Office Romance | Elephant in the Office | EP 5

Office romance ohohoho juicy but most times taboo it should be no surprise that co-workers can develop feelings for one another given how much time you spend at work office romance is often viewed negatively because it might lead to conflicts of interest as well as other issues At best, you are this month’s tea At worst, you may need to switch jobs However, there are ways to handle an office relationship professionally Just ask Bill and Melinda Gates Okay, just kidding If you are starting a relationship with a co-worker, or you are already in one, or you just want to be “kepoh”, here are some things to consider: It’s important to know how your management feels about office romance Some companies require you to inform HR or your manager if you’re in an office relationship This is to create transparency and help others manage the situation accordingly Unfortunately, some companies have strict rules against office romance Once you have determined your company’s stance you should ask yourself if it’s truly worth it Which brings us to point number two You can’t really know if a relationship is going to work out Life is uncertain that way But that doesn’t mean we cannot assess if this is it Ask yourself hard questions Is this relationship budding from multiple late-night work sessions? Sharing the same frustrations about your clients? Or, do you actually have a connection beyond the office? Ask yourself these questions before moving on to the next point. If you have decided to be in a relationship keep a professional distance and be mindful of your interactions with each other PDA or public displays of affection may look unprofessional Moreover, it could make others in the office uncomfortable and affect workplace dynamics Don’t let your relationship distract you from work or affect your decision-making People may still gossip but at least you are keeping it professional Every relationship has disagreements and arguments However, try not to bring your personal issues into the workplace It’s not easy when you share the same office but try to keep things professional and address your personal issues after hours So, before you dive into an office romance remember the points above Always be professional and honest with yourself, your partner and your colleagues Some relationships don’t work out Usually, we just need some time to heal But if office romance becomes a serious issue you might want to think about whether it’s worth staying in your current workplace And of course, no matter where you are we hope your romance will blossom As you grow together may your careers grow too Thanks for tuning in to Elephant in the Office Happy Valentine’s Day to those who celebrate And we will see you in the next episode

What is Employment Law?

Employment regulations derive from laws passed by Congress, state legislatures, and local governing bodies as well as executive orders. These regulations commonly focus on fair treatment of people in the workplace. Nearly all employment laws can be categorized into 4 areas of the regulatory environment. Let’s take a look at each of these four areas. Equal Employment Opportunity laws prohibit specific types of job discrimination in the workplace. The EEOC oversees compliance. Second, additional laws control compensation through Federal, State and Local government regulation. Third, Employee Safety and Health laws keep employees free from harm, including the Occupational Safety and Health Act of 1970. Finally, the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act constitute the core of U.S. labor law, known as the National Labor Code. These four categories of employment law help frame the regulatory environment.

HR Basics: Employment Law 2e

HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR basics, we explore employment law with an overview of the laws and regulations pertaining to the management of people in organizations. Employment regulations derive from laws passed by Congress, state legislatures, and local governing bodies. They also originate from executive orders of the President of the United States to manage the operations of the federal government and contractors. These regulations commonly focus on fair treatment of people in the workplace. These regulations influence employee contributions to organizational performance by guiding managers in the management of employees. Nearly all employment laws can be categorized in four areas of the regulatory environment, including Equal Employment, Total Rewards, Employee Safety and Health, and Labor Relations. To begin, lets focus primarily on regulations in the form of equal employment opportunity, known as EEO laws, and other regulations related to the fair treatment of employees. Equal Employment Opportunity laws prohibit specific types of job discrimination in the workplace. EEO laws and executive orders are intended to eliminate employment discrimination. The EEOC, or Equal Employment Opportunity Commission, oversees compliance with these laws. The primary objective of antidiscrimination legislation is to ensure that individuals are given equal opportunity in the workplace. Title VII of the Civil Rights Act outlaws employment discrimination on the basis of race, color, national origin, sex, and religion in any aspect of employment, from hiring to firing (and everything in between). These traits are called “protected characteristics” and referred to as “protected classes.” Discriminatory practices can typically be grouped under one of four categories: Disparate treatment, where an individual is treated differently because of the characteristic that defines the protected class. Disparate impact, a more subtle and usually unintentional form, also known as adverse impact. Harassment, which is unwanted and unwelcome treatment because of a protected class. And retaliation, prohibits employers from retaliating against an employee for making a complaint of harassment or discrimination. Two agencies oversee equal employment regulations. The Equal Employment Opportunity Commission, or EEOC, is responsible for developing guidelines and overseeing compliance with most of the antidiscrimination laws. The Office of Federal Contract Compliance Programs, known as the OFCCP, is responsible for the same activities relative to executive orders. Additional laws regulate compensation and benefits. Over the course of time, the administration of employee compensation has been regulated by Federal, State and Local governments. Let’s take a brief look at the primary compensation and benefits employment regulations you need to know as a Human Resource professional. The Fair Labor Standards Act, known as the FLSA, is