Strategic Human Resource Management Training for Beginners

Strategic Human Resource Management training for Beginners starts this weekend. 3 great HR experts would be sharing their wealth of experience with participants this weekend. Tunde-Success Osideko{HR Advisor - MTNN} - Introduction to HR/Talent Management Leke Oshiyemi{HR Manager - Verod Capital Management} - Manpower Planning/Recruitment Process}. Benedicta Oyiana{Talent & Performance Manager – Unilever

Course: STRATEGIC HR FOR BEGINNERS
It is not unusual to find someone whose only right to pursue a career in human resource is passion.  Or individuals who are in human resource department by chance either as an outcome of organization restructuring or internal movement. Their prospect of success lies in their personal courage to face the challenges in this unfamiliar field.

Whether it is passion or courage, these attitudes alone cannot deliver the desired result. Passion and courage must be complemented with knowledge and skills. This is the gap that strategic HR for Beginners seeks to bridge.

Human Resource as a function has undergone advancement from Personnel Management to Strategic Human Resource Management and now Talent Management. This evolution provides many interesting learning opportunities for emerging practitioners; therefore, examining the impact of these developments in the 21st century organization would be anchor of this training experience.
 

Executive Onboarding: The Key to Accelerating Success and Reducing Risk in a New Job

By Mary Vonnegut

The most effective executive onboarding includes:

Getting a head start

1.      Managing the message

2.      Building the team

Failures in new roles almost always come back to either poor fit, not getting done what needed to get done, or something changing. Everyone involved tends to blame someone else.

Failed executives say, “They turned out to be different,” or“They didn’t give me the resources I needed,” or “Theychanged.” Conversely, the bosses of the failed executive say he or she, “Wasn’t what we expected,” or “Didn’t get done what we needed,” or “They changed.”

Writing for Fortune, Anne Fisher points out in her article New Job? Get a Head Start Now on February 17, 2012 that

About 40% of executives who change jobs or get promoted fail in the first 18 months.

She goes on to note that research shows that failure rate has “stood at about 40% for at least 15 years now.”

Whose fault is it really when a new executive fails? It’s everyone’s fault. If everyone paid attention to the basics of executive onboarding, there would be far fewer failures.

The Revolution of Tax Administrative System in Nigeria

Recently, The Federal Government of Nigeria introduced new tax system to check evasion. In view of this, hard times await treasury looters and tax evaders as the Federal Government on Monday in Abuja said it was planning to evolve a new tax system to curtail fraud in the country.

The system, which was designed to expose public officers who steal public funds, will compel every Nigerian in the working group to pay taxes without the possibility of evasion. It was also linked to every bank in the country through a comprehensive computerisation process in which every bank account will be monitored in tax offices across the country.

As a result of this, all Nigerian citizens of working age will now compulsorily pay tax, following the launch of the new national tax policy and the new Tax Identification Number (TIN) by President Goodluck Jonathan.

Modern HR must take on many roles to demonstrate competence and effectiveness, say DAVE ULRICH,

Modern HR must take on many roles to demonstrate competence and effectiveness, say DAVE ULRICH, JON YOUNGER, WAYNE BROCKBANK and MIKE ULRICH, who celebrate 25 years of research. Can HR turn base metal into gold? A first cut of the results... Additional interviews by DAVID WOODS

Any good HR professional wants to be better. This begins with a desire to improve, followed by a clear understanding of what it requires to improve.
As the number of global HR professionals climbs close to one million, so it becomes important for this relatively new profession to define what it means to be effective. HR effectiveness matters more than ever, because leaders of businesses and not-for-profit organisations increasingly recognise the importance of individual abilities (talent), organisation capabilities (culture) and leadership as key to their success. HR professionals should become insightful advisers and architects on these matters. In a constantly changing world, there has never been a greater need to identify what HR professionals must be, know, do and deliver to contribute more fully to their organisations. Since 1987 - 25 years and still counting - we've chronicled what it means to be an effective HR professional. Our 2012 data set marks six waves of data collection that trace the evolution of the HR profession (see methodology).