SUMMARY OF THE REPORT ON HUMAN RESOURCE MANAGEMENT TRAINING IN RELATION TO NNAD HRM MANUAL, 2024

DAY 1

The training started at 9:30 AM with a welcome remark from Dr. ThankGod Okosun. This was followed by a meet-and-greet session at 9:38 AM. Mrs. Maryam Aminu, representing the Country Director, then gave an opening remark and officially declared the training open.

We were asked to write down our hopes, expectations, fears, and concerns about the training. Ground rules were established, and we were assigned to groups 1 through 4. A pretest was conducted, after which the goals and objectives of the training were shared with us.

We began by learning about Human Resources Management (HRM) and its importance. HRM involves managing people, policies, and processes to achieve organizational success. It includes activities such as recruiting, hiring, developing, and supporting employees to achieve organizational goals.

We learned that the core functions of HR include recruitment and selection, training and development, employee relations, compliance with organizational policies and regulations, performance management, and compensation and benefits. We also discussed how HR plays a crucial role in managing people, materials, processes, and procedures.

The session explored HRM in nonprofit organizations. We learned about the structure of a typical HR team and how it differs in Organizations of Persons with Disabilities (OPDs).

For a typical HR team, roles include:

• HR Manager
• Recruitment Specialist
• Training and Development Coordinator
• Employee Relations Officer
• Grievance and Compliance Officer

In contrast, we learned that the HR structure for OPDs often combines roles into fewer positions, emphasizes teamwork and cross-functional collaboration, utilizes volunteers or part-time staff for specialized roles when needed, defines clear roles, and leverages technology.

We also learned about the roles and responsibilities of HR personnel, including:

• Managers: Overseeing all HR functions.
• Recruitment Specialists: Managing the hiring process.
• Training and Development Coordinators: Identifying training needs and organizing programs.
• Employee Relations Officers: Promoting a positive and inclusive workplace culture.
• Grievance and Compliance Officers: Ensuring adherence to legal and regulatory requirements.

This segment concluded with a brief class discussion.

 

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DAY 2

Recap of Mondays activity was done by – Ms Precious

Further to the above recap, Dr ThankGod engaged the participants in an interactive session to get take homes from the different groups on Monday’s training.

 

1^st Session

Structuring Human Resources in Organizations of Persons with Disabilities.

• Roles that HR play that are unique
• Identify clear roles and see how you calibrate roles.

Objectives

1. Alignment of organizational goals
2. Discuss the unique HR needs and structures of OPDs in Nigeria
3. To understand the roles and responsibilities of the personnel.

Principles of HRM

1. A healthy and secure place – through workplace policy, highlighting boundaries employees should maintain for a healthy and secure place
2. Equal opportunities – recruitment, appraisal
3. Learning and growth – give people opportunity to speak to their training needs during retreat, follow training plan etc.
4. Considering employee rights – promotion, leave, compensation and benefits. Implementing policies that are not bias.
5. Maintain qualified workforce – recruitment, onboarding, appraisal
6. Commitment to legal requirement – compliance policy
7. Effective communication – communication policy, workplace policy, confidentiality and non-disclosure.
8. Privacy protection of employees – data protection policy, passwords of individual folders, keys to locks must be with HR and the lockers must be always locked.
9. Discrimination – safeguarding policy, diversity and inclusion policies.

Tools and Resources for HR

1. Staff handbook – contains all information that staff need. Abridged version of the HR policy
2. Policy template
3. Staff database
4. Use of technology
5. Code of conduct
6. Staff data form

Interview (A key Human Resource Function)

• Interview evaluation form – to be filled by everyone on the panel
• Job description – HR gets JD from the technical team
• Staff appraisal form
• Office equipment undertaking form
• Conflict of interest
• Exit interviews form – best practice is to send the form when employee has been paid all benefits

 

 

Unique Characteristics of HR in OPDs

1. Mission driven approach – HR strategies should align with the mission of the organization e.g. advocacy for persons with disabilities inclusion
2. An organizations’ policy cannot supersede the laws of a country
3. Resource constraints – balancing limited finances/budgets with effective HR practices. Staff welfare etc

Strategies to Overcoming Challenges

1. Capacity building – develop a training plan and get approval, people in core areas must indicate interest in core areas, align training plan to job description.
2. Inclusive policy development – to address this challenge, inclusive policies must be all encompassing, engaging all stakeholders, including persons with disabilities in drafting HR policies.
3. Promoting workplace accessibility

Takeaway from 1^st session

• HRM is about managing people and creating an inclusive, supportive environment to achieve shared goals
• Structuring HR policies and strategies

 

2^nd Session

Strengthening Personnel Management

Importance of accurate HR Data

1. Data helps us make informed decisions
2. Data helps to drive compliance with labour laws and regulations
3. Risk mitigation

Key HR Data Element

1. Employment information – date of hire, position, salary
2. Training and development record – HR must have effective ways of documenting training data
3. Leave and absence record
4. Personal information – name, address, contact details etc
5. Performance data – reviews, goals, achievement
6. Compensation and benefits
7. Disciplinary action

Note: A file is a talking document that tells the story of an employee from engagement to exit and after exit, it becomes an archive of information.

File numbering is highly recommended for security and tracking purposes.