administered by the Wage and Hour Division, or WHD, of the Department of Labor. The Act establishes standards for minimum wage, overtime pay, recordkeeping, and child labor. These standards affect more than 130 million workers, both full‑time and part‑time, in the private and public sectors. Equal Pay laws provide that no employer discriminate between employees on the basis of sex by paying wages to employees at a rate less than that of the opposite sex. Although the Equal Pay Act was passed more than 50 years ago, yet a gender pay gap still exists. For example, in 2012, females were earning only 77 cents for every dollar males were earning. The Lilly Ledbetter Equal Pay Act requires the 180-day statute of limitations for filing an equal-pay lawsuit regarding pay discrimination resets with each new paycheck affected. Workplace safety law consists of federal and state regulations imposed on businesses in an effort to keep employees safe from harm. These rules apply to nearly all employers. Standards are in place to reduce the risk of accidents and illnesses in the workplace, and government agents have authority to investigate violations and issue citations for noncompliance. Offenders are subject to monetary fines, and in some cases, imprisonment and other criminal penalties. The Occupational Safety and Health Act of 1970 was enacted to ensure that the health and safety of workers would be protected. On December 29, 1970, President Nixon signed the Occupational Safety and Health Act of 1970, known as the OSH Act, into law, establishing OSHA, or the Occupational Safety and Health Administration. Since then, employee safety and health has been dramatically improved. Every employer that is engaged in commerce or has one or more employees must comply with the act. The Occupational Safety and Health Act established three agencies within the Department of Labor to oversee various aspects of workplace safety. The Occupational Safety and Health Administration, known as OSHA, administers the provisions of the law, conducts workplace inspections, and works with companies to improve worker safety. The National Institute for Occupational Safety and Health (NIOSH) is a supporting body that conducts research and develops safety standards. Finally, The Occupational Safety and Health Review Commission (OSHRC) reviews OSHA enforcement actions and addresses disputes between OSHA and employers that are cited by an OSHA inspector. The Occupational Safety and Health Administration (OSHA) is the federal agency responsible for protecting the health and safety of workers. OSHA makes sure that employers follow occupational safety and health regulations and keep the workplace safe. Workers’ compensation law is a system of rules in every state designed to pay the expenses of employees who are harmed while performing job-related duties. Employees can recover lost wages, medical expenses, disability payments, and costs associated with rehabilitation and retraining. The system is administered by the state, and financed by mandatory employer contributions. States have enacted workers compensation laws to replace traditional personal injury litigation, to remove risk for both the employee and the employer. Laws regulating labor relations maintain relationships with employees organized by labor unions, including the establishment, negotiation, and administration of collective bargaining agreements. Three acts – passed over a period of almost 25 years – constitute the core of U.S. labor law: the Wagner Act, the Taft-Hartley Act, and the Landrum-Griffin Act. Let’s take a look. The economic crises of the early 1930s and the continuing restrictions on workers’ ability to organize into unions led to the passage of landmark labor legislation, the Wagner Act, in 1935. Later acts reflected other pressures and issues that required legislative attention. The Wagner Act declared, in effect, that the official policy of the U.S. government was to encourage collective bargaining. Specifically, it established the right of workers to organize free from management interference. Workers were provided with the right to participate or not participate in union membership. The basic provisions of the law, spelled out in Section 7, protect employees’ rights as follows: Employees shall have the right to self-organization, to form, join, or assist labor organizations, To bargain collectively through representatives of their own choosing. Employees also have the right to engage in other concerted activities for the purposes of collective bargaining or mutual aid and protection. Employees shall also have the right to refrain from any or all of such activities except to the extent that an agreement requires membership in a labor organization as a condition of employment. Enforcement of the Wagner Act was assigned to the newly created National Labor Relations Board, known as the NLRB, and today, the NLRB administers all provisions of this and all other subsequent labor laws. The primary functions of the NLRB include conducting union representation elections, investigating complaints by employers or unions through its fact-finding process, issuing opinions on its findings, and prosecuting violations in court. The five members of the NLRB are appointed by the president of the United States and are confirmed by the U.S. Senate. The Labor Management Relations Act, better known as the Taft-Hartley Act, was passed in 1947 as a means to offset the pro-union Wagner Act by limiting union actions. It was considered to be pro-management and became the second major labor law. The new law amended or qualified in some respect major provisions of the Wagner Act and established an entirely new code of conduct for unions. The Taft-Hartley Act confirmed employees’ Section 7 rights and further protected them from restraint by unions. The third major labor law in the United States, the Landrum-Griffin Act, was passed in 1959 to protect the democratic rights of union members. The need for these member protections grew from instances of corruption within the Teamsters and other unions. Under the Landrum-Griffin Act, unions are required to establish bylaws, make financial reports, and provide union members with a bill of rights. The law appointed the U.S. secretary of labor to act as the watchdog of union conduct. Understanding employment law is crucial for employers and employees. The four categories of employment law – Equal Employment, Total Rewards, Employee Safety and Health and Labor Relations – help frame understanding employees should know their rights so that they are not treated unfairly. And employers should understand employment law to avoid legal action resulting from ignorance or lack of knowledge.

