08 Jun Using Tech to Stop ‘Ghosts’ from taking over D Nig. Civil Service

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For the umpteenth time, newspapers in the country are rife with reports of the government unearthing more “ghost workers” in the public service. However, the ghost workers syndrome has assumed a more sinister dimension as per a report in the Punch newspaper of Wednesday, 7th June, 2017. The alarming report was titled, “Ghost workers: EFCC arraigns family members for manipulating FG’s payroll”. Apparently, it has become a family ‘business’.

A ‘ghost’ may be a real person who knowingly or otherwise is placed on the payroll, and it could be a fictitious person invented by the dishonest employee or group of employees. In a situation where the public sector employs the largest population of the Nigerian labour force and controls the bulk of the financial resources of the country, it is of great consequence that whatever adversely affects the public service has a huge multiplier effect on the economy.

Ominously, the ghost worker syndrome has outlived successive Nigerian governments and think tanks. It is a monster that has eaten deep into the Nigerian civil service system, even though the government at every point in time has devised different strategies to deal with it. Unfortunately, all efforts at all levels have proved abortive, being that the civil service is arguably the most vulnerable to employee fraud.

Although research shows that the public sector lags behind the private sector in issues relating to human resource management, internal control systems and accounting procedures, the adoption of technology ensures that these elements will work in sync to counter the scourge of ghost workers. And in these desperate times of economic recession where every kobo counts this syndrome must not be allowed to destroy our public service and, by extension, our fragile economy.

The solution is not rocket science. Technology ensures that records are accurate; helps to keep employees’ personal data up-to-date, helps to track employee contributions to the achievement of overall goals, and so on. And an automated payroll system helps the management to eradicate manual data entry thus preventing human error or deliberate acts of fraud. These activities will help to flag the existence of ‘ghost’ workers in the system.

The question then is, will those in charge of governance and the economy adopt these fail-safe technologies to block the obvious leaks in the country’s public accounting and civil structures?

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07 Jun Health Tips for Healthy Living

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All humans have to eat food for growth and maintenance of a healthy body, but we humans have different requirements as infants, children (kids), teenagers, young adults, adults, and seniors. However, as most parents know, kids, teenagers, and young adults often snack between meals. Snacking is often not limited to these age groups because adults and seniors often do the same.

Basic Healthy Living Tips

  • Eat three meals a day (breakfast, lunch, and dinner); it is important to remember that dinner does not have to be the largest meal.
  • The bulk of food consumption should consist of fruits, vegetables, whole grains, and fat-free or low-fat milk products.
  • Choose lean meats, poultry, fish, beans, eggs, and nuts (with emphasis on beans and nuts).
  • Choose foods that are low in saturated fats, trans fats, cholesterol, salt (sodium), and added sugars; look at the labels because the first listed items on the labels comprise the highest concentrations of ingredients.
  • Control portion sizes; eat the smallest portion that can satisfy hunger and then stop eating.
  • Snacks are OK in moderation and should consist of items like fruit, whole grains, or nuts to satisfy hunger and not cause excessive weight gain.
  • Avoid sodas and sugar-enhanced drinks because of the excessive calories in the sodas and sugar drinks; diet drinks may not be a good choice as they make some people hungrier and increase food consumption.
  • Avoid eating a large meal before sleeping to decrease gastroesophageal reflux and weight gain.
  • If a person is angry or depressed, eating will not solve these situations and may make the underlying problems worse.
  • Avoid rewarding children with sugary snacks; such a pattern may become a lifelong habit for people.
  • Avoid heavy meals in the summer months, especially during hot days.
  • A vegetarian lifestyle has been promoted for a healthy lifestyle and weight loss; vegetarians should check with their physicians to be sure they are getting enough vitamins, minerals, and iron in their food.
  • Cooking foods (above 165 F) destroys most harmful bacteria and other pathogens; if you choose to eat uncooked foods like fruits or vegetables, they should be thoroughly washed with running treated (safe to drink) tap water right before eating.
  • Avoid eating raw or undercooked meats of any type.

culled from http://www.medicinenet.com/healthy_living

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06 Jun Speech Delivered by the Special Guest of Mr. Durosinmi Etti

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Selections from the speech delivered by the special guest of honor Mr. Durosinmi Etti at the just concluded TAMS Summit recently held in Lagos which had its theme as “Boosting Employee Performance Beyond Pecuniary Benefit”.

