a general idea of their area they ran personal errands for their supervisors of interest. I made it a habit to find out for myself just and did nothing related to the jobs they were how many people within the corporate world Early on in the year, the National Service employed for. were square pegs in round holes. In a bid to Secretariat granted the 2015-2016 National steer clear of similar situations, I asked workers In the grand scheme of things, the National Service Personnel an opportunity to extend generic questions about their jobs and to my Service system is designed to be an act of their service for six (6) extra months because surprise, the responses ranged massively from service and love to your country. In essence, of their exceptional output and positive nonchalance to compulsion. On the bright side, there is no obligation to pay personnel salary contribution to their respective postings. Bravo about one out of five respondents got excited or allowance in my opinion. J. F. Kennedy said to them and all the best to the next batch! and delved into unending conversation about it best when he said, “…ask not what your Very few people are wired to fit into every their jobs requirements, some experiences that country can do for you, ask what you can do working environment, and others may just come with it, and why they love it. That was the for your country…” I see National Service as take what they can get. I hope that over this kind of attitude I desired to have towards my such an opportunity to do a lot for my country year, the National Service Personnel across the job. and as such, I expect to produce more value country discover the fulfillment in enjoying than I am paid for. As a National Service Personnel, I expect to love the work they do instead of writing it off as a my job. Whether or not it is an internship that Inasmuch as the National Service system wasted year that neither builds capacity and lasts 4 months or a service that lasts one year, if confuses me, I am sure that a lot of work goes skills nor serves the nation it is worth my time, it is worth doing well. The on behind the scenes. I wonder how many profitably. secret to doing something well is to enjoy it. It personnel are posted based on their strengths, is a very sad predicament if you journey from skills or interests. Some university graduates home to an office five (or six) days a week to are oblivious to the kind of work that they fulfill tasks that are assigned to you and receive will enjoy, whereas others enjoy doing (and ! compensation in the form of salary without are good at) multiple kinds of work. Either relishing each moment. way, it would be better for all parties involved Communications Assistant Focus Digital if someone who is naturally crafted to be an www.hrfocusmagazine.com 10 Theme Story | HR Focus Magazine HR Metrics

Staying Accountableby Revina Acheampong

R metrics are sometimes overlooked by businesses who assume they are too complicated to deal with. But HR metrics can help uncover strengths and weaknesses within a company and allow you to understand which areas you need to focus on improving and which ones Hyou need to capitalise on. From basic HR department efficiency to uncovering the exact cost of each new employee, HR metrics are invaluable for assessing your business and devising strategies.

And the best HR administration programmes To get you started, here are a few options, CONSIDER TRACKING can make utilizing HR metrics simpler than as well as some key metrics (Recruitment, 1. Hiring manager interviews to ever. Here are ten of the most helpful HR Retention, Compensation, Culture, Health offers ratio (by manager):Tracking how many metrics and what they can tell you about and Safety) for your consideration. interviews it takes to get to an average your company. Many great HR systems will offer will give you a sense of how efficient be able to help you track various HR metrics Recruitment Metrics: recruitment is across your departments, whenever it is needed, and the minimal If your HR group is currently gathering and which managers might need assistance investment for such a system will pay for metrics, they are likely based on recruitment. or guidance with their hiring processes. itself quickly when you begin to utilise the This would include metrics such as vacancies, Also called Time to Fill, these HR metrics HR metrics and find out just where your average days open, cost per vacancy, cost help highlight the efficiency of your HR company’s main expenses are coming from per hire, temporary staffing, agency costs department and measure the time it takes and where your business is the most efficient. and search fees. Some companies also track them to fill a vacant position in your company. With a combination of good planning, hiring manager satisfaction and candidate proper analysing of HR metrics, and effective satisfaction. 2. Employee referral rates by strategy, you can use HR metrics to move department or business units: One of the your company into the future. key questions used to determine customer

www.hrfocusmagazine.com HR Focus Magazine | Theme Story 11

satisfaction scores is: “How likely is it that tempted away by higher salaries by tracking CONSIDER TRACKING you would recommend [your company] to a the percentage of employees who are rated 1. Number of safety/wellness/sustainability friend or colleague?” Tracking actual referrals in the top performance appraisal level and award nominations – Awards and recognition gives you a real time answer to this question who are paid above the average salary for are a great way of seeing real-time when it comes to employee satisfaction, and their position (and vice versa). engagement in your initiatives, because they a deep comparative insight about each area are a measure not only of the achievement HR Metrics of your business. 2. Recognition reach in key populations – of those receiving the awards, but the Do your top employees feel appreciated at commitment of those who are nominating 3. Quality of hire: The quality of hire metric is your company? Are they building critical their peers. not an easy one to get at, but it is one of the relationships with peers and managers that most important hiring metrics you can track. will keep them happy and productive? How These are just some of the forward-looking This is by averaging job performance rating big is your winners circle where it matters? metrics you might consider including in your of new hires, the % of new hires reaching One simple way to see this is to track dashboards. In addition, there will also be acceptable productivity with acceptable time recognition reach for key groups like high industry-specific metrics you may want to frame, and the % of new hires retained after potentials or flight risks. consider tracking for your organisation (such one year. You can also include the amount as per diem time for healthcare systems, of recognition that new hires receive to get Culture and Diversity Metrics: or intellectual property filings for R&D a more complete picture of how the hire is More and more HR pros are taking closer organisations). regarded throughout the organisation. note of culture and diversity in order to better measure and improve the experience of Do your top employees feel appreciated at Retention Metrics: working in their organisations. Engagement your company? Are they building critical Retention is another area many HR and satisfaction have long been annual relationships with peers and managers that departments are already tracking. These stats survey staples, but some companies are also will keep them happy and productive? How might range from simple average tenure to employing short pulse surveys to keep tabs big is your winners circle where it matters? metrics like 90-day retention rate, monthly or on those metrics more regularly. Companies One simple way to see this is to track annual turnover rates and average turnover are also tracking diversity—whether by race, recognition reach for key groups like high costs. This is also where many companies or gender—by looking at (for example) how potentials or flight risks. collect data from exit interviews. many women are in their workforce, new hire groups, or being promoted into management Knowing the numbers and how to use them CONSIDER TRACKING and executive levels. Union percentage is 1. Retention rate of critical employees– It is also another important indicator of worker • Cost Per Hire – This can tell you just how not enough to have a high retention rate, if population mix. much it really costs your company when you you are still losing key talent. Identify and flag hire a new worker. your key contributors, cultural energizers and CONSIDER TRACKING future leaders, and then look specifically at 1. Strength of company values- Use • Revenue Per Employee – Helps you uncover your retention rates among those groups. performance review data and real-time just how much each one of your employees is recognition data to measure the comparative actually earning for your company. 2. High/Low performer retention differential strength of your company’s core values. Track – Likewise, it makes sense to do a comparison by department, business unit or company- • Absence Rate – One of the simplest HR of departures by performance review ratings, wide. metrics, this one gives you a look at just how to determine if there are patterns there that many days your workers are missing and should be addressed. 2. Employee happiness - A few years ago, could indicate employee satisfaction rates. employee happiness was considered 3. Resignation rates by department – Parsing fluffy and irrelevant. Now, companies are • Benefit Cost – These HR metrics will give resignation data by manager and department beginning to understand the enormous you an overview of just what your benefits can highlight potential issues in a given group impact of employee happiness and its effect package costs you per employee. or with a given manager. on morale and productivity. • Satisfaction – One of the more difficult to Compensation/Benefits Metrics: 3. Average workforce age/projected gauge HR metrics that tells you how satisfied Because it is directly related to money and retirements – Tracking average workforce age your workers are. Satisfaction is more the bottom line, Compensation and Benefits can give you some important psychographic abstract, and surveys are the only real way to is a focal point for many senior executives. detail on your employees and help you to gather the needed info for these HR metrics. They want to be sure they are getting a estimate and prepare for future talent and maximum Return on Employee Investment leadership crunches due to retirement. • Turnover Costs – These HR metrics can (ROEI). Metrics here might include average surprise many employers and help show you compensation (or average compensation by Health, Safety and Sustainability Metrics just how much it costs you when you lose an employee level), benefit cost per employee, Health, safety and sustainability are other employee based on separation costs, vacancy benefit as a percentage of salary, benefits rising concerns for many organizations, costs, new hiring costs, and as a percentage of revenue (or operating and therefore deserve a spot on some HR new training costs. expenses), overtime, healthcare costs, or dashboards. Statistics might include: worker’s recognition spend. compliance incident rates and cost per Credit: employee, number of documented safety http://unicornhro.com CONSIDER TRACKING violations, number of accidents, wellness http://www.globoforce.com 1. Appraisal rating-to-salary ratio: Get ahead campaign participation and results, safety of your voluntary turnover rate and ensure incident rates, safety training expenses per Editor-in-Chief & PR Consultant that your best employees would not be employee, and recycling initiatives. Focus Digital www.hrfocusmagazine.com