Employment Problem in Canada | HR Problem

What’s up guys? how are you doing today? welcome back to this YouTube channel look at that background isn’t that beautiful? there actually a couple of guys coming on motorcycle Look at that..! Woooh! I am currently shooting this video close to Canmore and it is beautiful today’s video I want to talk a little bit in about HR.. our problem in Canada and I would say there might be a problem and that’s why I want to express my opinion on it and more importantly I want to know your opinion in the comments below as you’re watching this video do you agree with the point or you disagree ? and what else would you like to add to this video is there a problem with HR in Canada? because what I see I think there might be a problem there there are some positive things about it but also I think there is something that I think would be better if it changed I want to know your opinion in the comments below let’s begin…!! Did you know that HR in Canada is using automated system to delete your resumes ? that automatically scans through bunch of resumes and says that those guys those resumes are not relevant and deleting them sometimes you’d get an email saying that they hire someone else or something like that just because that software would scan through the bunch of resumes and delete half of them or even more that the software
would consider that the skills are not matching what the requirements for that
job is? personally I think that’s a huge problem because the software is not an
artificial intelligence and of course it might filter and delete unnecessary resumes but what is the chance of them using the keywords ? you know that internet online is working the same way even when you’re creating on YouTube a video on a YouTube you have to create right thumbnails same thing with the website you have to use these keywords for search engine optimization so what is happening… what is happening?! if you are not familiar with search engine optimization techniques are you not going to get a job ? do people have to get stuck with… with their…. with their job application with the resume? just because they didn’t use the right words and the software deleted the resumes? I want to know your opinion on this because I think this might be a good and easy tool for HR but it’s certainly not good for those people like myself who are.. for example I’m not.. searching for a job right now.. I’m happily employed but for those guys who are searching for a job and I’m saying that in future I might be searching for a job you never know how life goes but this I think for me as a person who would be searching for a job this would be a really bad thing ! how many times is your resume getting deleted there’s no feedback just because of such software even though you know you are qualified for that position and the manager who is hiring doesn’t even get a chance to see and talk to you in person because your resume just got deleted I see one more problem with the HR in Canada that for
example same companies that are in Canada and in US if you are applying from out of province You are for example applying for jobs from Calgary in Toronto lots of companies are not going to even consider you because you cannot come for the interview some more developed companies which are not too many in Canada they would do a Skype interview and this kind of good things but what I’ve seen in the United States my friends there who have same amount of
experience as for example myself there you know I have studied in Canada with those college graduates I speak to different people so those guys in US the companies actually sponsored those guys to fly out for an interview and support
them to go to a different state stay in a city for one day get their tickets for the interview what I noticed in Canada and I think this is a problem if you’re trying to get a job in another province sometimes you might not get it just because you are located in a different city HR would say well if you’re not
here if you can come for an interview that’s good if you don’t… they might not even consider you I’ve seen people faking on the resumes saying… putting the Toronto address while they’re in Calgary and vice versa put in Calgary address and a phone number to get the jobs and interviewed in Calgary because the software and HR people just delete the resumes and I think this is a
problem do you think this is a problem? make sure you comment on this one as well I want to know your opinion the 3rd frustration that I personally encountered in Canada With human resource is requirements so there is certain template that HR is searching people for that job as they are asking you for experience using certain software having certain skill set doing certain kind of job even if the company when you’re joined has totally different system and totally different software they are expecting you to have some experience this many years of experience of working with particular software so what I found in Canada as a problem here that education as you may know those guys who are like
myself who have done education in universities…multiple degrees and learn multiple software’s and know how to do all of this kind of stuff that
they for example you give me any kind of software and I can learn it right? and right now I’m not searching for job but I’m just saying for all the students and all those educated people who have knowledge and skills to learn and learn new software why would not HR consider someone who does have that experience
with this kind of software sometimes it’s also the point of this template
that they are using sometimes people would just look at you as like a book they say okay these are the skills like a character in a game for example if you ever played games like World of Warcraft or something like that MMORPG they are okay how many points on stamina do you have? how many points of intellect ? what’s your IQ this kind of stuff this is totally not relevant and doesn’t really evaluate the person how the person is going to blend in into the company culture how the person is going to be performing!! you can get a perfectly skilled individual that is nice on the resume nice cover up and everything but the person is just NOT going to blend in into the culture and I think that is kind of a bad thing because what is there is a miscommunication with big corporations and HR many many times and almost all the time for example when HR is asking their hiring manager which skills do you need ? they are searching for those specific skills at the same time if that same manager met the person that HR said that that person is not good fit for the
company manager might have hired that person because manager is the person who knows which skills are required and HR just has the list and a certain way of
the template on… I know that HR people are educated but I know too that mainly it is more of an experience and intuition of hiring the right person human resource people are also always afraid of one thing they are afraid of hiring the wrong person for the position because that going to be their personal
failure in doing their job so where is that balance between hiring the right
person and fear of not hiring the right person ? and at what point is HR actually hiring the right person for the position versus making a fearful mistake by unbiased decision to hire a wrong person thinking that that’s the rightest person and removing all other current.. candidates saying that they’re skilled skills are not good enough for the position ? at what point is HR saying okay
this is the right fit ? and I am 100% sure because you can never be 100% sure in
your decision and this might be the worst decision ever ! okay okay one more
thing that I want to say about the problem in HR that I think and you might agree with me you might not agree with me it might be just the statistic but it
might be a problem when you are applying for different companies lots of companies would ask you here in Canada this kind of question that I personally
find inappropriate! they ask you are you an Aboriginal person? it saying kind of it’s kind of a question that you want to answer and like you can answer and you may….may not want to answer but my question is why do they ask you that? why are they asking if you are considering yourself to be a person with disabilities? visible minority or not visible minority or aboriginal person why why do you have to
know that I would like to ask an HR person? are you saying this is just a
statistical information or does it actually influence the hiring process? why is that question even there and also why do HR people abuse LinkedIn so much? if the protocol for applying for jobs is simple you do not put your picture and
any information that is relevant to only to you on your resume and there is a website that’s called LinkedIn why do HR always go to LinkedIn and
check you out? don’t you think that’s a biased perception ? and that’s exactly what we are trying to escape? are they influenced by this kind of information? by looking at your face and getting biased of personal preferences you know some people are saying okay I don’t like this kind of personality type if by just looking at the face why do people do that? and is it actually causing the
problem in Canada? by asking these kind of questions and having access to so
much of social media ? such as LinkedIn to check that person out ? with all these negative things I have said so far I want to say that in reality HR is not that bad there are lots and lots of extremely skilled professional but there are also lots and lots of people who are so-called less experienced one more thing that I want to add from myself there are talented people now how are you going to evaluate somebody’s talent by trying to use such things as experience and other things some people are learning some things way faster they are way better than other people in some skills by just no one can explain this skill is called talent how can you filter those out ? you can get extremely experienced person with necessary skills and the right skill set according to the protocol who is going to suck! at their job versus a person who does have that experience but has extreme talent towards that job if you look at the famous artist if you look at the actors why are some people getting the same things done better even though some people can be more qualified than those guys I mean how as an HR person would you evaluate this factor that you will never find on the paper and you might even not
consider that person for the job and of course the positive thing about
HR I mean I’ve said so many negative things in this video I want to say something HR is really important department in every company because they take all the stress the load of stress from a hiring manager by providing a skilled expertise helping people get hired removing that extra workload from managers also they are the guys who are standing up for the rights of employees versus the business needs and workload they are kind of intermediaries who are at the same time in the two sides.. every coin has two sides on one side they’re the hiring people on the other side they’re those guys who are supposed to
stand up for the rights of employees for their things like vacation for their
health and basic rights of an employee within the company and lots of HR people are actually doing great job I had an extremely nice HR professor in Canada and also in Ukraine who did an awesome job and they explained so many good things about HR to me of course I cannot get biased which I do get
sometimes because I’m also like you guys just an ordinary human being who always changes the opinion depending on the circumstances for example this negative experience you get negative opinion with positive experience you get positive
opinion I know that there are skilled professionals who are doing an awesome
job hiring and.. and managing this entire process and I’m grateful to those experienced and talented HR people who are doing exceptional work helping us get the jobs and standing up for our rights but at the same time I just had to bring up those points that were just sitting somewhere inside me and many of
my friends and express my right for expression…freedom of speech and make this conversation with the HR and subscribers and kind of blend in into
this situation because it just has been there for a while now and it has to get
resolved eventually the purpose of this video is to start the conversation between the recruiters and those who are searching for jobs we lowered down the unemployment rate in Canada and make it a more fair process for everyone because hiring process can be depressing it can be frustrating for those people who are searching for jobs at the same time on the other side I just want to take those two walls two sides of the same coin and blend them together to show how it is and start the conversation to get things better to get things straightened out so that people ordinary people who have no idea about those technologies who are searching for jobs in Canada can understand this situation a little bit
better have some insiders information from a human resource person commenting on this video at the same time express some points that I haven’t expressed in this video or haven’t expressed clearly enough and get this conversation going roll it and fix this situation make it better for all of us for the human resource hiring the right people and for the right people getting good jobs and
reducing the unemployment rate in Canada thank you so much for watching guys if you really enjoyed this video make sure you hit the like button if you’re new to this channel hit subscribe and make sure you comment we’ll see you in next video I post five videos a week and we’ll see you on next one have a good one guys

Human Resource Management Alternatives for SMEs and Corporates

