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@eugene, which bank is yet to pay?

eugene77:
Why all dis NOISE abt 3rd tranche where as most of us have nt received our 2nd tranches,this is very unfair, this endless wait is becoming highly unbearable..... We all started this journey d same tym...
Youwin second shud pls settle us nw wt our 2nd tranche!!

I am not an awardee, but I can confirm that Beeza is a fraud, he's fake.

He posted his email address (aminahusseini83@gmail.com) on this link sometime last year. https://www.nairaland.com/84426/customs-clearing-agent-adexfem/85

Beware of him.

alaolani:
It s d same person dat posed as Mohammed83 dat has now resurfaced as beeza (regardless of his /her real life gender)... He /she now sounding so defensive 'n i think his /her aim is only to create an atmosphere of panick, confusion 'n anxiety amongst awardees... I think we genuine awardees should ignore him /her. And genuine awardees also be careful not to respond to d email being provided here by beeza for any supposed march cos u ll only be responding to such email 'n further correspondence (ONLY via email) with such a 'ghost' awardee at ur own risk... If anyone who claims to have info beneficial to awardees but refusing tangible correspondence with other awardees vis a vis phone call (which other awardees av bn calling one another without any barrier or reluctance), but wants only email correspondence, i think such a character should be highly placed under SUSPICION...

I read this book, 'Free from Corporate Slavery' by Jimi Tewe. It's an awesome book that will give you tips and insights for career fulfillment.
Best wishes

Thanks for the info

One of the greatest laws guiding effectiveness is to begin with the end in mind. In other words, if we start everything we do (including a job search) with[b] a clear and correct picture of where we are headed[/b], we are more likely to get to our objective.

As a recruiter, one of the major limitations I have discovered for most people looking for jobs is the fact that they have a wrong objective and almost never get the job they desire.

Most of them are looking for a company that will pay them a monthly salary, give them a place to go on a daily basis and allow them to feel like a part of an organization. Very few of them are out to look for a job that will allow them[b] solve problems for an organization[/b]. What they fail to realize is that jobs are primarily created to solve problems within organizations. If jobseekers will begin to think like problem solvers, they will be more effective in their job search.

As a recruiter, it is very amusing hearing a great number jobseekers (during interviews) spending the opportunity they have saying everything except how they can help the company solve problems.

Jobseekers who do not have a problem-solver mentality tend to apply for just about any job that comes their way, and more often than not, they do not even get called for an interview.

Some of them even get so desperate that if their sad face does not seem to get the attention of the recruiter, they go the extra mile to ‘beg’ them.

However, people who get employed in organizations have been simply identified by recruiters as being able to add value to their organization because they have something to offer.

It therefore means that the more jobseekers are able to identify what they have to offer, be it, skills, relevant experience, education/qualifications, the more they are likely to get employed.

My question to you today is this:

“What do you have to offer? Which organization can you offer what you have as a solution to their challenges?”


http://jimitewe./2011/05/14/the-people-who-get-employed/

which month did you write their test?

Are you frustrated in your career due to company policies and lack of promotion exercise?

Are you frustrated in your inability to change your job despite all your attempts?

Are you afraid of losing your job if there is a staff retrenchment exercise?

Do you desire better work-life balance and more financial rewards for the value you deliver?

If your answers are yes to any of these questions then you need to attend career shift for bankers

For more information visit http://www.inspirosolutions.com/ or call 07043333041, 07043333042, 07043333043.

It has been many years now since I was a fresh graduate just out of school and although it seems just like yesterday, I realize that times have changed ever since then. The possibility of not getting employed on time was a major concern back then as cases of people who had graduated and were still job searching was gradually on the increase. It’s been exactly ten years since then and it seems the situation has become more challenging than it used to be as the rate of occurrence of unemployed graduates has increased tremendously. A number of times, I try to be emphatic and try to imagine what job seekers who just graduated from tertiary institutions are going through as they are faced with the pressures of life and even from their families.

I recall a young man who walked up to me some months ago at the NYSC camp in Lagos and asked that I help him in his quest to get a job quickly. I could understand why he wanted to get employed so quickly but it was apparent that something else was motivating him. Further enquiries revealed that earlier that week, his mum had called him to remind him that now that he was through with the NYSC, everyone at home would be looking up to him for sustenance. To say the least, he was distraught and was practically begging me to help him in any way that I could. This is only one of such instances that I have personally experienced that have moved me towards creating solutions that would really help job seekers get employed.