I must commend the convener of this summit, it’s nice to see an ongoing discuss talking about employees, most cases what we have is captain of industry industrialists talking about businesses and talking about the economy. It is good to note that whether we like it or not, there is no business that can be well driven or achieve its motive without the human capital factor.

It is also an auspicious moment at this time when the nation is diversifying and we are looking at the growth and development and we are also looking at the contribution to the GDP of every state in Nigeria.

I must quickly point out that when we talk about boosting employee performance, relating to what the keynote speaker Dr. Salami said about deficit in the skills gap in the country, the question is what performance we are boosting without really identifying the sustainability of employment especially given the quality of employees we have.

Lagos state government in order to boost the deficit in unemployment in the state created the ministry of wealth creation and so far this has a little bit curbed the unemployment rate in the state. During our research we found out that it was only the private sector that can really sustain the level of sustained employment which will impact positively on development.

It is pertinent to note that in creating an enabling environment between the employer and the employee we realized that the government needs to work more closely with the private sector, based on we started creating lots of initiatives whereby we start filling the deficit gaps starting by visiting the institutions so as to enhance their employability skills of most of these employees we are looking at in terms of boosting their performance and also when they go into entry into the labor market.

A lot of graduate really are not employable, the state government in collaboration with CIPM & fate foundation lunched a graduate internship program which will give graduates on a competitive basis to be able to work in selected firms for three months.

Finally the employer needs to have constructive engagement with their employees, they must try to find out what they are doing and what type of employment they really want

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02 Jun Enhancing productivity with technology

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One of the critical success factors for any individual or nation is optimum productivity. It is simply a measure of efficiency of production of a product or a service and it is a subject matter that must be treated with all seriousness.

Economic and policy experts have asserted that productivity determines the wealth of nations. If Nigeria, therefore, intends to be wealthy, she has to improve on her productivity levels across board.

In economic context, productivity usually denotes the ratio of economic output to any or all associated inputs, i.e. output per unit of productive input. The result of a global review on the impact of labour productivity on growth showed that increase in labour productivity within economic sectors provides the main thrust for economic growth.

It, therefore, behoves individuals, entrepreneurs, business executives, economists, policy makers, politicians, etc. to continuously look for ways of achieving optimum productivity of the work force, regardless of its demographic components.

Japan is reported to have an ageing labour force while Nigeria has a young working population. Whatever the case, the challenge of optimising productivity holds true for every nation against the backdrop of the inevitability and ubiquity of technology in this 21st century.

Technology is an enabler that ensures that things are done in a quicker, simpler, more refined way to achieve a goal. It is against that background that one wonders what extent labour productivity can be optimised in a constantly changing world where technology is advancing at a rate, faster than virtually everyone can keep up with.

Of course, there are as many answers as there are opinions, but the unmistakable aspiration of business owners and managers is how to deal with the challenges of managing employee productivity.

Amidst the harsh economic recession, organisations and enterprises are making concerted efforts to stay afloat by extracting every ounce of productivity out of their operations. One of such efforts is the use of tech-based tools in the form of hardware and software to help employees work at peak proficiency with the goal of saving time, money and other resources.

Employers, however, realise that to use those technologies at all, staff must be present at duty posts and must use their time productively.

To achieve this, employers have gone a step further by deploying intelligent and nimble technologies in the form of human resource information systems otherwise called human resource management systems.

They have been described as an intersection of human resources and information technology software that allows practically every human resource activity to occur electronically.

Accordingly, operational requirements like employee database, attendance logs, payroll remittances, performance management and related processes have been seamlessly automated.

