DYNAMICS OF GLOBAL HUMAN

RESOURCES ENVIRONMENT
PRESENTED BY MRS. Y.A FANU-AGORO
 OBJECTIVES

▪ EQUIPPING PARTICIPANTS WITH CURRENT HR ACTIVITIES

▪ PROCESSES REQUIRED TO BE RELEVANT IN THE EMERGING GLOBAL
ENVIRONMENT

MRS. Y.A FANU-AGORO ©

 TABLE OF CONTENT
▪ HUMAN RESOURCE ARCHITECTURE
▪ UNDERSTANDING THE GLOBAL HUMAN RESOURCE ENVIRONMENT
▪ HR ACCOUNTING
▪ HR ANALYTICS AND METRICS
▪ UNDERSTANDING E-HRM

MRS. Y.A FANU-AGORO ©

 LASG - ADMINISTRATION AND HUMAN
RESOURCE (A&HR) DEPARTMENT

CORE UNITS IN HR DEPARTMENT

▪ HUMAN RESOURCE DUTY POST
▪ EMPLOYEE RELATIONS
▪ HUMAN RESOURCE MEASURES AND ACCOUNTABILITY
▪ LEARNING AND DEVELOPMENT
▪ WORKFORCE PLANNING AND DEVELOPMENT

MRS. Y.A FANU-AGORO ©

 CLASSIFICATION OF SCHEDULE OF
RESPONSIBILITIES
HR o Helps with the administration of CS Rules and all day-to-day
Personnel HR operations.
(GL8-10) o Assists the HR Managers and Strategists with their duties as
directed.
HR Manager o Acknowledged ‘go to’ for specific HR issues.
(GL12-14) o Intimate knowledge of all officers in given teams/Depts.
o Proactively seeks to identify HR issues and works to develop
tailored HR solutions to ensure each team/Dept. can achieve
their specific goals.
o Responsible for ensuring individual officers have the necessary
knowledge/skills required for optimal performance.

MRS. Y.A FANU-AGORO ©

 HR Strategist
(GL14-17)
Guides and manages the overall provision of HR services for the entire
MDA.
Builds capacity and advises on HR strategies and specific tailoring of
LSG HR policies to meet MDA needs and ensures that all HR functions
are operating to an agreed standard.
Originates and leads HR practices that provide an employee-oriented,
high performance culture that emphasise empowerment, quality,
productivity and standards, goal attainment, and the recruitment and
on-going development of a superior workforce.

MRS. Y.A FANU-AGORO ©

 KEY PROCESSES AND ACTIVITIES IN HR
HR PROCESS IS A WAY OF BRINGING CONSISTENCY AND VISIBILITY TO A COMMON FUNCTION
OF THE HR DEPARTMENT.
PROCESSES
HUMAN RESOURCES PLANNING, RECRUITMENT, ONBOARDING,
EMPLOYEE RELATIONS, COMPENSATION AND BENEFITS, VACATION
AND LEAVE REQUESTS, PERFORMANCE MANAGEMENT AND
REGULATORY COMPLIANCE
ACTIVITIES
RECRUITING RIGHT, MAINTAINING A SAFE ENVIRONMENT, EMPLOYER
– EMPLOYEE RELATIONS, COMPENSATION AND BENEFITS, LABOUR
LAW COMPLIANCE AND TRAINING AND DEVELOPMENT

MRS. Y.A FANU-AGORO ©

 HR ARCHITECTURE MODELS
▪ KNOWLEDGE- BASED EMPLOYMENT
▪ JOB- BASED EMPLOYMENT
▪ CONTRACT WORK; AND
▪ ALLIANCE/PARTNERSHIP

IN ALL OF THESE, THE STRATEGIC VALUE AND UNIQUENESS OF HUMAN

CAPITAL DIFFERS
▪ SPECIFIC HR CONFIGURATION (COMMITMENT BASED, PRODUCTIVITY
BASED, COMPLIANCE BASED AND COLLABORATIVE)
- COMBINED USE OF ALL EMPLOYMENT MODES.

MRS. Y.A FANU-AGORO ©

MRS. Y.A FANU-AGORO ©
 UNDERSTANDING THE GLOBAL HR
ENVIRONMENT
NATURE OF WORK /GLOBALISATION
▪ MORE AUTOMATED
▪ INFORMATION INTENSIVE
▪ UNPREDICTABLE / EMOTIONAL INTELLIGENCE
▪ INFORMATION AND KNOWLEDGE

MRS. Y.A FANU-AGORO ©

HR ENVIRONMENT

• ECONOMIC • TECHNOLOGICAL

ORGANIZA ORGANIZAT
TIONAL IONAL
STRATEGY STRUCTURE

ORGANIZAT
ION’S TRADE
FINANCIAL UNIONS
• SOCIO-CULTURAL POSITION
• POLITICAL-LEGAL
 GLOBALISATION OF HR

• GLOBALISATION IS A PROCESS THROUGH WHICH CERTAIN HUMAN

ACTIVITIES BECOME INTEGRATED THROUGHOUT THE WORLD.