HR Focus Magazine | Article 13 A Closer look at Managing Millenials in the Workplace

by Lydia Boateng-Pobee

oday, the world is experiencing a new to share the mission, vision and goals of the of organisational communication. Research generation of workers called Millennials organisation. They want to know where they has shown that this particular generation have Twho come into organisations with fit in these goals and how their contributions an eight-second attention span. Effective and new perspectives and ideas.They are also impact on the big picture. Millennials prefer a direct communication make them understand known as Generation Y and are said to be workplace where structures and systems are their role and work at achieving results. the generation who became adults around clearly defined, their roles are stated and an the year 2000 (Oxford Dictionary, 2016). assessment criterion is attached for effective 6. Workplace Environment: Unlike previous generations, Millennials view delivery of results. A flexible and relaxed culture, which the world differently and have redefined encourages sharing and innovation is good the meaning of success, personally and 3. Teamwork: for Millennials. They like organisations that professionally. ‘They are continuous learners, Millennials collaborate naturally, especially place value on employees and have mutual team players, collaborators, diverse, optimistic, when they understand the purpose and respect. Millennials appreciate a less formal achievement-oriented, socially conscious goals of the team. Collective discussions, atmosphere with some fun but emphasise on and highly educated. They are also the most which encourage initiative and results in achieving results through support, celebration educated generation in history (Newman, innovative solutions, bring them fulfilment. and correction where necessary. 2010; Rikleen, n.d.). In such environments, they are sure they can contribute without the fear of being criticised. 7. Technology is Key: Business leaders are getting frustrated with Leaders can explore making Millennials part of Technology and digital communication is a this generation because they are risk takers particular projects and communicating how major part of the lives of Millennials. To them, and see career change as normal. Leaders are the project fits into the organisational mission an organisation that does not use or maximise looking for ways to harness the uniqueness to get the best out of them. technology is outmoded. Having an adaptive of Millennials and retain them to their workplace with high use of technology organisation’s advantage. The following are 4. Growth and Development Opportunities: through devices or knowledge-sharing seven (7) ways to fully lead Millennials and Millennials are continuous learners. Leaders platforms makes Millennials happy. Likewise, maximise their potential: have to give them learning opportunities to training and development opportunities using retain them in organisations. They appreciate e-learning platforms which offer flexibility in 1. Make your organisation “Millennial training in their fields of expertise and in terms of when and where to participate are Friendly”: relation to their roles. This makes them play critical. Most importantly, Millennials would Millennials are generally attracted to their roles efficiently. They also appreciate appreciate technology that improve their organisations that share their products personal development training that cuts work-life balance. and services with the outside world using across communication, presentation skills, technology and other media. They want the intergenerational dynamics and integration Millennials are expected to reach about public to know the organisation’s culture and into workplace culture. Leaders can also half(46%) of the workforce by 2020 ((Lynch, its policies on interpersonal communication, provide training in team building, processing 2008). Leaders need to acquire skills that work schedules, training and development feedback, and how to set long-term career Attract, Develop and Retain such exclusive of staff. Other attractive features are loans goals.The idea of working with mentors is very talent and skills for their and compensation packages that make important to them. They place high value on benefit and that of their life more comfortable for this generation. having such learning opportunities because it organisations.

Millennials prefer organisations whose leaders enables them acquire new skills and abilities are honest, good communicators, confident, that make them more competitive. approachable and willing to support their growth. 5. Open Communication: Millennials value open and candid 2. Shared Mission: communication. They expect this from Millennials do not like to be left in the dark. To everyone within the organisation. Thus, lead them effectively, the leader would have leaders have to work on the nature and tone www.hrfocusmagazine.com 14 Article | HR Focus Magazine Continuous Learning; My a Prerequisite for Getting

ahead in your Career by Daniel Dunoo TOP

ommit yourself to lifelong learning. The As a matter of fact, in this day and age, voluntary service person, and was privileged most valuable asset you will ever have information about all kinds of topics, and to work closely with him. He was exceptional; Cis your mind and what you put into it” access to the thoughts and ideas of some of one committed to learning new things as long –Brian Tracy the most erudite minds abound on the internet as they related to his role (s). A case in point and on several platforms. The sad reality is that had to do with the terminal reporting system Continuous learning is critical in the rather than capitalise on these wide variety of the school. The filling of these reports were development of highly productive human of opportunities to broaden our scope and manually done and this had been the case for resource. Consequently, many world class knowledge base, some use these avenues for years. This practice was slow, demanding and business entities invest in the provision of nefarious and counter-productive ends. time consuming so David came up with a continual training opportunities for employees brilliant idea; he will prospect for and educate by sponsoring employees who desire to pursue Do you know that some of the world’s himself on the usage of a students` terminal certain industry and career relevant courses. phenomenal achievers are voracious readers? reporting software that would in time replace These are usually intended to help employees Talk of John Maxwell, Warren Buffet and Bill the manual filling of the report forms. With time, keep abreast with industry trends, obtain new Gates. If you are privileged to have acquired David developed the report form template skill-set and high value information, and help the ability to read, it is about time you made and had become conversant with the relevant sharpen their skills and competences. That the most of it. Napoleon Hill, the best selling procedures required for optimal usage of the said however, employees have a crucial role author of “Think and grow rich” makes a critical software, making the manual filling of the to play and ought to personally commit to point when he noted, “The person who stops student report forms with its associated delays continuous learning, with or without support studying merely because he has finished and drudgery a thing of the past. This was an from the organisation with which they work. school is forever hopelessly doomed to employee who took his work so seriously that mediocrity, no matter what may be his calling. How can this be accomplished? Well, this he was willing to acquire new knowledge and The way of success is the way of continuous write-up will show you how, and will challenge skill to be of better service to the institution pursuit of knowledge.” you to prioritise continuous learning in your he worked with. It brings to mind what Brian career pursuits. Accessing non-reading resources makes a Tracy once stated: “You can learn anything you difference need to learn to achieve any goal you can set Reading makes a difference for yourself, there are no limits.” Continuous learning is not limited to the As a student still pursuing a Higher National “printed page” (as in reading). Make time to Henry L. Doherty wisely advised, “Be a student Diploma in Marketing in one of the Nation`s attend industry/career relevant seminars and so long as you still have something to learn, Polytechnics, We had just completed our conferences. Interact with industry players and this will mean all your life.” Irrespective examinations but I had chosen to remain whenever and wherever possible. Surf the of whatever field of endeavour you may be in a rented apartment that was close to internet for videos and audios that have a engaged in, it would be in your best interest to campus. My friend, who also happened to bearing on your chosen career. Some highly subject yourself to the discipline of continuous be my roommate, chanced upon me reading productive professionals have shared their learning. a book, and he passed a comment that has experiences of how they acquired new skills stayed with me till date. He remarked, “How Do not limit yourself to only your area of and high value content via sites such as come we just completed our papers but you expertise; read wide. As you engage with YouTube. I know of people who learned new are still reading? Aren’t you tired of reading?” books and other reading resources, you will be recipes and others who learnt computer As far as he was concerned, once we were engaging with ideas that could make a world programming on the internet, which has done with our examinations for that semester, of difference in your career. made a world of difference in their professions. our brains should be allowed to rest, at least The good news is that you can also access high for the duration of the holidays. Sadly, such value content for free on the Internet. is the mindset of many; they simply do not think they need to read or acquire up-to- date knowledge relevant to their industry The inspiring story of a voluntary service and career, yet there is so much to be learnt person if employers and employees alike will make some time to read good books, magazines, I was recruited as a voluntary service person newspaper publications and other reading a few months after I was through with my Professional resources. National Service, hence, I was posted to a Marketer, Junior High School where I met David, also a Freelance Writer

www.hrfocusmagazine.com HR Focus Magazine | Article 15 My TOP Silent Business3 Killers by Mary Sackey

n my corporate life’s journey, I have come has helped us to save about at least 70% of our human resources gives managers an overview to realise that the values of an organisation contracts. of how the organisation is faring from the Idetermine the fate of the organisation. What departmental point of view and helps them to the organisation prides itself in as very crucial Also, with advancement in technology and take decisions aimed at making the company to their success must be imbibed into each social media, organisations that are on the better. Motivate the employee to understand and every employee of the organisation to various social media platforms must endeavour the essence of the report and get them to ensure that this success is achieved. to respond to queries in real time. News travel move along with the organisation. fast, especially bad news; you do not want your With the constant engagements I have had followers and connections badmouthing you Though not exhaustive, these are some of with vendors and clients in Ghana, I have on social media. That will surely go viral. the basic points that are taken for granted in come to realise some very little things that are our quest to focus on the bigger and more ignored, which can slowly make a business Feedback Culture: pressing issues in the organisation. Inasmuch lose its clients and subsequently fail as an Giving feedback is another crucial aspect as the bigger issues are tackled, measures must organisation . of every growing business. Feedback helps be put in place to help mitigate some of these management or the person involved to bad habits which are likely to escalate into Response Time: understand the pending issue and find another bigger issues if not properly handled. Response time is one very critical aspect of option, if there is a problem at hand. Feedback a business, which has not been given much also gives one an upper hand over issues and All the best as you try figuring out what little attention in our part of the world, especially prevents projects from stalling, especially thing seems to be eating up the growth of when it comes to communication with when the information is needed to complete a your organisation. external parties. In the case of emails, you will task. Measuring feedback of employees helps find employees overlooking or not responding to make them responsible and take charge of to important emails for close to two weeks. tasks assigned to them. Some others will decide not to pick calls and it usually beats my mind, knowing that Reports: these are official lines purposely given to the I have come to realise the essence of reports to employee to perform his or her duties. As a Key managers. Reports play a major role in decision Performance Indicator (KPI) for every staff in our making at the top level. Employees find it organisation, we measure the response time of very difficult to send in reports, generally, ! the employee through email, skype, WhatsApp as it gets exhausting sometimes. Financial Operations Manager and all other mediums of communication. This reports, progress reports on projects, as well as Nalo Solutions Ltd.

www.hrfocusmagazine.com 16 Spotlight | HR Focus Magazine

Ms. Dinah Glover General Manager, Management Control - Toyota Ghana

Ms. Dinah Glover - General Manager, Management Control With HR taking the center stage in most institutions, organisations are redefining the role to suit their company culture and activities. Ms Dinah Glover is the General Manager, Management Control of Toyota Ghana. She describes herself as more expressive in writting than talking and she loves Country Music. Her love for country music stems from the fact that the themes/words keeps her in tune with life’s issues, understanding other people’s feelings, dealing with struggles and many more. She says, “In some way, it reminds me of how human we all are.” She loves “self-evaluation” and the quiet, however, she is quite sociable, confident, daring, and is hardly swayed by people’s perceptions and social expectations.

