Insights -

Our latest thinking on the issues that matter most in business and management.

Insights and Case Studies

by Workforce Group Workforce Group

Why You Should Outsource

“Today, outsourcing is not just a trend; it is an integral part of how smart companies do business. A company concentrates on its core business and relies on outsourcing partnerships to get the rest done.” — Harvard Business Review.

There is a reason 94% of Fortune 500 companies outsource at least one major business function, outsourcing helps organisations cut their expenses and gain the much needed flexibility and competitiveness they require to focus on their core business.

In Nigeria, most organisations, especially in the three most economically vibrant sectors; oil and gas, telecommunications & IT and financial sectors use outsourcing services. Little wonder outsourcing has become an important and strategic business model in present day Nigeria.

In today’s market, businesses are confronted with unprecedented challenges such as economic uncertainty, intense competition and rapidly changing consumer behaviour. Organisations are continually juggling their core competencies with other business functions, thereby resulting in distractions and avoidable dissipation of energy and resources that could otherwise be channelled to more productive ventures.

Therefore, there is the need for more organisations to embrace outsourcing, if they must cope with the myriads of challenges they are constantly faced with.

A careful look at the goals that your organisation would like to achieve this year or in the near future will reveal that these goals can only be achieved with adequate support of excellent partners. This is the difference between the most successful companies in Nigeria today and the strugglers across different industries. Modern business does not require that you own all the facilities and resources required for production. Smart businesses leverage the resources and capabilities of reliable partners; and Outsourcing is the business model that makes that happen.

Outsourcing keeps you focused on your strengths; your area of expertise while also putting your mind at peace because your non-core functions are being taken care of by partners who possess the required knowledge, skills, culture, resources and experience to deliver.

With almost 7,000 outsourced employees, Workforce Outsourcing offers value-driven and sustainable solutions that support and allow organisations to leverage high value innovation and project delivery competence, while focusing on their core business.

When it absolutely matters to have unquestionable competency in turn-key, end-to-end human resources management delivery, organisations talk to Workforce Group.

by Workforce Group Workforce Group

How to Isolate the Effect of Training

“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.

The end of training is learning, and proof of learning is a change in behaviour. While learning and development professionals strive to complete their employee training hours to earn great performance appraisal scores, line managers marvel at how the perceived performance of the Training Department does not cascade to departmental performance. The behaviour of employees to a large extent remains unaltered after training programmes and this remains one of the greatest dilemma of training.

How then do we push the frontiers of training from the classroom to the workplace? How do we design and deploy training programmes targeted at altering employee behaviour on-the-job, and how do we track such changes?

The five step process below helps isolate the effect of training programmes;
  1. Identify Desired Behavioural Changes: The first step is to systematically identify the specific gaps to be addressed by the training programme, and document definite behaviours that would underscore learning. The most critical stakeholder to delineate desired behaviours is the line manager, as he is the one who would monitor the employee behaviour post-training.

  2. Tie Desired Behaviours to Training Curriculum: Every desired behaviour to be addressed by the training programme must be carefully tied to the training curriculum.

  3. Adapt the Training Material/Methodology to the Culture of the Organisation: Training like every other aspect of human resources does not occur in a vacuum but in the context of the culture of the organisation where it takes place. The culture of an organisation plays a determinant role in deciding the learning styles of the participants, and the instructional system design. A deep understanding of adult learning principles and cultural dimensions could help in this area.

  4. Track Using Control Groups: Control group is a simple but powerful technique to confirm that the behavioural change observed in employees who partook in a training programme is not by mere happenstance. It involves evaluating the behaviour of those who partook in the training against those who did not, so as to isolate the specific effect of the training programme.

How training effects would be isolated, must be planned from the start using a proactive rather than reactive approach. You can only know what does not work if you can isolate what works.

For more information and enquiries,  call 09031946744

by Workforce Group Workforce Group

HMO Support Officer

Job purpose:

The HMO Support Officer is in charge of all HMO services for the organization’s employees and all outsourced staff. This includes issuance of HMO cards, liaising with HMO providers, handling HMO plans, hospital checks on indisposed employees etc.

Apply Now

Job Responsibilities:

  • Liaise with Head of Outsourcing Operations and HMO providers and agree on appropriate HMO plans for the different roles and levels of staff.
  • Collect and keep records of all employee and staff HMO forms.
  • Update enrollment schedule/list monthly.
  • Communicate with HMO providers on changes (additions, subtractions and upgrades) on staff list and plan.
  • Attend to staff request, calls and emails on all HMO related activities.
  • Schedule and oversee pre-medical tests for outsourced staff.
  • Process payment for HMO providers.
  • Send health tips regularly to all staff.
  • Profile new hires.
  • Visit sick employees and staff in the hospital or in their homes.
  • Keeping records of various HMO agreements.
  • Perform other support functions as assigned.


Competence Requirement:

  • Experience in HMO functions in a corporate environment.
  • A commitment to excellent customer service.
  • Excellent written and verbal communication skills.
  • Ability to empathize and sympathize with the indisposed staff.
  • Experience using computers for a variety of tasks.
  • Competency in Microsoft applications including Word, Excel, and Outlook.
  • Able to work comfortably in a fast paced environment.
  • Ability to work independently.



A Bachelor’s Degree or equivalent in a Health or Environmental Science related fields (Preferred).

2 to 3 years relevant experience.

Please, submit your resume here. Only qualified candidates will be contacted.

by Workforce Group Workforce Group

Blended Learning: Enjoy the Best of Two Worlds

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? Read more

by Workforce Group Workforce Group

Demystifying Performance

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. Read more

by Workforce Group Workforce Group

Strategies For Retaining Your Best Employees

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 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. Read more

by Workforce Group Workforce Group

Who is a Talent?

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. Read more

by Workforce Group Workforce Group

5 Ways To Achieve Time Maximisation

There is a constant struggle to maximize your time management and the seemingly ever elusive work-life balance. Every day, the average person is overwhelmed by the enormity of assignments and tasks they have to complete within a limited time.  Read more