A significant benefit of the HRMS is that it seeks to promote objectivity through unbiased technology-based performance management even though the jury is not yet out on what a perfect performance management method should be.

Nevertheless, Yuki Noguchi observed that, “Even when people think they are buckling down, studies show the average office worker wastes over a third of the day… [And since], worker pay is the most expensive line item in the budget for most businesses…billions of dollars are going to waste, [because employees fail to work optimally].

“Joe Hruska, Founder and CEO of RescueTime, a software firm that allows users to sign up and see where they are spending their computer time reports that the data collected reveals that, at best, a worker is only productive for about five hours. Consequently, time not well spent has implications for a company’s returns on investment.”

In an incisive article, Ben Lobel argued that “‘Time theft’ is a problem in businesses and the productivity puzzle is very real as we find out here. For any business, big or small, increasing revenue and profit margins is not only an objective, but a necessity. The reality is that without consistent thriving revenue, any top business will struggle to challenge competitors in our ruthlessly cut-throat economy.”

In a tough business environment like Nigeria where the country is gradually negotiating its recovery from economic recession, evidence points to the fact that the average potentially successful Nigerian enterprise demonstrates actions that are mostly ineffective at combating productivity deficiencies.

On the other hand, a recent finding revealed the availability and growing presence of technologies designed to facilitate business performance in Nigeria. A leading player in this budding field is TAMS by SB Telecoms and Devices, a home-grown time management focused human resource application tailor-made for SMEs.

It is designed to help the contemporary business owner manage employees for optimum performance by curbing apathy, lateness, time-theft and absenteeism. The Web-based, user-friendly application comes complete with all essential HR tools.

Another remarkable value-add of TAMS is the recognition accorded to a group of employees known as TAMS Ambassadors. They are automatically selected from over one thousand organisations on the TAMS portal on the basis of being consistently productive and punctual in the performance of their duties despite environmental, social and personal challenges.

With solutions like that, the future of work even in a seemingly technology agnostic business environment like Nigeria’s indicates that the benefits of technology far outweighs whatever reservations there are as Kyra Sheahan said, “Information technology benefits the business world by allowing organisations to work more efficiently and to maximise productivity.”

President, Institute of Productivity and Business Innovation Management, Remi Dairo, had the following to say in an interview with The PUNCH, “Boosting national productivity requires a chain of efforts.

“The problem is if you do one and leave others, the result will not show. I will mention only two factors here: the nation needs a productive environment; the cost of doing business must come down. This is the responsibility of the government.

“Secondly, stakeholders must go beyond just productivity to creating innovative economy. These, among others, will have a ripple effect on national productivity which will in turn impact on the quality of life of the average Nigerian.”

I completely agree with him. I believe Nigeria will do better if we work hard to improve our national productivity levels as well as all the elements that make up the country particularly the private and public workforce.

Source: http://punchng.com/enhancing-productivity-with-technology/

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01 Jun WALKOUT TIPS FOR BEGINNERS

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A workout buddy is hugely helpful for keeping motivated, but it’s important to find someone who will inspire—not discourage. So make a list of all your exercise-loving friends, then see who fits this criteria.

You shouldn’t buy kicks that hurt, bottom line! “Your shoes should feel comfortable from the first step. So shop in the evening—your feet swell during the day and stop in the late afternoon, so you want to shop when they’re at their biggest. Also make sure the sneaks are a little roomy—enough so that you can wiggle your toes, but no more than that. They should be comfy from the get-go.

Running with music is a great way to get in a groove (just make sure it’s not blasting too loudly, or you won’t hear those cars!). To pick the ultimate iPod playlist, think about what gets you going. Best practice listen to what we’d consider ‘relaxing’ or rather go with any music that you find uplifting.

Before you hit the road, get a watch to log your total time. And on a sunny day, wear sunglasses. They reduce glare, which can decrease squinting, ultimately releasing the tension in your shoulders. And that’s a performance bonus, because relaxing them helps conserve energy on your runs.