Let’s get up close and personal on her career and role as GM, Management Control

www.hrfocusmagazine.com HR Focus Magazine | Spotlight 17

HRF: Please walk us through your career, and Develop policies, communicate them, organize HRF: What efforts does Toyota put into training? where you believe you had the most experience workshops to ensure all staff understand the How do you measure its effectiveness? and exposure. policies and their implementation. Staff are able to know what will result in sanctions and DG: Toyota Ghana has a whole department DG: I took up the role of Head of HR at an age rewards. Where policies do not exist, systems responsible for technical training. While where many will consider as career entry point. are availed to abuse, emotions, grievances, the HR section of the Management Control Though I had some guidance from my former staff morale issues, which eventually affect Department is responsible for the staff boss of blessed memory, I pushed myself to productivity. HR Managers must endeavor to development and continuing education, the learn and was eager to know what went into develop policies and involve Management Technical Department is responsible for the all areas of the company’s operations. This is at all levels and get their support in their upgrade of technical skills of staff. an engineering dominated sector filled with implementations. They must also endeavor to qualified engineers. As a result, I needed to update them as the Company grows in order We set up an annual training action plan, which keep up with them as Head of HR so their to ensure that the policies are in line with the is reviewed and approved by management. needs are understood and at the same time changing conditions of the Company. When Quarterly reviews are made to ensure that the aid me to do my job successfully. I grew and this is done, staff trust is built and confidence Training Department is on course. my job expanded. At one point, I handled in Management is maintained. Customer Service aside the HR function. This We have set up six-man training sections gave me vast exposure in customer relations; HRF: In your opinion, what have been the most under the Training Department at the Head handling both staff and customer problems challenging points in management control, Office with the sole purpose of training our and finding solutions to the problems. I believe and how did you get through it? staff and our fleet customers. We have also set I gained additional experience when in 2007, I up mini training offices at each of our branches was put in charge of Management Control. My DG: The most challenging point is bridging to support local training at the branches. We work expanded from HR and Administration to the gap between Management expectations spend over GHS 500,000 annually on technical Corporate Governance and Risk Management. and Union expectations. Finding myself in the training alone. Our staff are sent overseas for This is where I got involved with every aspect middle has not been an easy ride. I am part of training in countries such as South Africa, of the Company’s operations. It was essential Management as such I know the issues. At the Bahrain, Kenya, Belgium and Japan to catch up to me that I was seen as a contemporary rather same time, I see the unions’ point of view and with new technologies in Toyota Vehicle and than a woman. I ensured I reminded them by the need to listen and meet their demands. Spare Parts manufacturing. excelling at my job. Getting both sides to agree has been tough. But I have been able to handle this difficulty We measure Customer Satisfaction Index HRF: What exactly does your role as General over the years and have maintained a sound through surveys to determine how our staff Manager, Management Control entail? industrial relations. In most difficult situations, are performing on the job. We conduct job I enroll the support of my senior colleagues to evaluations and assessment before and after DG: The role encompasses, Corporate help bridge the gaps. each training program. Governance, Compliance and Risk Management, HR, Administration, Procurement and General HRF: Being HR in an automobile firm, what are We run an incentive based training certification Services the criteria you consider when recruiting? program that rewards staff for excellence, hence staff are highly motivated to partake in HRF: What significant changes have you DG: It is very important to me that new the training programs. introduced into Toyota in terms of HR? entrants are willing to learn on the job. Accept challenges. In that respect, apart from very HRF: How has your experience in HR DG: I joined Toyota Ghana barely three years sensitive roles, I always prefer new graduates to management enhanced your scope of dealing after it was diversified so it was virtually a new join our fold. We are able to develop them and with technical issues (non-HR related) in the company under different owners. My initial get them embedded with the Toyota way. So automobile industry? responsibilities were to develop HR policies, what is important is a candidate who is willing Company Operations Manuals and other to learn. I always tell my new engineers that DG: My colleagues call me the pocket engineer. relevant policies for the smooth running of the as they join Toyota Ghana, they must prepare I made it a point to learn, join the dojo (on Company and staff relations. These I did and themselves to work in every department and the job training) sessions, participate in their ensured execution and compliance all over the branch of the Company meetings and sometimes visit work sites where Company. Many of the policies and manuals vehicles are being maintained. I get myself developed over the years were built on my HRF: How do you keep workers motivated to involved in sales and marketing activities, so as inputs. give off their best and be loyal to the company? my role expanded, I have been able to fit in. HR practitioners should be able to blend both soft When I joined the Company in 2001, there DG: Toyota generally sees its staff as family. and hard issues of the company and you can were less than 100 members of staff. Today, In my practice, I have moved beyond just only do that if you understand the technical Toyota Ghana has over 510 members of staff the rhetoric to making staff know that aspect of your company. with two staff unions. I have endeavored to management is ready to listen to their maintain a working relationship with all unions problems, help where need be and support in HRF: Do you consider yourself to have reached while ensuring a cordial industrial relation. any way we can. We have put in place many the highest level in your career? incentive schemes to encourage especially our HRF: What best practices in Toyota would you technicians to improve and maintain efficiency DG: I will not say that. I started in HR, today I recommend to enhance HR management in but the continuing sense of Management am into Corporate Management. Who knows Ghana? being there for staff at their point of need has what I will find myself in future. I keep learning been a constant way of keeping their morale every day. I develop interests, I pursue new DG: Our best practice, and one thing I pride up. interest. Is there a highest level? I don’t think myself in, is making company policies known. so. Life is about learning. www.hrfocusmagazine.com T: 0302 902 062 / 0244 771 807 W:www.ihsghana.org E: [email protected] HR Focus Magazine | Q&A 19

with Dr. Mrs. Ellen Hagan

How do I move on? I think I deserve a pay raise, or?

Hello HR, Hi HR, I have found a new job and I am excited, but something is not making I have been working in this firm for almost five years without a salary my joy complete. The thing is, I have worked for over five years at my increment. I must admit that within the first two years of my working current job and it has been the best working years of my life. In these there, the company encountered some financial challenges that led to days where people complain so much about their workplace issues, I the laying-off of some colleagues. That notwithstanding, the handful of count myself lucky to be in a job that has helped me grow professionally employees left worked tirelessly to bring the company back to its feet. in every sense of the word. That notwithstanding, I feel the need to Productivity increased by 150%, which led to massive profits for the move on from here and explore the other side of the corporate world. company. Management promised to reward us for our hard work, which As mentioned earlier, I have found a job that suits me. My dilemma made us very happy. Two years down the line, and we are yet to see the is how to break this news to my colleagues and managers who have reward that was promised us materialise. The excuse we were given was been awesome throughout my work life with them. Leaving them is like that the company is still in the red and any wrong move would result in deserting my family. I don’t know what to do, please help! bankruptcy.

Confused Employee. I wanted to leave as well but my line manager begged me to stay and help resolve the issue, which i agreed to do on condition that they Dear Confused Employee increased my salary, which was accepted. How do I get the reward that Firstly, congratulations on your new job offer. I am sure your current was promised us two years ago and also, the salary increment which I employers will be more than glad to support you in your new offer, really deserve after five years of hard work? especially after serving them meritoriously for the past five years. I advise you have an open conversation with your managers about your intentions. Mindful of the relationship you have kept with them HR: I can relate to your frustration and disappointment. I advise that the last five years, it would be prudent to not just leave but seek their you discuss with your immediate supervisor or manager, asking for a counsel about the new offer and their blessings for the task ahead. The salary increment as per the company policy, bringing to the table earlier significance of this is you can return if need be and still be welcome into promises. the family. Attempt using the administrative procedures available to you, if that Again, your current employers may have insight into this new company fails, escalate to your overall boss through the Head of HR or Chief that you may not know of. With an open conversation, you invite them to Operating Officer (COO). guide you in your decision. When you finally decide to move on, be sure to have read, agreed and signed the Condition of Employment and any other contractual agreements pertaining to your employment before you hold an exit conversation and tender in your resignation. Do not resign only to be told by your new employers, “There has been a change in plan, hence we are unable to hire you as previously discussed”. I wish you the very best in your decision. www.hrfocusmagazine.com 20

BROUGHT TO YOU BY BROUGHT TO YOU BY HRHR FOCUS FOCUS MAGAZINE MAGAZINE

HR FOCUS MAGAZINE RAISES THE BAR WITH HR FOCUS CONFERENCE 2016

R Focus magazine organised its annual HR Focus Conference at the World Trade Centre, Ridge-Accra. HThe Conference’s sole purpose was to bring together HR practitioners, senior executives and people who are interested in the world of work together to deliberate on issues affecting the world of work and proffer innovative solutions to these issues.

The theme for this year’s conference, “Technology Driven HR: People, Processes and Performance” was strategically chosen to bring to the fore how technology is changing our world today and how this change is affecting work, productivity and overall, people management.

