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I felt compelled to write this article after a friend shared a video with me last week where one college professor’s faux pas cost him his job and reputation. In the video, during an online video conference, students noticed an opened bookmark on the professor’s screen showing a pornography site. How did this happen you ask? The professor shared his screen with his students during the online lecture when a few students noticed the partially hidden bookmark and brought it to the attention of the other students over the microphone. As if this wasn’t bad enough, one student recorded the screen and shared it on the popular social media platform, Tiktok, which went viral. How horrific! According to news reports and online sources, the professor has since resigned. But whether or not it was a voluntary or an involuntary resignation is the question many people are asking. The incident has sent some folks in an uproar with some petitioning for his reinstatement. According to the Miami Herald, the Change.org petition, started by Austin Torres, says, “People make mistakes, are sexual beings, and should not be fired when no true porn was shared. We no longer live in the 18th century and individuals are allowed to have a personal, sexual life. This was obviously a mistake.” Do you agree? This is not the first video chat mishap I have come across in the last few weeks and I am almost certain it will not be the last. The first I saw was of a woman who during a video call with her colleagues, placed her phone on the bathroom floor as she used the toilet. Unfortunately for her, the angle at which she placed the phone failed to hide her activity, but rather expose everything. Another was of a man in his boxers who forgot to end the video call, proceeded to get up, and scratched his bum in front of the camera with his colleagues having a front-row seating. Let's not forget the half-dressed news reporter who wasn't aware viewers could see him in his black briefs. I’m sure there are more such scenarios and some may have even hit your Whatsapp groups. And although as viewers, we may have found ourselves laughing once or twice. The fact is we live in a new world and we must all be aware to take certain precautions while participating in video calls. We are in uncharted territories thanks to the Coronavirus. Who am I to judge the university on their actions if indeed they were behind the professor’s resignation? After all, we do not know the extent of the incident and the damages it has caused. Nor do we know of other infractions committed by the professor. In either event, here are some key takeaways that can keep you from facing such precarious circumstances. 1. Dress appropriately. 2. Be mindful of the opened tabs on your internet browser or contents on the screen of your laptop. 3. Use a presentable background. 4. Mute your audio if you are not speaking. 5. If you are using a shared laptop or computer, observe and clear the browser history on occasion. As an HR professional, I cannot help but wonder if the university provides the professor and other staff with video lecturing measures and guidelines prior to or during the lockdown. If they did not, then was it fair to have lost his job with no grounds of accountability? Sure, as an adult he should have known better but at the workplace that is not a good enough reason to discharge someone. At what point are we protecting the privacy of our staff? Something to be greatly considered when we incorporate technology into our daily work culture. We must have policies that protect the privacy of our employees and in this case the security of our students. This will help prevent or minimize the occurrence of such incidents. Welcome to the future of work where new policies must be created to guide our new work culture. While you wait for your employer to draft their online and remote work policy, protect yourself by following the five simple video conferencing tips above. Don't let a video conference call be the reason you end up on the unemployment line. Best of luck as you try to navigate your way around the digital sphere! Rita Kusi is the CEO and Sr. HR Consultant of KUSI Consulting. She has over 15 years of experience in the field of Human Resource and Marketing and is an active member of The Society for Human Resource Management (SHRM) Global Chapter. In 2018, she was featured in Forbes Africa as the ‘Ghanaian who brought HR Corporate America To Ghana’. She is passionate about mentorship and working with SMEs.

