Irvin Balgobin

📢 Exciting Announcement! 📢 Join us in celebrating the launch of People@Centre HR Consulting with Director Pauline Legodi! 🚀 Discover innovative HR solutions tailored to your business needs. Stay tuned for more details! #HRConsulting #CompanyLaunch #PaulineLegodi #HRServices #BusinessSolutions #HRLeadership #ProfessionalDevelopment #HumanResources #ConsultingFirm #EmployeeEngagement #TalentManagement #CareerDevelopment #WorkplaceCulture #BusinessSuccess #LinkedInNetworking #NewBeginnings #Entrepreneurship #LeadershipDevelopment #HRStrategy #InnovationInHR

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Explore the answers to the following questions: Who qualifies as a "workman" under the Contract Labour (Regulation & Abolition) Act, 1970? What types of work are included in the definition of "workman" under Section 2(1)(i) of the Act? Which categories of employees are excluded from the definition of "workman" as per the Contract Labour (Regulation & Abolition) Act, 1970? How does the Act differentiate between supervisory roles that are considered "workman" and those that are not? What is the significance of excluding out-workers from the definition of "workman" under the Act? Why might a person employed in a managerial or administrative capacity be excluded from the definition of "workman"? How does the exclusion of certain categories from the definition of "workman" impact their rights and protections under labor laws? What conditions must a supervisor meet to be excluded from the definition of "workman" according to Section 2(1)(i)(B) of the Act? How does the place of work, such as working from home, affect a person's classification as a "workman" under the Act? What role does the wage limit play in determining whether a supervisor is considered a "workman" under the Contract Labour (Regulation & Abolition) Act, 1970? #LaborLaw #EmploymentLaw #ContractLabour #WorkplaceRegulations #HumanResources #Compliance

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As an HR professional, I'm often asked how I manage both HR operations and HR transformation portfolios. Driving HR transformation and viewing every process through the lens of technology and optimisation actually makes managing HR operations easier. Connecting the dots between multiple HR processes and leveraging technology, provides an unparalleled advantage by reducing unnecessary manual transactions and achieving improved, measurable outcomes. I strongly encourage embracing technology and challenging the status quo to promote continuous improvement. #humanresources #hr #hroperations #hrtransformation #hrtech

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💡 HR Tip of the Day: Focus on Well-Being Contact HRfoush Vision for tailored solutions! 📞 +20 127 398 6114 #HRfoushVision #EmployeeWellbeing #HRtips

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Personnel v Strategic HRM - where in the spectrum is your organisation? Strategic HRM was the topic of our Lunch & Learn today. It continues to be a topic that is heavily discussed and debated among HR practitioners and the discussion made me curious about the changes people leaders have implemented within their organisations to move towards strategic HRM. What does strategic HRM mean to you and what changes have you implemented as a leader?

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Navigating the Future of HR: DeeCla's Human Resource Plan for Success As the world continues to adapt to the post-pandemic era, the landscape of human resource management has shifted dramatically. At DeeCla Services Ltd, we understand the importance of evolving HR strategies to meet today’s workforce challenges head-on. Our comprehensive Human Resource Plan addresses the key areas organizations should focus on to thrive. Here’s a snapshot of the critical components every organization needs to prioritize: 1. Forms of Work The pandemic has changed the way we work forever. It’s time for HR to design a flexible framework for remote and hybrid work models. Providing employees with greater freedom to balance personal and professional responsibilities will foster productivity and job satisfaction. 2. Talent Recruitment The current economic climate presents an opportunity. With more qualified applicants in the job market, companies can tap into a deeper pool of talent. However, hiring the right people still requires a targeted recruitment strategy to attract the best candidates. At DeeCla, we are experts at sourcing top-tier talent across various industries. 3. People Strategy The success of any workforce initiative hinges on Key Performance Indicators (KPIs). By tracking performance metrics and aligning them with business goals, companies can ensure long-term success. HR leaders must embrace data-driven strategies to continuously optimize their workforce. 4. Leader Development Great teams need great leaders. It’s crucial for leaders to focus on empowering their teams rather than micromanaging. Productivity, commitment, and growth all stem from leadership that inspires and drives results. DeeCla helps organizations identify and cultivate leaders who will take them to the next level. Partner with DeeCla for Your Recruitment and HR Needs. At DeeCla, we offer recruitment solutions that streamline the hiring process and ensure you get the right fit for your business. Our services span across industries, and we provide personalized support from start to finish. 📞 Call us at 08057204250 💬 Reach out on WhatsApp: 08177204250 📧 Email us at [email protected] or [email protected] 🌐 Visit: www.deecla.com.ng Follow us on LinkedIn and Instagram: @deecla_services_limited Let’s shape the future of work, together! https://lnkd.in/dvykn8eA #Deeclaservicesltd #recruitment #Training #software #EAP

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As an HR professional, it is imperative to translate organisational and business strategies into HR strategies. This process will inform HR initiatives designed to cultivate a culture of organisational success. The hierarchy to follow is: 1. Business Strategies 2. HR Strategies and HR Initiatives 3. Employees Intensive consultations are essential throughout this process. Remember the importance of these discussions in achieving effective outcomes. #hrmanagement #hrcommunity #strategies #linkedinfamily #organisationalsuccess #management

