Recruitment,head Hunting ,contact Staffing(only
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I am in charge of HR in a company in lagos. nigeria. The problem at hand is that the employer didnt want to bend from traditional way of running a company. Furthermore, the employee has being productive; and they are calling for increase in salary because their take home pay is very low, and this development has resulted to labour turnover. On the other hand, the employer is not ready to review the staff salary after several discussions and proposals I did in respect of this issues. In addition, the employer want productivity at all cost but playing lips service to employees welfare. What can I do?

Some companies are like this . We are recruiting more than 10 bank in Nigeria . All of them behaves same. So when we recruit candidates for them we tell the candidates to bargain for high.
Dear Tunde,
Please consider the article which includes suggestions towards your situation. We look forward to hear from you.
Gearing-up in a cul-de-sac
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Thanks for the proffessional advice. Meanwhile, I am going to work towards it.
On the other hand, there is another development with the employer and I need your proffessional advice. There is local council elections coming up here in Lagos on Saturday; whereas the state government has pronounced restriction of vehicular and human movement from 7;00am to 3;00pm.Idealy the company work on Saturday from 8;00am to 1;30pm.
In view of this, when the development was communicated to the employer on restriction of movement and the post election violence that might likely occur because from previous experience the aftermath of local government elections is always uneasy due to its grassroot nature
Meanwhile, I advice the employer to consider the well being of the employee on the election day but the employer instited that the employees should resume work at 4;00pm and close at 8;00pm on election day; which is not done anywhere.
As an hr person, what I am going to do?


Here's what I would suggest:
  1. Identify the production target for those hours.
  2. List down and declare the probable loss for the functioning during those hours.
  3. Connect every task/requirement to the number of people required to deliver it and the probable risk
  4. Measure and cite the required solution. Include the cost , suppose any insurance if required , extra days of leaves required by the employees in case they are injured and probable production loss for it.
  5. Though you have already suggested, here's how we reinstate, your plan. Please offer same number of hours in some other day or following days to make up for the target production. Suggest this with a clear workflow and work allocation plan. Identify the employees who would be working on which slot to make up for the loss.
  6. You may consider all the employees in rotation so as to adjust the total workforce.
  7. However, you need to clarify, that this wouldn't be considered as over time. It should remain as the follow-up or pending work.

We are not expecting miracles, but if you present data with solution and options to decide, there might be a different outcome. Wish you all the best! God bless you !


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