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Great session,the insights on using RescueTime for productivity and ClickUp for task management were super helpful.Thank you

Thank you i needed this for my research

thank you sir for this piece

This is a superb presentation

THANK YOU DR. ADEOSUN THIS IS FREE BITCOIN

But why is CV important to employers when some of the CV'S do not actually present the actual of what is stated in the CV.

Talking about documentations, do you advise recording conversations without bosses knowledge?

Thank you for this session sir!

Thank you for the insight

Many thanks

THANK YOU FOR THIS TEACHING THIS IS THOUGHT PROVOKING TEACHING GOD BLESS YOU REAL GOOD

Pls should the 70k minimum wage be effected in the Gross monthly or just Monthly Basic pay?

This exposition on ESOP is very inciteful, however i have some questions. (1) Please what form of docume t ahout the ESOP take, will the template be an MOU?

Hello we would love to promote our payroll and HR software on your channels

Very insightful and eye opener session.

Well done Oluwaseyi! The presentation is highly commendable. This is not only industry practice but in some instances a paid session.Moreso, the question on sign-on bonus was a good one.👏👏 Thank you Dr. Adeosun!!

I really love this. If you are not ready to invest in your self continuously, then you are not ready for the table yet!

Ohhhh, I love this session!! Thank you for teaching us this ma'am.

This is a great session. I learnt a lot 🎉

👍🏾

My name is IDRIS I am a Young hrm practitioner, I appreciate and enjoy every bit of your lecture and hope to build up from part of it. Thanks

very Interactive session.

Am learning

This session is very informative. Thank you, madam Stella

This is amazing sir. i got real value. I'm grateful for the opportunity

Very insightful and very fun too. This will definitely improve my reporting moving forward

A good key take home is between workplace Toxicity & Empathy is COMMUNICATION! A very good communication is what helps workplace toxicity & empathy,

A good key take home is between workplace Toxicity & Empathy is COMMUNICATION! A very good communication is what helps workplace toxicity & empathy,

Awesome Trainning Here ma! First i want to note that u must 1st identify the causes of Toxicity which are: Bad leadership, unhealthy competition, lack of transparency, unresolved conflicts & grudges, a stressful work envirionment amongst others. Secondly, these toxicity has consequences which includes: Low turnover/productivity/performance, Absentism, poor health conditions of workers. Increased financial losses, Brand reputation at risk, all these and many more. Thirdly, Empathy here, when applied appropraitely can be the soothing result of Toxicity. Empathy helps us understand and share the feelings of others. It makes us listen to others, feel compasion with them, nutures understanding, promote our mental health, it makes us show love and care, it make u put yourself in the person's shoes.

For me, my key take away here is the onboarding process, Prior to now i see onboarding as a necessary evil, but with this knowledge i see it in a different light as a means to create a friendly environment and make the employee work with less tension or a feeling of non acceptance, it breaks class, clicks in an office environment. Secondly about work -life balance, i should introduce a "get away" weekend for staff, or hangout weekends or day! Or "dress like the BOss day" just to create fun. And a relax life

Awesome lessons Mr Anthony thank you sir, I definately learnt that tha art of finding diamond in the rough is Talent Acquisition (but to do this successfully, get a good budget for this) Sowing seeds of sucess -onboarding they must know they are welcome. Help the employee grow, help nuture their skill. When this is done u are developing and investing in the future of the organisation. The third is we should foster resilince - let there be work life balance... Not always work. Never let employees be in doubt about their remuneration. Amidst others are fostering loyalty, this includes awards and recognition. Foster collaboration & innovation via open communication. All these is what helps in a smooth Exit.

Thank you so much for your lecture

This lecture is very insightful. It is very helpful to both new and old HR practitioners..

Employee onboarding is about helping a new hire to adjust to the company culture, understand their roles, get familiar with the team and processes

I really love this presentation. I want to contact you for something

Totally enjoyed this session, it came so handy just when i needed it. Thank you.

As a HRBP, I should be involved in the company, gain trust of management, be good with trends, have key knowledge of the labour laws, help the company avoid troubles, know the risk and opportunities of the company, move beyond the transactional HR. Learn to use Data and be in love with technology, be a coach, communicate well and be aware of the competition out there

Thanks for this insightful session, this is me you are taking about. I need to be active in this field

Thanks for this insightful session, this is me you are taking about. I need to be active in this field

Please is the application free? Or how much dose it cost to enroll?

Thanks for this. Where can one apply in Abuja?

Things to take home; 1. Carry out my research on the company and the interviewers, I should align myself to them and prepare my questions for the interviewers. 2. Request for the job description and align myself to it. 3. Reviewing of my CV I remember an interview I went to, I was asked questions on my CV and I couldn't answer the questions and I wrote my CV myself ( I felt I knew all in it). 4. Understand the HR components and bring out suggestions, whatever suggestions should be of value and not all about spending. 5. I must make sure I practice 6. Get mentors, be in mentoring groups and have HR friends,I can ask questions.

What's my role as the HR Manager to the organizational goals. Burnout is real for all, I should take a break and think over things

It was indeed a great session. The Question and answer session was so much engaging and pragmatic. Thank you Dr. for the HR Mentorship Platform.

The reason for the fear to speak publicly is over burdened about what people will say or what the outcome or the discussion would be.

Thank you for this recorded session. It is really a great eye-opener into safeguarding the organisation. This has poised me to research more and will be developing a policy in this regard.

You're a light in this field, sir. Always lighting the path for many.

Good to have you on board

This is a beautiful submission. God richly bless you for this. It really means a lot to fresh HRs like myself Much appreciated Sir🙏🙏

Data-Driven Decision Making to Enhance HR Strategies Summary: Data-driven HR involves leveraging data and analytics to inform and enhance HR decision making processes. It is to move HR strategies from intuition base to evidence base. It is important in making informed decisions, employee experience satisfaction and engagement through target intervention, efficiency and productivity and competitive advantage to attract and retain talent. HR metrics are quantifiable data points used to measure and track the efficiency and effectiveness of HR processes. They provide insights into various aspects of the workforce and HR activities. Recruitment metrics includes: cost per hire, employee productivity, goal achievement rate etc. HR analytics are applications of data analysis techniques to HR data to uncover insights and drive decision-making. There three types of HR analytics, which are: 1. Descriptive analytics: These are historical data use to understand what has happen in the past within the organization and it uses trend analysis and benchmarking. 2. Predictive analytics: These are historical data, statistics algorithms and machine learning techniques used to identify the likelihood of future outcome base on past data and it uses predicting turnover and workforce planning. 3. Prescriptive analytics: This goes beyond predicting outcomes by recommending specific actions to achieve desired results and it uses optimize recruitment strategies and enhancing employee development. Data visualization tools allow users to create visual representations of data to identify trends, patterns and insights through tableau, power BI and excel. Advance analytics platforms offer advance analytics capabilities including predictive and prescriptive analytics with SAP success factors, oracle HCM and workday. Lesson: 1. This training helps me to understand metrics can be use in various aspect of workforce and HR activities. 2. It also gave me proper understanding of HR analytics from descriptive to predictive and prescriptive. 3. I now have understanding on the various tools and technologies to use for data analytics. Eg Power BI. Actions: 1. I will develop myself on how to use some tools and technologies like power BI, tableau. 2. I will start using recruitment metrics for evidence in making future decision.