And if is of any relevance in nigerian hr practice, is it advisable 2 get trained in it,given that i have virtually no work or job experience. pls i need a reply cos i keep seeing sap every where on this site, want to know about it b4 i dable into it. Morever this thread has been dormant for over a month,
i keep checkin in on dis thread first thing whenever i connect, an no updates , been gainin a lot from discussions so far.

achmed1:

@Everybody, how relevant is sap-hr module ,in nigerian hr market.
i wish to know cause i want to arm my self with all necesary tools b4 entering the hr enviroment.

Sap has gone a long way in HR, Audit, Account etc. I think in all buz circle. However, when taking Sap u need to consider your background to know which of the modules is suitable for you.

achmed1:

And if is of any relevance in nigerian hr practice, is it advisable 2 get trained in it,given that i have virtually no work or job experience. pls i need a reply cos i keep seeing sap every where on this site, want to know about it b4 i dable into it. Morever this thread has been dormant for over a month,
i keep checkin in on dis thread first thing whenever i connect, an no updates , been gainin a lot from discussions so far.

Sap is highly relevant in HR practice in Nigeria. Most of the companies would prefer to adopt but for value. I am aware that some good companies like mobil, Nig Brewries, Guiness, Total, Mobil etc are on it.

Not having experience in HR will not impinge on your chances of getting employed in any way. This is a professionals exams and i am telling you can easily get a job in an IT firm where services like this are deployed. So don't be afraid to take the exams cos you will never regret. Howevr, Sap exams are not easy, not trying to scare you though. You must be focused.

I agree with you that the forum has not been active overtime. For me, I have been extremely busy these days but i expect that other people should keep it alive. I think we can all make it alive again by sharing relevant issues here.

All the the best in pursuit of your career.

^^^^^^^Thanks 4 the reply,especially as it comes from u, am grateful.
i plan to pursue a career in hr, first by being a member of cipm, and obtaining a relevant masters degree in hr.
My interest in the sap hr solution, is 2 gain a competitive edge when my job search begins.
An i hope it thus help me grab a good job, nd a promising hr career.

And i really want to thank u yemmight 4 ur crucial contributions on this thread, i got my inspiration to pursue a career in hr from comments like urs, nd i feel like am in love with it,even as i have never worked b4.
Graduating with a degree in educational management, i was just confused about what career path to pursue especially outside the education sector as i have no interest at all in that line.
Now i have made my mind ,thanx to you and all others on this thread.

@ achmed1

You are welcome.

Yemi please whats your email addy , have a question for you .

You might find this information useful,

It is opportunty to work abroad around MDG's and some other social issues.

http://www.aiesecnigeria.org/swap

Goksyde:

Yemi please whats your email addy , have a question for you .

You can send me a mail here hrfastfood@yahoo.co.uk. Inform me thereafter.

Dear All,

I have read so many articles on HR Audit and I have implemented it in some of my jobs handled in the past. HR Audit serves as guide and once we observe it, our jobs becomes more perfect.

Definition
HR Audit means the systematic verification of job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and morale, participative management, communication, welfare and social security, safety and health, industrial relations, trade unionism, and disputes and their resolution.HR audit is very much useful to achieve the organizational goal and also is a vital tool which helps to assess the effectiveness of HR functions of an organization.

Benefits of HR Audit:

It provides the various benefits to the organization. These are:

• It helps to find out the proper contribution of the HR department towards the organization.
• Development of the professional image of the HR department of the organization.
• Reduce the HR cost.
• Motivation of the HR personnel.
• Find out the problems and solve them smoothly.
• Provides timely legal requirement.
• Sound Performance Appraisal Systems.
• Systematic job analysis.
• Smooth adoption of the changing mindset.

Please find below useful write on HR Audit. I tried attaching it but it keeps coming back. All the best.

Introduction To Human Resources Audit
The Human Resources (HR) Audit is a process of examining policies, procedures, documentation, systems, and practices with respect to an organization’s HR functions. The purpose of the audit is to reveal the strengths and weaknesses in the nonprofit’s human resources system, and any issues needing resolution. The audit works best when the focus is on analyzing and improving the HR function in the organization.