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Are you finding it challenging to find the right talent for your organization? You're not alone. In today's competitive market, identifying and attracting top-tier candidates can be a daunting task. Why Partner with First 4 Recruitment Ltd ? 🎯 Industry Expertise: Our specialized knowledge ensures we understand your unique hiring needs and can identify the right candidates to drive your organization's success. 🤝 Personalized Approach: We take the time to understand your company culture, values, and specific requirements to find candidates who not only have the necessary skills but also align with your organization's ethos. 🕒 Efficient Hiring Process: Outsourcing your recruitment to our experienced team allows you to focus on your core business activities while we handle the entire hiring process, saving you time and resources. If you're ready to overcome your recruitment challenges and find the right talent to fuel your organization's growth, it might be time to consider a new recruitment partner. Contact Emily Watson, our dedicated Business Development Specialist, to discuss how @First 4 Recruitment Ltd can help you build a successful recruitment strategy tailored to your needs. 📞 Contact Emily Today! 👩‍💼 @Emily Watson 📧 Email: [email protected] 📞 Phone: 07568 926 6687

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Documenting HR issues is crucial for maintaining a smooth and compliant workplace. Good documentation helps ensure that all concerns are addressed fairly, provides a record for future reference and supports transparency and accountability. Whether it’s performance reviews, disciplinary actions or employee feedback, keeping detailed records can prevent misunderstandings and protect your organisation. ✨ #HR #HRConsulting #WorkplaceWellness #DocumentationMatters #HRBestPractices #Compliance #EmployeeRelations

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So many good points in here! 💡 Thanks so much for sharing Eryn Button

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Need to reinvent !! The issue that should bother us is not just the challenges, but the future relevance of the HR function itself. While many organizations may proudly declare that their HR strategy is future-ready, we need to ask: what are the core functions that HR currently provides to the business? Primarily, these are hiring, retention, and training. However, we must recognize that these activities, which have largely predictable outcomes, are increasingly being taken over by AI, which are delivering better, more efficient results. Processes are becoming more precise and consistent, leading to improvements in employee engagement, experience, and wellness. In this evolving landscape, I see a growing need for behavioral scientists in organizations. These professionals are educated, trained, and equipped to address softer issues in a meaningful way. Business leaders can articulate their requirements, and these experts can design and deliver impactful solutions. Technical training, meanwhile, can be customized and delivered by domain experts who are skilled in effectively conveying the content. So, what will remain within HR’s scope? Possibly industrial relations, administration, CSR, liaison, and process audit and compliance. There is a pressing need to reinvent the HR function to prevent it from becoming redundant or, worse, irrelevant. Without reinvention, there’s a risk that HR professionals may be reduced to mere functionaries. That said, there is still room for HR to serve as consultants and advisors to management on key people matters, handled by a small, highly competent team. Leave the process and handle the minds! Wishing everyone the best and a happy Diwali.

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Today, most business leaders perceive HR professionals as just relational and administrative personnel incapable of strategically aligning human resources initiatives with business priorities. Learn how to impact business, articulate organisational goals to stakeholders, and improve financial performance and leadership development, by registering for our open programme on Business Acumen for HR professionals. What will the programme do for you? 1. Describe how to achieve business outcomes that are based on organisational objectives. 2. Develop relationships with internal business units and internal executive decision-makers. 3. Align HR activities with the organisation's corporate goals to drive organisational performance. 4. Improve your financial literacy and business sense to give your organisation a competitive advantage. Programme details Date: May 22nd–23rd, 2024  Format: Virtual Duration: 2 days (5 hours) Time: 9 am daily Who should attend? HR professionals, business leaders, managers, supervisors, account officers, specialists, and other professionals who need to communicate HR-related needs in a language that resonates with their stakeholders. Click here to register: bit.ly/3UQVOpv 

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Creating or rebuilding a HRM/People and Culture Envoironment and Change, is my forte nowadays with 4 Decades of strategic and operational HR/IR/Change achievements. Looking for the right Employer/Client! Cheers

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In the current business landscape, a significant perception prevails among many business leaders regarding human resources (HR) professionals. This view characterises HR practitioners primarily as individuals focused on relational and administrative tasks, lacking the strategic acumen to align human resources initiatives with the overarching priorities and objectives of the organisation. Register for our open programme on Business Acumen for HR professionals to learn how to impact business, articulate organisational goals to stakeholders, and improve financial performance and leadership development. What will the programme do for you? 1. Describe how to achieve business outcomes that are based on organisational objectives. 2. Develop relationships with internal business units and internal executive decision-makers. 3. Align HR activities with the organisation's corporate goals to drive organisational performance. 4. Improve your financial literacy and business sense to give your organisation a competitive advantage. Programme details Date: May 22nd–23rd, 2024  Format: Virtual Duration: 2 days (5 hours) Time: 9 am daily Who should attend? This program is designed for HR professionals, business leaders, managers, supervisors, account officers, specialists, and other professionals who are eager to communicate HR-related needs in a language that resonates with their stakeholders. We value your diverse roles and perspectives, and this programme is tailored to meet your unique needs. Click here to register bit.ly/3UQVOpv 

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We can't prejudge an outcome but what does that mean? What are your thoughts on the impact of a "without prejudice" discussion where the outcome seems predetermined? Does this scenario constitute prejudgment of the dismissal process? Join the conversation and share your views. #jointoday #hrmembership #hrpayriseplease #hrisbroken #hrinrehab #whatwouldyoudo #prejudgedhr

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Let's give a shoutout to HR professionals today! They strategically assemble and nurture the backbone of every successful organisation. Happy #HumanResources Day! #HRDay #HRProfessionals #PeopleFirst #EmployeeExperience #TalentManagement #HRLeadership #TeamBuilding

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