hi my name is Rita Kushi welcome to 30 minutes with HR your premier human resource show for employers and employees today we are live at the Society for Human Resource Management office and we actually have an exciting topic we are discussing human resource management alternatives with mr. Kojo Amissah who is the president of the Society for Human Resource Management form Ghana as well as principal consultant at seton tune in it's going to be a great show we'll be right back everybody wants to be the best of what they do for the people they're doing it for that's why after 13 years of providing you with Joplin's health care makes you wise to market leader in the Kabat health insurance industry is going the extra mile for you instead of hopping from fantasy to pharmacy now you get your prescription drugs delivered straight to your doorstep we will respect your chronic medication of the regular so you don't have to stress to keep track we provide on-site clinics that offers you a professional medical consultation from the comfort of your office and enjoy these amazing benefits and so much more by signing on to nationwide medical insurance today call us on 0 800 tu-tu-tu-tu-tu-tu or email us at info at nationwide MH comm nationwide we go the extra buy out so you don't have to join the health care family welcome back to 30 minutes with HR today we are actually having an interesting conversation about human resource management alternatives what exactly do we mean by human resource management alternatives it's going to be a great topic so I'm here again joined by mr. Kojo Amissah so Kujo welcome thank you how are you I'm fantastic and yourself very well good now if you watched our first season I'm sure you remember mr. Mesa was our first guest actually that is very true so how has how has it been since coming on it was a great show and I saw the subsequent one without great speakers and I think you guys are doing a great job good we are trying and I definitely appreciate you coming and sharing your your expertise with us as well any time so let's let's get talking when we talk about human resource management alternatives what exactly are we talking about what does that mean for businesses yeah I think let me take it from an angle of a small business perspective because I think we need to demystify the concept that human resource is for large corporations where you have HR director HR manager and so on and so forth I think HR is central to the success of every business so be it small medium or large you need HR and I think the question we have to ask ourselves is if I'm a small company can I afford let's say a full-time HR manager and the answer for most companies will be no but then do I need an HR function operating with the modernization and the Assizes so then how do you get HR support would not necessarily having an HR manager full time on-site and I think that's what we need to look at okay that's very very interesting so I can you aside consultant I mean we when we first started out we were offering services to corporates but then we realized how important the HR function is also for SMEs so when let's talk a bit about that does someone who's starting out need to have the same level of human resource processes in the organization as someone who is well seasoned as a corporate organization I think the first thing is when you say human resource processes I think the first thing is the human resource advice so even at the startup phase even before you build a business if you can talk to an HR consultant or an HR a friend or an HR affiliate just to understand how to start well with having all the HR systems in place when I say HR systems you are going to hire at least one person the basic one is you are going to have to pay are you just going to do it by word of mouth or you are going to have some written contract about the terms of engagement that in itself is the fundamental the beginning of HR so if you have HR advice not necessarily paid for some of these basic ways you can get it for free then you can first and foremost know how to recruit world by coming up with definitions of the job they are going to do and that in itself will help you to do a contract write an employment contract for the passing so any issue that comes up the person has an a contract that tells the terms of engagement when how you can get rid of the passing and so on and so forth so I think that the fundamentals okay so one of the services that we provide is the HR auditing because it allows us to go into the organization and be able to help first of all you have to understand the culture right for an HR X but you have to understand the culture of an organization before you can even provide advice and we have a client who they haven't actually started yet but they are scheduled to start operations I believe in November so someone like that I mean what what should they start doing you know do you start putting the HR process in place when you hired that first employee or wait before you hire your first time I think way before because that first employee at the very least you are going to give them an employment contract so really that is the beginning of your HR and then how do you get the right person you have to go through a recruitment process right so sometimes you find an external recruiter and give them an idea of the person you are looking for and then they will help find a person and they'll get you involved in the interview process so I think that's the beginning of it but when I started by saying you have to have a conversation say you want to start a small business you have even started you need to speak to HR and I think a lot of people are doing that most of our HR colleagues they'll call and they say oh I have somebody who is starting a small and I'm advising them some of them are doing them for free doing it for free others do I doing it for some pittance right so you don't need to go too big a charge and all of that you have friends or you can go to HR firms that understand the needs of small business and that's targeting systems in place and I think the basic one is whoever you are going to engage the first time it is very important to have an idea of what they are coming to do and you can only do that through job description even though for a startup they'll be the need for people to do various things beyond the job description but a job description comes in to at least give you a fair idea of what they will be doing and then also to be able to let a person know that this is a small firm you may be called upon to do other things which may not necessarily be specified you have to pay them and when you look at compliance issues you have to pay your state and all of those things so you tell the person I'll pay you a thousand see and then at the end of the day you take some force Nate and some for GRE the press it might not understand if you have a contract this contrast spells out all those things that even though and pay you a thousand all statutory deductions will be made from this so from day one we know what we are we know and the horse circumstance can I get rid of you and the horse circumstance can you terminate the employment yourself so I think that's the basis of it ok ok I'm