• THE MAGNITUDE AND RELEVANCE OF GLOBALISATION VARY FROM ONE

ASPECT OF HUMAN LIFE TO ANOTHER DEPENDING UPON REGIONAL,
NATIONAL AND LOCAL ENVIRONMENTS.

MRS. Y.A FANU-AGORO ©

 SOME GLOBAL ISSUES

• GLOBAL TALENT ENVIRONMENT

• NEED FOR A BALANCING ACT BETWEEN GLOBALISATION AND
LOCALIZATION
• MILLENIAL / GENERATONALDIFFERENCES REGARDING VALUES AND
WORKPLACE EXPECTATIONS
• INTELLECTUAL CAPITAL AND KNOWLEDGE TRANSFER/MOBILITY
ISSUES
• MARKET SKILL SHORTAGES AND COMPETITION FOR TALENT
• PHASED AND EARLY RETIREMENT ISSUES

MRS. Y.A FANU-AGORO ©

 CONT’D
▪ TECHNOLOGY AND PRIVACY ISSUES
▪ GLOBAL ECONOMY- NEW AND EMERGING LABOUR MARKET, INFLATION
AND TAXATION, NEW SKILL SETS, UNEMPLOYMENT LEVEL
▪ UNDERSTANDING CULTURAL DIVERSITY
▪ AGILITY WITH REWARD SYSTEM
▪ MANAGING GLOBAL LEADERSHIP –KEY CHARACTERISTICS OF
LEADERSHIP
•

MRS. Y.A FANU-AGORO ©

 HR ACCOUNTING (HRA) DEFINITION
HRA IS A PROCESS OF IDENTIFYING AND REPORTING INVESTMENTS MADE IN
THE HUMAN RESOURCES OF AN ORGANISATION. IT IS THE MEASUREMENT AND
REPORTING OF THE COST AND VALUE OF PEOPLE IN ORGANISATIONAL
RESOURCES

MRS. Y.A FANU-AGORO ©

 HRA METHODS

MRS. Y.A FANU-AGORO ©

 HRA BENEFITS
▪ CHECKS CORPORATE PLAN OF THE ORGANIZATION
▪ OFFSETS UNCERTAINTY AND CHANGE
▪ PROVIDES SCOPE FOR ADVANCEMENT AND DEVELOPMENT OF
EMPLOYEES BY EFFECTIVE TRAINING AND DEVELOPMENT
▪ HELPS INDIVIDUAL EMPLOYEE TO ASPIRE FOR PROMOTION AND BETTER
BENEFITS
▪ AIMS TO ENSURE HUMAN INVOLVEMENT IN THE ORGANIZATION IS NOT
WASTED AND BRINGS HIGH RETURNS TO THE ORGANIZATION

MRS. Y.A FANU-AGORO ©

 CONT’D
▪ HELPS TO TAKE STEPS TO IMPROVE EMPLOYEE CONTRIBUTION IN THE
FORM OF INCREASED PRODUCTIVITY.
▪ PROVIDES DIFFERENT METHODS OF TESTING, INTERVIEW TECHNIQUESLE
IN THE SELECTION PROCESS BASED ON LEVEL OF SKILL, QUALIFICATIONS
AND EXPERIENCE OF FUTURE HUMAN RESOURCES

MRS. Y.A FANU-AGORO ©

 HR ANALYTICS AND METRICS
ANALYTICS PROVIDES ORGANISATION WITH CONTINUOUS FEEDBACK ON
HOW HR INITIATIVES ARE CONTRIBUTING TO THEIR OPERATIONAL GOALS
AND STRATEGIES.
USEFUL TO KNOW:
❑PATTERNS IN EMPLOYEE TURNOVER
❑LEVEL OF PERFORMANCE EXPECTED FROM NEW HIRE
❑EMPLOYEES LIKELY TO LEAVE WITHIN THE NEXT 6-12 MONTHS
❑SALARY TO HE PROVIDED FOR NEW JOB ROLE
❑INVESTMENT NEEDED TO ENABLE EMPLOYEES TO BE FULLY
PRODUCTIVE

MRS. Y.A FANU-AGORO ©

 METRICS
• METRICS ARE DEFINED BY AN OBJECTIVE. THEY ARE ESSENTIAL
IN DETERMINING THE VALUE AND EFFECTIVENESS OF HR
INITIATIVES IN A FACTUAL WAY, TRACKING AND PRESENTING
PAST DATA TO INFLUENCE FUTURE DECISION MAKING
• METRICS TRACK ACTIVITY AND REPORT NUMBERS ON AREAS
SUCH AS:
➢RECRUITMENT AND ONBOARDING COSTS
➢TRAINING AND DEVELOPMENT
➢HR OPERATIONS