After a grueling workout, there’s a good chance you’re going to be feeling it. Relieve post-fitness aches by submerging your lower body in a cold bath for 10 to 15 minutes. Many top athletes use this trick to help reduce soreness after training sessions. They say: “An athlete training for an important race should consider getting one to two massages per month to help aid in training recovery

Culled from  http://www.health.com/weight-loss

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30 May Boosting Employee Performance Beyond Pecuniary Benefits

DSC_3059Citation from the panelist at the just concluded TAMS Summit held on the 19th of May 2017 at the Muson Centre Onikan, Lagos as they discussed Boosting Employee Performance Beyond Pecuniary Benefits. Members of panelist included Mrs. Abisola Longe MD/CEO Human Capital Development, Mr. Femi Akintunde MD/CEO AM Facilities & Services Management, Mrs. Omome Osime-Oloyede MD/CEO XL Express & Logistics, Mr. Abiodun Amokomowo MD/CEO Ibile Holdings, Mr. Deremi Atanda Executive Director SystemsSpecs, Mrs. Nwamaka Okoye MD/CEO Housessories Limited.

Q- Mrs. Abiosola Longe: Human Capital Development What does productivity represent to your organization?

A- Mrs. Okoye Nwamaka CEO Housessories:  Productivity is simply input and out, how much you need to put and what you get out for what you put in, the market pays for value, they reward value and they punish lack of value. If you cannot build or create value people won’t pay and you become obsolete as an organization. Keeping employee motivated is key to boosting productivity.

Give the employee the course to believe in, the WHY, “WHY DO WE EXIST”, “WHY ARE WE TOGETHER” people get motivated when they understand why they are doing what they are doing. Providing good pastoral care is key to boosting employee productivity as this shows that as an employer or manager you care

Q- Mrs. Abiosola Longe: In Your Organization how has the recession affected incentive to staff and how have you been able to motivate them? …

A- Mr. Amokomowo Abiodun: The first and the key thing that defines productivity anywhere in the world is discipline, a non-discipline nation can never be productive, a non-discipline family can never be productive, a non-discipline entity can never be productive, and one of the factors affecting us in the country is the factor of discipline.

Why people are not productive especially in Africa is mainly because of in-discipline. A non-healthy person can never be productive, individual life style must be checked, self-discipline is very critical. Recession or no recession there is no amount of salary that is enough, an employee can never be rich, employees are not amongst the 500 richest men in the world, employees can only be comfortable, what needs to be done is to do a remix of repackaging, focusing on employees basic needs, 40-45% of employee needs is housing, taking care of this aspect for them is a key factor in boosting productivity, we must look for ways to relief ourselves not necessarily increase salary as this will never be.

Q- Mrs. Abiosola Longe: Did you have to cut anything back in the recession?

A- Mr. Atanda Deremi:  When it comes to productivity we tend to forget the element of time, everybody can be productive but we need to focus our attention to what happens per time. If you have to deliver something in two hours, the time does not change it was you are able to do within that period that matters, one minute can make a world of difference.

It is fundamental you engage your employee, you make them understand that it is a reality of life that things will always not be linear, let them know that you are in this together. There should never be a paradigm of the owner and the employee as business does not exist without the employee.

Q- Mrs. Abiosola Longe: There is a prevailing productivity issue in Nigeria, How do you think this summit and what else in addition to this summit will really address the situation?…

A- Mr. Femi Akintunde: The reason why some companies are successful and some are not is basic understanding of what productivity means and what the roles and responsibility of the key parties to uphold a high standard of productivity. Limiting the two key parties to two, the employer and the employee.

The starting point is how the employer defines the resources he intends to use, productivity is simply getting more for less, meaning that if you put in x amount of input I want to get multiple of that output and for that to happen some couple of things must be inplace, firstly employees must have personal accountability, no employer wants to hire an employee he will manage, employers will rather put his resources into motivating you for higher productivity, the day I discover that I have to put so much effort in managing an employee is the day you are out if the company because I don’t have the resources to manage people, I have the resources to motivate because that will be more engaging for me.