First and foremost, relax and do not make any rash decisions if you are in panic mode. It is time to think clearly and not be reactive, which can be easy to do with the influx of information being thrown at us. Our (mental) health and well being and that of our staff are of the utmost importance at the moment. Luckily, many SMEs today thrive using digital channels, whether it is the ways they communicate with clients or achieve productivity from their staff. It does not matter who you are or your industry of specialization; the reality of the matter is that we will all most likely lose out one way or another, whether it is relating to our finances or in human capital. Nobody is exempt from the toll of the virus, which is still extending throughout the world, creating a ripple effect that will impact us for quite some time. As reported in SmallBizTrends, "27% of businesses expect the coronavirus to have a moderate to high impact on their revenue. Another 30% expect the virus to have a moderate to high impact on their supply chain.” The goal here is deploying all efforts to help minimize the impact of our losses. At KUSI Consulting, we are no experts in saving SMEs, however, there are some means and methods we are personally experimenting with that we wish to share with you. Here are some key points and advice based on our experiences thus far since the pandemic to help you minimize your losses. 1. Leverage technology and focus on selected services. If there is any part of your work that can be performed digitally then strongly consider it. Also, leverage on those services you offer which require a digital means. Earlier this week, one of our clients suggested postponing a negotiations meeting scheduled for three potential candidates they are considering for available roles. Rather than postpone, we proposed a video conference, which they found it to be a great idea. We have to find ways to not interrupt our normal business flow and keep things as normal as possible. If there are alternatives, consider those alternatives instead. 2. Consider outsourcing and freelancers. With a limited or no team the work still has to get done. For some of us, we are fortunate to be able to work from home. A luxury that is not afforded to everyone. It is time to consider outsourcing and leveraging the talents of freelancers who work independently. Last week, another client began to weigh their options and consider hiring an emergency staff in case their current staff goes on strike and does not report to work. If you can afford this then consider this option. 3. Think about survival and not about your get-rich-or-die-trying agenda. Figure out your monthly expenditure and highlight the necessities ex: food and electricity. Worry about making enough to cover those expenses and not about your next vacation destination. It is time to cut back in all the ways we possibly can until life picks up again and normalcy is restored. 4. Actively check on your team who are working remotely or not working at all. Employee engagement is not only in the workplace. It extends outside of the workplace. Ask about their (mental) health, how they are feeling and engage them as often as you can. You will be amazed at the solutions they help you to derive. Keep in mind that your employees are feeling the same way you do regarding the business. They too are concerned if they will have jobs and stability when it is all over. That is if they have not already lost their jobs. Seek their advice and the advice of your internal stakeholders before making business decisions. 5. Limit spending wherever you can. We have no idea how long the Coronavirus and its impact will last. Try and cut expenses. For example, Instead of the AC use a fan. 6. Pay your staff if you can afford it even if it's not their full salaries. It is not time to be neglecting those who need you the most during this crisis. The men and women who have been working to help achieve the objectives of your business. Find solutions to provide for them just as you would for yourself. We are all in this together. If you can afford to provide hazard pay for employees risking their lives to still come to work then do so. 7. We can all use a bit of faith. Continue to pray and have faith. It is certainly time to start thinking outside of the box and letting our creative juices flow. Share positive news and information with your community and team to uplift their spirits. The truth is, when this ordeal is over, we may not all be left standing on our two feet, business-wise. But, we can and should remain positive, hopeful and faithful. If you have more to add on this topic, kindly leave a message in our comments section. Give us a call (+233 55 408 1727) (+233 30 254 7136) or e-mail us at info@kusiconsulting.com for more advice and also about our Recruitment, Training, HR Audit and Digital Marketing services.

Working from home, also known as smart work, can prove difficult and require a tremendous amount of self-control, accountability, and drive if you are not disciplined with a game plan. Start your day with an agenda and a “to-do list” to keep yourself on track when working in the confines of your own home. Trust us it's not as bad as you may think. It is actually quite liberating. For our extroverts and those who enjoy going to the office, here are 10 effective tips from us to get you through. Ready, set, let’s go! 1. First, you have to wake up, dress up and show up as though you were going to the office. But, before you do this get in a little fitness activity. 2. Go for a short walk or run to get the day started. Walking increases blood flow, which is said to increase creativity and productivity. So, if you’re feeling dull or uninspired, it might be time for a quick walk. Working out at home is also optional. 3. After you've dressed to kill, take 5-10 minutes to yourself to reflect on the week you want to have. Do this with a cup of tea or coffee whichever you prefer. 4. Make sure to have a balanced and healthy meal along with your vitamins to boost your immune system. 5. Find a place around the house to make your workstation. Move around if you have multiple places you find comfortable to work. 6. Create a space that reminds you of work adding some of your favorite things ex: pictures, candles, photos, etc. Water is a must! Keep a bottle or glass by you at all times. 7. Start your day with a motivational video or read. TedTalks always seem to do it or LinkedIn articles. 8. Take 15 minute breaks every 2 hours to move about and stretch. If you have a balcony or porch, lucky you! 9. Check on your team and colleagues and share your lunch experience via Skype, What's app, FaceTime or Google hangout. Use this same video conferencing method for conference calls. 10. Last but not least, check your to do list every few hours for progress. Remember, the trick to successful smart work has everything to do with your ability to stay focused and away from distractions. You will be tested and tempted to watch TV, engage in chit chat with "that friend", and/or frequently log on to your favorite social media platform, but you can fight the urge by keeping yourself on a strict schedule. You are your own boss when you work from home and that can be a good thing. Now this all doesn't sound so bad does it! Do this for a week or two and it becomes routine. Trust us! We are masters of remote work. Give us a call +233 54 408 1727 if you need further guidance to work from home. We are here to Keep “U” Simply Intact.