Another interesting, yet unfortunate, observation I have made is that lots of heartless people have started exploiting this situation to the detriment of job seekers. Just yesterday, a friend of mine was telling me how someone he knows engaged the services of a recruitment agency that asked people to come to their office for guaranteed employment with several organizations who were their clients. Of course, they were asked to pay a sum of about Eight Thousand Naira each before they could be given access to the jobs. They were even asked to seat for a test which would be used as a basis for selection and beautifully worded text messages were sent to them all through the process. One day, the text messages stopped coming and by the time the job seekers got to their office, they had relocated. Now, imagine if only 300 people had signed up for this service, they would have made over Two Million Naira even after discounting expenses; a very lucrative business model indeed but a major source of discouragement and pain to those who fall victim of such schemes. Before I forget, I want to state categorically that no recruitment agency can guarantee you a job by themselves. Falling for schemes such as this occurs simply because people do not know this fact. Never ever let pressure make you succumb to their tastefully crafted promises that cannot hold water…

READ MORE… http://jimitewe./2011/03/09/and-he-got-the-job/

Nigerians woke up to a rude awakening in the month of August 2009 right after the announcement by the Governor of the CBN of the potential insolvency of several banks. This news led to a major shakeup in the banking industry with a series of negative side effects on the workforce in this industry. Even staff in banks which were not directly affected by this announcement also felt its effect as we all witnessed an avalanche of retrenchments. As someone who has been privileged to work in this industry, it was quite challenging to see people who I had developed a relationship with in the course of business being asked to go as part of a major restructuring exercise within some of these banks. It’s very possible that as you read this article, you probably know some people who were also affected by these exercises and are even yet to recover from it.

Well, what has happened is in the past, but very recently, something quite frightening became very apparent to me as I thought over these series of events. The spate of bank retrenchments is something that we have witnessed at different times over the years. A number of them were driven by a desire for some of these banks to ease out ‘non- performing’ staff while others were driven as a reaction to major changes in the industry. Whatever the cause of these retrenchments, the lives that have been negatively impacted by the decisions of these organizations are countless. Of course, the option to rationalize staff in a number of these organizations is quite justified as the presence of non- performing staff or an urgent need to reduce manpower costs in the face of insolvency are measures that can actually help them stay in business.

As an HR professional and someone who has had time to observe the trends in the banking industry, I foresee that the spate of staff rationalization in banks is not yet over and the most concerning thing for me is that most bankers are unaware of this possibility and are obviously unprepared. The average banker is afraid and from my observation is doing little or nothing to prepare for a possible re-occurrence of staff rationization. Now, let me share my thoughts with you on this;

(1)    Banks are still looking to reduce the largest item on their budgets… their Wage Bill: Due to the external factors that have significantly affected banks, cost reduction has become a major highlight in most of their business continuity strategy meetings. In some banks, the wage bill accounts for up to 30% of their total expenditure. General cost reduction will therefore not be possible if the staff cost is not considered. Right now, staff who are perceived as non performing immediately come under scrutiny and are being viewed as cost saving items.

(2)    Branch Optimization is sure to happen: Banks have been forced in recent times to begin to reconsider the issue of size versus effectiveness. With the reduced focus on universal banking today, strategy sessions and performance review sessions in banks often times are focused on measuring the profitability of their channels to their customers. Non-performing (non profitable) branches mean erosion of profit and this is obviously not desirable for sustainability. The question they ask is; why keep several branches open in a location when just a few are actually adding value to the bottom-line? Reduced branch size will automatically translate to excess staffing and will necessitate a reduction in workforce size

(3)    Reduced customer confidence in certain banks means reduced business and consequently low tolerance for non-performing staff: I believe this point is clear enough. Some banks are now crowed while others are practically empty. The game of banking is based on trust and when trust is absent, it becomes evident in patronage. While some banks are working at rebuilding customer confidence, they have to consider how to do this in a sustainable manner and cost reduction (including staff cost) immediately gets attention.

