Organisational design ensures that the performance of all work activities align with the strategy of the organisation. All members of the workforce of an organisation must know and clearly understand the design they make use of.
“Anyone who stops learning is old, whether at twenty or eighty. Anyone who keeps learning stays young.” ― Henry Ford
One of the greatest challenges confronting learning and development professionals and by extension, organisations at large is how to isolate the effect of training programmes. Training is not an end in itself but a means to an end.
Job Title: Payroll Officer
Job Type: Full Time
Job Grade Level: Analyst
Job Purpose: Responsible for managing the Outsourcing Business payroll account, employee records; as well as compensation, benefits and statutory obligations management, and performing various complex accounting functions which includes preparing reports, researching and gathering statistics and data. This role will be responsible for maintaining confidential financial records, collecting, organising, and filing relevant information.
Job Summary: Payroll Administration, Data Management, Stakeholder Management, Reporting.
Qualification & Experience:
B.A or B.Sc. degree in Accounting or Finance or an equivalent level of knowledge in a relevant field.
At least 2 years experience in executing payroll management for a large size organization using an information system or data management software would be an advantage.
- Knowledge of key HR processes and procedures
- Payroll Administration
- Knowledge of HRISs
- Sound numerical skills
- Highly proficient in the use of the Microsoft office suite.
- Excellent communication Skills (Written & Oral).
- Proactive with sound problem solving skills.
- Candidate must be firm and assertive.
- Highly organized and thorough.
- Ability to work within tight schedules.
- Result driven and self-motivated.
Submission Deadline: Not Specified
Age: Not more than 28/30 years old
You have gone past the indecision stage and have now decided on using outsourcing for one or more of your non-core functions.
Now, you must find the right HR outsourcing company to handle these areas of your business. This is a critical decision that should not be taken with levity or rushed into as hiring the wrong outsourcing partner could spell doom for your business.
So, how do you ensure you are about to do business with the outsourcing firm that not only understands your business and what you are trying to achieve by outsourcing but is dependable and capable of helping you reach your strategic organisational goals?
Whether you are outsourcing your business process or a task, here are the crucial questions you should have the right answers to before hiring an outsourcing partner:
Are they reliable?
The organisation you are outsourcing an aspect of your business to should be one that has pedigree. Do due diligence and ensure they have a proven track record of dependability. It’s also important that you do a background check on them to confirm information such as their history, address, staff strength and financial standing. The result of your findings will help you determine their capabilities and level of reliability.
What other projects have they handled?
The last thing you want is a rookie outsourcing company handling your critical business processes, therefore, you need to find out how experienced the outsourcing firm is in your specific industry. A suitable outsourcing partner should be knowledgeable about the rules, regulations and practices governing operations in your industry and must have the requisite skills and experience needed to execute your project.
How flexible are they?
It is not enough for the outsourcing company to possess the experience and be reliable enough to handle projects. In addition, they must be capable of adapting to your peculiar work ethic and mode of operation. An outsourcing partner that is stuck in their ways or rigid will do your organisation no good when you need to make urgent changes or adjustments to the brief.
How well do they communicate?
As a business, you want to be kept in the loop of how things are going with your project. Do they reply to your queries and enquires on time? While an outsourcing vendor’s competencies, experience, skill and adaptability may not be in doubt, their poor level of communication may be an indicator that you are going to have a hard time working with them.
How affordable are they?
Outsourcing is often recommended as a way of reducing spending while also allowing an organisation focus on its core. However, a reputable outsourcing company’s rates may be way beyond your budget and you have to come to terms with that reality. Therefore, compare the pricing structure/quotation of a shortlist of vendors before making a decision on who to give the job.
Classroom learning or eLearning? This is one decision quite a few organisations still grapple with. While it may appear to be dwindling in popularity, many still crave the physicality of traditional learning, while others prefer learning via the online world.
But what if you didn’t have to choose between the two? What if you could combine elements of the physical and online space in learning? What if you could get the best of two worlds?
The success of any business can be attributed to its customers. The customer indirectly call the shots and have the power to send any CEO or business owner packing if they are unhappy with the services rendered to them.
The 2018 FIFA World Cup is here and to many it is just a series of games. However, football, like many other sports is a theatre of learning profound principles which can be applied in everyday life. Like many sports, performance is a key factor in attaining success.
Anyone who doubles as a passionate lover of football and the HR professionmay have observed that embedded in the fun and thrill of the round leather game are answers to some of the biggest challenges confronting performance management and talent management professionals in day-to-day organisational life.
Human resource departments know that when it comes to managing employees, it does not end at recruitment and hiring; it also extends to retention. As an employer, you have to find adequate ways to make them want to remain in your organisation for a long time.
Having long-term employees that double as top talent is beneficial to a success-driven organisation.
You do not want your top talent to be active “town criers” of the popular “I don port o” jingle.
As a proactive organisation, here are few strategies you can implement to retain your best employees:
Attractive Benefits: Is your benefits package competitive? Do these packages fit the needs of your employees? Employees will always value an attractive benefits package. The non-negotiable benefits they look out for are, health insurance, life insurance, and retirement plan. To stay ahead of competitors, an organisation demonstrates its commitment to the welfare of its employees by offering extra benefits such as flexible time, longer maternity leave, amongst others.
Regular Incentives & Competitions/Contests: Organising contests and competitions regularly for your staff not only gives them the opportunity to get incentives/prizes but also creates an atmosphere of team building in the organisation. It also keeps them excited and focused.
Prioritise the Little Things: In relationships and friendships, we say “It is the little things that matter”; this should be applied to our working relationship with our employees. Free coffee and pastries might be insignificant to you as a boss but appear as thoughtful to your staff.
Promote Internal Recruitment: When there is a vacant position in the organisation, external recruitment should be the last resort. Promoting from within gives employees a clear path of career advancement. If your employees know they can achieve career growth and advancement in the same organisation, they will be willing to stay and give their best to the advantage of the organisation.
Make Learning & Development Compulsory: Making a benefit that is not available everywhere accessible to your staff is a great way to show you care about them. Learning can also be in form of training to learn a new job, skill or tuition loan.
Encourage Open Communication: Open communication is key to a people-focused organisation. Regular meetings should be held where employees table their complaints, ideas, questions, and suggestions. Operate an open door policy that encourages employees to express themselves without the fear of victimisation.
Give Rewards & Feedback: Hardworking employees should not go unrewarded; they should be recognised and encouraged. Monetary gifts are often preferred as they give recipients the leeway to get what they really want for themselves. If an employee’s hard work goes unnoticed, it is only natural for him to lose motivation and ultimately, interest in the organisation. Stellar employees should be recognised and rewarded in the presence of other members of staff to appreciate them and also encourage others to do better on their job.
Salary should be Subject to Satisfaction and Increment: Salaries should be reviewed constantly; quarterly or biannually. An upward review of salaries is the best way to retain your best employees because they desire to get the monetary equivalent of their input. This can be merged with career advancement. An organisation that prioritises the finance and promotion of its best employees is more likely to retain them on a long-term basis.
It is very possible for a top talent to be in an organisation for 10 years without developing lethargy. As long as his career advancement and salary are commensurate with his role, he will not see any reason to “port” to another organisation.
This is probably one of the most important questions Talent Management specialists/Human Resource professionals are required to answer and not only answer, but do so intelligently.
Dodgy and cliché responses like “it depends” will not do their organisations or profession any good. For Talent Management/HR professionals to retain their credibility, they must have a well thought through and strategic answer to this very important question.