On February 13th, 2020 KUSI Consulting hosted the second edition of the HR Professionals Brunch with the focus being “Strategic Workplace Transformation”. The event was open to the public, precisely to HR Professionals and Business leaders of various sectors in Ghana and beyond. Approximately 70 Professionals from a broad spectrum of industries were in attendance to network and learn from one another at the AH Hotel and Conference in East Legon. "The success of every business depends on many things, one of which is strategic human resource planning. Poor human resource planning has a long-term and immediate influence on management policies, employee recruitment, corporate profitability and organizational functioning. The success of any company or organization lies to a great extent in the way the Human Resources are managed within the organization". KUSI Consulting’s CEO and Senior Consultant, Rita Kusi was on hand and opened the brunch with a speech. During the day, the event participants had the opportunity to interact with the special invited guest speakers and one another through the various networking sessions. Each guest spoke on a specific industry topic. Mrs. Akwelley Bulley-Kwakyi, director of Human Resources at Universal Merchant Bank (UMB) shared with attendees the way forward for excellence with human capital in Ghana. With a bit of humor, she explained that the new generation of employees is less concerned about salaries and more concerned about how the organization and employers will help in training and developing their careers. She noted that “Employers need to think about how to keep the new generation of employees engaged through developing them and keeping them effective at work”, therefore as HR people there’s a need to know your return on investment, analyze and develop the human capital, and evaluate the impact of all your interventions. Mr. Alex Obu-Simpson, Mr. Alex Obu-Simpson, Employee Relations Manager at Gold Fields Ghana spoke on behalf of Mr. Francis Eduku, Vice President and Head of HR at Gold Fields Ghana. After briefly taking event attendees through the history of Gold Fields, Mr. Alex spoke on the robust employee engagement strategy of the company, which ensures the voices of all employees are heard. He further shared with HR practitioners why they adopted the HR Business Partner Model. As per the model, every department has an assigned HR partner who ensures that employee's needs and concerns are met. According to Mr. Alex, if management is responding, engaging and appreciating employees appropriately, they would trust management to do right by them. He stated that “Employee management requires a conscious effort and some key factors to come in play to make the engagement effective”. Finally, Mrs. Amma Benneh-Amponsah, the Human Resource Executive for MTN Ghana, took attendees of the event through innovations her company MTN Ghana introduced as an enhanced culture and workforce among their staff. She stated that “HR should work and be driven through analytics”. She also spoke about the difference between doing agile and being agile. She reiterated that the latter makes employees more engaged thus leadership at all levels should be more engaged leading to continuous improvement in organizations. At the end of their speeches, each guest was shown a surprise video made by their employees in collaboration with KUSI Consulting to honor and show appreciation for their immense work and contribution to the HR space in their organization and in Ghana at large. Click HERE to watch the video coverage of the event and HERE for photos. Thank you to our team, partners and sponsors who helped make the second edition of the #HRProfessionalsBrunch a success! Sponsors: Gold Fields Ghana, Universal Merchant Bank, Nationwide Medical Insurance, Digitronix Systems Ltd, Flocare beauty, Decokraft, Mindsnacks Ghana. #HRPB2020 #HumanResourceProfessionalsBrunch #HumanResource #AfricaHRLeaders #CorporateGhana #HRinGhana #GhanaHR #HumanResourceLeaders #HREvent #Networking #EventsInGhana

According to a recent statistic we chanced across on SHRM's platform, "Student Loan debt has increased 96% since 2010. Which means more and more individuals entering the workforce have significant debt." In the U.S., "As many as 45 million Americans have student loan debt -- amounting to about $1.49 trillion total." - CNN In 2017, the Institute of Statistics, Social and Economic Research (ISSER) of the University of Ghana, revealed that 10% of graduates find jobs after their first year of completing university. Due to the high unemployment situation, many graduates and student loan beneficiaries are left with high unpaid student loan debt. If you are a graduate fortunate enough to land a job then it is time to create a budget plan and an expenditure spreadsheet. Last year, by the Grace of God and with some strategic planning, I managed to pay off my college student loans. It took 12 years, which really isn't as long as it sounds. I must admit, it was really a great feeling to hit send on the online payment platform to make my final payment. As someone who has always been cautious about debt, especially during my teenage years and in my twenties, I knew I wanted to pay off the debt I amassed as quickly as I could. Luckily, I didn't have much debt to begin with, since I was an Educational Opportunity Program (EOP) student. However, I strongly believe anyone can pay off their loan regardless of the amount so long as they set goals and are committed to seeing it through. The first step to liberating yourself from student loan debt is to treat your student loan as a priority and factor the payments into your monthly expenditure. Don't think of your student loan as you would a credit card bill but rather your electricity bill, car loan, or water bill... You get my point. Here are 5 tips to help you pay off your student loan: 1. Check with your employer to see if they provide loan assistance. 