actually I'm quite impressed with a lot of the SMEs that are starting out now a lot of entrepreneurs also that establish and businesses because these there seem to be some interest and you know wanted to develop human resource and being able to groom the staff within the organization with corporates though it's you'll be amazed right even though you think someone has a company with over 300 staff they have the right processes for HR not necessarily so what advice would you give to corporates who are the HR is probably the last thing on their mind oh they might have one person managing a whole human resource department for staff of so many yeah it always starts with the mindset of who is running the corporate right management team which is how do they see each other they see it as a cost to the organization or somebody that contributes to the bottom line because if you have HR going to play the HR person or the HR people and all of that and there are most people let's say you are selling computers right you don't see HR doing the sales and bringing the money so then you have to convince yourself what the value for bringing an HR person on board so until you understand the value probably you don't need each other so I think for corporations more like the first thing is to understand what is the value of an HR service be it in-house or being a standard when I have HR advise HR service what does that give me and I think we need to start thinking about HR is the one who is going to help bring the right people develop them the right way manage their performance so that the company can actually succeed so I think earlier on you mentioned HR audit if it's a big organization the HR or it is just to find out whether currently our HR practices are industry standards so then more or less we are looking for gaps to fill but for a newer company the audits can still be done to look at what is my future expectations for this business and then the order to come up with maybe this past six months this is what you have to put in place by the next year you should have ABCD in place in the nurse median term up to three years this is what you have in place so the HR audit for a new company is also a good way to scale up how do you build your HSN so we are so what we offer the the smaller to medium organisations is more of coaching so what exactly what policies should you actually implement at this stage where you are in the organization so you know it's important that you mentioned because a lot of we put a lot of a lot of focus on managing the finances within the organization but obviously the people matter just as much because without the people how do you actually make the money you know so it goes and then you also need the money to be able to recruit and manage the people and pay the people right within your organization I think what I hear a lot about with regards to human resource in Ghana and I'm sure most parts of the continent is HR is administrative what does that mean and why is HR administrative in Ghana is it because them CEOs and employees want to control the process of HR yeah I think that statement we have to be careful about that state because I have met solid HR guys in Ghana that I think you can just leave them up to they put them in a company in the United States Australia Canada and you'll be just fine so they are great HR people in Ghana but I think when I look at a small medium-sized or at times the typical locally owned companies a time the mindset is different they haven't seen the value that HR brings in which case anything HR is like a cost to the organization and then do you actually have to blame the small business or not you don't have to he is there to sell computers to sell some products he wants to sell more he wants to make money right so I think the value for H is is HR services going to help this more so it's up to the HR to make that proposition and then make sure it happens and you rightly said we are focus on the finances which is selling the products but the guys we are recruiting to commence other products do they have the skills and competencies to some more right so if you have a charm and you have someone who is selling hundred then if your HR cannot develop and money the presents performance to serve 120 then probably HR hasn't made its case so and that if the business owner knows that when I bring HR be selling 120 instead of hundred I think that's a good start okay so what do we do is all about competency development and managing performance okay right and this comes with ordered a charts top you know getting them engaged getting them engaged is simply making them happy so that they want to do it willingly it is a tough job it is a tough job it is a very tough job so you believe it's up to the HR within the organization to present to let's say the CEO or the owner of the business about what how important that role actually is and to kind of push them to invest more into the HR sector that would be a human resource personnel job to do that yes to demonstrate their value so for an amusing selling of a data can be selling of ideal milk right so can the HR convince the owner of the business this we are talking about small business here that my services will really help you to some more cuttings of ideal milk instead of the last 8,000 cuttings you saw last year can I come in and help you sell thousands even though I'm not a salesperson small businesses locally source which I don't need HR they say well I am going to help come up with the right competencies that people need to be able to self develop find a way to motivate the employees get them engaged and a manager performance so then the question is can you demonstrate after a period that that has actually occurred and I think that's well so normally you hear HR people talking about ROI return on investment for HR services so this guy is going to pay you any amount 20,000 50,000 at the end of the day can you demonstrate that that 20,000 has actually added another 200,000 to the business and I think that's where HR needs to go okay the role of HR is very it's critical I mean I always say that you know just because I've been in it for 15 years and I just see the role that we play within these organizations you know whether a business is successful or whether business fails I think a lot of the responsibility falls on HR so we will be right back we are having a great conversation about human resource management alternatives with mr. Kojo Amissah we'll be back in just a few [Applause] treat yourself to a serene blush and unique experience check in at the a.h hotel east lagoon where every stay is unique [Applause] welcome to another travelers for that analysis and I'm excited to talk to you about our half fight it or service where you get opportunity to customize the products to your tastes and with that we take your details your destination you want to call the dates you want to travel we would do it to suit your budgets so you don't need to worry about breaking the bank when you are traveling with this kind of