An evidence-based policy book: a practical guide to doing it better stated that because a policy worked in a particular place doesn’t mean it will work in another place when replicated. Before the pandemic, there were certain ways in which professionals considered to be the best HR practices in Nigeria.
However, after the pandemic, we have seen how companies are quick to adopt remote and hybrid job options for new hires.
With the emphasis that employees are assets to any organisation; assets that are valuable and whose state of health and work-life must be cared for, how can we determine HR best practices in Nigeria?
For some, there are seven best HR practices practicable anywhere in the world, while for others, HR practices are numerous and applied accordingly. Whether it is seven or numerous, this post will look at HR best practices applicable in Nigeria.
HR Best Practices in Nigeria
Here are the HR best practices in Nigeria
Job Security
Beyond starting out as a new employee, or as someone who has worked a number of years in an organisation, there is that anxiety that comes with a job that doesn’t offer security. Every employee wants a place that is not only safe to work, but also a place that guarantees security.
Job security is considered to be important across global human resources management practices. Human resources management is incomplete without a sense of security on the job.
Hiring the Best Talents
This is human resources management practice that ensures that the round peg fits into a round hole. Hiring the right people for the job, not for the sake of filling vacancies or positions is critical to the success of workforce management and organisational goals.
This is a practice that priorities excellence and resourcefulness over mediocrity.
Performance-Based Compensation
The third on the list for HR best practices in Nigeria centers on compensation.
This compensation is not limited to only monthly compensations and benefits, it also includes compensations that are based solely on performance.
Employees look out for a fair and performance-based compensation evidenced in their output and work approach.
Building a Dependent Team
A team that is capable of doing what is expected of them with little or no supervision at all is a dependent team. Such teams are able to self-manage and achieve both individual and corporate goals. As a result, human resources management practice is visible with the outcome of each team’s work.
Training
While this is a key human resources function, employees also anticipate training in skills that are of relevance. Training on the job and training to develop personal skills avail employees the opportunity to give their best to organisations.
In addition to job security, training, and performance-based compensation, practices that are poised to improve human resources management include creating channels that promote a balanced and fair means of communication between the top level managers and those at the bottom, including a system where accountability and transparency is enhanced and not disregarded.
Like the evidence-based policy book rightly stated, conducting your research on what is best for your organisation is important and not just relying on what worked for another company.