2. NEVER ever defer if you can help it. Deferment puts you more in debt in the long run which is a huge disadvantage. 3. Apply for loan forgiveness if you qualify. 4. If and when possible, pay a little more than the minimum due. Paying more than the minimum reduces your monthly payments. 5. Try to pay on time or in advance to avoid late fees. Keep in mind that managing your student loans begin before you enter university. Speak to the financial aid or student loan center at your school for the best options for loan repayment. Ask about programs you may qualify for such as the EOP program. Now the question to incur or not to incur more student loan debt still remains for many of us who have completed undergraduate education. Wishing you the best of luck! #studentloandebt #studentloantrustfund #studentloan #eduloanbenefit #shrm

“Without Human Resource (HR) no business, large or small, can rise to become a global leader in its respective industry. Without Human Resource, Diageo, the parent company of Guinness Ghana Breweries Limited will not be a globally recognized brand. Without Human Resource, Tullow Oil will not be Africa’s leading oil and gas company. Why is this the case? Well, because the success of every organization lies in its human capital and HR professionals are the developers of the people who steer the company towards its goals.” The brunch, which was intended for HR professionals and business leaders began with a speech from KUSI Consulting CEO and Senior Consultant, Rita Kusi. Professionals from a broad spectrum of industries were in attendance to network and learn from one another at the posh AH Hotel and Conference in East Legon, Accra on Saturday, February 9th, 2019. The aim of the brunch, which was successfully achieved, was to bring something different and vibrant to the HR space in Ghana and create meaningful networking opportunities. A citation of appreciation in human resources was awarded to the special invited guests for their immense help and contribution to the HR space in Ghana and Africa at large. Prior to awarding the citations, each guest spoke on a specific industry topic. Dr. Edward Kwarpong, the CEO of Fair Wages and Salaries Commission and President of the Institute of Human Resource Management Practitioners (IHRMP) delivered the keynote address on behalf of Honourable Ignatius Baffour Awuah (MP), Minister of Employment and Labour Relations. In addition, he shared with attendees the way forward for salary and wages in Ghana. He noted that “it is the promise of reward that sweetens the labour”, therefore all wages and salaries should commensurate the job description to ensure productivity. Mrs. Irene Asare, Director of HR and Business Services at Tullow Ghana Limited, after taking event attendees through the lifetime of her career, entreated HR practitioners to build trust among the human capital in their organizations by effectively and efficiently engaging the staff in decision making processes. She, therefore, encouraged HR professionals to develop their communication skills and confidence level. Dr. Hazel Berrard Amuah, Director of HR at Guinness Ghana Breweries Limited, a Diageo company, spoke on human resource practices she has applied in transitioning across sectors. With a bit of humour, she reiterated that HR practitioners must know the nitty-gritty of their business and must display emotional intelligence in dealing with the human capital in the organization. According to Dr. Hazel, behavior-based safety should be paramount and a priority for organizations while ensuring diversity, inclusion and work-life balance. She stated that, “to be in the human resource profession, you have to have your senses down on the ground”. Looking at the impact CitiFM and CitiTV have made in the media space in Ghana, Mrs. Jennifer Anane-Nsiah, their HR Manager, shared with event attendees how she has been able to manage the talent of the staff in the organization. She spoke highly of the organizational culture and noted that it is quite adaptable and promotes growth, as well as career progression. She reiterated that because of the nature of the industry staff are acknowledged for a job well done as part of their employee reward system. Mrs. Gwendoline Sam-Appiah, HR Manager at the Volta River Authority (VRA) accepted the citation of honour on behalf of Dr. (Mrs.) Stella Agyenim-Boateng, HR Director and shared a few words on how she has been able to apply HR principles and practices to transition across various sectors. Dr. Ellen Hagan, Chief Executive Officer of L’AINE Services Limited and founder of HR Focus Magazine was kind enough to bring copies of the magazine which she shared with attendees. During her ten minute brief, she stated that “HR Practitioners should work in silos, it is not a competition”. She further shared her experience on how she has transformed human resource management in Ghana and impacted the youth. Finally, Mr. Kojo Amissah, Lead Consultant at CITAM and President of the Society for Human Resource Management (SHRM) Ghana Forum shared his knowledge on the role of HR in bridging the gap between industries, which was the theme of the brunch. At the end of his talk, he stated that “if an organization is failing then HR is failing”, therefore HR Professionals should manage the human capital in their organizations effectively to achieve productivity. The maiden HR Professionals Brunch was organized by KUSI Consulting, a U.S. and Ghana-based contracting firm with a focus on Marketing and Human Resources (specifically HR Audits, Training, Recruitment and Outsourcing). Thank you to our team, supporters and sponsors who helped make the maiden #HRProfessionalsBrunchGH possible. Sponsors: Adansi Travels, Nationwide Medical Insurance, Naya by Africa, DecoKraft, Mind Snack Gh, Advans Media Click HERE for more. #humanresource #HRProfessionalsBrunchGH #Networking #AfricanHRProfessionals #AfricanHRLeaders #SHRM #TullowOil #GuinnessGhana #LAINEServicesLimited #CITAM #IHRMP #FairWagesandSalariesCommission #MinistryofEmploymentandLabourRelations #Vokacom #Rectrain #AfricanBagg #Recruitment #HREvents #AHHotel #Accra #Ghana #EventsInAccra #EastLegon #VRA #VoltaRiverAuthority #HRProfessionals #AfricanHR #EmploymentInAfrica #Brunch #HRBrunch #Diageo #HRPractitioners #HumanResourceManagement #AdansiTravels #Mindsnack #DecoKrat #NayabyAfrica #NationwideMedicalInsurance #AdvansMedia #HRFocusMagazine

When you set out to build a business don’t think only about wealth and job creation. As entrepreneurs of this generation, it is important, now more than ever, to create businesses that are also eco-friendly, eco-innovative and sustainable. Last month, I had the pleasure to spend two weeks at Lancaster University in the United Kingdom as part of a project called Recirculate, a capacity building program within Africa to support African research institutions to work collectively with academia and entrepreneurs in, with and for their communities. The first part of the program commenced in Ghana from January 30th to February 2nd, 2018 with various work groups. I was invited to join the ‘Innovation & Entrepreneurship’ group, where I met fellow entrepreneurs and researchers from the University of Benin in Nigeria, the Council for Scientific and Industrial Research in Ghana, Lancaster University in Ghana and UK, Botswana International University of Science and Technology, National Commission for Science and Technology in Malawi, Copperbelt University in Zambia and African Technology Policy Network in Kenya, and more. It was refreshing to network and be in the same space with like-minded folks from all over the African continent fostering meaningful relationships, sharing knowledge, exchanging ideas and building connections. We were all united by one common goal, sustainability. During my stay at Lancaster UK, the objective was to expand on my knowledge in business development. Although, I was unsure how exactly I would begin. I decided to leverage on the networks I had already established earlier that year in order to broaden my scope and knowledge of business development specifically pertaining to the African continent. After a preliminary and welcoming meeting with Nigel Paul, Professor in the Environment Centre at Lancaster University, and a MasterClass session with Nigel Locket, Professor of Entrepreneurship at Lancaster University Management School, both stakeholders of the Recirculate project, things were immediately put into perspective. From there it all began to snowball. A couple of days after my arrival, I attended a workshop on “Doing Business In Africa”, facilitated by Dr. Akanimo Odon, Africa Strategy and Business Expert and CEO of EnviroFLY Consulting UK Limited, which further fueled my passion and determination to achieve my objectives. First, I created a diagram of the specific goals, which consisted of visits to selected departments to meet with key faculty members. At first, there was no specific order and I was clueless as to who and how to contact these people. After the meeting with Nigel P. it became apparent that perhaps the focus should fall on research and with his help, I was able to connect and meet with a few researchers. Second, I used the dimensions of Nigel L’s, Opportunity Business Model (OBM) to help steer in the right direction. Armed with the OBM, I mapped out the what, who, where, how and the why and began firing off e-mails to specific faculty and individuals on my radar and of course with assistance from my network. At Lancaster, I met and interviewed some pretty fascinating and inspirational faculty members including Dr. Ruth Alcock, Head of Enterprise and Business Partnerships, Helen Wilkinson, Productivity Programme and Project Delivery Manager, Niall Hayes, Professor of Information and Organization in the Department of Organization, Work and Technology and Matthew Ireland, HR and Payroll Service Delivery Manager, just to name a few. They all gave priceless advice and shared insight on their journey so far in their respective fields. Information I was sure to take along with me. Oftentimes, as entrepreneurs and visionaries, we get caught up with implementation and doing everything in our power to see our ideas come to life that the research, probably the most crucial, takes a back seat to our ideas. However, our ideas are useless without research to serve as a foundation. The next time you come up with your next great idea ask yourself if it is viable and apply the OBM. Overall, my two-week stay at Lancaster UK was fruitful and yielded favorable results far beyond my expectation. By wisely leveraging on technology and my network, I was able to meet and gain insight from academic professionals. All in a timely fashion thanks to the recirculate team and my colleagues. I am thankful for the new connections made and the opportunity to expand on my network.

A couple of months ago, KUSI Consulting was asked by a potential client to recruit a candidate for an available managerial role within their organization. Then a few days later, after we launched our massive global search for the best candidate to fill the role, I received an e-mail from the now client instructing us to halt with the search. When I asked if there was any particular reason, he stated that he along with other executives believed they already had a suitable candidate in mind; a current staff already working within the organization. They did not know whom specifically, but they believed one or two of their in house staff had the potential to be promoted into the role. After our conversation, they asked us to rather conduct an internal human resource audit to seek out this candidate. Following my conversation with the client, I asked our Human Resource Manager, Seth Osei Kodua, why the client hadn’t conducted an internal search before reaching out to us. That was when it dawned on us that many employers do not necessarily understand the human resource function within their organization. In my five years of operating a HR Consultancy Company in Ghana, West Africa, I have come across plenty of businesses with more than the required staff strength; a surplus of employees with very little work to be done. During a recent conversation with a HR colleague, who is becoming more of a mentor, he stated similar. In his own words, he stated, “a lot of companies in Ghana are overstaffed. I see it happen all the time.” I was glad to know I wasn’t alone in my observation but that reassurance was not going to solve this problem, which has now turned into a crisis. A couple of weeks ago, the Bank of Ghana consolidated five local banks into what it calls the Consolidated Bank Ghana (CBG) limited after the banks had their licenses revoked. Since the incident, it has been reported that one of the banks was overstaffed compared to others in the banking sector, causing a drain on its financials. Seriously? How? Where was their HR manager? These were just a few of the questions racing through my mind. How can overstaffing, something that could have been easily avoided be the downfall of a bank that has been operating for 20 years? Somebody dropped the ball, a ball, which now holds the fate of around 3,692 workers. I am not one to dwell on the past. The damage has been done! Now, how are we as HR professionals going to tackle this menace? Overstaffing is a waste of human resources, human capital, human potential and no doubt a waste of time. So why do it? Often, companies hire without actually having a need. The solution to your employment needs can be very simple and found within your organizations human capital. Before you spend money, time and resources you may want to search within your organization for that ideal candidate and the way to do that is to conduct an internal organizational audit. Start by asking yourself some key questions like, “Do we really need to hire someone for this role and if so, what exactly will they be doing?” Conduct an internal workforce analysis to determine your staff strength and ensure the right employees are matched with the right roles. Review your budget to make certain you can afford to bring on additional staff. Implement effective pay grade and salary structures and follow up with an external scan to see what others in your industry are doing. They say comparison is the thief of joy but in the world of employment, it is a smart tactic. Unemployment is a bigger menace but overstaffing is not the answer to our unemployment issue. It is a selfish and temporary act that will do more harm than good in the long run. Do right by your employees and pay attention to the facts and figures within your organization because numbers do not lie. Remember, establishing a successful business that will live onward require time, patience and the right team. Take the time to assess your business every quarter, hire the right people who care about your organization’s mission and vision and use what you have to operate within your means. It may surprise you when you are able to achieve more productivity with a smaller team. At KUSI Consulting, we provide HR auditing services to save you money, time, and retain the talent that is already within your organization. Let us help “U” clean house and manage your current staff so that you do not hire on a want but rather on a need basis. Our HR Auditing Services Include: Current HR Procedures and Structures Compliance Leave and Absenteeism Employee handbook review Employee timekeeping Payroll administration Benefit administration Performance management processes Leadership development Recruiting strategy Employer brand Employee training and development Employee grievances #kusiconsulting #talent #hr #humanresource #overstaffing #talentmanagement #hraudit #humanresourceaudit

I have heard numerous times, on several different occasions and from a diverse group of people that there is a shortage of talent available in today’s workforce. Every time I heard this, I could not help but wonder what has become of the talent pool. Did it ever really exist in the first place and if so, at what point did we begin experiencing this shortage? Believe it or not, this is an important question many hiring managers often ask themselves, and especially now, in today’s rapidly changing world of work. A panel discussion themed, “The Elephant in the Room- Is There Really a Shortage of Talent?, was held on day two of the recent three days “7th Africa HR Leaders Conference” in Accra, Ghana to address this very same topic about talent search. Here is my take on the matter. Does talent exist? Yes, talent still exists! More so now than ever before, however, we have to search a little harder, dig a little deeper and strategize a bit more. We have to apply some innovation and niche marketing to our search criteria. In case you are wondering what I am referring to, here is an example: An employer is seeking a recent graduate to occupy an entry-level position at their company. Therefore, they decide to publish an advertisement in the Daily Graphic newspaper because, for a long time, this has been their job search strategy. What this employer failed to realize is that in today’s modern day tech era, entry-level candidates infrequently purchase newspapers, therefore, the chance of reaching many qualified candidates is limited. Also, not only is this a costly mistake, the employer has limited their chance of reaching more qualified candidates. They were better off using a digital approach to their search criteria since the majority of entry-level candidates can be found online. Not to mention, in an age where there is so much content and information overload people are dispersed and in their own corners. It is up to you to go the extra mile to find them in their niche. “There is available talent but there is a shortage of refined and complete talent,” this quote was made by Abena Antwi-Darkwa, Human Resource Manager at Vokacom Limited, during the “7th Africa HR Leaders Conference”. This is probably the best and most accurate way to phrase the talent situation. I agree very much with Abena that the talent is there and requires some level of grooming and unless employers are going to invest in the talent then, of course, there will appear to be a shortage. Here is my last random thought… In conclusion, the future of work will require employers to become comfortable with outsourcing and using contractors for selected jobs. Especially, as the number of entrepreneurs continues to rise. In a world with many aspiring business owners, it is safe to say that it is an employees world and it is now time for employers to play hide and seek. The employer now has to search harder for the talent they seek. As an employer, seeking the best of the best, consider switching your strategy when searching for talent. Old ways won’t open new doors and surely it will not find you the talent you seek. Now if you are fortunate enough to find the talent, how do you manage it? Get in touch with your HR Consultants at KUSI Consulting for all of your recruitment, staff training/grooming and talent management needs. #kusiconsulting #talent #hr #humanresource #talentsearch #jobsearch #jobseekers

