Human Resources CVs in Nigeria

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Any company's success is reliant on its people. Employee performance can be a burden or an advantage for a corporation. As an HR professional, you will have a significant impact on your company's success. For firms of all sizes, effective human resource management (HRM) is important.

HR has come a long way from traditional "personnel," and it is now a crucial business function that assists organizations in hiring, retaining, and supporting their employees' growth and development.

How did it begin?

In 18th century Europe, the field of human resources began to take shape. During the Industrial Revolution, Robert Owen (1771-1858) and Charles Babbage (1791-1871) came up with a simple notion. These men came to the conclusion that people were critical to a company's success. They believed that employee satisfaction led to great performance, and that the company would not be able to continue without healthy personnel.

Frederick Winslow Taylor (1856–1915) inspired the development of human resources as a distinct profession in the early twentieth century. Taylor experimented with "scientific management" (also known as "Taylorism") in order to increase the economic efficiency of manufacturing jobs. He eventually narrowed his focus to one of the most important factors affecting employee productivity.

Functions of Human Resource

When it comes to Human Resource Management, a number of factors are regarded cornerstones for excellent HRM policies. The following are the pillars:

Recruitment and selection are undoubtedly the most visible components of HR. Recruiting applicants and selecting the smartest ones to work for the company is an important part of HR's job. People are the organization's vitality, and finding the perfect fit is a significant job.

The second HR pillar is performance management. It entails assisting employees in being their best selves at work, hence improving the company's image. Employees are frequently assigned a certain set of obligations to complete. Employees can receive feedback on their work using a framework called performance management.

Learning and development in HR ensures that personnel are able to adapt to changes in processes, technology, and societal or legal changes. HR is in charge of learning and development (L&D), and strong policies can assist the organization achieve its long-term objectives.

Succession planning is the practice of preparing for the eventuality of important employees leaving the organization. If, for example, a crucial senior manager quits his/her job, having a replacement ready will guarantee continuity and can save the organization a lot of money.

Compensation and benefits are another HR pillar. Fair pay is essential for inspiring and retaining employees. Providing equity and fairness in pay is one of the fundamentals of human resource management.

Advantages & Disadvantages of the HR Department

It becomes increasingly difficult to oversee every part of your small business as it expands and you add staff and potentially even new locations. You won't have to be as hands-on with time-consuming chores like recruiting, benefits administration, and designing and executing personnel policies and procedures if you create a human resources department.

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A successful human resources department takes time to set up. It will most likely take some time to hire the right people or find the suitable firm. There will almost certainly be a learning curve as the new department gets up to speed, as well as a long time of adjustment for you and your employees. Depending on the size of your HR department, it might be a major cost for your company.

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