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The Impact of Human Resource Management Practice and Polices on the Sustainable Development Goals Summary: This topic explains the critical role Human Resource Management (HRM) plays in advancing Sustainable Development Goals (SDGs) globally. SDGs are a collection of 17 interconnected global goals adopted by the United Nations in 2015, they address critical social, economic and environmental challenges. They also serve as a blueprint for a better and more sustainable future for all by 2030. Why SDGs matters for Nigeria as we face significant social, environmental and economic challenges. It provides a roadmap for addressing these challenges and achieving sustainable development and a list of key areas to focus e.g. Eradicating poverty, Combating climate change etc. This topic also explains why SDGs matters in Organizations, to enhance reputation and brand value, Innovation and efficiency, Financial Benefit, Employee engagement and motivation, Regulatory compliance, long-term growth and sustainability. Human Resource Management (HRM) alignment with SDGs has evolved from the early stage of Personnel/ administrative using people in 1975 till date where we have Green and sustainable HRM. Human Resource Management (HRM) plays dual roles which is in Green HRM and Sustainability HRM. Where Green HRM refers to the HR practice that promote environmentally friendly behaviors among employee and reduce the environmental footprint of an organization with best practice: green recruitment, green training and benefits etc. And Sustainability HRM compasses social, economic and environmental sustainability into HR practice with best practice: work-life balance, Fair wages and benefits etc. Lesson: 1. I now understand what SDGs means and how HRM can play critical role in advancing it. 2. I learnt why SDGs matters for Nigeria and Organizations. 3. I now know the key ways HR drives change in an organization. Action: 1. I will start developing proposal for any business sustainability case I develop. 2. I will suggest solar product for my company as green initiative as employee gift.

Enhancing HR Report for Board Presentation Summary: HR Report is the process of collecting, analyzing and presenting data and information related to various aspects of human resources within an organization. While, HR Report to the board is a comprehensive document that provides senior leadership and board members with insights into various aspects of the organization’s human resource function. This topic explains major difference between HR report to the board and other HR reports which lies primarily in their Audience, Focus and Level of details. Furthermore, HR report plays a crucial role in board presentations as they provide essential insight into the organization’s human resources, enabling informed decision-making and strategic planning. Six key points was highlighted for the implementation of HR reports for board presentations: • Strategic alignment • Data-driven decision making • Risk management • Performance evaluation • Transparency and accountability • Legal and regulatory compliance The following are the list of how to prepare HR report ahead of board presentation: • Understand board’s expectations • Gather relevant data • Present key HR metrics • Provide updates on HR initiatives • Address challenges and opportunities • Make recommendations • Review and finalize Lastly, there are varieties of HR board report sample that can be used, for example; Headcount analysis, employee cost to income ratio etc. Lesson: 1. I learnt the difference between HR reports for board and other HR report. 2. I learnt the importance of HR report for board presentation. 3. I now understand how to prepare report ahead of board presentation. Action: 1. I will make use of some of the report sample with chart for board report. 2. I will follow the list of how to prepare HR report ahead of board presentation from; understand board’s expectations to review and finalize so as to have a perfect presentation during the board meeting.

Thank you so much Sir. I have been following some of your youtube videos and it has really challenged me. All your guest speakers are so impressive. Thank you so much.

Wow! This session is very interesting, educative and informative. I will summary this topic below: HR Competency Model is a framework that outlines the essential skills, knowledge, and abilities required for HR professionals to be successful in their roles. It typically includes a set of competencies that are critical for HR professionals to possess in order to: 1. Understand business needs and align HR strategies accordingly 2. Develop and implement effective HR programs and policies 3. Build and maintain strong relationships with stakeholders 4. Analyze data and make informed decisions 5. Communicate effectively and influence others 6. Foster a culture of diversity, equity, and inclusion 7. Develop and manage talent 8. Manage change and ambiguity Some common HR competencies include: - Business acumen - Strategic thinking - Communication and influencing - Relationship management - Data analysis and interpretation - Talent development and management - Change management - Diversity, equity, and inclusion - HR expertise (knowledge of HR laws, regulations, and best practices) Having a clear HR competency model helps organizations: - Identify skill gaps in their HR teams - Develop targeted training and development programs - Evaluate HR performance and provide feedback - Recruit and select HR professionals with the right skills and abilities

Thank you so much for this This will be my take on this Key Lessons: My Key Lessons: Regularly acknowledging and appreciating employees contributions boosts engagement and motivation. Give employees autonomy, ownership, and opportunities for growth increases their commitment and enthusiasm. Regular, constructive feedback will help employees feel heard, valued, and supported, leading to higher engagement. My Action Plans: 1. Implement a Recognition Program - Launch a monthly/quarterly employee recognition scheme (e.g., Employee of the Month/Quarter) - Encourage peer-to-peer recognition and rewards - Celebrate milestones, work anniversaries, and significant career achievements 2. Conduct Regular Feedback Sessions - Schedule regular 1-on-1 check-ins between managers and team members - Use surveys or anonymous feedback tools to gather insights on employee concerns and suggestions - Act on feedback and communicate changes or actions taken to address employee concerns.