The audit itself is a diagnostic tool, not a prescriptive instrument. It will help you identify what you are missing or need to improve, but it can’t tell you what you need to do to address these issues. It is most useful when an organization is ready to act on the findings, and to evolve its HR function to a level where it’s full potential to support the organization’s mission and objectives can be realized.

Who should conduct the audit?
The team that is responsible for the audit should represent a cross-section of the organization’s staff, including line staff, middle and upper management, and those responsible for HR functions.

How should it be conducted?
The audit process consists of a series of questions covering the eight primary components of the HR function:
Roles, head count, and HR information systems (HRIS)
Recruitment
Documentation
Training, development, and career management
Compensation and benefits
Performance measurement and evaluation
Termination and transition
Legal issues and personnel policies

The team works to collect information to answer the HR audit questions in each of these categories. The focus is on how these activities and tasks are actually performed in the organization. The first step is to collect all the pertinent information. The process of getting information, in and of itself, can be quite informative.

How are needed improvements identified?
Once information is gathered, the audit team reviews each major section and notes disparities between paper (what we think or say we do) and practice (what we actually do, as revealed by the answers to the audit questions). This can then be compared to best practice (what we should do to best support our organization’s mission).

A cautionary note: Finding out what is insufficient and inadequate is the first step toward improvement. If deficiencies are identified, it is important to take steps to correct those deficiencies.
Organizations should take that first step only when they are ready to act on the findings, and to make necessary improvements in their HR skills, processes, and systems.

How is follow-up and correction done?
Improving the HR system takes some time. A workplan — with a timeline, accountability, and deliverables— should be created after the team reviews the completed audit and identifies areas where improvement is needed. Follow-up and review should be a regular management function, performed on an ongoing basis.

The Human Resources Audit
Roles, Head Count, & Human Resource Information Systems (HRIS)
How many employees are currently on staff?
How many employees are:
- Regular
- Probationary
- Temporary
- Contract
- Industrial Trainees
- NYSC

How long is the probationary period?
Are employees aware of their status?
How long can an employee be temporary?
How many employees have supervisory responsibility?
Are there currently up-to-date job descriptions for all employees? If not, which ones don’t have descriptions?
Are independent contractors used? If so, how many are being used? And, for what functions?
Have issues related to classification of employees been raised?

Recruitment
How did the work force get to be the current size?
What are some of your organization’s future needs for personnel?
What are the procedures for hiring in your organization?
What recruitment sources are used? (e.g., advertisements, referrals from other agencies, personal contacts)
Are current employees given appropriate consideration for promotion or lateral position changes?
Who does the preliminary screening of candidates?
Who selects candidates for interviews?
Is training provided for those who conduct interviews?
How is the recruitment, screening, and selection process documented?
What is the interview process that is used (e.g., individual, sequential, panel)?
Who holds final authority to hire?
Who checks references?
How are the reference checks documented?
Who makes the offer of employment?
Where is the hiring paperwork generated?
Who negotiates compensation packages?
List the practices you believe are unique to your organization.
What is the turnover rate (percent of employees leaving each year) in your organization? Has this changed over time?
Who gives references for former employees?

Documentation
Where and with whom are the personnel files currently held?
What documents are held in personnel files?
How are the following documented by your organization?
- Hiring: Application, Interviewing, and Reference Checks
- Compensation and Benefits
- Transitions
- Training
- Discipline
- Work History
- Significant accomplishments
- Performance evaluation and performance management
- Termination
How long are files held and where are they stored after employees leave?
What is the interface between HR and Finance?
Is a payroll service used, and if so, which one?
Is there training of managers and employees about personnel files, and policies and procedures for accessing them?
Is an HRIS system being used, and if so, which one?

Training, Development and Career Management
Who is responsible for new employee orientation?
What are the elements of the new employee orientation program?
Where and to whom do new employees go when they have questions about your organization or their jobs?
Is there a formal training program for employees and managers? If so, please describe it.
What training and development initiatives have occurred in your organization?
What is the average length of time an employee stays with your organization? Does this vary by position type?
How much does your organization spend annually (in total and per employee) on employee training and development? Does this vary by position type?

Compensation and Benefits
Basic Compensation Questions
Is there a formal compensation program?
How are wages set?
Are formal salary ranges set?
If formal salary ranges are set, are they made public to employees?
How are jobs rated?
How frequently are jobs re-evaluated or updated?
Are any salary surveys used? If so, which ones?
Are pay ranges revised as a result of these surveys? How frequently?
Who in your organization (what position) administers the compensation program?
Are COLA’s given, and if so what is the basis for the COLA?
Are merit increases given, and if so, are they integrated with performance evaluation?
Is there a bonus system, and if so how is it structured?
How is the compensation program and total compensation package communicated to employees?
What are the “cultural issues” or beliefs related to compensation in your organization?
How is employee communication regarding compensation and benefits delivered in your organization?

Health and Welfare Benefits
Describe the health insurance or retainership program provided by your organization.
Are dependents covered, and if so, in part or in full?
What are the eligibility requirements for health insurance and other benefits?
Which of the following health and wellness benefits are offered, and what are the limits and requirements for coverage?
- Dental
- Vision
- Disability
- Employee Assistance Program
- Life Insurance

Compensation And Benefits (continued)
Pension and Retirement
What is the pension or retirement plan?
What is the vesting period?
Can employees contribute?
Do you organization have retirement and Gratuity policy as prescribed by PENCOM?
What is the annual percentage of gratuity paid to exiting employees

Paid Time Off
What kinds of leave are paid and who is eligible for them?
What is the vacation schedule, and how is it earned?
What is the eligibility requirement for vacation?
Is there a cap to limit the amount of vacation accrued?
How is unused accrued leave treated?




The Human Resources Audit (continued)
Performance Management And Evaluation
Describe the past and current performance appraisal system in your organization.
If a performance appraisal instrument is used, please attach a copy. (If the instrument differs by position, please attach all instruments.)
What type of process is used (360o–supervisor only–peer evaluation–outcome)?
What type of training is used in relationship to performance evaluation?
What is the role of the supervisor/manager in performance appraisal?
What is the focus of performance management in your organization?
How often and consistently is the process used?

Termination And Transition
Is your organization an “at-will” employer?
What other causes or conditions of termination of employment exists?
What procedures are used for
- Termination for Cause
- Job Closure
- Resignation
What level of approval is needed before a termination can occur?
Is there any formal checklist or legal review prior to termination?
Are exit interviews performed for all employees who leave?
What documentation is required for all employee transitions?
How are references handled in your organization?
Who is responsible for internal communications regarding difficult terminations? (i.e., communicating the termination to other employees.)

Legal Issues / Personnel Policies
To your knowledge, are all employees appropriately classified?
What personnel policies are currently being used?
When was the last time these policies were reviewed and updated?
Is there a disparity between policies and practices?
Who has organizational responsibility for legal or employment questions?
Is harassment training regularly provided?
How are employee grievances dealt with?

Hello Mod,

There's a write up I posted some hours ago but it disappeared. I assume it was deleted because you guys thought it's an advert. Kindly look at the post and bring it back. Its purely Human Resources.

Thank you.

Omo check her for vacancies ooo http://www.nigerianvacancies.com/

Great to have an active forum for human resource practitioners on a nigerian board. Please i need the house to advice me. Does project management has a direct or any relationship with HR. I mean does having a PMP plus CIPM adds a huge potential benefits to gain an entry level job in a good firm. Hoping to hear from you all. Thanks

Hi, It is indeed a pleasure to able to contribute to this forum. I never took Nairaland seriously till now. I am an ex-banker with over 6 yrs of banking experience and a master from the University of Manchester in HRD (Human Resources Development) I have a always loved working with pple and would really love to learn more on the the job. Currently i work for a private organization as their HR and everything (Lol). Pleas do you know of any self help courses i can do that can enrich CV.

thanks all.

@Deborah12, I just ran through your post, i work in a consulting firm that provides training for different professionals with specialization in HR. We have a program this Saturday called Principles of HR Management, check it here http://www.facebook.com/home.php?#!/event.php?eid=111784692216518.
You can also visit www.kendorconsulting.com to find out more about us. Trust me, this wont be something to add to your cv but a career changing experience. You can send email to me on lanre@kendorconsulting.com, we have limited spaces available.

Regards

Hi, thank you so much for your prompt response. unfortunately i live in PH, does your office have a branch here.

@ everybody i need a little advice on February cipm exams ,am a fresh grad an wud be headin for service dis month,i intend to enrol nd write exams in february, considering d facts that i wud be in camp for most of november, nd wud b quite busy with nysc business, soon after nd wudnt have time for lectures, i wud like to ask my people who have written cipm exams if i can cope with self-study, nd i think am to start with intermidiate 2,

achmed1:

@ everybody i need a little advice on February cipm exams ,am a fresh grad an wud be headin for service dis month,i intend to enrol nd write exams in february, considering d facts that i wud be in camp for most of november, nd wud b quite busy with nysc business, soon after nd wudnt have time for lectures, i wud like to ask my people who have written cipm exams if i can cope with self-study, nd i think am to start with intermidiate 2,

l wrote int.2 last February. You can well cope with self study. Though l attended lecture during my time and passed all the four papers, but its something you can read on ur own. PE1 is the one you must attend lecture becuase Operation Research, unless you know the course before now. Every other stage u can read on ur own. l will be writing Pe11 next year February, and l intend studing on my own.

Hello all. I was a formerly a p.a to d regional manager of one of d sanusi-troubled banks. I need another job. Anyone with contact or link pls send a mail 2 nomsiano@yahoo.com. Help a sista out pls.

@Peace and Achmed 1, I wrote PE1 in August too and i am now preparing for the february PE2 diet. Obviously, the PE1 seems to be the most challenging of all the stages. However, i think with hardwork any determined graduate will survive it. Achmed,please take advantage of ur NYSC year to move ur career forward.

@all, Please how much does it cost to undergo a SAP HR training. Your responses will be appreciated.Thanks

^^^^^^^thanx 4 d replies. pls i intend to apply 4 my masters degree during my nysc year , i intend unilag, will i be admitted without my nysc discharge certificate?

@Achmed1:I dont think that may be possible. Your discharge certificate forms part of the admission requirement into any masters prog at Unilag. The sale of forms for the 2010/2011 session is closed. You just wait till you finish your youth service. Its interesting studying at unilag, trust me!

^^^^^thanx bro

Please i need to know if registration for CIPM Feb diet has started?
I think i will go for the PEII straight becos i have passed the NIM already and am an associate member.
Maybe i will just need to submit my transcript.
Please what do u think?

@ nikkykay
Registration for the exam has not started, but lectures have started incase you want to register for the lectures. Go to their head office and make enquiry to know where you would start from with your NIM membership.

Hello All,
Please i need examples of KPIs (Key performance index) for HR Manager and HR Executives. My boss has asked that i assist with formulating KPIs and i need urgent input!

Brgds.

@Nezed, i wanna send you a private message. Can you please send me your email address to recruit_oo@yahoo.com.

Regards,

Hello everyone,

Please what is the best or most relevant masters degree program for a HR graduate? i would appreciate your response and reasons.

Please am having issues choosing the best Masters Degree program to go for

there is a basic job skill that is unavoidable in today's world for all HR Pros though neglected by many. as an HR worker myself (computer skills worker and trainer), i strongly advocate computer skills for all HR professionals. some so called HR pros can't even do basic things on the computer. this is a big contradiction with and embarassment to the profession!

@ mypeace et all

I read from you sometimes ago that u have written the CIPM PE1.
Please where did you have your lectures?
Which of the centres do u know is very efficient?
Please email me: nikkyair2@yahoo.com
Thank you

@folks,
please where is the best place CIPM study center to receive lectures for PE 1 stage IN lagos, i stay around ogba/ikeja!!!Help need the info asap, ademii4mii@yahoo.co.uk (07042382619) need the info urgently!!!




Hr rocks!!!

l attend the one at Ikeja GRA, i.e Grange School. it is one of the best centres. For PE1, you supposed to have started before now, lectures started October 16, they would have gone far now. you need to be present from begining to the end because of Operation Research unless u are good in calculations. I will be writing PE 11, am not attending lectures, but l attended Inter. 11 and PE 1 at the given centre. l recommend it!

my peace
pls what is the total cost for the lecture? actually i stay in Gbagada but will try to see if i can talk to them on fone first.
thank you