Friday, 25 August 2017

What Do HR Consultants really do?

Organisations especially startups companies often feel at ease with a well structured HR team, but often times the team may not comprise of all the necessary know-how and experience needed to manage its human capital.The human resource consultant will handle the heavy lifting while your HR department focuses on your company's operation. Thinking about  hiring a Human Resource Consultant? you may want to know what they do before investing in them, because the benefits often outweigh's the cost. To shed more light on what HR consultants really do for you consider the following;

Human Capital Management: A Human resource consultant can help with human capital by improving your company's talent acquisition process as well as employee management and by implementing employee rewards programs. If you need the best new talents hire and want help keeping them on your team, this method of human resource consulting could be the solution that you're looking for.

Outsourcing: Human resource consulting firm offer numerous outsourcing solutions to companies that need them. From basic payroll outsourcing to more advanced measures like benefits administration, letting human resource consulting firms handle some HR tasks can save you money and boost the performance of your own HR department. And when you outsource to a human resource consulting firm, you will eliminate much of the penalties associated with errors in HR since the human resource consulting firm will be responsible for most of them.

Benefits; Setting up employee benefits is difficult and time consuming. In Large organizations a human resource specialist could be assigned to nothing but benefits administration. Human resource consultants can simplify health, Pension and benefits administration for you. Human resource consultant have direct contact to insurance or benefit providers, helping you narrow down your options, and provide you with a detailed look at the various possibilities that fit your needs and your budget. 

HR Tech Implementation: Setting up human resources technology for your company is a big part of what human resource consulting firm does. The human resource consultant will provide you with the technology, help set it up, and then train your employees on how to use it. If needed, they'll help maintain it as well. 

Business Communications: Hiring a human resource consulting firm to help assess your employees' attitudes is necessary. From studying employee satisfaction, happiness, behaviors, and more, human resource consulting firms can help you find out what your workers are happy with, what they desire, and what they dislike giving you insights on how to best improve your employees working experience.

Friday, 18 August 2017

8 Benefits to Motivate and Retain Employees

Remuneration may no longer suffice for employee motivation and retention. In the competitive business world, Job seekers often use benefits as a better predictor for landing a good job more than salary alone, offering benefits to employees is very important because it shows them that you are invested in their future as well as their overall health. 
Depending on the type of organization and the job role, employee benefits may be quite different, the right benefit package can give you a distinct advantage, improve personal and business outcomes in competitive recruiting and retention.  

Benefits are expensive for company's to always provide for their employees but below are are some benefits that costs the company almost nothing, helps to retain your employees, transforms your workforce to become a happier, healthier and more productive place to work.

8 Benefits to motivate and retain employees

  • Dress down days (casual/cultural Friday is advised for employee to better express themselves)
  • Shorten office Hours (short office hours especially on Friday is popularly advised) 
  • Company day out (picnics, movie night etc. helps to bond team through shared experience)
  • Reward staff each month  (gamify the process for employees to meet company's target in other to get the monthly reward)
  • Office breakfast (It entice's early resumption)
  • Health insurance (this could lead to no more sick days)
  • Training (facilitates personal development)
  • Retirement planing (Pension secures employees future)

Monday, 7 August 2017



There are so many studies and articles that gives advice on how to secure a position at a new company, but there is little said about how to leave your current job and transition into a new job. Recession is lurking around the corner, it would be challenging to make a huge career move or almost impossible to change jobs because of the fear of the unknown. Studies have shown that a huge number of HR leaders and transitioning executives agreed that leaving one’s job would strain relationship with former Employer and external contact, attract bad press attention, cause fewer attractive career down the line and lower future pay.

Change is an easy word to spell but hard to put into action. Here  some reasons that may drive employees to change job or look for another career includes;

  • Lack of recognition of staff in the work place
  • Managers lack of people skill
  • Inadequate compensation plan 
  • Over worked staff
  • No room for staff motivation and innovation


  • Make up your mind and stick to your decision to change job (it begins with mental preparation)
  • Honour the good name of your former employer when communicating your decision to other contacts (bad press is never good for anyone)
  • prepare for worst case scenario (studies shows that it may take 3-6 months to find a new job, so save money to help you transition)
  • reflect on your decision and create a strategic plan, learn or train for your new job or role (the road ahead may be rough, tough and may seem lonely, get a mentor or HR firm to help make job hunting easier)
  • set future goals in your new job  (planing your future secures your future)
If you are able to do all this you are on your way to become the hand of the queen.
Good luck.