Victoria njeri

Just like a plant's life cycle, the Employee Life Cycle (ELC) thrives on careful nurturing, growth, and evolution, with HR as the guiding science.

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Delete these from your CV: 1. Marital status 2. Your Religion 3. Your hobbies. Nobody is going to shortlist your CV because you love traveling (Unless it is a travel agent job :). 4. Non-professional email addresses. Ensure that your email address is professional and appropriate for job applications. 5. Long Paragraphs, instead use bullet points to present information clearly and concisely. 6. Irrelevant work experience. Example: you are applying for an accounting job and you indicate that you have been working as a sales executive of XYZ company. Adding extra stuff just to make your CV longer can hurt your chances. Keep it short and to the point by only including what matters.

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👁 LEGAL HR 👁 🎙If you have tendered your resignation to your current company and it has been accepted, retracting your decision may be challenging. 🎙The general stance is that once a resignation is formally accepted by an employer, a contract is effectively concluded, and reinstating it usually requires mutual agreement. 🎙There have been various legal precedents and cases that highlight this, as well as certain Supreme #Court judgments that clarify resignation policies and their implications. 🎙Legal Position on Resignation Withdrawal In #Indian labor law, resignations fall under a category of voluntary termination initiated by the employee. According to Section 2(oo) of the Industrial Disputes Act, resignation is recognized as a termination but is initiated voluntarily by the employee. 🎙Once an #employer accepts a resignation, the employment contract is considered void post the notice period. Generally, any revocation or “backing out” from a resignation is only allowed with the employer's consent. 🎙Supreme Court Viewpoint The Supreme Court has addressed resignation cases in several judgments, notably Raj Kumar v. Union of India (1968), which elaborated that a resignation, once accepted, cannot be retracted unless the acceptance is revoked by the employer. 🎙 In the Union of India v. Gopal Chandra Misra (1978) case, the Court ruled that an employee cannot withdraw a resignation after the employer accepts it and both parties act on it. #jobs #hr #hiring #company

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The Reality of Being an HR Generalist (When You’re Not on the Management Team) Being an HR Generalist is rewarding, but it comes with its fair share of challenges. One of the toughest parts of my role is working with difficult department heads while not being part of the management team. It’s a balancing act—advocating for employees while also understanding the business needs that each department is trying to meet. I’ve learned a lot along the way, especially when it comes to navigating tricky situations. Here are a few things that have helped me manage those difficult conversations: Listening without judgment: Sometimes, department heads have a lot of pressure on them, and venting is part of the process. Just listening can help ease the tension and open the door to better communication. Staying calm and professional: In HR, we deal with emotions all the time. Keeping my cool, especially when others are frustrated or upset, has been key to handling these situations effectively. Sometimes it is not easy to stay calm especially when you expect the other person to know better since they were involved in making the policy. Finding common ground: At the end of the day, we all want the same thing—success for the business and a positive work environment. Focusing on the shared goal has helped me build better relationships, even with the more challenging personalities. Feedback: Give feedbacks, especially when you don't have a solution to a problem at the time. Let the parties involved understand the situation, what you have done, what you intend to do or even ask if they have an idea on how to go about the situation. It’s not always easy, but these experiences are teaching me resilience, patience, and the importance of clear communication. For anyone else in HR facing similar situations, you’re not alone! #HRGeneralist #LeadershipChallenges #WorkplaceCulture #HRSkills #ProfessionalGrowth

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As someone with six years of experience in HR, I've come to appreciate the significance of standing up for oneself in the workplace. It's not just about asserting authority or demanding respect; it's about creating a culture where fairness and professionalism thrive. Standing up for oneself entails establishing limits and communicating effectively when confronted with problems or unfair treatment. It guarantees that your contributions are recognized and valued, while also creating an environment in which everyone feels empowered and respected. Advocating for yourself is not only a personal imperative in today's dynamic workplaces, where teamwork and mutual respect are essential; it is also a professional responsibility. It sets a precedent for how others should treat you and how conflicts should be resolved. By speaking up for yourself, you contribute to a healthier workplace culture where transparency, fairness, and open communication are upheld. So, whether you're addressing a mistake with a colleague, negotiating a fair workload, or arguing for your ideas in meetings, remember that speaking up for yourself is about creating an environment in which everyone can thrive and offer their best. Let us continue to urge each other to assert ourselves with respect and confidence. Together, we can establish workplaces that prioritize fairness, respect, and professional progress.

