Tuesday, 15 August 2017

CAC DELISTS 44,000 COMPANIES FROM DATABASE

Have you as a business owner been filling your annual returns with the corporate affairs commission? Check out what CAC did recently.

Friday, 11 August 2017

EASE OF DOING BUSINESS IN NIGERIA – REGULATORY AND COMPLIANCE REQUIREMENTS

The position of Nigeria in terms of the ease of doing business is not too good going by the World Bank report on Ease of Doing Business index released early this year. Nigeria presently ranks 169 out of the 190 countries of the world assessed. Although it is an improvement over the ranking of 170 in 2015 and 175 in 2014. Between 2008 and 2015, our average ranking has been 141. In 2008, Nigeria ranked 108 which was the highest ranking we have got so far and the lowest in 2015, 175.

MENTORING AND COACHING ON HOW TO START UP AND RUN A BUSINESS SUCCESSFULLY

Setting up your own business can be daunting and overwhelming at times, right? You have lots of ideas but you just can't seem to get started. What do you put first on your list of priorities? How should you structure your days to get the most done? One on one coaching can enable you to answer these questions and help you move forward with your ideas by giving you the time and space to get clear on your priorities, and how to implement your goals step by step.

Thursday, 1 December 2016


PERFORMANCE MANAGEMENT

We are concluding Performance Management by running through the essential parts of Performance Management.
Performance Management includes activities which ensure that goals are been met in an effective and efficient manner. 
Successful businesses that grow and develop themselves despite market competition are usually composed out of great teams and a tight teamwork. But how can such team be developed and how do you improve Employee Performance within the team?
Many organizations believe that the way to improve employee performance is closely related to the company’s Performance and Productivity. Which is not far-fetched because teamwork makes the dream work!!

Tuesday, 15 November 2016

PERFORMANCE MANAGEMENT 2.0

We continue with our series on Performance management because of its great importance to the achievement of organizational goals and objectives. Performance determines whether or not your organization will succeed or fail and the Performance of your staff reflects positively or negatively on your organization. Thus, the need to constantly check your performance and ensure the entire organization is working towards improving their performance.

Friday, 4 November 2016



PERFORMANCE MANAGEMENT


It is a new month! Happy new month everyone. Wishing us all great success this month. How are the preparations for the year-end going? I am sure a lot of companies are beginning to round up and balance their financial accounts for the year 2016. A lot of organizations are beginning to check if their set goals have been met and to examine additional things that can be done to attain the set goals in the few weeks left in the year. The summary of what is been done is referred to as PERFORMANCE MANAGEMENT. Performance Management, simply means Performance in relation to Set Goal that is how already set goals are consistently been met in an effective and efficient manner.

Friday, 21 October 2016



                          EMPLOYEE VERIFICATION


Hello Readers, How have we all been?   And how is the preparation for the weekend going? I will be posting a very important aspect of HR this Friday for us all to take home and ruminate on either as employers or employees. This topic is so important because it affects both Employees and Employers. It is called EMPLOYEE VERIFICATION.
             Employee Verification simply means establishing validity or truth of what an employee says or puts on his or her CV.  It is very common these days to see some job applicants including false employment history on their resumes, embellishing past job responsibilities or lying about dates of employment, previous employers, job titles and roles.
Conducting Employee Verification is very vital during Employment Processes. A major reason to conduct such checks during the employment process is to avoid harm or legal liability to the employer’s business, or to avoid harm to the organization’s employees, customers or the public. The  major forms of verification checks include;
a.       Reference Check
b.      Guarantor Check
c.       Academic Certificate Check
d.      Personal Certificate Check
e.      Physical Address Check.
f.        Previous Employer Check.
   
a.       Reference Check: During employment process, it is important every employee has more than one referee during his or her application process. A referee is someone who has known the applicant for at least three years and can vouch that the applicant is of good conduct.
b.      Guarantor Check: Guarantor Check is more like advanced Reference Check. For guarantor check, the guarantor must be willing to vouch for the applicant and also to be held liable in case any thing happens.
c.       Academic Certificate Check: Here the applicant’s certificates are checked for validity. The types of academic certificates that are usually checked are   Secondary School Leaving Certificates and Certificates from Tertiary Institutions.
d.      Personal Certificate Check: Here other certificates apart from academic certificates are verified. Certificates received from trainings, workshops and seminars are verified.
e.      Physical Address Check: Here the physical address of the applicant is verified.
f.        Previous Employer Check: Adding value to organization is very important hence Employers may carry out previous Employment Check so as to know how an applicant or employee will add value to the organization.   
   At EZ37 Solutions Limited, we have adequate and competent verification officers that carry out Verification. Contact  us today!






Friday, 14 October 2016




THE WILL-SKILL APPROACH AS A PANACEA     FOR  EMPLOYERS

Laying off workers is now a common aspect in organizations. Most organizations now retrench workers.  For instance, over 10000 workers have been laid off in the past 5 months. But what exactly causes Retrenchment at work?  What makes the Management of an Organization wake decide its time they retrenched an employee? This week we will be examining the negative effects of Retrenchment on an Organisation and how it can be managed by Employers.
Considering the high cost of turnover associated with the Retrenchment, laying off workers gives a negative impression of the Organization on the outside world. In addition, most organizations that retrench are usually marked “SOON TO FALL” as it is believed that an organization that retrenches workers often is one that cannot manage its staff, and an organization that cannot manage its staff cannot its activities to bring about maximum profit. This could discourage from investing in the company. In addition, a person that could be as a great asset to the company could be sent out
So therefore retrenchment becomes an important issue to when it comes to Management .Hence to guide against these, we will be addressing the SKILL-WILL MODULE. The SKILL-WILL MODULE should if adopted by Employers brings about Effective Management. The Skill-Will Approach encompasses four strategies directed towards the 4 categories of employees. These are;
·         High-willed but low skilled employees
·         High skilled but low willed employees
·         High willed and high skilled employees
·         Low skilled and low willed employees
 High-willed but low skilled employees are employees that have a lot of will or motivation to carry out task but possess low skills to execute them. For this category of employees, TRAINING is important. Training should be organized for this set of employee to help build necessary skills.
High skilled but low willed employees are employees that possess lots of skills to execute assigned projects but have a low drive or motivation. For High Skill but low Willed Employees, MOTIVATION is key. Here the employer needs to motivate them. It will however be important to note that motivating an employee could be ambiguous as sources of motivation differ from employee to employee. For instance, some employees only need encouragement or counselling most especially if they are going through depression or emotional distress. Another source of motivation could be giving monetary incentives and so on.
High willed and high skilled employees are usually on the go. This is because they possess both will and skill to carry out activities. Encouragement for them is key. They should be encouraged to perform better. Another is Proper Delegation. Micromanaging should be discouraged and they should not be overworked. In addition, they should not be abandoned and their jobs should still be inspected.
Low Skilled and Low Willed Employees need more guidance, motivation, engagement and instruction.