The HR Focus Conference, which was in two parts for this year, consisted of the HR Forum and Career Development Session alongside corporate exhibitions.

Paticipants at the registration desk Jerry Adjorlolo Dr. Mrs. Ellen Hagan Official MC Chief Executive, L’AINE Services Ltd. HR Forum - Insightful speakers Speakers for the HR Forum were chosen from various industries in The final Speaker for the HR Forum, Mrs. Celia Appiagyei-Collins, order to give participants diverse views of the role technology plays in Founder, Rehoboth Foundation, spoke extensively about the diverse different sectors. roles technology is playing in all spheres of our lives, especially in the world of work and encouraged participants to take ownership, leading Dr. Esi Ansah, the CEO of Axis Human Capital, facilitated a compelling the course to make it work. discussion on the topic, “Optimising Technology to Enhance Talent Sourcing and Employee Engagement. Here, participants contributed She stated that “our world today has become “an evolve-or-die situation their thoughts on how technology can be leveraged on to employ the and it is time HR and people in management took cue from that.” Her best talent for their respective organisations. topic, “Measuring and improving performance through leadership, coaching and mentoring,” gave participants further insights into the role Mrs. Irene Asare, HR Facilities and Administrative Director, Tullow Ghana, of technology in business success. also spoke about technology in her sector, leading a discussion on the topic, “How Technology can drive high efficiency and enhance service The HR Forum also saw Dr. Mrs. Ellen Hagan, CEO of HR Focus Magazine delivery.” and Mrs. Stella Agyenim-Boateng, former HR Director of Vodafone and a past winner of the HR Focus awards, unveil four new award categories She encouraged participants to take advantage of the improvement it that will be included in the 2017 HR Focus Awards. has brought into the world of work and make it better.

Mrs. Irene Asare - HR Facilities and Dr. Esi Ansah Rev. Celia Appiagyei-Collins Administrative Director, Tullow Ghana CEO, Axis Human Capital Founder, Rehoboth Foundation www.hrfocusmagazine.com 21

BY YOU TO BROUGHT HR FOCUS MAGAZINE FOCUS HR

Chef Ruby Villa Monticello

HR practitioners at the HR Focus Conference 2016 Career Development Session The Career Development Session, which with cash prizes and souvenirs from sponsors. where participants were encouraged to also took place the same day, had a different All participants were also presented with believe in themselves and step out of their twist to it this year; aside equipping students, certificates of participation. comfort zone. jobseekers and young executives with the necessary tools for career advancement, there The judges, who were in the persons of Dr. The HR Focus Conference, which has been was also a “Business Challenge.” Randy Osae-Bediako, CEO, Kharis Group; Mr. extended to include the Career Development Samuel Boafo, HR Director, Cal Bank; and Mrs. Session and the Awards, has been organised This new initiative was introduced to the Gloria Agyei, L&D Senior Manager, MTN, took successfully for the past five years. session to help discover the entrepreneurial turns to encourage and counsel students strengths of students. on their career paths and to be interested The HR Focus Conference 2016 was proudly in developing themselves outside of the sponsored by Websoft Solutions, Ecobank, The winning school, University of Professional classroom. Starlife, L’AINE Services, Airtel, Integrated Studies was presented with a plaque, cash Health Solutions, Awake Mineral Water, Villa prize, internship opportunities and souvenirs Dr. Randy Osae-Bediako cemented this point Monticello, Safety Insurance Brokers, Citi Fm, from sponsors with the runners up, University when he gave a presentation on the topic, TV3, B&FT, Unique FM, UT Bank. of Ghana and Ashesi University, going home “Developing an Entrepreneurial Mindset,”

Dr. Randy Osae Bediako, Kharis Group Business Challenge Time Business Challenge Time giving his presentation Ashesi University College UPSA

Business Challenge Time UPSA Wins HR Focus Conference 2016 Contestants and Judges in a University of Ghana - Legon Business Challenge group picture

www.hrfocusmagazine.com 22 Top 5Ghana

The HR Focus magazine conducted and online survey; “Top 5 Companies to Work for in Ghana,” ahead of the HR Focus Conference 2016. Out of about 600 responses, we present to you in no particular order Top 5 companies!

ECOBANK Ghana TULLOW Ecobank Ghana is an international bank that sees itself as a family Tullow Oil is a leading independent oil and gas exploration and bringing their special skills and talents to bear for the mutual benefit of production company. Our focus is on finding and monetising oil in Africa the organisation, employees, as well as customers. and the Atlantic Margins. Our key activities include targeted exploration and appraisal, selective development projects and growing our low- Coming out as the people’s choice of one of the “Top Companies to Work cost West Africa oil production. We maintain access to diverse sources for in Ghana,” Ecobank believes that this was due to their strong Employer of funding for our activities and adopt a prudent hedging strategy to Brand; the bank has evolved over the years through a conscious plan mitigate the oil price risk. and focus on Employee Development and total wellbeing of staff. With a well-grounded HR Function to support a performance-driven culture, We create value over the business cycle by finding oil and selling oil. staff are motivated and are sure to be objectively rewarded out of hard To achieve this, we execute exploration campaigns, deliver selective work, diligence and dedication. development projects, maintain our production and ensure we are suitably financed through a mix of diverse funding options and portfolio Additionally, using market research and intelligence, Ecobank keeps management. These elements are the basis of our strategy, which is abreast with the modern trends such as employee learning and summarized below: development, as well as reward and recognition programmes that serve as retention tools to keep and maintain the great talents the bank has Exploration and Appraisal; Development and Production, safely deliver produced. Ecobank also prioritizes action based learning, as it keeps the selective development projects; Finance and Portfolio Management; enthusiasm of employees to look for the next opportunity to apply their Responsible Operations, achieve safe and sustainable operations, knowledge to work and share with fellow colleagues. minimize our adverse environmental and social impacts, and achieve Before landing a job with Ecobank, one would have to go through a the highest standards of health and safety; Governance and Risk screening process. For fresh graduates who would like to work with Management; Organisation and Culture: Build a strong unified team with Ecobank, one would have to go through a three step process of: excellent commercial, technical and financial skills and entrepreneurial assessment centers, screening and interviews and finally, selection flair; Shared Prosperity: Create sustainable transparent and tangible based on background and character checks. benefits from the development of oil in host countries.

Ecobank intends to keep doing the right things that make them attractive Our business model addresses the fundamentals that we must have in as the preferred employer; and has also affirmed its commitment to find place to manage our risks and help us deliver our strategy. These include: creative and innovative ways to improve the brand and make it a must- sustainable operations; protecting our people, communities and work for organisation. environment; high standards of governance coupled with strong and effective risk management; an engaged multi-disciplined, diverse and entrepreneurial team; and making a positive and lasting contribution where we operate. – http://tullowoil.com

www.hrfocusmagazine.com HR Focus Magazine | Opinion Polls 23

MTN AIRTEL Launched in 1994, the MTN Group is a leading emerging Bharti Airtel is the fourth largest mobile operator in the world and market operator, connecting subscribers in 22 countries in Airtel Ghana is a subsidiary of the parent company. Airtel Ghana has Africa, Asia and the Middle East. The MTN Group is listed on a strong and unique culture of developing and building talents for the JSE Securities Exchange in South Africa under the share growth and productivity. Airtel Ghana prides itself in touching the lives code: “MTN.” As of 30th June, 2013, MTN recorded 201.5 of its customers with its mobile services and also aims to work towards million subscribers across its operations in Afghanistan, Benin, achieving its vision, which is driven by the values of “AIR” - Alive, Inclusive Botswana, Cameroon, Cote d’Ivoire, Cyprus, Ghana, Guinea & Respectful. These values are fundamental in shaping the strong and Bissau, Guinea Republic, Iran, Liberia, Nigeria, Republic of unique culture that we leverage on. Congo (Congo Brazzaville), Rwanda, South Africa, Sudan, South Sudan, Swaziland, Syria, Uganda, Yemen and Zambia. Airtel Ghana has received multiple local and international awards MTN’s brand is the most valuable in Africa, and is ranked in including being recognised as the “Best Organisation in Learning & the top 100 brands worldwide. MTN’s shares constitute the Development Practice, 2015” and Best Organisation ‘Perform Category’ biggest primary listing on the JSE – Africa’s largest stock for Airtel Africa at the Café International Conference in Mauritius. Their exchange. CSR programme has been celebrated globally and locally as best in class for our ability to integrate CSR into our Corporate strategy. Some of the MTN’s overriding mission is to be a vehicle for Ghana’s recognitions include “Best Corporate Social Responsibility Initiative” at economic growth and development, helping to promote Ghana’s both the Global Carrier Awards and the Africa Carrier Awards 2016. strong development potential from the provision of world-class telecommunications products and services, through to innovative and The company has received more than 20 prestigious awards in the last sustainable corporate social investment initiatives. two years which positions Airtel Ghana as a socially responsible and responsive brand - a great employee value preposition, which continues Technological innovation is vital to MTN’s existence. In response to to make Airtel Ghana an employer of choice for talented Ghanaians. subscribers’ demands and emerging trends, they are experiencing a variety of exciting products and services including 3.5G technology, Airtel Ghana is an equal opportunity employer and therefore provides DStv Mobile, Seamless Roaming, Mobile Money, MTN E-Selfcare, MTN an enabling environment for all potential job seekers to express interest fonm@il, as well as Blackberry phones and services. Other innovative in all job openings. services like Call Me Back, MTN Me2U, Voice SMS, and the unique MTN Zone, are quite popular in the country. Very recently, MTN has again Typically, job seekers would be required to go through a robust introduced services like the MTN Pay4me, Phone Backup service, Mi-Life recruitment process (from taking an online aptitude test, participating Insurance, Vehicle Tracking service, and audio conferencing all with the in assessments centers, presentations on business cases and series of aim of meeting the divergent needs of its subscribers. – http://mtn.com. interview(s) before final selection is made. gh/about-mtn Airtel Ghana aims to consolidate its gains and is working towards accelerating the gains to achieve even more laurels and become the best telecom company in Ghana and the employer of choice.