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The relationship between Employer and employeee is purely transactional. Employee gets paid for the services that he/she providing to an employer and vice vesa. There is no emotional or friendship ties between the two. And in a modern organisations there is a little to no loyalty at all, the moment one part fails to provide then the relationship quickly ends. Although loyalty can be built but it is always fragile, no matter how long it takes to build it., one single shake and everything falls apart and it can be hardly be built again. And most of the time in the morden corporate settings the loyalty between the parties is punished rather than being rewarded. So weather you are an employee or an employer, try your level best to serve the part of the contractual agreements, nothing more or less. Going extra miles is good and advised but kindly do so only if you dont have any expectation from the other part, because if you vested your expectations on it, you are much likely going to be dissapointed in the end. You works and gets paid, the organisation sells and make profits, It is a win win situation. I am not advocating a bare minimun work habits, but put your effort in the work like your life depends on it for your own benefits, dont expect anything in return and that is the hard truth. If you are like me, just having a half decade in a career, I advice you to go extra miles in any given work settings, because you are building yourself. But if you are experienced and expert, makes sure you do what agreed and gets paid handsomely because you deserve it. CIAO.

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"Quiet Quitting: A Silent Productivity Drain Disengaged employees may be physically present but lacking motivation and the drive to contribute. Employers, Human Resource Proffesionals; isn't it time to explore the motivation and assess the value of disengaged staff? Isn't it time this anormally is corrected with the view of invigorating all and to the realisation of the two parties' mutual goals? What drives quiet quitting, and how can you reinvigorate your workforce?" #EmployeeEngagement #WorkplaceCulture Alfred R Mahlavira Nyasha Ntuli

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HR Officer Write-Up: Employee Satisfaction, Engagement, and Goal-Driven Culture Employee satisfaction, engagement, and goal alignment are key drivers of organizational success. HR plays a crucial role in fostering these elements to create a motivated and productive workforce. **Employee Satisfaction** focuses on ensuring that employees feel content in their roles. This includes promoting work-life balance, offering competitive compensation and benefits, recognizing achievements, and providing professional development opportunities. Satisfied employees are more likely to stay with the company and perform at their best. **Employee Engagement** refers to the emotional commitment employees have to their work and the organization’s mission. HR can boost engagement by fostering clear communication, promoting an inclusive work culture, implementing feedback systems, and organizing team-building activities. Engaged employees are more motivated, innovative, and aligned with company objectives. A **Goal-Driven Culture** ensures that employees’ efforts are aligned with the company’s strategic objectives. HR can support this by setting clear expectations, implementing effective performance management systems, offering training and development, and recognizing employees for achieving their goals. A focus on goal alignment helps employees see how their work contributes to the organization’s success, which increases motivation and productivity. In conclusion, by focusing on satisfaction, engagement, and goal alignment, HR helps build a positive work environment where employees feel valued and empowered. This approach drives both individual and organizational success, fostering a thriving and goal-oriented workforce.

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G1 Debt Collector position Responsibilities include: 1. Contacting Debtors Phone calls, emails, or letters: Reaching out to individuals or businesses who owe money to remind them of their outstanding balances. Negotiation: Discussing repayment options, including payment plans or settlements. 2. Recording and Tracking Payments Maintain records: Ensuring detailed documentation of all communications, payments, and agreements made with the debtor. Update balances: Making sure that accounts are updated with any payments or changes to the debt status. 3. Investigating and Locating Debtors Using tools and techniques to locate debtors who have moved, changed phone numbers, or otherwise become hard to reach. 4. Negotiating Settlements Working with the debtor to establish realistic payment plans, sometimes settling for less than the full amount to recover part of the debt. 5. Ensuring Compliance with Legal Requirements 6.Debt collectors must follow legal guidelines, including restrictions on when and how they can contact debtors, and must avoid deceptive or abusive practices. State and local laws: Ensuring compliance with other relevant regulations regarding debt collection. 6. Communicating with Clients Providing updates to the creditor on the status of collections, offering feedback, and managing expectations about the recovery process. Court proceedings: In some cases, the collector might assist with documentation and evidence if the case goes to court. 7. Reporting Delinquent Accounts Providing updates to credit reporting agencies on unpaid debts, which can impact the debtor's credit score.

