45th Annual National Conference

 The Young HR Professional  Concept of Development & Relevance to HR Professionalism  Professional Development Resources & Tools: Challenging the Status Quo? 20/09/2013 Elizabeth Olofin2

 Age as a defining factor : years?  Psychological Needs: Love: Intimacy vs. Isolation; Generativity (Erikson, 1950)  Other characterization which may apply:  It may span periods of the immediate years during and after technical qualifications  Hypothetical positioning of the young professional in a system or organogram may range from operational to Tactical. 20/09/2013 Elizabeth Olofin3

 Being able to identify and add Value to a System evidenced in Key Performance Indicators through relevant Human Resources Management Support whilst fulfilling desired Personal & Professional Goals of the Practitioner ◦ Alignment of HRM with Organizational Strategic Objectives ◦ Alignment of Personal Goals with Professional role/Organizational Goals 20/09/2013 Elizabeth Olofin4

Organizational Goal:  Achieving Organizational Success rest on People  Creating the Customer sustainably involves seeking opportunities and converting them to wealth/industry (Value) whilst realizing the personal potentials of the organization’s Human Resources  Key question any organization and particularly the HR Professional that wishes to remain relevant must ask are: ◦ Do our people understand our business: can they create the customer through Innovation and standardization of Service Excellence (Operational & Technical Competence?) ◦ Are they able to handle change? ◦ Are they able to inspire and build other leaders? ◦ Are they empowered with the quality, type and level of information for decision-making? 11/9/2010 Elizabeth Olofin5

11/9/2010 Elizabeth Olofin6 NOSKILLSELEMENTS/UTILITY 1VISIONINGBig Picture: Preserve your Culture of Excellence; Achieve your Mission/Vision; & Keep you relevant Decision-Making: Problem Solving – Current & Anticipated (Scenario-Planning) Ability to Move on smart & quick 2ORGANIZATIONALEstablish Systems ; Structures & Processes to handle routine (Want to attract & retain customers with committed employees- Invest in this!) Good working environment; Performance-Pay relationship; Well defined Growth Plan/ladder; Support system e.g. Coaching & Mentoring, Team work & Peer review 3SOCIALIZATIONEmotional Intelligence: Head & Heart; Passion & Hands. Physical & Spiritual Relationship :Personal & Business Etiquette Networking Global/International Exposure

What exist...√  6 Levels of Examination Stages with at least 26 varied subjects/courses  12 months Mandatory Industrial HR Experience before Induction  Use of relevant Local case studies in the delivery of Training and in Examination Treatise  Annual mandatory professional Learning & Development Programmes 20/09/2013 Elizabeth Olofin7

ResponsibilityActions Self (The Young HR Professional)Identification of Passion Identification of Personality Type 30minutes Reflection per day on Personal Goals & Professional Accomplishment (Recommended!) Tiered Networks (subordinate; peer; and superior) with diversified Experience/background Financial Literacy & Empowerment Travels: People & Places Service Orientation: Volunteerism Avid Reader: Be a ‘T’ Fall in love with a ‘To do List’ 20/09/2013 Elizabeth Olofin8

ResponsibilityAction The InstituteCurriculum/Professional Development Learning Series: Enterprise Spirit (Intrapreneurship) Creativity & Innovation Customer Service Excellence (Internal & External) Technology in Human Resources Management The Language of Value & Money: Business Models System Thinking Global learning Exchange programmes (In collaboration) Work Ethics (Mandatory) Others: Dedicated Social Media Platforms developed by the Young Professionals Referral Service for Coaching & Mentoring (with Guidelines) Respect & Recognition Participation in Policies that affect young persons in Nigeria & General Governance : Societal Values 20/09/2013 Elizabeth Olofin9

Thank you 20/09/2013 Elizabeth Olofin10