UNION SAVINGS & LOANS Union Savings and Loans has been operating in Ghana since 1989. Having operated in the banking sector as a “tier 2” Bank, Union has a deep understanding of financial inclusion and SME banking. In the last four years, Union has undergone major restructuring and recapitalisation, making it a trusted brand and a very solvent banking institution serving thousands of individuals and businesses across Ghana.

Union Savings and Loans’ mission is to provide rapid and suitable deposit, transaction, and lending services to individuals and businesses through high quality and satisfied employees, and modern technology. Their vision is to be among the three (3) top savings and loans companies by the year 2015 and a dominant Universal bank by 2017. Companies Their core values include: Godliness, Discipline and Integrity, high Topto work for in degree of customer orientation, teamwork and employee welfare, interest in shareholder value, commitment and productivity. - 5Ghana

www.hrfocusmagazine.com | 24 Product Spotlight | HR Focus Magazine MITSUBISHI PAJERO SPORTS IS THE NEW BABY IN TOWN!

ou may want to take a swing by CFAO’s office this Christmas Pajero Sports 2.5 L diesel manuual, Pajero Sport 2.5 L diesel automatic, because guess what? They have a new baby in town. Speaking and the Pajero Sports 3 L petrol which comes with a leather seat as well Yof baby, I mean the new luxurious Pajero Sports. The car was as an automatic eight gear transmission box excluding reverse. launched recently at their Airport office on the 20th of October, 2016. The improvement in the gear box also enforces the reduction of the fuel The new Pajero Sports has been developed by Mitsubishi Motors with a consumption rate with just 8.0 litres per 100km, as compared to other new modern design. It is a robust vehicle with premium comfort, which four wheel drives. The interesting thing about the new Pajero Sports is offers tremendous improvements in terms of its interior and exterior, its drive mode selection system, which enables the driver to switch from style, shape, comfort, power, accessibility, safety and so much more, with a two-wheel drive mode to a four-wheel drive mode. that extra touch of class! The four wheel drive boasts of three models,

www.hrfocusmagazine.com HR Focus Magazine | Product Spotlight 25

In his speech at the launch, the Managing Director of CFAO, Mr. Edouard Rochet stated that “Driving the new Pajero Sports means travelling first class everywhere; on roads or rough terrain. It is available in both petrol and diesel engines, with manual or automatic transmission, at an excellent price positioning in its category.” He also assured the guest in attendance that CFAO will continue to work hard to deliver “the best products and the best quality of service to our cherished customers.”

In addition, Mr. Rochet affirmed that a new state of the art body and paint workshop will be opened to enlarge the range of services CFAO delivers on its premises. “Initial feedback we have received on the Pajero Sport is impressive, and we encourage you to test drive the vehicle as soon as possible for the best driving experience. Try it; I am confident you will like it.”

In his final comments, he encouraged guests to take the opportunity to meet their sales team and discover the new Pajero Sports.

Mitsubishi is one of the major leading car brands in the Ghanaian automobile market. Over the past two years, CFAO Ghana has successfully launched two new car models; the Outlander, and the L200 Pickup. The Pajero Sports is the latest addition to the CFAO family. www.hrfocusmagazine.com 26 Article | HR Focus Magazine

Celebrating the InternationalPulses 2016 Year of by Abisola Alaka

wonder what comes to mind when one sees Pulses are produced and consumed widely in nutrition, health, climate change adaptation this caption? What could we be celebrating developing countries and contribute to food and biodiversity. It is expected that the global Iwhen we talk about “pulses”? The first answer security at all levels. population will reach over 9 billion by 2050, and that popularly comes to mind is the regular it is obvious that in order to end world hunger throbbing of the arteries, caused by the Given the importance of these nutritional and provide food security and nutrition for this successive contractions of the heart. seeds, FAO was nominated by the General growing population, more attention needs to Assembly of the United Nations to implement be paid to Pulses. However, the word “Pulse” also has another International Year of Pulses (IYP) 2016 in meaning which originates directly from Latin collaboration with governments, relevant Now that we know its importance, what can “puls” meaning “thick gruel, porridge, mush.” organisations, NGOs and other relevant we do to boost Pulses production in Africa? stakeholders. The development of new high yielding Many of us are already very familiar with pulses varieties, new sustainable management as they are a part of our diets. Did you know During the course of the year, we have learnt practices and availability of improved seeds that dried peas, edible beans, lentils and quite a lot about Pulses and as Jose Graziano tolerant to various stresses can be introduced chickpeas are the most common varieties da Silva, the FAO Director General said, “The to increase yields. of pulses? These super foods have been International Year of Pulses will raise awareness nourishing people since historical records about important crops that are essential for Pulses like cowpea and beans can be included began and a long time before, dating back to sustainable agriculture and nutrition.” in integrated cropping, which can increase 7000- 8000BC. the efficiency of existing agricultural land, Today, as a result of the many activities that thus, bringing the much needed climate and You may ask why should we be dedicating a have been undertaken in 2016, we have a environmental benefits. whole year to celebrate Pulses? wealth of information about Pulses from all over the world. Specifically, in Africa, Cowpea Did you know that Africa produces 100% of Pulses are very high in protein and fibre, and are is the most produced pulse crop (around the popular Bambara beans and that the top low in fat. By adding pulses in our diets, we can 96% of global production), followed by dry 5 producing countries are Mali, Burkina Faso, potentially improve our health. For example, in beans, chickpea and pigeonpea. West Africa Cameroon, Niger and Democratic Republic of Ethiopia, Rwanda and Kenya, pulses are already is considered the centre of origin for cowpea. Congo? an essential component of their diet, where Cowpea is a multipurpose crop in Africa of they constitute the main source of proteins. which its various parts are used as human food, As a layman, we can eat more pulses such as Pulses can address both the problems of livestock feed and as firewood. the popular Bambara beans stew, Beans stew malnutrition and obesity. Apart from their high and “Waayke” “Kose” in Ghana; “Frejon”, “Moyin nutritional value, pulses have important health Although pulse production in Africa is moyin”, “Akara “in Nigeria and cut down on benefits and are recommended for preventing increasing, it is still relatively low and there is starchy carbohydrate diets. We can encourage chronic diseases and obesity. much room for growth. The top five producers our local restaurants and chefs to introduce of pulses in Africa are Ethiopia, Nigeria, new recipes from other Furthermore, by increasing pulse consumption, Tanzania, Niger and Kenya. countries, thus, enriching we inevitably reduce the pressure of increased the African cuisine. meat production as pulses are healthy As we move towards the end for 2016, the Gradually, we would all alternatives of meat. Like their cousins in the promotion of the benefits of these relatively be contributing our quota legume family, pulses are nitrogen-fixing crops unknown seeds do not stop here. In fact, for a sustainable future in that improve the environmental sustainability there is more that can be done to further Africa. of annual cropping systems, hence they foster global production of pulses for a sustainable Senior Admin Officer sustainable agriculture. future as they contribute to food security, FAO-UN

| www.hrfocusmagazine.com HR Focus Magazine | Finance Column 27

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Past

Demystifying Planning, Forecasting & Budgeting

avvy business executives use a financial outcomes or performance for future a robust plan to get a business off the ground combination of planning, forecasting and months or years. Businesses apply forecasting and running. This plan will continue to serve Sbudgeting to plan where their company to determine how to allocate their budgets or the business throughout its life span but may is headed in the future and how to get there. plan for anticipated expenses for an upcoming be updated when necessary. Forecasting, with Planning, budgeting and forecasting is a three period of time. Forecasting starts with certain all its risks and uncertainties plays a critical -step process for detailing and determining assumptions based on the management’s role in clarifying things in advance to enable an organisation’s short and long term goals. experience, knowledge, and judgment. businesses take appropriate steps. Budgeting Companies make use of this three-step Forecasting tracks the anticipated performance enables resource allocation to be aligned with process to map out the present and envision to enable businesses make timely decisions to strategic goals and targets set by a company. the future. Though all three processes are address shortfalls against set targets. Top performing companies must effectively essential in running a business, they each play integrate planning, budgeting and forecasting specific distinct roles. Budgeting as a key component of their performance A budget documents how the overall plan management framework. Planning will be executed, specifying all cost and Planning is usually the first step in setting up expenses. Once a company has firm goals in a business and continues to be used as things mind, it needs to look to its budget. Budgeting progress. Planning outlines the company’s is both a short and long-term task in which a financial direction and expectations for the business determines how much money will be next three to five years. When businesses coming in and how to balance this with how engage in planning, they look at what they much will be spent. If you want to get a feel want to accomplish and what it will take to of a company’s budget, check out its cash flow get there. Figuring out how to stay successful statement, where it keeps track of the cash involves knowing what has worked in the past coming in and going out, as well as the income and how the market is changing. statement, which is also known as the “profit and loss statement”. Many companies set their Forecasting budgets at the beginning of the calendar or Once you have an idea of how much income fiscal year, while leaving room for adjustments you will be generating through your business, as revenue increases or decreases. Laila Dwiejua Isaac Ocquaye-Allotey you can start forecasting to determine what Analyst Senior Associate you might be able to achieve in the long-term. Budgeting, planning and forecasting are all C-NERGY Global Holdings C-NERGY Global Holdings Forecasting uses historical data to predict essential tools for running a business. It takes