Even though there is a high unemployment rate among the youth in the country, some employers have blamed the situation on the difficulty in finding the right kind of talent for the job. In an interview with the B&FT, CEO & Founder of Keeping “U” Simply Intact (KUSI) Consulting, Ms. Rita Kusi, said there is a disconnect between employers and graduates regarding what the former expects and what the latter can do. “There are postings of jobs day in-day out, but you hear people say there are no jobs. This is false. Employers are having an issue finding the right talent. Where do you find these people? How can my company find the right talent? On the other side, candidates are having a hard time finding the position they are suited for,” she said. The unemployment rate in Ghana increased to 5.77 percent in 2016 from 5.54 percent in 2015. Unemployment Rate in Ghana averaged 6.51 percent from 1991 until 2016, reaching an all-time high of 10.36 percent in 2000. She further stated that there is a need to close the gap between education and industry in order to decrease the constant rise of unemployment the country is facing. “The link between education and industry is non-existent. Educational institutions are not keeping in touch with the needs of businesses these days,” she added. She indicated that in addition to the struggle of finding the right individuals for the right job openings, companies also face the problem of cultivating a successful company culture. Companies should be able to clearly define their mission, vision and objective; this provides you with a clear idea of the kind of people you want to bring on board, she explained. “Regardless of whom your employees are, their practice of the company’s culture begins to wane after a period of time. There is a need for companies to reinforce their values through periodic training, ensuring that management is in constant communication with their staff, and refresher courses.” In addition to providing management the opportunity to orient employees to the company’s culture and policies, regularly training employees helps strengthen their work skills – thus avoiding weak links in the company. KUSI Consulting, one of the few digital-based HR company in Ghana, has strategically put together training programmes this year to assist companies, individuals and entrepreneurs who want to develop themselves. Training programmes offered include: Career Development training for recent graduates, young working professionals and individuals who seek to advance their careers; Skills Building training, which includes effective communication, team-building, networking and basic administrative skills; and the company also offers leadership and management training, as well as digital and online marketing training for staff development. Click here to read the original interview by B&FT #bft #bftghana #business #finance #employment #ghana #businessandfinancialtimes

Sexual harassment is generally described as unwelcome/unwanted sexually determined behaviour that affects the dignity of women and men at work. It could be indirect or direct action, that results in physical contact and advances, a demand or request for sexual favours, sexually-oriented remarks, any other unwelcome physical, the verbal or non-verbal conduct of sexual nature (Labour, act 651). The lack of career opportunities in the labour market has also been cited as a factor leading to the increased incidents of sexual harassment in Ghana. According to a study conducted by the International Labour Organisation (ILO), ”Sexual harassment is inextricably linked with power and often takes place in societies which treat women as sex objects and second-class citizens.” An example of this is when a man or woman is being asked for sexual favours in return for being given a job, or a promotion, or a raise. A perfect Ghanaian example was when the nurse at the Koforidua St Joseph hospital was being asked for sexual favours by the hospital administrator in exchange for a promotion. One of the major challenges of sexual harassment, in our part of the world, is gathering evidence to make a case against the harasser. In a research report on sexual harassment at work and in the academic environment in Ghana by the African Women Lawyers Association, out of the total sample population of 789 women who responded, 63 percent (63%) said they had experienced some form of sexual harassment at work and in educational institutions. The research findings depict that there are high cases of sexual harassment incidents in Ghana. In other to avoid incidents of sexual harassment at the workplace, employers must first establish a company culture that does not promote or encourage the act. Employers should evaluate their employee manual and policy to make certain that sexual harassment is clearly defined and understood by both male and female employees. Employers should also state what is appropriate and inappropriate on the job behaviour. I suggest there should be a proper counselling and ethics department at every institution and corporate organisations to encourage sexual harassment victims to attend to. Another method that can be used to curb this issue is to strengthen the communication channels at the workplace. Training and education seminars must be organised to empower employees to speak up against sexual harassment acts at the workplace. Since sexual harassment is often linked to power related issues and relatively common in societies where women are considered second-class citizens, there should be a deliberate attempt by the government and other stakeholders to promote women empowerment in Ghana. Policymakers should also intensify the already existing gender empowerment related programs for example ‘The HEforSHE’ campaign launched by the Ministry of Gender early this year is a solidarity campaign for the advancement of women initiative to speak against inequality and other forms of harassment (sexual) levelled against them. The family and the school as a social institution also has a role to play, the family and the educational institution have to train and encourage the younger one to always speak up to issues they are not comfortable with. Sexual harassment in a way is a confident related issue, so it is the duty of the family to boost the confidence level of the young by encouraging them to speak up. The government and the media must strongly hold a media campaign against it to sensitise the general public about the effect of sexual harassment on the growth of business and the development of the country at large, its campaign must be given similar attention as the ‘say no to galamsey’ and the ‘send your girl child to school’ campaigns. In a nutshell, sexual harassment has the tendency to affect the productivity of both employee and the employer so you have to ‘kill it before it destroys your business’ SAY NO TO SEXUAL HARASSMENT!