Okay, what exactly are you concerned about, Jimi. First a rumor, then a news headline, then one or two people that you know who have been affected… that’s exactly how staff rationalization occurs on the people end. For those affected, the beginning of a nightmare they did not plan for. I am quite certain this is coming… do you know any banker who has been struggling with performance because of unattainable targets or lack of interest in what they are doing? My question is this…are they prepared should in case they are let go? Remember, to be forewarned is to be fore-armed! Watch this space for my proposed solution on how to be prepared…

Jimi Tewe

http://jimitewe./2011/02/25/are-bankers-asleep-is-the-spate-of-bank-retrenchment-exercises-really-over-2/

http://jimitewe./2011/02/25/are-bankers-asleep-is-the-spate-of-bank-retrenchment-exercises-really-over-2/

Nigerians woke up to a rude awakening in the month of August 2009 right after the announcement by the Governor of the CBN of the potential insolvency of several banks. This news led to a major shakeup in the banking industry with a series of negative side effects on the workforce in this industry. Even staff in banks which were not directly affected by this announcement also felt its effect as we all witnessed an avalanche of retrenchments. As someone who has been privileged to work in this industry, it was quite challenging to see people who I had developed a relationship with in the course of business being asked to go as part of a major restructuring exercise within some of these banks. It’s very possible that as you read this article, you probably know some people who were also affected by these exercises and are even yet to recover from it.

Well, what has happened is in the past, but very recently, something quite frightening became very apparent to me as I thought over these series of events. The spate of bank retrenchments is something that we have witnessed at different times over the years. A number of them were driven by a desire for some of these banks to ease out ‘non- performing’ staff while others were driven as a reaction to major changes in the industry. Whatever the cause of these retrenchments, the lives that have been negatively impacted by the decisions of these organizations are countless. Of course, the option to rationalize staff in a number of these organizations is quite justified as the presence of non- performing staff or an urgent need to reduce manpower costs in the face of insolvency are measures that can actually help them stay in business.

As an HR professional and someone who has had time to observe the trends in the banking industry, I foresee that the spate of staff rationalization in banks is not yet over and the most concerning thing for me is that most bankers are unaware of this possibility and are obviously unprepared. The average banker is afraid and from my observation is doing little or nothing to prepare for a possible re-occurrence of staff rationization. Now, let me share my thoughts with you on this;

(1)    Banks are still looking to reduce the largest item on their budgets… their Wage Bill: Due to the external factors that have significantly affected banks, cost reduction has become a major highlight in most of their business continuity strategy meetings. In some banks, the wage bill accounts for up to 30% of their total expenditure. General cost reduction will therefore not be possible if the staff cost is not considered. Right now, staff who are perceived as non performing immediately come under scrutiny and are being viewed as cost saving items.

(2)    Branch Optimization is sure to happen: Banks have been forced in recent times to begin to reconsider the issue of size versus effectiveness. With the reduced focus on universal banking today, strategy sessions and performance review sessions in banks often times are focused on measuring the profitability of their channels to their customers. Non-performing (non profitable) branches mean erosion of profit and this is obviously not desirable for sustainability. The question they ask is; why keep several branches open in a location when just a few are actually adding value to the bottom-line? Reduced branch size will automatically translate to excess staffing and will necessitate a reduction in workforce size

(3)    Reduced customer confidence in certain banks means reduced business and consequently low tolerance for non-performing staff: I believe this point is clear enough. Some banks are now crowed while others are practically empty. The game of banking is based on trust and when trust is absent, it becomes evident in patronage. While some banks are working at rebuilding customer confidence, they have to consider how to do this in a sustainable manner and cost reduction (including staff cost) immediately gets attention.

Okay, what exactly are you concerned about, Jimi. First a rumor, then a news headline, then one or two people that you know who have been affected… that’s exactly how staff rationalization occurs on the people end. For those affected, the beginning of a nightmare they did not plan for. I am quite certain this is coming… do you know any banker who has been struggling with performance because of unattainable targets or lack of interest in what they are doing? My question is this…are they prepared should in case they are let go? Remember, to be forewarned is to be fore-armed! Watch this space for my proposed solution on how to be prepared…

Jimi Tewe

http://jimitewe./2011/02/25/are-bankers-asleep-is-the-spate-of-bank-retrenchment-exercises-really-over-2/

Hi Poster,
I registered 'cos of you.

'Two becoming One' is a mystery that most people are ready but not prepared for before getting into.

You love your husband and desire a change, it's not too late but it requires hard work and patience (they work hand-in-hand).

I'll recommend that you invest in marriage books and patiently internalize them. Gary Chapman's books are great subjects on having healthy marriages - invest your time and money reading all you can lay your hands upon. There's a book that also addresses personality and communication,"Communication, the key to your marriage" by Norman Wright.

I'll also encourage you to believe that things will get better 'cos it will work through faith and patience (Heb 6:12). It might a while because it's not a quick fix approach but I pray that you'll share your testimony and encourage others that'll pass thru this.