service you come visit us as the details on the screen as you see or you can call us on the number shown on the screen let's run your trip for you and you know it's a dancing we always let you feel the beauty of life our dance the trouble feels life's beauty welcome back to 30 minutes with HR we are having an interesting conversation with mr. Kojo Amissah here at the SHRM forum Ghana office so we've talked about profitability you know and I think a lot of SMEs a lot of SMEs obviously the entrepreneurs behind these MSS Tamizh they are visionaries there are a lot of business owners or visionaries and all they care about is getting the results right if an employee messes up on the job you're fired there are no processes that are actually followed most of the time so let's talk compliance how important is compliance especially if you are an organization starting out yeah so again this is where you need either the HR advice or the HR service or the HR manager site so whoever is giving you advice the advice whether he's in-house or Estela needs to help you lay down some process of hiring and firing because the entrepreneur always says I won't resort you had not given it to me I come in and ask my to you well which is fine the law permits you to get rid of people but how do you get rid of people so that you don't end up at a labor commission let's say there's a notice period you have to give notice you have to pay severance based on the number of years I think that some day you have to pay one week that some day you have to pay one month and all of that I'm an entrepreneur I'm selling my idea milk and you are not helping me and I come and I just kick you out without due process or without recourse to what the law says I should do but if you had an HR person at the onset the contract most mostly will spell out some of these days so even if you didn't have policies you're hiring and firing policies the contract you give the employee itself will have some of those things spelled out so when it's time to disengage then you have to fall back on those contracts to make sure that you follow the provisions in those contracts the PA ye is a big deal you know if a small company you are registered you know maybe your content can help you with that but HR has to make sure the accountant or deducted from their employees your snit and all of that and I think one thing about compliance with HR is when you look at the GRE the GRE the snitch side of the equation we are even talking about ill treatment of employees you know if you can mistreat employees and you make the situation uncomfortable for them to leave and then they can in turn take you out take you on a labor commission so then you made a conditions so unbearable that they had to live so I think HR advise you this is the process we use to maintain development in that person and if the person is not up to what we are expecting this is the process we follow to get rid of them because you really cannot maintain somebody who is not giving you what you want but it also doesn't mean you cannot beat really just do that do you have to follow the process so for a small company if you are listening you don't necessarily have to have an HR manager but you have to have HR advice free or paid and I think the other side is when a good online there are so many free resources that you can also read and you know so you don't have an HR person but at the end of the day you are practicing according to the rules and that's why I love the SHRM platform you know so I'm part of the global chapter and there's an online web there's a website where you can we can get templates and you can get all these things also help guide you as an HR professional so I think it's a great network to be a part of yeah I think the SHRM I think that the global leader in HR education and its development and then like you rightly say in the Run certification program but beyond that you can just be a member you don't have to be an HR person and you get access to templates that you can use to do most of the things that you are doing some of the work that we get called to do even for existing companies to do what we call the HR for non HR managers so that we develop their managers who are not HR to understand the basics of managing employees because if a manager and an employee is not performing attached they feel frustrated and they can act in a way that would be detrimental to the comp called an employee can take you to court I've had instances where manager has caught an employee stealing okay and right there the money just says you are fired Wow okay to think I caught him red-handed he's fired that's what you goes to court exactly and then you wins yes because you didn't go through the process so because small you need to understand for me I'm actually interested in small companies because of the cost of hiring HR services Reid talk to friends Barmes you know friends who are aged I think I've had people call me they are maybe my friend they say Oh Rita give me your name and I want some advice and some of them is over the phone it's free so get into the habit of talking to HR people about what you want to do especially with your staff so if you're watching this show and you're an entrepreneur or you manage an SME I hope you understand exactly how important it is to begin putting that human resource processes in place because it can save you a lot of money money and keep you out of trouble right because like you mentioned a lot of a lot of managers or a lot of business or they just make very irrational decisions on the spot based on emotion you cannot operate a business based on emotion that's why you have to bring in an HR expert so you saw something that actually saw was interesting right in managing using the managers within your organization if you are not able to afford getting a human resource manager on board that's actually another something you can do you can utilize the time that within the organization to play that so for example if you give you your money yes HR for non HR managers trade and you know the more I think about Asia I think I'm kind of reducing HR to some fundamentals which is which is lack of skills and lack of wheels okay so when your HR comes in or your manager says lack of skills if we are not able to do anything in the organization it's because of lack of skills so what skills are required HR hopes you buy if you don't have HR and your line managers know how to do these assessments they can go through a formal process to identify the skills needed in the organization so now we've developed a skills but we are still not hitting our target so then there's the lack of will right the people are skillful by the ennoble motivated yeah so what do you do to change a people up for them to be motivated and what to do and that's where HR people come up with what is big stuff employee engagement the award is funny stuff that they do but it makes sense where employee engagement from my perspective is making the employee want to do it anyway you know so when you are around