Recently, a friend on LinkedIn tagged me and several others in a post which read, “What really matters is human capital: you have to work with people who are smarter than you." Aliko Dangote He asked if we agreed with this quote by one of Africa’s richest and most respected business moguls Aliko Dangote. Many people commented stating they agreed with Dangote. I, on the other hand, disagreed to a certain extent and wrote the below comment underneath the post. “I'm not sure I agree 100%. While human capital is crucial to the growth of any organization, diversity is also equally important. Working with people smarter than you, in most cases, require more capital (financial) as they will be more seasoned and experienced. You have to also be open to employees you can train and groom into your business. A wealthy businessman like Dangote can afford to hire all seasoned employees who are smarter to manage his empire. Someone like me, managing a small scale consulting company will have to rely mostly on recent graduates looking to gain experience in the field. They will be smart of course, but not necessarily smarter because they are still learning. I do believe you have to work with people who are equally or more passionate than you.” The world of work as we know it is changing, or should I say has changed and continues to change at a very rapid pace. With the rise of entrepreneurs and technology employers are no longer using archaic means and measures to employ and they are certainly not spending loads of money to find and retain talent. Employers are offering much more to their staff than just a basic salary. The Future is here and NOW. Gone are the days when employers based their hiring decision only on a curriculum vita or a resume. Now in the technology and millennial era employers look to hire based on one’s ability to understand technology and use the tools and platforms effectively and efficiently. According to a recent online poll conducted by Ryan Kay, HR Research Specialist and Job Advocate at Refer.io, 41% of employers used text messaging to schedule interviews in 2017. More than ever, employers are using, watching, and monitoring your online activities as part of their hiring decision-making. The future of work is technology driven and does not discriminate. It does not only take into account one’s level of education or experience. Hiring decisions will not only be based on the aforementioned but rather adaptability, desire, passion, and drive. Employers are seeking employees who have the overall best interest of the company, how much they are willing to dedicate to its growth and how quickly and easily they assimilate into its corporate culture. The future of work takes into account diversity, flexibility and innovation. How best are you at working with others? Possessing skills necessary to help small startups scale and corporations build a legacy makes you an asset to any company. At a recent seminar in Accra, Ghana organized by the Society for Human Resource Management (SHRM) local Accra chapter, the speakers which included Robert Garcia, VP of SHRM Global, Philip Oti-Mensah, CEO, Omni Bank and Amma Benneh-Amponsah, HR Manager at MTN Ghana discussed the future of work and how important it is for HR to lead this change. The trio presented on Technology, Cultural Change and HR preparedness. “Businesses that do not pay attention to HR will not be successful in the long-run.”- Philip Oti-Mensah They advised employers to pay close attention and invest in human resources. Although robots are infiltrating our system, the truth is they will never be able to replace certain human functions. The SHRM speakers also suggested that employers embrace diversity, flexibility, inclusion as this is the future of work. The importance of digital marketing for African Businesses; 1. 67% mobile penetration - Sub-Saharan Africa is expected to add more than 100 million unique subscribers to surpass a half-billion mark by 2020, according to a report by the GSM Association, 2. By the close of 2015, statistics indicated that Ghana had 35,283,957 telephone subscribers, which represented a teledensity of 129.63%. These statistics were given by Dr. Omane Boamah, former Minister of Communications under the John Mahama Administration, at the World Telecommunication Day Celebration in Accra. 3. According to the Global Mobile Consumer Survey, the average person looks at their phone at least 47 times per day. My suggestion to businesses not leveraging on this new wave of doing business is that they jump on board as soon as possible. I strongly urge African business owners to embrace the technological advantages available to them. The use of technology should be incorporated into the day to day activities and hiring practices of businesses today especially early-stage startups. With statistics as impressive as the above, they will be at a disadvantage to not take heed. Join KUSI Consulting on Wednesday, March 21st at our ‘Career Development for the Future of Work” training session. For more information kindly e-mail info@kusiconsulting.com or call +233554081727. #HumanResource #KUSIConsulting #Employment #Ghana #Career #Training #Outsourcing #TheFutureofWork #SHRM #SocietyForHumanResourceManagement