Thank you for having me last night.

How can one join next time

Brilliant presentation. Very many thanks and well done Sir and team.

A very good session

You really answered all my questions on the exams

Thank you Sir

This is awesome, educative and informative. Thank you so much for this beautiful presentation.

thank you for the insight

Amazing sesion

The lecture was quite educative I learnt that as an HR practitioner, it's imperative we developed our communication skills as this will help us to facilitate operations among various departments

Thank you for always, Sir Oluyemi

Learn to join HR group to meet colleague to learn from Visit regulatory agency’s and have relation with them Develop cordial relations with union excos

See problems as challenges and ready give solution, because employees look up to me

Learnt to list my priorities and projects Identify best way or method to carry out my plan Redefine my goals, business vision and how to perform

Powerful, I have learnt alot from this.

Viewing From Lagos State Public Service Staff Development Center, Magodo.

Great session sir @Oluyemi Adeosun and Mr Omeike. 3 key takeaways for me from this are: - That successful internal mobility needs the HR pro to make a solid business case for management using numbers/data, - the place of transparency and trust, investment in people's career development and structured systems in encouraging internal mobility cannot be overemphasized, and - ways to streamline and surmount all challenges to successful talent mobility within organisations. My action plan is to: - Finetune the cross training /internal mobility policy I developed to include the key factors, structures to put in place (e.g. management/leadership devt tracks, pre- and post-transfer knowledge sharing sessions, etc) - find ways to leverage industry information and technology to support efforts.

My take away from this course Meaning of on-boarding which is to integrate new employee The difference between On-boarding and Orientation Types of on-boarding and how poor on-boarding can affect the organization. My action plan is To ensure good onboarding is done for the new employee Ensure employee feel and secure on the job

Take away Meaning of Employee stock option How the stock option plan works How to create and design stock option plan

Take away Role of an HR practitioner Fundamental insights of assessing HR practitioners

Take away from this lecture 1. Getting to know the 3Ps of leadership (person, people, purpose) 2. Relationship between delegation and leadership 3. Effective way of delegating

Take away 1. Always give and recieve feedback 2. Be self aware and tone conscious 3. Be open minded as cognitive bias can affect team dynamics

Take away Be a team player that collaborate effectively with colleagues Improve your skills and stay updated with HR trends Have a good reputation

My take away How to create payroll Difference between Net pay and Gross pay Doing the PAYE calculation Statutory deductions should be remitted within specified time frame

Thanks boss In your first 100 days, you'll meet people trying to warm you up, some will try to test your knowledge and even frustrate you but what you can do is 1. Understand the organization value, culture, mission and vision 2. Build relationships with people, like the employees, HOD etc 3. Pay attention and learn from employees and what they expect from HR Get to know the HR process before coming up with a new one. And draw your 100 days action plan

This is really insightful I learnt not to undermine the importance of training and Development To always build a strong professional network Learning is a continuous process in HR if you want growth

What I leant from this 1. Come up with a mentorship program where an experienced employee can mentor the younger ones 2. Carry out training services on workshop that focuses on specific skills 3. It's also good to use real life case studies to convey knowledge that may not be documented.

Solid presentation

Thank you sir, we really enjoy it

I now understand why he is called HR Godfather

Learn how to rebrand employees branding and proposition Differentiate core and none core jobs and the advert packing style Learn how to revamp my organization culture Need to improve the interrelationships among departments in my organization

Teach how to manage a bossy manager How to achieve my goal and desire when working with unchanged bossy manager How to be objective in decision making inspire the bossy hit Learn to be friendly and still making right decision at every issue Learn how to communicate rightly

Thanks for sharing Sir 🙏. Very insightful

Great Session

Very clear communication, well done ma. Very on point

This is a great webinar

Karaoke 🎉🎉

This is topical! Well done.

Very educating session Three key take home for me 1. I have learnt documentation is very important as an hr. 2.I have learnt integrity is very important, say it the way it is. No packaging. 3. Personal branding and network is needed in growing my hr career. Be an evidence based HR

This is really insightful, thank you for the prayers boss.

Hello Mr Adeosun. Am at ILO.

People like Nyesom wike very power drunk individual

Amazing woman. I would love to meet her someday.

Kaosara Abdulkareem. My everyday woman crush ❤❤❤

How to plan/ give proactive decisions What ideas or initiatives can I give for the business growth As a support team, helped interrelationships within departments and see employees needs directly