₦airaland Forum

manmustwac:
whats your name?

bamboke:
Hello everyone,nice that this actually exist.

I would like to ask the HOUR pract.with lots of experience if we could get where to intern.

So what are you saying in essence?

I do have some years experience in admin,and little in HR and a student member of CIPMN. Not working right now,but still searching.

It would be good if HR managers can help with internship for a period of time.

The relationship being symbiotic;both parties gaining from the other.

The also helps the department in achieving organisational roles on the long run.

Thank you.

boladonas:
Yemi, sorry i didnt see this thread on time
If u re still looking out 4 a place
pls send ur cv to
[b]boladonas@yahoo.com
I ll help out friend[/b]

ajilete:
can anyone tell me (Yemmight, where are you?)whether it is compulsory to pay for the lectures at CIPM? is it possible to self study with the list of books etc. The lectures are costly and you still have to pay for the exams, i think i read somewhere on the CIPM website that lectures are not compulsory. Please can someone, anyone clarify??

anaruagu99:
800k

mos def:
@yemmight Very interesting forum you started, it has in a way changed my perception of HR practioners (to an extent). My last place of employment which was a large well known organization in Nigeria really changed my views of HR personnels. Before it might look as if i am being biased, most of my colleagues (back then) shared the same view with me. I was trained in customer service and was taught of the importance of being customer-centric to not only external customers but the organization's internal customers who happen to be the organization's employees. But this was not the case as most staff inquiries or requests were treated with utmost disregard as if a favor was being done for the person making the request). Most employees dreaded going to the HR dept becos of the cold attitude of the personnel there (not all of them were like that). What am trying to say in essence, is that HR practioners should understand their role within an organization, it goes beyond selection and recruitment, training and setting budgets but includes being able to assist the employees of the organization which is in a way motivating.

That brings me to my second point, what steps are most HR personnel doing towards knowledge management? I just finished a post graduate masters in strategic management and this course has made me understand that as the environment becomes more competitive, organizations should start leveraging on their intangible assets which is a source of competitive advantage. So far in the tread, only adessolar brought up a subject related to it (the creation of value). Some organizations practice it (such as granting employees study leave and grants, some send employees on trainings) while others pay no attention to it. I believe HR practioners should do more in the area of creating value through knowledge management/leveraging on an organization's intangible resources as this goes a long way in the retention of employees (this is and has been a major reason for high levels of employee churn rate).