www.hrfocusmagazine.com 28 Finance Column | HR Focus Magazine

how do we go home How not to go Broke after Christmas

by Gifty Oye Adjei (Investment Analyst)

ll too soon the year 2016 is gradually bank. Your piggy bank savings can help you prices available. Remember, however, that it is drawing to a close and yet another sort out some of the items on your Christmas very easy to get caught up in the excitement AChristmas season will soon be with us. shopping list such as rice, cooking oil, drinks, of all the holiday promotions and suddenly We all know that Christmas is a wonderful just to mention a few. spend more than you actually budgeted for. time of the year with people in a celebratory Always be realistic about what you can afford mood. Considering all the food, drinks, gifts, Remember that the earlier you prepare your to spend, and then make a conscious effort to decorations, clothing, etc that one has to budget for Christmas the better to avoid go strictly according to your plan. buy during the festive season, December is being caught up in the Christmas frenzy. also undoubtedly one of the most expensive 5. Plan Ahead For Next Year months of the year. After over-indulging 2. Get Creative; Give Home-made Gifts January ends up being the time when the in the numerous Christmas activities, most One of the best ways to give something to reality of our overdrawn financial position people, inevitably, end up broke with hardly your relatives and friends without spending painfully manifests. With the Christmas enough money left to see them through the a fortune is making home-made Christmas magic gone, people start to take a look at the first few weeks of the New Year. Avoid being a gifts. For example, bake some biscuits various utility bills they should have settled victim of this cycle this year! and pound cakes or make some liquid at the appropriate time, yet did not. There dishwashing soap and send them to your is also school fees to sort out, new uniforms With just a bit of planning and preparation, loved ones. Christmas is also a perfect time and books to buy for the kids in addition to you can enjoy your Christmas holidays to do something crafty and fun with your relatives to send back to wherever they came without spending a ton of cash that will leave family. You can make your own Christmas from to spend the holidays with you. you wondering where all the money went. decorations or personalised Christmas cards, With these Christmas money-saving tips, you will be surprised at how thoughtful it Starting the year in a bad financial position you can plan ahead and ensure that your feels to give someone something you made may have a negative impact on your cash expenses do not go haywire this yuletide yourself. Look for home-made gift ideas flow for the rest of the year. Start planning season: online and plan ahead so you can have plenty your finances for next year several days/ of time to create your gifts. weeks/months before the year eventually 1. Set A Christmas Budget And Stick To It ends. If possible, try to pay the unavoidable To keep your spending in check this season, 3. Limit Expensive Christmas Activities bills such as rent, mortgage and school fees it is absolutely essential to set up a budget. There is absolutely no need to spend a lot of early. For those who earn Christmas bonuses Though this may not be one of the most money on several entertainment activities or what we call the 13th month salary, use exciting Christmas activities, it can be done if in order to celebrate Christmas. Do not feel this money to clear your outstanding debts you set your mind to it. Make a decision right pressured to throw fancy Christmas parties and save or invest the rest. now and avoid extravagant spending just to at home or attend every concert or show in make a holiday impression. town just to feel the Christmas hype. Rather, According to the Discover Holiday Shopping focus on getting family, friends and loved Survey, only 52% of consumers create a List all expenses such as holiday meals, ones together to spend quality time with holiday budget. Inasmuch as it is nice to use clothing, gifts, decorations, travel and them. This season presents a wonderful your hard-earned money to pamper yourself entertainment. Write down your spending opportunity to disconnect with everyday a little this season, it is more advisable to use limit next to each category and add everything stress and reconnect with what life is really all that cash to help secure you and your family’s up to get your total Christmas spending limit. about; love, laughter, gratitude and spreading financial future. Be wise in spending this You cannot, under any circumstances, spend warmth and smiles. Christmas! more than this amount. Hence, if you have not started saving money for your Christmas 4. Shop Smart budget, then please start now! With about Take advantage of the numerous sales and sixty-nine (69) days left to Christmas, you can promotions that go on during this festive save a total amount of GH¢690 if you make it season and shop smart. To get the best deal, a point to set aside GH¢10 each day in a piggy take time off to shop around for the best

| www.hrfocusmagazine.com HR Focus Magazine | Health Column 29 Cheers to a

Healthy Christmasby Revina Acheampong

o it is time for your Christmas break, Women absorb alcohol more rapidly than men Lowers Risk of Stroke you pop open the cork to have a clink because of their lower body water content The possibility of suffering a blood clot– Swith your team after a fruitful year, and and different levels of stomach enzymes. related stroke drops by about 50 percent in the luscious wine flows into your shiny glass. Therefore, moderate wine consumption will people who consume moderate amounts of Then this voice whispers in your ear, “Should I be a lower amount for women than for men alcohol. Source: a Columbia University study be drinking wine?” - up to one drink per day for women and two of 3,176 individuals over an eight-year period, drinks per day for men.” Now you know; do published in Stroke, 2006. Let me tell you a little story: I remember on not doze off even before the party begins! one hot Christmas afternoon, we received a Christmas comes with parties, cocktails, Cuts Risk of Cataracts huge hamper from a family friend. Great was dinners, dates, and family gatherings, and Moderate drinkers are 32 percent less likely my joy when I saw the many goodies. What wine is sure to make it to the table. to get cataracts than nondrinkers; those who got me super excited was all the drinks that consume wine are 43 percent less likely to had been packed in the hamper especially, Unless you have been living under a rock, develop cataracts than those drinking mainly the ones in boxes. Being a Christmas day, my I am sure you have heard or read about the beer. Source: a study of 1,379 individuals in mother had prepared a sumptuous meal. I heart benefits of wine. How about I tell you Iceland, published in Nature, 2003. was really in high spirits and could not wait the many more benefits that research proves to have a drink so I took one of the boxes, exist? You probably did not know about Cuts Risk of Colon Cancer checked the name, poured myself a full glass them... Moderate consumption of wine (especially and gulped down the sweet content to my red) cuts the risk of colon cancer by 45 heart’s satisfaction. What I remember next is Promotes Longevity percent. Source: a Stony Brook University my mum bringing the food to the table and Wine drinkers have a 34 percent lower study of 2,291 individuals over a four-year then...I dozed off. mortality rate than beer or spirits drinkers. period, published in the American Journal of Source: a Finnish study of 2,468 men over a Gastroenterology, 2005. If you have not guessed what happened to 29-year period, published in the Journals of me yet...what I drank was not fruit juice as I Gerontology, 2007. Let us get healthy this Christmas with had thought but rather, red wine bearing the moderate consumption of wine. Also know same name as a fruit juice. Reduces Heart-Attack Risk this, “Wine is a mocker and beer a brawler; Moderate drinkers suffering from high blood whoever is led astray by them is not wise.”- When you browse the internet, there is a pressure are 30 percent less likely to have a Proverbs 20:1 flurry of articles about why you should or heart attack than nondrinkers. Source: a 16- should not drink wine. However, according year Harvard School of Public Health study www.foodandwine.com to the American Heart Association, the of 11,711 men, published in the Annals of health benefits of wine come from moderate Internal Medicine, 2007. consumption. Lowers Risk of Heart Disease But what is “moderate” wine consumption? Red-wine tannins contain procyanidins, How much wine can you drink in one sitting which protect against heart disease. Wines before the health benefits turn into dangers? from Sardinia and southwest France have ! This depends on many factors, including more procyanidins than other wines. Source: Editor-in-Chief/ PR Consultant a person’s size, age, sex, body stature and a study at Queen Mary University in London, Focus Digital general state of health, as well as whether it published in Nature, 2006. is being consumed with food or on an empty stomach.