Secondly the basic responsibility the employer has creating an enabling environment for employees productivity to be as high as they want it to be. Boosting employee mores is necessarily not by increasing salaries as if this is done it is the higher bargaining you give them, they tend to misbehave and take it out of context because the higher the pay does not determine it will be enough for him.

Q- Mrs. Abiosola Longe: How do you thing we can reverse the lesser fair attitude to productivity?

A- Mrs. Omome Osime- Oloyede: This complicency has been prevalent in Nigeria long before now and I attribute it to our attitude by nature where anything is okay, you can make do with it. You will find out that that attitude comes into the workplace if the management is not conscious or make deliberate effort to change that culture by way of training, by way of putting processes in place, by way of monitoring.

If you don’t have processes in place where loopholes are blocked or complacency is identified at the beginning or the initial stage it will penetrates the whole system. Pass an ownership spirit amongst member staff, how do they see the company, do they see the company as when things re blooming only the superior staff share the largess while when things go down everybody bear the brunt.

You have to inculcate ownership spirit explain to them and one thing you have to understand also is that people need to re-adjust themselves, if you earlier before the downturn have not been engaging your staff as owners you won’t get the zeal of accountability as the best ideas could come from them.

If you don’t train and put in them the expectations from them as well as equipping them mentally to be able to handle that then I don’t think you have done justice to gain their productivity from your staff. In summary the complacency has to start for the top by setting standards, are the standards attainable as it is not possible to produce something from nothing, is the resources in place for them to achieve these standards, immediately induct new intakes to immediate fit into the system.

Q- Mrs. Abiosola Longe: As a business owner how do we balance the high cost of quality training during this recession?

A- Mrs. Nwamaka Okoye: We have to be creative, firstly by understanding what the training needs is. Lots of materials are developed internally to checkmate that. Weekly training should be encouraged internally where staff takes that. A budget also needs to be come up with as this is the essential part of any working employees.

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23 May Non-Financial Motivators Can Boost Employee Performance

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Excerpt from the presentation slide “Corporate Economics: How Non-financial Motivators Can Boost Employee Performance in a Recession” delivered by Dr. Doyin Salami of Lagos Business School at the just concluded TAMS Summit.

 “Every employee certainly appreciates more money, but money does not buy happiness, nor does it buy engagement and loyalty”.

“Non-financial incentives inspire and engage employees in ways that money is incapable of doing”.

“The economic downturn features a combination of downward pressure on Revenues (contracting Output) with upward pressure on Operating Costs (higher Inflation)”

“Recession has led to a significant drop in worker’s compensation, even as unemployment and underemployment rise”

“A somewhat surprising, slight recovery in sales growth notwithstanding, rising costs have led to the contraction in gross profit margins” 

“Judging by PMIs, activity appears to have remained slow in Q1. April PMI numbers suggest Q2 will be economy’s inflection point”

Economy Slowly Emerging from Recession (Judging by PMIs, activity appears to have remained slow in Q1. April PMI numbers suggest Q2 will be economy’s inflection point:- “We expect another GDP contraction in Q1 (–0.56%) and substantial recovery in Q2 (1.7%)”, “Manufacturing PMI crossed into expansion territory (51.1) in April, first since Dec, but second since Dec 2015”, “Non-Manufacturing PMI, although still depicting contraction (49.5), at highest level since Dec 2015”, “Translation of benefits from loose FX supplies, recovering oil production and easing of  structural bottlenecks likely to crystallize from Q2”, “Fly in the ointment could be recent downtrend in oil prices. Brent crude below $45pb as of May 5”)”

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Prospects for Return to Growth in 2017( “Consolidation of stability in Oil Production”, “Forecasts would have to adjust for volatility in oil prices within a range as wide as $40–$55pb”, “Agriculture is structurally resilient and poised for growth, absent adverse climatic developments”, “The fortunes of Agriculture (24.4% of GDP) and Oil (8.4%) can decisively move the needle on the economy”, Improvements in road networks via infrastructure spend would enhance Trade (17.2%)”)