 

Legal and Regulatory Requirements

1. Data protection regulations
2. Labour laws and regulations
3. Tax laws and regulations

HRIS System

1. Automated data entry and reporting
2. Central data storage and retrieval
3. Integration with other HR systems

Break: 2pm -3pm

 

3^rd Session

Resource planning and allocation – Habiba Nasir

Objectives

1. To understand the importance of resource planning and allocation
2. Develop strategies for effective resource planning and allocation

 

1. Financial Resources – inclusive budgeting and forecasting – developing realistic budgets, tracking expenses and forecasting future needs.

• Fund allocation and disbursement – maintaining a balance in allocating funds to specific programmes
• Financial reporting and analysis

2. Human resources

• Recruitment
• Compensation and Benefits
• Training and Development

3. Physical Resources

• Infrastructure and facilities
• Equipment and supplies
• Inventory materials

Effective resource allocation strategies

1. Needs assessment
2. Resource allocation matric
3. Collaboration and partnership
4. Prioritization
5. Regular review and adjustment

Challenges

1. Limited resources
2. Competing priorities
3. Inefficient resource allocation

Best Practices

1. Data-driven decision making
2. Flexibility and adaptability
3. Continuous improvement – T and D
4. Transparency and accountability

Operational planning and logistics management for OPDs

Objectives

• Develop and implement inclusive operational planning

Key components of operational planning

1. Activity plan – work structure breakdown, PERT Charts
2. Resource allocation – workload, skills, and availability, assigning personnel
3. Risk management

Procurement and vendor management

1. Logistics management
2. inventory management
3. transportation and distribution
4. supply chain management

Note: Document issues rather than verbal altercations

Groupwork

Develop a logistics plan for a hypothetical OPD activity

Presentation by all groups

Review of group presentation

Remark by Dr. ThankGod

Closing by Mr. David

Meeting ended at 5:20pm

 

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DAY 3 Training Report

Date: 11th of December, 2024
Time: 9:15 AM – 4:55 PM
Facilitators: Tosin (IFA), David (Sightsavers), Dr. Thank God, Ms. Habiba, Mariam (Sightsavers)

Session 1: Review and Recap

The training commenced at 9:15 AM with Tosin from IFA providing a review and recap of Day 2 activities. The session set the tone for the day by revisiting key learnings and aligning participants’ focus for the tasks ahead.

Session 2: ILO GBDN Self-Assessment

Facilitator: David from Sightsavers
Time: 9:38 AM

David introduced the ILO GBDN Self-Assessment tool, designed to help NGOs become Disability Confident organizations. He explained the tool’s alignment with the ILO Global Business and Disability Network (GBDN) charter and its principles, which are consistent with the United Nations Convention on the Rights of Persons with Disabilities.

Key Features of the Tool:

• Enables organizations to set priorities for action.
• Helps businesses define and deliver benefits for both the organization and Persons with Disabilities (PWDs).

The class applied the tool to a hypothetical organization, Action Africa (AA). Below are sample questions and responses from the assessment:

Fundamental Questions:

1. Do you have a current documented plan or strategy outlining leadership commitment to disability equality?

• Answer: NO

1. Do you train your recruiters and hiring managers to deliver equal opportunities by making reasonable adjustments?

• Answer: NO

1. Do you have a system that allows employees with disabilities to request tools and flexibility?

• Answer: NO

Culture Questions:

1. Do you routinely encourage and enable PWDs to apply for all advertised positions?

• Answer: YES

1. Does your company actively support in-country disability employee networks or resource groups?

• Answer: YES

Customer/Participant Questions:

1. Are a wide range of PWDs positively and accurately represented in your marketing strategies?

• Answer: YES

Allyship Questions:

1. Do you encourage and enable PWDs as entrepreneurs and freelancers in your supply chain?

• Answer: YES

1. Do you support suppliers to improve their disability inclusion practices?

• Answer: YES

Outcome:

• The class benchmarked Action Africa at 58% based on the assessment.
• David emphasized that the tool is not a pass/fail metric but a guide for identifying gaps and implementing improvements.
• Thank God noted that the tool serves as a mirror for organizations to evaluate their practices and identify areas for growth.

Activity: Group photo session (10:25 AM – 10:40 AM).

Session 3: Creating a Healthy Workplace Environment

Facilitator: Dr. Thank God
Time: 10:40 AM

Dr. Thank God began by discussing potential resistance from colleagues when implementing new HR strategies. The class engaged in a discussion on the definition of a healthy workplace environment, with contributions from participants including Precious, Owonikoko, Fyncontry, Saidat, Edwin, and Theophilia.

Key Topics Covered:

1. Workplace Dynamics and Conflict Resolution:

• Impact of organizational culture on employee behavior.
• Role of leadership in fostering a positive work environment.
• Importance of communication and feedback.

1. Conflict Resolution Strategies:

• Active listening.
• Empathy and understanding.
• Mediation and negotiation.

1. Strategies for Inclusion and Collaboration:

• Building inclusive teams and fostering diversity.
• Addressing bias and discrimination.
• Promoting collaboration through team-building activities.

1. Role of Leadership:

• Leading by example and promoting open communication.
• Encouraging work-life balance through flexible arrangements.
• Providing resources and training.

Session 4: Team Building and Leadership

Facilitator: Ms. Habiba
Time: Post-Lunch

Ms. Habiba initiated the session by asking participants to reflect on their role as HR professionals in organizational leadership. The discussion then focused on strategies for empowering teams and building strong interpersonal communication.

Key Topics:

• Importance of Team Building:
  1. Enhanced productivity.
  2. Improved morale.
  3. Increased innovation.
  4. Better decision-making.
• Strengthening Communication:
  1. Active listening.
  2. Conflict resolution.
  3. Building trust.
• Leadership Approaches: