MEET THE STAFF SERIES

 

The Management is Adopting Continuous Training Strategy to Bridge Competency Gaps- Sani Abubakar Shanono

 

CCD: Can you briefly tell us about yourself?                                   SAS: My Name is Sani Abubakar Shanono. I am a graduate of Mechanical Engineering. I am currently working in Corporate Services Department under Learning and Development Section of HR Unit.

CCD: Can you share with us your primary responsibilities?   

 SAS :My primary responsibilities as a Learning & Development Officer include:

i-    Conducting training needs analysis to identify the knowledge and skills gaps in the Company and designing training programs to address them.

ii-    Developing training materials, including presentations, e-learning courses, videos, and job aids, that are engaging, interactive, and effective.

iii-    Supporting employee development by creating career development plans, providing coaching and mentoring, and offering opportunities for job rotations and cross-training.

iv-    Keeping an up-to-date record of the latest trends and developments in learning and development and applying them to improve the effectiveness of training programs.

In summary, the primary responsibility of L&D Section is to provide employees with the knowledge, skills, and competencies they need to perform their jobs effectively and achieve their career goal.

CCD: How do you ensure the Core Values of the Company are maintained by Staff?

SAS: By providing continuous training and development programmes as well as opportunities that reinforce the Company's core values. This can be done through leadership development programmes, team-building activities, or even regular performance feedback sessions.

CCD: Do you have any suggestions or strategy on how to improve the capacity of workforce in particular and the performance of HR Unit and Kaduna Electric at large?  

SAS: Focus on employee development: This includes providing training and development opportunities, offering career growth opportunities. Employees who feel valued and supported in their career development are more likely to be motivated and put in their best in their respective work, leading to greater productivity and improved performance.

i-    Enhance communication and inter and intra departmental collaboration. Kaduna Electric can improve communication by implementing regular check-ins and feedback mechanisms, providing clear and transparent communication about goals, objectives, expectations, and fostering a culture of open communication and synergy among the various units and departments. By working together effectively, employees can better understand the Company's objectives and work more efficiently towards achieving them.

ii-    Encourage innovation and creativity by recognizing and rewarding employee contributions, and fostering sense of belonging. A positive company culture can lead to higher employee engagement, better performance, and increased customer satisfaction.

CCD: What do you think is the most challenging aspect of HR management?  

SAS:  Managing employee relations: HR departments must handle various employee issues, such as disputes, grievances, conflicts, and resolve them in a fair and consistent manner. HR must ensure that the organization complies with various employment laws and regulations, such as anti-discrimination laws, wage and labour laws, and safety regulations. The HR departments must also develop and implement policies and procedures that promote a positive workplace culture while also protecting the interests of the Company.

CCD: Any appeal or suggestion to staff or management?

SAS: i-   There is need for effective Communication and continuous employee engagement: Effective communication is essential for a healthy and productive work environment. The Management should encourage open and transparent communication between employees and Management, and make sure that all employees feel heard and valued. Providing regular training and development opportunities can help employees acquire new skills and stay engaged and motivated.

ii-    Flexibility: Consider offering flexible work arrangements, such as telecommuting or flexible schedules, to help staff achieve a better work-life balance. Acknowledge and reward employees for their hard work and achievements.

iii-    Create policies and practices that promote diversity and inclusivity.