MRS. Y.A FANU-AGORO ©

 TECHNIQUES AND APPLICATIONS

MRS. Y.A FANU-AGORO ©

 MANAGING DIVERSITY IN THE WORKPLACE

• IT REFERS TO THE VARIETY OF DIFFERENCES BETWEEN INDIVIDUALS IN AN

ORGANIZATION.
• IT NOT ONLY INCLUDES HOW INDIVIDUALS IDENTIFY THEMSELVES BUT
ALSO HOW OTHERS PERCEIVE THEM

• ELEMENTS OF DIVERSITY - AGE, GENDER, ETHNICITY, RACE, PHYSICAL

ABILITY, SEXUAL ORIENTATION, PHYSICAL CHARACTERISTICS, INCOME,
EDUCATION,MARITAL STATUS,RELIGIOUS BELIEFS, GEOGRAPHY
LOCATION, PARENTAL STATUS,PERSONALITY TYPE.

MRS. Y.A FANU-AGORO ©

 MANAGING DIVERSITY

THE FOLLOWING SHOULD BE PUT A PLACE FOR AN EFFECTIVE

MANAGEMENTOF DIVERSITY:
▪ GREATER SYSTEM FLEXIBILITY
▪ CREATE INCLUSIVE POLICIES
▪ BETTER PROBLEM SOLVING
▪ ERGNOSTIC FOR INDIVIDUALS WITH DISABILITIES
▪ ACCOMODATION FOR RELIGIOUS BELIEFS

MRS. Y.A FANU-AGORO ©

 UNDERSTANDING E- HRM
• E-HRM IS THE PLANNING , IMPLEMENTATION AND APPLICATION OF
INFORMATION TECHNOLOGY FOR BOTH NETWORKING AND
SUPPORTING AT LEAST TWO INDIVIDUALS OR COLLECTIVE ACTORS IN
THEIR SHARED PERFORMING OF HR ACTIVITIES ….. E-HRM IS IN
ESSENCE THE DEVOLUTION OF HR FUNCTIONS TO MANAGEMENT AND
EMPLOYEES

WIKIPEDIA

MRS. Y.A FANU-AGORO ©

 CONT’D
IT IS A WEB - BASED SOLUTION THAT TAKES ADVANTAGE OF THE LATEST WEB
APPLICATION TECHNOLOGY TO DELIVER AN ONLINE REAL-TIME HUMAN
RESOURCE MANAGEMENT SOLUTION.
THE E-HRM (OPERATIONAL, RELATIONAL AND TRANSFORMATIONAL)
SYSTEMS INCLUDE VARIOUS PRACTICES – E-PAYROLL, EMPLOYEE SELF –
PROFILING, E-PERFORMANCE MANAGEMEHT SYSTEM, E-RECRUITMENT AND
SELECTION, ETC
IT IS THE PLANNING , IMPLEMENTATION AND APPLICATION OF INFORMATION
SYSTEM FOR BOTH NETWORKING AND SUPPORTING ACTORS IN THEIR
SHARED PERFORMING OF HR ACTIVITIES.

MRS. Y.A FANU-AGORO ©

 PECULIARITIES OF E-HRM
❑MODULARITY
❑SOLUTIONS CAN BE ACCESSED AND USED IN A WEB BROWSER
❑SECURITY OF DATA, PROTECTED LEVELS TO INDIVIDUAL MODULES,
RECORDS DOCUMENTS AND THEIR COMPONENTS PARTS
❑PARAMETRIC AND CUSTOMIZABILITY
 CHALLENGE
❑STRATEGIC ACTION AND THINKING
❑TIME – CONSUMING ADMINISTRATIVE ASPECTS OF DAY –-TO-
DAY HR
❑RELIEVING SELF OF ADMINISTRATIVE BURDENS WITHOUT
ABDICATING ADMINISTRATIVE ROLES
❑MAXIMIZING CONTRIBUTION TO ORGANIZATIONAL STRATEGY
 CONT’D
❑ACCESS TO ARCHIVED RECORDS AND DOCUMENTS
❑USER- FRIENDLY INTERFACE
❑CONNECTIVITY WITH THE CLIENT’S EXISTING INFORMATION
SYSTEM (PAYROLL ACCOUNTING, ERP, ATTENDANCE
REGISTRATION, DOCUMENT SYSTEMS}
❑MULTI-LANGUAGE SUPPORT
 CONCLUSION

THANK YOU FOR LISTENING

MRS. Y.A FANU-AGORO ©