Why Are Non-Financial Motivators Necessary Now? (Current Economic Downturn characterized by; “Combination of Downward pressure on Revenues with”, “Upward pressure on Costs”), (Yet, corporates need to continue to sustain & improve performance. This requires: “Retaining talent”, Ensuring employee satisfaction), (And they need to be able to do this cost effectively)

Understanding Employee Motivation: there are four primary behavioural traits that helps understand employee motivation: D – Dominance/Directive/Doer/Driving, I – Influence/Inspiring/Interactive, S – Steadiness/Supporting/Stable, C – Compliance/Contemplative/Cautious

Forms of Non-Financial Motivation that exist at the workplace: Job Security, Recognition and Commendation, Documenting Commendation in  Performance Appraisal, Leadership Engagement & Attention – Passionate and Energetic Leadership, Entrusting Greater Responsibility, Workplace Flexibility – Work Rotation, Cultural Flexibility, Autonomy, Internal Career Advancement Prospects, Capacity Development – Competency, Soft Skills, Improved Work-Life Balance – Vacations, Routine HR-driven, Satisfaction Evaluation, congeniality with Employees, Leadership should be seen to be sharing the burdens of difficult times, Cut coat according to cloth!!!, Empathize with economic difficulties faced by employees amid recession

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The 21st Century Compliant Workplace: Strategic Collaboration and Partnership; Recognize you cannot internally warehouse all the capacity you need; Seek strategic partners in key business segments, Embedding a Culture of Innovation; Leadership should embrace the need to let go of business process models that they have been used to, World Class People Experience-People Strategy; Capacity Development, Need to sustain investments in post-Tertiary employee capacity development, Digital! Digital!!, World Class People-Friendly Infrastructure; Offices came into being as resource-sharing facilities, Becoming more dispensable as ICT resources become more accessible and usable by many, Flexible arrangements should ensue

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19 May CONVENERS SPEECH

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Good morning, Madam Chairperson,

Our renowned Keynote Speaker,

Our Special Guest of Honour, the Honourable Commissioner for Wealth Creation & Employment (who will be joining us in due course),

Our Distinguished Moderator and Panel of Discussants,

Transformation CEOs (i.e. Members of the Stanford Seed Transformation Network)

Our TAMS Ambassadors (Individual & Corporate),

Our Partners and Sponsors,

Members of the media,

Distinguished ladies and gentlemen.

 

I am deeply honoured to welcome you to the second edition of the TAMS Summit. Please accept my heartfelt appreciation to you all for taking time out of your very busy schedules to honour our invitation.

The maiden edition of the Summit last year was highly acclaimed for putting Time Management in the front burner of national and corporate discourse. Something tells me that the project manager who achieved unprecedented speed in the recent renovation work at the Abuja Airport may have been a part of the summit whether in-person or through news reports.

Our Keynote speaker, Professor Chris Ogbechie, Chairman of Diamond Bank, along with our wonderful Chairperson, Mrs. Bukky George and other distinguished speakers inspired a unanimous resolve to demystify the so-called African Time and move Nigeria out of the doldrums of occupational apathy, systemic time-theft and habitual absenteeism.

This year’s edition is aptly tagged TAMS Productivity Summit. It stems from the realisation that as a nation, we are living with the effects of a national misconception, and even trivialisation, of the concept of productivity.

The Minister of Finance, Mrs. Kemi Adeosun, captured it vividly when she declared without mincing words that Nigeria’s economy is an unproductive economy built on 36 states sharing oil monies. Any wonder, then, why we are in economic recession? The recession is clearly an unintended but inevitable consequence of our poor track record of planning and time management. If we had done the right things at the right time, we would all be in a good place now.

While the recession has forced us to embark on diversifying the economy, it is imperative to note the findings of the International Labour Organisation on the importance of productivity as a key driver of economic success- that is, the more productive a country’s workers are, the more value they can bring to their employers and, of course, the national economy.

The challenge therefore, is to reflect deeply on how best to increase labour productivity by motivating our human resources. As a backdrop, the extent of the economic downturn took a new dimension in 2017 precisely between February 19th and 22nd when the exchange rate went as high as N520 to a dollar, with a domino effect on commodity prices going up to about three times their values in the previous year.

In fact, everything except wages skyrocketed and this underscored the need to address the most important ingredient of productivity- that is, a highly motivated workforce.

Apparently, the easiest way to motivate employees is to increase wages, a position advocated by organised labour. Unfortunately, however, most if not all organisations do not have the means to sustain this in this economic climate. On the contrary, what they are doing is laying off staff, some of whom are excellent employees.

Like the typical entrepreneur, I was looking for ways to cut cost and improve productivity. Auspiciously, when we hosted a workshop for HR managers in November 2016, our distinguished speaker, Mr. Fela Durotoye, introduced a terminology I had never heard before- the concept of trimming up. He said organisations and even countries must identify excesses in their system and invest such in relevant areas that will boost performance and productivity.

It is that concept of cutting waste and investing in areas that will boost productivity that was a source of inspiration for the theme of this year’s TAMS Summit- Boosting Employee Performance Beyond Pecuniary Benefits.

Motivating our human resources has to be a key priority for all organizations, because it is an essential condition for productivity. If we have productive individuals then we have an assurance of a productive and prosperous nation.

The TAMS Summit is not complete without celebrating our TAMS Ambassadors. Based on their cumulative productivity and punctuality scores, the 15 individuals that were automatically selected from over 1,000 organizations comprising 120,000 plus employees across Nigeria and Ghana on our TAMS platform are indeed star performers in 2016/2017 according to the testimonies of their supervisors and HR managers- as shown by the following two comments:

 

# TAMS AMBASSADORS ORGANIZATION SUPERVISOR’S REMARKS
1st KUSIMO ADETUNJI INLAND CONTAINERS NIGERIA LIMITED He is quite intelligent, very creative, efficient and result-oriented- Abiodun Lawal, Supervisor  
2nd ANN ROSE EKOH PRISCILLA’S PRIDE She is dependable, timely and committed to her designated tasks- Benita Oserenomwenle, HR Mgr.

Making Nigeria productive again is the ultimate goal of TAMS Summit and indeed the TAMS solution. That is why they call me Nigeria’s timekeeper and productivity activist.

To inculcate a culture of productivity we introduced TAMS Classic, a FREE ACCESS version of our TAMS solution. TAMS Classic helps business owners and managers deal with the challenges of managing staff productivity and attendance.

For this conference, we were deliberate about the choice of our panel of discussants, comprising CEOs and Management Executives running successful businesses. They’ll be sharing with us what they are doing in their different organizations to motivate their employees beyond pecuniary benefits.

Our keynote Speaker, Dr. Doyin Salami, a highly respected economist and international development consultant, was gracious enough to honour our invitation despite his extremely busy schedule.

Our Chairperson, Mrs. Olubunmi Aboderin-Talabi, ably represented by Mrs. Bunmi Ibraheem, is a woman of unswerving commitment to empowering people- from high profile professional women to disadvantaged people in the backwaters of our nation.

The Honourable Commissioner for Wealth Creation and Employment, Mr Babatunde Durosinmi-Etti, will be talking to us on the importance of motivated employees and what his ministry is doing to improve wealth creation and reduce unemployment.

Once again, on behalf of the TAMS Nigeria Productivity and Time Management team, I welcome you all.

Thank you.

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16 May How to Keep your Eyes Healthy

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Don’t take your eyes for granted. Take these easy steps to keep your peepers healthy.

1. Eat Well

Good eye health starts with the food on your plate. Nutrients like omega-3 fatty acids, lutein, zinc, and vitamins C and E might help ward off age-related vision problems like macular degeneration and cataracts. To get them, fill your plate with:

  • Green leafy vegetables like spinach, kale, and collards
  • Salmon, tuna, and other oily fish
  • Eggs, nuts, beans, and other nonmeat protein sources
  • Oranges and other citrus fruits or juices.

2. Quit Smoking

It makes you more likely to get cataracts, damage to your optic nerve, and macular degeneration. If you’ve tried to kick the habit  before only to start again, keep at it. The more times you try to quit, the more likely you are to succeed. Ask your doctor for help.

3. Wear Sunglasses

The right pair of shades will help protect your eyes from the sun’s ultraviolet (UV) rays. Too much UV exposure boosts your chances of cataracts and macular degeneration.
Choose a pair that blocks 99% to 100% of UVA and UVB rays. Wraparound lenses help protect your eyes from the side. Polarized lenses reduce glare while you drive.
If you wear contact lenses, some offer UV protection. It’s still a good idea to wear sunglasses for an extra layer.

4. Use Safety Eyewear

If you use hazardous or airborne materials on the job or at home, wear safety glasses or protective goggles.
Sports like ice hockey, racquetball, and lacrosse can also lead to eye injury. Wear eye protection. Helmets with protective face masks or sports goggles with polycarbonate lenses will shield your eyes.

5. Look Away From the Computer Screen

Staring at a computer or phone screen for too long can cause:

  • Eyestrain
  • Blurry vision
  • Trouble focusing at a distance
  • Dry eyes
  • Headaches
  • Neck, back, and shoulder pain

6. Visit Your Eye Doctor Regularly

Everyone needs a regular eye exam, even young children. It helps protect your sight and lets you see your best.
Eye exams can also find diseases, like glaucoma, that have no symptoms. It’s important to spot them early on, when they’re easier to treat.

culled from http://www.webmd.com/eye-health/

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12 May Performance Management – Meaning, System and Process

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The role of HR in the present scenario has undergone a sea change and its focus is on evolving such functional strategies which enable successful implementation of the major corporate strategies. In a way, HR and corporate strategies function in alignment. Today, HR works towards facilitating and improving the performance of the employees by building a conducive work environment and providing maximum opportunities to the employees for participating in organizational planning and decision making process.

Today, all the major activities of HR are driven towards development of high performance leaders and fostering employee motivation. So, it can be interpreted that the role of HR has evolved from merely an appraiser to a facilitator and an enabler.

Performance management can be regarded as a systematic process by which the overall performance of an organization can be improved by improving the performance of individuals within a team framework. It is a means for promoting superior performance by communicating expectations, defining roles within a required competence framework and establishing achievable benchmarks.

Performance management is an ongoing communication process which is carried between the supervisors and the employees throughout the year. The process is very much cyclical and continuous in nature. A performance management system includes the following actions.

  • Developing clear job descriptions and employee performance plans which includes the key performance indicators (KPI) and performance indicators.
  • Selection of right set of people by implementing an appropriate selection process.
  • Negotiating requirements and performance standards for measuring the outcome and overall productivity against the predefined benchmarks.
  • Providing continuous coaching and feedback during the period of delivery of performance.
  • Identifying the training and development needs by measuring the outcomes achieved against the set standards and implementing effective development programs for improvement.
  • Holding quarterly performance development discussions and evaluating employee performance on the basis of performance plans.
  • Designing effective compensation and reward systems for recognizing those employees who excel in their jobs by achieving the set standards in accordance with the performance plans or rather exceed the performance benchmarks.
  • Providing promotional/career development support and guidance to the employees.
  • Performing exit interviews for understanding the cause of employee discontentment and thereafter exit from an organization.

To conclude, performance management can be regarded as a proactive system of managing employee performance for driving the individuals and the organizations towards desired performance and results. It’s about striking a harmonious alignment between individual and organizational objectives for accomplishment of excellence in performance.

Culled http://www.managementstudyguide.com/performance-management.htm

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