www.hrfocusmagazine.com | 30 Management Tools | HR Focus Magazine

the Domino Effect of Training by Dorothy Owusu

etween 2013 and 2015, most Now to the Domino Effect Once HR professionals belonging to the organisations suffered a huge downturn Here is the trick, you may or may not have same industry is united in this whole training Bin employee turnover worldwide. Most heard about the domino effect, but it is process, they can compare notes. By that I HR agencies came up with all kinds of analysis explained as “a situation in which one event mean, if one employee is moving from one as to why this trend has reared its head. causes a series of similar events to happen point to the other, you will know what they During that time, Ghana was facing a tough one after the other. Maybe you are asking, have already been trained on, and you would challenge in terms of its economy. One may “how does this benefit our organisation in not spend another resource in training them think that this economic quagmire will deter any way?” In the categorical case of HR, the because you know your colleague HR has you people from job-hopping but no! People domino effect has already happened with covered, except in very peculiar and technical separated from their jobs in droves – it was a the turnover rate. However, instead of sighing cases. This helps you focus on the essentials norm for you to call someone for information in defeat, HR can take a hold of this situation rather than a generic sort of training – cost one day, only to be told that person had and counter-spin it to their advantage. reduction; ticked. “moved on” by the following week. HR Must Unite Another very interesting phenomenon that This did not happen to only local companies, When I say unite, I mean it in a very allegorical could take place is what I call the “employee but also to multinationals. According to term as in combining your powers like swapping.” As the HR head, you know statistics by the catalyst.org, nearly 59 million the Planeteers in Captain Planet. This may there are some people who do not fit the people left their jobs in 2015. Working sound ridiculous, but let us see how it organisation. They may be good in another conditions and culture, among others, were works. The Planeteers each have a ring that area, but not with your organisation. If HR is stated as some of the numerous causes of controls various elements of the universe being more interactive with one another, one the turnover nightmare. I can only imagine – earth, fire, wind, water and heart. HR would realise that they may need another’s the hurt and disappointment, especially for officers or departments can be found in employee and vice versa. When this happens those companies that had budgeted heftily every organisation and industry around the it makes recommendation easy and the for training. If this is any consolation, I am a world. They provide HR services to industry process of hiring smooth. Everybody goes hundred percent certain that just as others specifications. Now, you would agree with me home happy! move, there were new entries to fill the void. that each one of the Planeteers are unique in At the end of the day, we can say all is fair in their own right, but are not as potent as when The HR function has witnessed a dynamic shift love and war right? they combine their powers, which ushers in from the known tradition of administration Captain Planet. So where is all this leading to, to a strategic business partner. HR has been Well, not quite yet! Did it ever occur to you that really? given a wide berth to think of innovative the people who joined your organisation had ways of making an organisation not only also been trained by another organisation just To the solution efficient and effective, but as you did your previous employees? I do not Having established that this whole turnover also to impact on its ROI. want us to get too deep into the dynamics of muddle has to work in HR’s favour, the first Thinking outside the box is the kind of training yet. So we would round thing HR needs to agree on is to continue the only way to ensure that it up and say that the entire HR body of the training. It is true that they will leave at some HR stays on course! world lost some amount of budget in training point but what real value will you get if you employees who ended up in another HR’s do not train them and they decide to stay. Content Editor/ PR Executive organisation and vice versa. “Winner, winner, Focus Digital fried rice for dinner!” Let us move on.

| www.hrfocusmagazine.com HR Focus Magazine | Article 31

HR Metrics - Meeting Stakeholder

Expectations by Kofi Arhin

argely, HR provides information about among others are analysed and interpreted interact with the stakeholders to ascertain organisational status and engagements. to reveal existing trends that affect cash their expectations. With regards to HR Metrics, LAlthough this tool is gradually gaining inflows and outflows. HR metrics therefore the key stakeholders include management, popularity in organisations, its effect is provide key information on the profitability directors, investors, and shareholders. People experienced only by ensuring effective and of an organisation’s human resources. More in these groups require an interpretation of efficient collection and processing of data in importantly, they provide an explanation for organisational performance to enable them organisations. Data such names, salaries, roles, the existing financial status. make critical decisions such as setting goals departments, cost of hiring an employee, and objectives for the organisation. They employee turnover, employee training Talent Management can contribute to the initial architecture sessions, among others are gathered. They are HR Metrics help to uncover strengths and by providing information on the specific then analysed to reveal trends and patterns in weaknesses of employees in the organisation. information they need. This will then guide the an organisation’s operations. The knowledge These attributes ultimately influencedevelopment or acquisition of the software. gained therefore becomes a strategic tool organisational processes and performance. for staying accountable to all stakeholders Information on talent management can be Systems Analysis and Design and steering organisational development. used to identify outstanding performers, System analysis and design ensures that the The benefits of optimising HR Metrics in potential leaders, and critical workers. critical objectives of the HR Metric software are organisations cannot be overemphasised. I Information on talent management also met. The deliverables from this activity include have outlined three of them below. contribute to managing employee turnover, the system architecture, user and system compensations and benefits. requirements, use cases, data flow, etc. These Status Report of the Organisation deliverables are presented in a document and Metrics help organizsations understand There is a difference between owning serve as the blueprint for the development their current position. They also provide an information and using information. Ownership of the HR Metric software. In some cases, understanding of how and why the organisation does not necessarily imply use. It is what an prototypes are developed to ensure that both is at a particular level of its operation. They organisation does with the information you developers and stakeholders are at the same reveal which HR interventions are working have that gives it a competitive advantage level of understanding. This leaves little room better than others. With this information, over others. Therefore, developing a system to for deviating from stakeholder expectations. organisations are in a better position to collect, store and analyse information should In summary, the acquisition or ownership of understand variations and deviations, and be given as much attention as the financial HR Metrics does not necessarily translate into are able to implement corrective measures. report of any organisation. Advancements in development. Information gathered must This influences the allocation and effective technology have made it effortless to gather be used to influence utilisation of organisational resources. and store information pertaining to HR Metrics. decision making at all Below, I explain two key factors that contribute levels of the organisation Financial Analysis to the successful implementation of the to contribute to growth. A common objective shared by most technologies for HR Metrics. organisations is maximizing profit, while reducing expenditure. HR Metrics also serve Collaboration with Organisational Stakeholders as a financial analysis tool. This is because It is expected that before you embark on a Information Systems data such as cost per hire, employee turnover, quest to develop or acquire a system, you Professional, GIMPA www.hrfocusmagazine.com

32 Management Tools | HR Focus Magazine

HR AUDIT:

ompanies hire certified accountants to review their annual ethical sidelines auditors have played and the fatal consequences it financial statements and accounting procedures and to affirm has had on the world of business. The most prominent example that Ctheir conformity to internationally accepted standards or immediately comes into mind is the Arthur Andersen-Enron saga of otherwise. This is a universally accepted business practice as it assures 2001. investors and other key stakeholders of the profitability, liquidity and financial capacity of the organisation in determining rewards and In my opinion, corporations have quite erred at not equally compensation packages worth their efforts. As a rule, this practice normalising, as a business requirement, human resource audit like has spanned the last many centuries, in spite of the numerous they have done for financial audits. My reason is that it is incomplete

www.hrfocusmagazine.com HR Focus Magazine | Health Column 33

to be interested in monies generated and or the company’s strategic plan. The last of addresses all the relevant metrics that are so expended and not be equally interested the common approaches is called Function- crucial to business growth and sustainability. in the people whose creativity, leadership Specific. This focuses on a specific area in the An effective human resource audit will and commitment ensures value (profits HR function; for example, payroll, training, or be one that benchmarks the company’s and customer satisfaction) is continuously rewards. current performance in these four areas delivered, and the accompanying processes against either the performance of some and systems that sustain the value creation As the year ebbs away, it is prudent for of the world’s most admired companies process. organisations to take stock of how their like Google, Apple, Microsoft, and IBM or people, policies, processes and practices against stretching targets set by leadership. The popular chorus all businesses sing is that; have fared relative to the strategic goals Either way, the essence is to gain insight into people are the most important resource they they set at the inception of the year. They current standards as far as HR’scontribution have. Yet, the investment into ensuring there should critique performance indicators to business performance is concerned and to is optimal value from the people they boast such as: Talent Acquisition(Recruitment), design interventions to address those gaps. of as “our most important asset” is mediocre. On-boarding, Culture, Learning and They cut learning and development budgets Development, Compensation and Benefits, Who qualifies to conduct an HR Audit? once there is an economic slump. Their Communication, Strategy, Employee HR audits are conducted either by a proven communication systems are not set up Engagement; Performance Management consultant of impeccable record and to defeat bureaucracy and to encourage and Risk Management. Depending on which experience or by a certified human resource team work. Their compensation and benefit approach one uses, the end result is that practitioner of good standing. They bring structures demotivate instead of inspire a successful HR Audit programme must their expertise, experience and insight to exceptional performance. Their hiring recognize strengths and identify any needs bear in ensuring they work to improve on strategies do not reflect the future they for improvement in the human resource your people, policies, processes. For instance, want to create. In effect, most companies function. More importantly, in this age of a practicing consultant of about 20 or more are performing below actual potential strategic human resource practice, it must years’ experience is qualified to conduct an HR because their human resource systems and reposition the HR department to be relevant audit. Or, a Professional/Senior Professional in processes need dramatic reinforcement. to the business and to partner in the value Human Resource (SPHR/PHR), a Member They can improve the situation by engaging creation process. of the Chartered Institute of Personnel experienced and certified human resource Development (CIPD) in good standing. practitioners to audit their processes, To begin with, there has to be a corporate- recommend game-changing ideas and work wide need for reviewing a company’s human HR audits can run on annual basis just as with management to implement these ideas. resource systems and processes. When this financial audits do. I propose companies need has been established, the company prepare for HR audits by the 3rd quarter, Human Resource Audit is a strategic must invite bids from human resource specifically in October or November, prior intervention where companies submit their consultants and/or HR consulting firms to their end of year strategy and corporate human resource processes, policies and to participate in a selection process. After planning retreats. The essence is that, business practices to thorough review to ensure it settling on a service provider, the company centers on three pillars: people, strategy and complies with ever evolving trends and must be prepared and willing to collaborate technology. An effective HR audit will advise standards in the HR profession and that, it with the service provider in reinventing their executive leadership on where they stand is able to support and deliver value for the business processes. By this, I mean that they in relation to the above three indicators and business. must be open to share information with the how to improve in these areas. Thus, HR service provider. Human resource consultants audits are not just reporting mechanisms but According to the Society for Human Resource rely on information in order to do their work real avenues to bring game-changing ideas Management, there are four known ways of well; and the moment they are starved of to bear on people, strategy and technology. conducting an HR audit. The first approach is relevant information, they suffer a big blow called Compliance. This type of audit focuses in their quest to delivering excellent service. An HR audit is incomplete until it guides a on how well the company is complying business to bring substantial increment to its with federal, state and local laws. The Another methodology for conducting value creation process. second, referred to as Best Practices, helps a human resource audit is the Balanced an organisation to maintain or improve a Scorecard approach. This methodology competitive advantage by comparing its examines HR ‘s contribution to the business practices with those of companies identified through the following four indicators: as having exceptional HR practices. The third Learning and Growth; Internal Business is the Strategic approach. This approach Process, Customers (sales, new markets, focuses on the strengths and weaknesses of new products, etc.) and Finance (revenue, Business Strategy Officer systems and processes to determine whether expenditure, profits). A contemporary model, L’AINE Services Limited they align with the HR department and/ it is believed that the Balanced Scorecard 34 Corporate Me | HR Focus Magazine