and your employees are busy when you are running then you go back into the icing off they are not engage engage employee means whether or not your boss is there you're happy so you need that a will and as motivational stuff but in Ghana I think what evasion for most people is money so that in is the money you are paid there is it may be you can pay them what they really want but is it good enough to make them feel like well there's something in it for me and H I can do these true benchmarking to understand what's more companies or if you have big companies what big companies are paying and say well maybe we are not paying at all but we are within reach so these are technical ways of doing some of these things and I think you need other HR person or HR advice I'm talking to small companies so I'm careful not to push all of them to go in hire an HR manager having some retainer ship with an HR consulting firm for a fee that you can afford is actually advisable so that you can call some of the retainers here it's like I said when I call you so – I give you a monthly rate and then I can call you in it and I think it's important to invest a bit in that and then if you want to manage performance I think the way small business should think about this whole thing is I made a profit of 1 million last year I need an HR person to make a profit of 1.5 that should be your premise for going for HR service and then the HR person has to demonstrate the capability to make that happen so they're coming in to contribute is now if you're hiring an HR manager shouldn't be a liability no to the organisation it's actually a good thing they should first thing you meet your customer they have to see we are talking about a salesperson what incentive programs can you put in place to make the salesperson deliver what skills can you develop how do you monitor a manager the manager doesn't know the technicalities the HR can do this right the lab manager comes up with all the framework the HR comes in with the supporting angle to it to make sure the employee is actually delivering the emotional being of the employee mostly models some of them are good like good people in terms of interpersonal skills but even nature is there to make sure the line manager has the right interpersonal skills to be able to make the people feel good there are some people who are not paid at all but because of the good interpersonal skills for the line managers they feel motivated to go to work and I think that's important yes I think that's important too I mean yes salary and getting paid the salary still remains number one but I think there are other things that HR and managers can do to to motivate to motivate employees yeah so obviously the role of HR is not to be taken lightly it's very very important yeah so this has been a great show and we are almost coming to an end it's always sad when we get to this part because I'm sure you're all gaining so much from this conversation with mr. Kojo Amissah is there anything else any advice you would want give to whether it's an SME or corporate the any other advice you'd want to give to them as day yes for SME estas they start talking about a child to your HR phrase and then graduate to talking to an HR consultant or HR consulting firm and then you graduate by actually with the team and HR person so if you cannot afford it just have been charged I'm sure everybody who know some HR manager somewhere start having that conversation that what kind of nature person do for my business obviously you have to understand that small business you are running and then with time you should move to the next level where I need to talk to an HR consulting firm and see how do I start putting this in place and then with time now you need to get to higher but for the big corporation is I think some of them are really doing well but also there's a need to do HR for non HR manager training because HR is a shared responsibility that so the HR person does not meet the employee on a day to day basis the line manager is sitting with the employee and every time you interact with an employee the some HR function that should be applied by the line managers in most cases are no interested in that angle Salman and Jeannie I just want to get a person working and that's it so how do you get the machine working well and that is working I mean work here has meaning getting the people up skilled and then getting their motivator so I think HR for non HR managers is a Boonton and HR you know people run HR business partner but which basically help HR to go into the business unit and then provide advice and then add hope the line managers to actually interesting so you hear here all right so thank you for tuning in and where can we find out more information about SHRM where you're up to how can people sign up for because we run such a certification classes from here as a weekend class but I think these are SHRM programs so we have a situm website or rabbi think I'll start by saying go to the SHRM website which is SHRM dot org and then you read about education and talk about certification and then if you are in Ghana area you click on partners education partners where partner and you see sitting there on the other hand you can go to the video you sit on gh calm and then you read about us then we have a link to the SHRM website as well so we are known for HR education yes basically what we do is excellent are you is there any recoupment going on at this moment that you want to share with people that are watching hey you know the recruitment anger I think we haven't done well I think we focus on the education that knowledge the training so when you look at our logo we have consortium recruitment and all of that but we have a train we have an HR position HR Manager position with a firm what do you call it f fast moving consumer good if you have maybe some substantial experience in that area you can contact us directly go to the C term website you see our email it's in four at Seton GH calm and there you can send a CD we do recruit but I think we are not aggressive yeah we are we are point to the training that knowledge enhancements you know so it's not just HR management training generally is what we do and I think more people actually know the organization for without the HR and education we love it we're doing a great job so congratulations I mean I hereby receipt charm all the time I have a few colleagues who are actually taking the course so but Joe thank you thank you so much we're here any time for the view as to who you can contact us for HR advice every time I think we will do free consultation to most people obviously it can escalate into paying service but we can start a free consultation yeah so thank you so much for tuning into 30 minutes with HR a partnership program between Kusi consultant and the association of African universities if you're an SME looking for SME coaching if you are corporate looking for audits and service feel free to get in touch and we'll be more than happy to work with you see you next week you