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Add to your HR vocabulary.

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Overtime through HR profession ,I have learned that Experience is a secondary requirement when it comes to talent acquisition and it shouldn't be given a priority. The greatest mistake many HR Officers/Managers make is to hire experience instead of hiring : I) Character 2) Attitude 3)Commitment 4) Dedication 5)Goal oriented person. To improve retention and output talent acquisition should be based on above key 5 pillars.

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Delete these from your CV: 1. Marital status 2. Your high school and primary details if you have attended college 3. Your religion 4. Your hobbies. Nobody is going to shortlist your CV because you love traveling (Unless it is a travel agent job :). 5. Non-professional email addresses. Ensure that your email address is professional and appropriate for job applications. 6. Long Paragraphs, instead use bullet points to present information in a clear and concise manner. 7. Irrelevant work experience. Example: you are applying for an accounting job and you indicate that you have been working as a sales executive of XYZ company. Adding extra stuff just to make your CV longer can hurt your chances. Keep it short and to the point by only including what matters.

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📝 Job Seekers: Don't Forget to Attach Your CV! One common mistake many job seekers make is forgetting to attach their CV to their email applications. It happens more often than you'd think! 🔍 **Pro Tip:** Attach your CV before you start drafting your email. This small step ensures you don't hit 'send' without including this crucial document. 📈 A well-prepared application stands out. Double-check your attachments to make the best impression on potential employers. #JobHunt #CareerTips #JobSearch #ResumeTips #CareerAdvice #Jobseekers

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Spot on Harry Kwakye Davies! It's disheartening to see that in 2024, candidates are still being subjected to outdated and inconsiderate hiring practices. Employers must remember that while there may be more people chasing jobs, respect and professionalism should never be compromised. Proper scheduling, clear communication, and transparency about salary expectations are not just best practices—they're essential to building a strong employer brand and ensuring a positive candidate experience. Let's leave behind these archaic methods and embrace a more respectful and efficient approach to hiring. #EmployerBranding #CandidateExperience #HRStandards #RespectInHiring

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🔍 HR is not just about sourcing CVs, shortlisting candidates, scheduling of interview, sending offer letters, and onboarding new hires. If this is all you do, you're focusing solely on 𝘁𝗮𝗹𝗲𝗻𝘁 𝗮𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻. While these tasks are crucial, HR's scope extends far beyond recruitment. 𝗛𝗥 𝗶𝘀 𝗮𝗯𝗼𝘂𝘁: 📈 Strategic planning and alignment with business objectives 💼 Employee engagement, development, and retention 📊 Performance management and improvement 🛠️ Conflict resolution and mediation 💰 Benefits administration and compensation 📚 Training and development programs 🌍 Diversity, equity, and inclusion initiatives 📜 Policy development and compliance 🧘 Employee well-being and mental health support 🏢 Building a positive company culture HR is about creating a workplace where employees thrive, grow, and contribute their best. It's about fostering a culture of inclusivity, respect, and collaboration. Let's redefine HR and unlock the full potential of our workforce! 🚀

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Employees often use their leave for travel, family time, personal projects, or simply to relax. While travel and quality time with loved ones are popular, many also pursue hobbies or rest at home. To make the most of your leave, plan ahead to secure deals and avoid peak times, disconnect from work completely, and try new experiences for rejuvenation. Prioritize health and wellness, perhaps through retreats or fitness activities, and balance activity with rest to avoid returning to work exhausted. Effective use of leave enhances personal well-being and boosts professional productivity, ensuring you return refreshed and inspired.

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