The Circus is Over keep it simple and classy by Ewurabena Hagan

o one can tell you what to do with to your skin, so check that out before usage. But in the spirit of minimalism, a simple your face when you are going to work Whether or not you intend to apply make up, press powder or foundation will do. Nbut honestly, your mirror should. If it you should keep your face well oiled (if you does not, then the incredulous looks and side have dry skin) and suitably balanced (if you • If you are feeling motivated and are glances should speak volumes. Again, if those have oily skin). Having an evenly creamed face considering eye shadow, please stick to are not loud enough for you, this article should could give you an uplift and prevent the need neutral colours. Bright colours are very do the trick. for excessive additions. distracting and unnecessarily loud for the corporate environment. Ladies, we understand the inherent need 3. Having neat eyebrows that frame your face for a visage-slayage, but your corporate is a very basic key to having a presentable • Flee from applying glitter. Glitter is not environment and colleagues may not need to appearance at all times. You can have your for the corporate world and will not work be slay-slapped daily. Do not misunderstand eyebrows nicely shaped to prevent the need to well for you. It is a huge no-no, and we me, though – you are allowed to look your best highlight them on a daily basis. Not everyone cannot overemphasise this. and give yourself a nice facelift/ face beat. is good with highlighting and it could be an • Your make-up should stand the test of unnecessary addition and a total waste of your time! Retouching your look every now In fact, you are allowed to put effort into how time. and then will be a waste of your time and you look when going to work. This may or may energy. Do it once and do it well enough not involve putting on make-up, based on These three tips will work perfectly for your to last the entire day. your personal preferences. Whichever way, be daily slayage so that you can quickly get to sure to keep it light, simple and sweet because work. However, if there is an insistent need to • Your make-up has to be low maintenance everyone loves to look at things that are go all out, here are some tips that could help and easy enough to put on in 10 minutes pleasant to the eye. you stay as minimalist as possible. The goal is or less as opposed to spending over 30 to be classy and stylish in your corporate world minutes on your face. Instead, you can We will just highlight the MAJOR dos and and not looking flamboyant! spend the extra 20 minutes sleeping. don’ts of make up in the corporate world. There are some basic things that ladies need to • First things first: primer is very important. • Your make up should NOT be distracting. do to ensure that they are looking pleasant to Some makeup powders have chemicals You want people to listen to what you are the eye. For starters... that may be harmful to the face or skin. saying without being mesmerized by your For this reason, giving a protective very shiny or hot pink lip-gloss. Neither do 1. The most important thing to be particular covering before applying anything will you want your eyes to be as loud as a sign about is good skin. You need to be intentional help prevent unwanted reactions to the board in front of prospective clients. about your diet and the kinds of oils you take in, face. etc., especially because of the effect they have The conclusion of the matter is this: there are on your skin. Additionally, everyone needs to • Excessive makeup techniques such as ways to have a breathtaking look without know and understand their skin type and the strobing, contouring, and highlighting running a circus of colours! kinds of products that will work best for them. should be avoided - the work Your skin may be dry, oily or a combination of environment demands simplicity and not both types. Knowing this will teach you how to complexity. manage your day’s make up. • A simple press powder will have you 2. Knowing the kinds of cream or lotion that covered at work. However, if you strongly can work for your face is very important. The believe you have bad skin, using a Communications Assistant PH balance of some creams can be harmful concealer will hide all unwanted surfaces. Focus Digital

www.hrfocusmagazine.com HR Focus Magazine | HR Termnologies 35

Terminologies

Broadbanding: A pay structure that consolidates a large number HR Audit: A method by which human resources effectiveness can of narrower pay grades into fewer broad bands with wider salary be assessed. It can be carried out internally or where HR audit range. systems are available.

Competency-based pay: A compensation system that recognises KSAs: Knowledge, Skills and Abilities – the personal attributes that employees for the depth, breadth, and types of skills they obtain a person has to have to perform the job requirements. and apply in their work. Also known as skill based and knowledge based pay. Labour Force Mobility: The willingness of potential employees to travel or move to where work is offered. Customer capital: The relationships an organisation has with the people it does business with, including suppliers, ‘brand equity’ LIFO: In the event of a redundancy situation occurring, the system and ‘goodwill’. of ‘last in first out’ is regarded as the most equitable method of choosing those who should be made redundant. Delayering: The removal of hierarchical layers in an organisation. Outplacement: A benefit offered by the employer to displaced Good Faith Bargaining: A duty to conduct negotiations where two employees which may consist of such services as job counselling, parties meet and confer at reasonable times with open minds and training, and job-finding assistance. the intention of reaching an agreement.

KEY: ABILITIES BROADBANDING COMPETENCYBASED CUSTOMERCAPITAL DELAYERING HRAUDIT KNOWLEDGE LABOURFORCE LIFO MOBILITY OUTPLACEMENT PAY SKILLS

www.hrfocusmagazine.com | 36 Bites on the Run | HR Focus Magazine

Butter Rich Spritz Butter Cookies

Ingredients Cold Cocoa Smoothie • 2 1/2 cups all-purpose flour • 1/2 teaspoon salt 1 cup butter, softened • 1 1/4 cups confectioners’ sugar There is a reason why Christmas is called the season to • 2 egg yolks be jolly, and that includes the way you eat . This is the • 1/2 teaspoon almond extract last edition of the HR Focus magazine for 2016, and we thought to bring you very wonderful ideas for your Yuletide • 1 teaspoon vanilla extract delicacies. Do have a belly-filled Christmas and a healthy new year! Preparation • Preheat the oven to 400 degrees F (200 degrees C). Sift Ingredients together the flour and salt; set aside. • 1 1/2 scoops vanilla ice cream • 1 1/2 cups milk • In a medium bowl, cream together the butter and sugar. • 1/4 cup whipped cream • 2 tablespoons instant hot chocolate mix • Stir in the egg yolks, almond extract and vanilla extract. • 5 chocolate sandwich cookies, crushed Gradually blend in the sifted ingredients. Fill a cookie press with dough and shoot cookies about 11/2 inches apart onto an ungreased cookie sheet. If you like, decorate with Directions sugar or sprinkles at this time. • In a blender, combine ice cream, milk, whipped cream, hot chocolate mix and crushed cookies. Blend until smooth. • Bake for 6 to 8 minutes in the preheated oven Pour into a large chilled glass.

Gingerbread Men

Ingredients • 4 eggs Directions • 1 cup of milk In a medium bowl, cream together the dry butterscotch • 2 tablespoons of sugar pudding mix, butter, and brown sugar until smooth. Stir • 2 tablespoons of vanilla in the egg. Combine the flour, baking soda, ginger, and • 2 pinches of salt cinnamon; stir into the pudding mixture. Cover, and • 1 (3.5 ounce) package cook and serve butterscotch chill dough for about 1 hour until firm. pudding mix • 1/2 cup butter Preheat the oven to 350 degrees F (175 degrees C). • 1/2 cup packed brown sugar Grease baking sheets. On a floured board, roll dough • 1 egg out to about 1/8-inch thickness, and cut into man • 1 1/2 cups all-purpose flour shapes using a cookie cutter. Place cookies 2 inches • 1/2 teaspoon baking soda apart on the prepared baking sheets. • 1 1/2 teaspoons ground ginger • 1 teaspoon ground cinnamon Bake for 10 to 12 minutes in the preheated oven, until cookies are golden at the edges. Cool on wire racks.

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Sheila Williams Business Day Ghana LTD.

www.hrfocusmagazine.com 38 Job Listing | HR Focus Magazine

JobListing DIR, FINANCE & ADMINISTRATION(MEDIA) Head, Sales and Marketing Qualification Qualification Masters’ degree in Finance or Accounting. 7-10 years of overall A minimum of Bachelor’s degree in Business Administration professional experience . Qualified or Chartered Accountant with (Marketing option) from a recognized university with 5 years’ at least CIMA, ACCA or CA experience in sales and marketing or related area. Competencies Required Competencies Required • Financial accounting and reporting: Develop and maintain • Business Acumen: Develop and implements strategic timely and accurate financial statements and reports marketing and sales plans to achieve corporate objectives. • Communication Proficiency : Communicate at all levels and • Payroll preparation and administration: Oversee all payroll coordinates sales distribution by establishing sales territories, functions to ensure that employees are paid in a timely and quotas, and goals. accurate manner • Customer/Client Focus: Meets with key clients, assisting sales • Budget preparation: Establish guidelines for budget and representative with maintaining relationships and negotiating forecast preparation. and closing deals • Leadership: Directs staffing, training, and performance • Risk management: Monitor risk management policies and evaluations to develop and control sales and marketing procedures to ensure that programme and organisational programmes. risks are minimized • Presentation Skills: Prepares periodic sales report showing • Proficiency in the use of computer programmes - MS suite sales volume, and areas of proposed client base expansion. • For more information please email [email protected] or Call: 0302 717039 or 0302• 716986 Facebook is FREE! On MTN Free After 1.

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